Human Resource Management and Productivity Analysis

This assignment involves a comprehensive analysis of human resource management (HRM) and its impact on productivity in different sectors. It requires the examination of various studies and research papers that investigate the role of HRM in enhancing organizational performance, employee engagement, and innovation. The assignment also delves into the institutional antecedents of HRM responsibilities, the use of Bar-HRM analysis in forensic science, and the importance of ethical climates in HR systems.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of an organisation................................................................................1
P2 Strength and weakness of different approaches for recruitment and selection:.....................2
P3 HRM practice in an organisation which provide benefits to employee's and employers......4
P4. Different HRM practices that help an organisation to increase in profit and productivity...5
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making. .......................................................................................................................................6
P6.Identify the key elements of employment legislation and the impact it has upon HRM
decision making..........................................................................................................................7
P7.Illustrate the application of HRM practices in a work-related context, using specific
examples .....................................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource refer to single person or employees that work for the organisation. It
refers to all employees that help to accomplish the target and goal of company. The major motive
of HRM is to solve different issue that are relate with people. It includes salary and wage,
compensation, training and development etc. Human or personnel has significant skills that work
as an asset for the organisation. The human resource department of an organisation hire different
employees that has required skills to do the job. In the present report, Tesco is chosen as the
organisation which offer retail products to its customer. It is giant British company which is
operating its stores among all world (Bloom and Van Reenen, 2011).. This project contains
purpose and function of HRM. Strength and weakness that relate with process of recruitment and
selection. Benefit of different practice in case of both employer and employee. At last the
evaluation of different practice in terms to increase organisational productivity. Along with this
different legislation are included that impact on the decision of HRM department is mention
which determine importance of law to run an organisation.
TASK 1
P1 Purpose and function of an organisation
Human resource management work with motive of increasing the employee performance
of an organisation. Every organisation need to hire employees to consume their services which
govern that humans are most valuable asset of company. Some function of HRM is mention as
below:
Recruitment and selection- The first function that perform by HR manager is to
screening and selecting potential employees that work effectively for organisation (Bratton and
Gold, 2017). For this human resource management of Tesco forecast number of employees that
are required in organisation which determine staffing plans as it help to reduce cost for provide
training to new employees. As this process work according to pre-decided process that is develop
by management for effective recruitment and selection.
Training and development- It is the essential function for an organisation which is
managed by human resource department. It help to increase the performance of existing
employees. For Tesco it is essential to provide training to its staff as its employees has to manage

large number of activities together in retail function. For large number of work-force training and
development is essential as it reduce the waste of resources.
Managing employee relation- Employees work as pillar for the organisation. The
concept of managing relations between employee is board concept which signify it as crucial
function of organisation (Brewster, Brookes and Gollan, 2015). It helps an organisation to
influence their employees’ behaviour and to produce result that are in favour of expected result.
As in Tesco large number of workforce belong to various backgrounds. So it is necessary for
them to interact between them as they work for similar goal. Healthy relation between employees
help to make manage their relation both internal and external.
Purpose of human resource management
Law compliance- In this case companies are responsible for safety and fair treatment of
their employees. The law exists in an industry to protect employees in all areas. With the
execution of law less injury and illness problem happen in working environment of company. In
case of HR manager of Tesco, it is important for them to implement proper safety tools and
health system which create positive working environment for the company. For this human
resource department of the organisation adopt update laws to ensure safety of its employees.
Performance appraisal- With the creation of performance appraisal an organisation is
able to evaluate performance of its employees. As these department is authorise and responsible
to evaluate the performance of its employees. This process take place in an organisation annually
which show effectiveness in performance of an employ. In case of Tesco this process execute
professionally which determine straight nature of performance appraisal (Chelladurai and
Kerwin, 2017). Along with this it helps management to give promotion, termination and
retention of an employ on its performance basis.
Staffing needs- Human resource department is mainly known to recruit employees. For
this it includes various process such as job duties, announcement and skill that are needed in
candidate to fulfil the role of job position. It is the responsibility of HRM that they do not violate
any law during the process of selection. Like HR team communicate with other departments to
find out the requirement of personnel with required skills and capabilities.
P2 Strength and weakness of different approaches for recruitment and selection:
An organisation has different methods by which they recruit employees to work in an
organisation. For this company approach candidate with positive and reactive attitude which

