Human Resource Management Practices and Strategies

This assignment provides a detailed overview of human resource management (HRM) practices and strategies, drawing on research from leading journals and textbooks. It covers topics such as HRM formulation, implementation, and impact, as well as the effectiveness of line managers' HRM implementation. The assignment also discusses high-performance HR practices, employee perceptions, and the influence of HRM on organizational outcomes. With a focus on theoretical frameworks, empirical studies, and practical applications, this assignment is an essential resource for students and professionals in HRM.

Human Resource
Management
Table of Contents
INTRODUCTION...........................................................................................................................3

TASK 1............................................................................................................................................3
P1 Purpose and functions of Human resource management.......................................................3
P1 Strengths and weaknesses of different approaches of recruitment & selection.....................4
TASK 2............................................................................................................................................5
P3 Benefits of different HRM practices within an organisation for both employer and
employee.....................................................................................................................................5
P4 Effectiveness of different HRM practices for raising organisational profit and productivity
.....................................................................................................................................................6
TASK 3............................................................................................................................................6
P5 Importance of employee relations in respect to influencing HRM decision making............6
P6 Key elements of employment legislations and its impact upon HRM decision making.......6
TASK 4............................................................................................................................................6
P7 Illustrate the application of HRM practices...........................................................................6
CONCLUSION................................................................................................................................8
REFERENCES 10

Introduction
Human resource management refers to the practice of hiring, recruitment, deploying and
managing staff members of an organisation. It includes the overall activities and procedures
which are used to manage employees of an organisation. The present report will based on Tesco
plc which is known as a British multinational groceries and general merchandise retailer with
headquarters in Welwyn Garden City, Hertfordshire, England in United Kingdom. It was
founded by Jack Kohen in the year around 1919, almost 100 years ago. This assignment will
focus on purpose & functions of HRM and strengths & weaknesses of different approaches of
recruitment and selection. It will also include benefits of various HRM practices for employer &
employee and effectiveness of HRM procedure for raising productivity of business. The
importance of employees relations, elements of employment legislations and applications of
HRM practices is given below.
TASK 1
P1 Purpose and functions of Human resource management
Human resources department is very important because it functions to build backbone of
an organisation i.e. employees. It includes the criterion of managing staff members by selecting
appropriate candidates for desired position in company along with allotting desired tasks to them.
However, human resources management consist to analyse their expertise of an individual and
them allocate specific project to them in order to gain better outcomes (Daley, 2012). In context
of Tesco plc, they have number of purpose and functions to be carrying out which are explained
further.
Purpose of Human Resource Management
Recruitment and selection – This can be described to use appropriate methods in order
conduct recruitment for several positions in company for selecting well experienced person .
(Fine, 2012). It is necessary to set criterion of selection by kept in mind about specific roles and
responsibilities of specific designation so that selected individual can complete the same in
future. In case of Tesco plc, HR manager is required to utilizes more appropriate method of
recruitment of welcoming innovative talent in organisation for achieving desired results.
Resolve employee conflicts – The employees conflicts are required to be solved
immediately in order to generate a healthy relations among them which is essential for them to
work together effectively. However, it has been analyse that better relationships between people

facilitate to create appropriate coordination as well as cooperation among them which impacts
positively on outcomes of projects. The HR manage of Tesco plc should establish some strict
rules and develop specific cultural environment of organisation to reduce employee conflicts for
facilitating achievement of set goals and objectives successfully.
Functions of Human Resource Management
Training and development – The HR department has a responsibility to conduct effective
training and learning programs on improve skills & abilities of employees for increasing their
regular productivity. It includes the criterion of determining requirements of organising training
sessions in respect of improving capability of staff which facilitate to attain better outcomes in
business. The HR manager of Tesco plc should focus on training and development programs in
increase overall productivity of an organisation.
Performance Appraisals – This can be described as to conduct performance appraisals
by providing bonuses and increment for better performance to encourage them .(Buller and
McEvoy, 2012). It also consist to determine problem of related to working of people and make
them informed about this by providing effective solutions to improve their performance
respectively. In case of Tesco plc, HR manage should motivate employee by performance
appraisal to increase their performance which facilitate boost up profitability of organisation.
P2 Strengths and weaknesses of different approaches of recruitment & selection
Recruitment and selection can be described as a process of pacing advertisement
regarding job vacancies for attracting creative talents and then select appropriate candidate for
specific position in company (Chelladurai and Kerwin, 2017) . It is necessary to make an
appropriate criterion of selecting an individual for particular designation to make sure that they
can complete related roles and responsibility properly in future. The Tesco plan can use any
suitable approach of recruitment and selecting for hiring creative talents in organisation.
Recruitment – This can be described as a process in which searching of candidates can
be done for employments along with stimulating them to apply for the jobs. It includes the
method used by HR manager for encourage desired candidates to apply for the jobs with the help
of placing an advertisement regarding the same with providing information of desired skills &
experience.
External approach – This can be described as process of using external sources like
advertisements, walk ins, private employment agencies, educational institutes by conducting