govern that company want to fulfil their vacant seats quickly. Some approaches that are execute
by HRM in context of recruitment and selection of Tesco is mention as below:
Internal methods of recruitment
Promotion- This is beneficial for an organisation if there is vacant seat at senior level.
Like to hire supervisor HR team of Tesco chose suitable existing employees which determine
that they are satisfy with the performance of existing employees (Ganopoulos and et. al., 2013).
Promotion helps an organisation to increase the morale of its all employees as they all want to
achieve higher position in company.
Transfer- For this an organisation has to manage its employees within different
departments. As for this organisation interchange the departments of existing employees by
which they fill vacant seats of their organisation. In case of Tesco company analysis skills and
performance of employees and transfer them as per job role internally.
Strength
 If the organisation hire an existing employ for its new job then it already aware about
organisation operations. They already know about task and activities that take place daily
in the organisation.
 The process for internal recruitment is simple and less costly. Along with this it also
helps organisation to identify candidate for job with in minimum time process.
Weaknesses This bound organisation in searching for new ideas that came with new employees.
Apart from this it also de-motivate other employees if there is not fair treatment take
place in organisation.
External recruitment
Social media- This is the effective tool to hire a new candidate or employee for the
organisation. As social media is beneficial to develop relationship between employ and
organisation. Like in Tesco HR team use this tool to build trust between employees and motivate
them to work effectively for the organisation. In present scenario social media is best tool to find
out best candidates for job.
Referrals- It is one of the best way to identify candidate for vacant seat. This process
work as existing employees explore candidates from their network which determine company
generate faith among employees and they help to generate lead quickly for their job.

Strength An organisation has large number of option which work as an advantage for HR
manager to hire an candidate. It increase number of potential candidates and through this
manager has more options to yield vacant seat to a deserve candidate.
Weakness
 The process of external recruitment is complex and time consuming. As in this HR team
has to go through with different candidates to hire right candidate at right place. It also
increase the cost and time as manager proceeds interview and selection process of large
number of candidates (Gomes and et. al., 2012).
P3 HRM practice in an organisation which provide benefits to employee's and employers
HRM practice refer to those which help to manage individual with in organisation and
monitor them so that they perform their work effectively. In present scenario HRM is known as
one of the best business practice. With implementation of this an organisation work build healthy
relation between employee and employer. Their are various HRM practice that impact and realte
with Tesco are mention as under: Training and development- This state that an organisation has to invest more in training
time and budget as it increase the performance of its employees. After recruiting the
suitable candidates it is necessary for the organisation that they become an asset for
company. In context of Tesco it is necessary for employees to perform effectively as
they deliver necessary information to organisation. Fair compensation- To pay the compensation based on performance of employees is the
major practice that work with an organisation. In this case it is important as
compensation is depend on performance of an employ. As if Tesco hire right and best
candidate for organisation then they as to increase their pay scale which govern that they
are asset for company and increase value in product or service (Gruman and Saks, 2011) Recruitment and selection- Recruitment is define as process that help to hire deserve
candidates for the job. This process work as time structure for employees which help to
find suitable candidate in less time. In case of Tesco the recruitment and selection
process is part of their culture. As multi-national organisation the HRM of Tesco follow
systematic process for recruitment and selection as they chose right candidate for right
job profile.

Benefit to employees Benefit to employers
 Training and development help Tesco
to increase their employees skills.
Along with this it also provide
expertise nature to senior level position
employees.
 HRM practice are important for the
workforce of an organisation. As they
provide healthy and fair compensation
to its employees.
 Fair compensation help employ to
create strong financial base. As with
this an employ achieve personal goal
that motivate them to work with more
enthusiasm.
 In the case of employer, HRM practice
help organisation to retain their
employees for longer term which
signify that it increase productivity of
organisation.
 By selecting right candidate for the job
it help the human resource management
of Tesco to achieve company in limited
time period.
 In context of employer it increase the
productivity of an organisation. As all
employ work to earn more with help of
incentives, compensation and salary.
For this Tesco manage performance
appraisal for each employ.
P4. Different HRM practices that help an organisation to increase in profit and productivity
HRM play an essential role in management,it help to manage the work of employees and
also provide training which help to increase profits for firm. Their are various HRM practice are
present in market that help to find best candidate for job. It help to increase their skills so that
they achieve target and goal of company (Kakuma and et. al., 2011) Along with this HRM
department is also responsible to create positive working environment inside the organisation. It
ensure that employ feel safe in organisation and put more efforts in operations to achieve
complete task. Some HRM practice that help Tesco to increase their productivity and
performance is mention as follow: Performance management system- This process is help to review the performance of an
employ during previous year which signify that management has different tool which
help to evaluate company goals. With this it is easy to find barriers that come in an
organisation as it beneficial for leader because for this they development strategy that

help to achieve organisation goal. In context of Tesco HRM develop practices that help
workforce to increase their knowledge and provide feedback to its employees so that they
perform better. In retail organisation employ and manager work together so that it is easy
to monitor overall performance of employees (Lu, Zhu and Bao,2015)
 Sharing information- With share of information it is easy for organisation to transfer
necessary information among all departments of company. This practice of HRM help
employees to predict pattern that is followed by an organisation. It help an organisation to
gain knowledge about work that is performed by them. Tesco adopt this practice for their
organisation as this help to delegate necessary information in all stores quickly and
effectively. It is useful to decrease difference between employees. Apart from this sharing
of information help employees to learn essential skills easily from others.
 Human resource practice help an organisation to provide security to its employees. As
work is stable factor while employees change position as per market changes. This
increase life of risk to complete company objective. As in this case Tesco provide various
services to its employees such as insurance, transport facility etc. to its employees so that
they complete their work effectively and efficiently. The security practice help an employ
to retain in an organisation for longer period. This happen because of selection and
training process as it increases cost but it add value in performance of employs also
(Manroop, Singh and Ezzedeen, 2014).
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
Employees relationship plays a crucial role in an organisation as it helps in effectively
increasing the profitability of the concern. It is the work of HRM to look after the functioning of
each department of Tesco. It is checked in order to know whether the relationship of employees
is maintained in the company or not.
Employment relations and engagement : a collaborative approach
For the success of an organisation, employees relations and engagement plays a crucial
role. Effective engagement lower down the conflicts and also helps in achieving of the target
timely. Employees relations in Tesco will results in the involvement of employees in he working
of an organization which in turn will help in generating of creative ideas. This will assist Tesco
to maximize its profit and also would help the company in retaining its employees for a long

time. The above approach will help the company in maintaining a proper relationship which will
help in increasing the morale of employees. This further would led in effective completion of the
task.
It is the work of an organization to build efforts in such a manner so that there exist a
strong relationship between the employers and employees. By keeping a valuable relation, goals
and objective of the company can be easily achieved. If the employees are working efficiently, it
is the duty of HR manager of Tesco to provide them with rewards. Rewards can be in the form
of monetary value, trophies and certificate. It should be provided on the regular basis may be
monthly, quarterly or half yearly as this would enhance the motivation of employees and will
also enable them to perform at their best level. Further if there exist a strong relation the major
benefit is to the organization itself as whatever the decisions taken by the HR department are
then accepted without any conflicts. Below are some of the benefit of employees relation in
respect to influence the HRM decision:
 Good relation with the employees can help HR manager to understand about the basic
requirement. By understanding the needs of employees , HR manager of Tesco is able to
take decision which provides benefit to both the employees as well as for the
organization.
 Building a strong relationship between the employees will have a benefit as there will be
no conflict issues and thus a less amount of involvement of HR department.
 Relation with every employees should be equal. There should not be any favoritism in the
organization. Thus HR manager of Tesco should pay attention looking after this facts and
try to build a effective relationship. This will bring positivism in the minds of staff which
will help the organization to take effective and healthy decision.
P6.Identify the key elements of employment legislation and the impact it has upon HRM
decision making
In process of organization different laws are merged together to complete its operations
that help an organization to provide fair and similar working conditions to its employees. For
Tesco it is important to follow this rules and regulation as it impact on decision making of
human resource department. To maintain healthy relation among employees it is necessary for
management to incorporated this law which are describe as below:

Equality act, 2010- In the year 2010 this act was developed that protect legal rights to
workforce that help to save them from discrimination. This act is replaced with various anti-laws
that help to identify strength and protect industry to save them form unethical work culture. This
act was majorly developed to provide similar rights to male and female. It states that
organization pay similar salary to its employees whether it is man or woman. It determine if any
gender individual has similar responsibility to perform work then their remuneration is also
equal.
Employment rights act, 1996- This act states that employees are provides different rights
that are necessary for organization. This document is known as particular rights that are
concerned between employer and employees. In this essential terms are discussed that provide
transparent rule and regulation for all employees. In simple words it is known as written
statement of particulars. It work as contract between employees and employer like it explain
different terms and condition that are expect by an employer from its employees (Moutinho and
Vargas-Sanchez,2018).
The employee legislation is a framework that govern different laws and rules to ensure
safety of its employee's among all organization. This help human resource management of Tesco
to operate their business efficiently and effectively which mean that they develop goals
effectively. It help to enhance business goal and objective with more efficiency.
P7.Illustrate the application of HRM practices in a work-related context, using specific examples
The human resource management of Tesco implement below document in order to
specify best suitable person for specific job.
Application of HRM practice in Tesco is mention below
In present scenario large number of employees are working together for Tesco. So it is
essential for company to manage people which help company to sustain their business for longer
period. With this it is determine that company does want to decrease their performance. As in
this case different HRM practice directly impact on employee's performance. So for this case
performance management system is execute in organization that help to improve the
performance of employees. This application helps human resource management of Tesco to
achieve their goals. This create positive environment in company and help to modify skills of
employees (Sirmon and et. al., 2011)

In the above scenario it is mention that management prefer decision-making process on
the base of performance management system it replace previous system that is followed by
company. This change happened because of small reason as pms help company to evaluate the
performance and level of employee's.
Job Description
Job details
Post: HR Consultant
Company: Tesco
Job Purpose
For an vacant seat large number of application are invited that are fulfil by candidates with their
basic details. It include qualification, personal details, background etc. This all candidates are
ready to perform various activities by which they show their capabilities and skills. In context
of Tesco it is necessary for individuals that they had good communication skills with proper
fluency and pronunciation as they had to interact with customer's because company has to deal
with local customer frequently.
Roles and Responsibilities
1. To formulate policy and procedures that manage and organise human workforce for a
particular organisation.
2. Manage different HR programs that help to identify solution with different perspective
as it help to find alternative for different problems.
3. To develop, formulate and raising different HR policy that are essential to improve the
performance of employees.
4. Prepare and manage different resources and keep record for them that are relate with HR
project.
5. For maintain different legislation and laws by which an organisation maintain their
project in ethical way such by following rules, laws and legislations.
6. Training and development of new employee's and to organise different seminar for HR
team is responsible.

Person specification
Post: HR consultant
Department: HR department
Key: This show that what is required to work with Tesco:
1. Application form- It contain basic information about the candidate such as qualification
and experience. In this case management of tesco divide develop standard such as
graduation degree. Further manager prefer master degree. In case of Tesco skills are
more essential such as Bargain skill, sale technique etc.
2. Interview- This is second stage after selecting in application form manager conduct
different rounds of interview. It is two way interaction between HR manager and
candidate. With this several interview rounds manager predict out knowledge of
applicant that include technical knowledge, market information etc.
3. Role- After all rounds candidates is aware about the position for which applicant is
applied under this role that has to perform by applicant is mention by manager. At last
job offer is provide by Tesco to suitable employees.
In present scenario company has wide alternatives to select an suitable candidate. Like
technology and social media help to improve selection and recruitment process. This help to
identify Tesco most valuable opportunities for company. In this case update technology help
organization to identify different skills that increase performance of individuals (Welch and et.
al., 2011).
CONCLUSION
From the above report it is concluded that HRM is essential in term of management as ir
bring different manpower for the organization. The main purpose of organization is to identify
loopholes and to increase productivity of employees. In such competitive market it is necessary
for an organization to identify their strength and weakness as it help to formulate strategies that
provide benefits to organization and human resources. To hire suitable candidate, organisation
implement recruitment and selection process which signify right candidate at right time.

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