campus drives and labour contractors .(Briscoe, Tarique and Schuler, 2012).. It can be
considered as an effective method because it facilitate to welcome new talents in Tesco plc
which helps in business to gain better profits.
Strengths Weaknesses
 Qualitative human resources
 Rejuvenates organisation
 Better adaptation to the changing
environment
 Employees get demoralised
 High cost of recruitment
 Chances of wrong selection and
promotes nepotism
Internal approach – The internal methods consist several modes of recruitment such as
promotion, transfers and employee referrals to hire desired candidate. It can be considered as
beneficial method of hiring employee as it is consumes less duration of time and cost in Tesco
plc.
Strengths Weaknesses
 Encourages handwork and develop
employees
 Accurate selection of candidate
 Economic in nature
 Promotes unemployment
 Promotes favouritism
 Limited choice of candidates for
selection.
Selection – The term selection refers to a process including series of steps which are
required to be followed more effective as well as efficient way in order to select suitable
candidate of specific designation in Tesco plc.
Strengths Weaknesses
 Interviewer can determine capabilities
of individual through interview.
 Hire appropriate candidate as per
desired criterion of selection.
 Candidate may lie about their
experiences.
 Loss contact with several good
candidates.

TASK 2
P3 Benefits of different HRM practices within an organisation for both employer and employee.
Human resource practices are very much important for an organisation to achieve
organisational goals and objectives by coordinating each and every activity in better way.
It is a planned approach that enables to manage employees in effective manner to get
desirable outcomes in positive way. There are some important HRM practices that plays
major role that are as follows:
Conflict resolution: Conflict is a situation that arise in an organization in which both employee
and employer plays crucial role to set policies and procedures to behave in appropriate way at the
workplace. By communicating and share their views and ideas organization can be able to find
out major reason behind that particular issue to get right kind of action and their results in Tesco.
Training and Development: It is one of most important factor of HRM practices that proved
helpful for both employee and employer in giving best skills and capabilities to get desirable
outcomes from them in positive way. With help of training and development Tesco can be able
to build harmonious environment in their organization in which everyone contributes a lot for
organisational development.
Employees Relations: Employee relations are very much important for an organization and
individual to deal in effective way (Brewster and Hegewisch, 2017) With the help of strong
employee relations Tesco can be able to motivate their employees by giving flexible work
environment in which every one can contribute in organisational growth and enhancement in
positive way. By employee relations both employee and employer reap important benefits and
give their best in organisational development and enhancement in proper way.
P4 Effectiveness of different HRM practices for raising organisational profit and productivity
Extensive Training: Training and development is very much important for an organization and
individual to remain always competitive in market place by giving best skills and capabilities
that are necessary to remain relevant as per demand of market (Bratton and Gold, 2017)... With
help of training program Tesco can be able to enhance motivation level of their employees
because it proved not only beneficial for employees but also for organization to remain always
competitive in market by utilizing their resources in effective manner.

Learning: Continuous learning is one of significant human resource practice to give
organisational profit and productivity. With help of continuous learning an employee get
updated with new things and attributes that are at present in market and also necessary for them
to remain always competitive in market place. So by getting proper knowledge and learning
employee can give their best in Tesco’s development and enhancement.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making.
Employee relations are very much important for an organisation to achieve organisational
goals and objectives that can be understand by following attributes that are as follows:
Communicate Effectively: Communication is one of most important way to build strong
relationship with employees by giving appropriate rights and duties to them. By following free
flow of information an organisation can build strong relationship with their employees that helps
in making strong decision making.
Motivating the employees: Employee relations are significant for an organisation and it helps to
motivate employees in giving their best for organisational growth and enhancement in proper
way (Bos‐Nehles and et. al., 2013) .. With help of strong employee relation an personnel can be
able to deliver right kind of value towards organisation because it creates faith towards
organisational goals and objectives.
Employee Loyalty: With the help of employee loyalty an organisation can achieve their
desirable goals and objectives in better way .(Bamberger, Meshoulam and Biron, 2014) In
context of Tesco which pay attention on needs and wants of their employees so that they feel
motivated and remain loyal towards achieving their goals and objectives. That helps to Tesco in
taking important decision in favour of whole organisation.
So all attributes are very much important for an organisation to deliver right kind of value to
employees and organisation to achieve their goals and objectives that ultimately helps in taking
best decisions.
P6 Key elements of employment legislations and its impact upon HRM decision making
The Employment Rights Act, 1999 and 2003: This act are very much important for an
organisation to do work in respect of their employees in well manner. As per that act employees

have the right to get salary slip and minimum wage rate. It is right of employee to get in writing
all terms and conditions under which they have to work so that they can give their best.
The Sex Discrimination Act,1975 : This act protect the rights of employees from any kind of
discrimination while giving their contribution in an organisation so that they feel
motivated and can give their best ). (Armstrong and Taylor, 2014).
. In that act employees should be treated in every manner such as in interview process, training
and development, promotions and in other activities too. It helps in build a healthy work culture
in organisation so that every one can best contribute in organisational growth.
The Equal Pay Act of 1970: This is one of most important act to build a harmony in work
process to get right kind of results from every employees. With help of that act organisation have
to give equal wages to people who work same work with similar efficiency level at a
designation. If any kind of discrimination appear within them then it impacts on their morale
level and that directly affects on organisational effectiveness and efficiency level so all are
important laws that helps to give motivation to employees in Tesco.
Health and Safety at Work Act 1974: That act helps to employees to give safety from
hazardous effects while they giving their services at work. It is the responsibility of an
organisation to give best working practices to their employees in which they can give their best.
In context of Tesco they provide healthy work practices to their employees and give them
insurance facility by that employees can be able to give their best in organisational development
and enhancement in positive way.
Hence all laws and acts are very much important for an organisation for harmonious works and
practices.
TASK 4
P7 Illustrate the application of HRM practices
To select and retain one of best candidate organisation have to pass through various
phrases by building job specification and many more activities that are as follows:
Job Specification:
Job specification is an written document regarding educational qualification, level of
experience and physical, emotional, technical skills that are very much potential for an
individual to perform a job in great manner (Alfes and et. al., 2013)

. Here are some important document to select and retain one of most competent staff members in
an Tesco that are as follows:
Job Specification
HR Executive for Tesco
Educational Qualification
 B.com and MBA from recognised university recent time.
Personal Attributes
 Good qualification skills
 Leadership ability
 Team building skill
 Managing human resource
Experience
 Person have experience of at least 2 years in field of Human resource.
Physical Appearance
 Individual have good appearance and good looking with passionate for their work (for
Male)
 Individual good looking and etiquettes to represent in front of people, energetic (for
female candidate)
Curriculum Vitae (CV)
General Information
Name- charley thomas
Address- 185 Barner street, London
Contact- 89548554154
Email id- [e-mail]
Career Objective- To work in a reputed organisation to enhance my career in field of human
resource to enlarge career opportunities.
Qualification
Educational University Year Percentage

Qualification
MBA in HR Belmont abbey
college
2018 60.00%
BBA Belmont abbey
college
2016 80.00%
12th National honour
school
2014 65.00%
10th National honour
school
2012 85.00%
Working Experience- working in field of Human resource since past 2 years.
Roles and Responsibilities-
 Select best candidates after screening Cvs
 Conducting various rounds of interview
 Managing and coordinating with other departments
Computer Skills-
 Knowledge of basic computer with Ms word and excel.
Personal Details
Date of birth- 12th may, 1995
Hobbies and interest areas
 Reading books and visit places
Interview Questions
 What are you know about human resource management?
 What are the core job of an Human resource manager?
 What are the strength and weaknesses of yours.
CONCLUSION
From the above report it has been concluded that human resource is one of most
important part of an organisation to manage each and every activity of an organisation. It proved
helpful in selecting and retaining one of most competent staff members in an organisation. To

coordinate each and every activity in an organisation various practices and regulations plays
major role to get effective results in for an organisation growth and enhancement. To select the
best candidate organisation have to prepare well design job specification that helps to remain
always competitive in marketplace.

REFERENCES
Books and Journal
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engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P. A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bos‐Nehles, A.C., and et. al., 2013. Employee perceptions of line management performance:
applying the AMO theory to explain the effectiveness of line managers' HRM
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Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
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management: The Price Waterhouse Cranfield survey. Taylor & Francis.
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Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
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Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
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