Human Resource Management Practices

The provided document is an assignment that focuses on Human Resource Management (HRM) practices and their importance for companies. The assignment aims to understand the role of HRM in promoting job attitudes and operational efficiency, as well as its impact on employee well-being. It also touches upon the integration of project management and organizational change management, electronic human resource management, knowledge management, and strategic human resource management. The document includes references from various research papers and books that support the discussion on HRM practices.

Human
Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Purpose and functions of HRM and applicable to workforce planning & resourcing an
organisation..................................................................................................................................4
M1 Explain HR functions which helps business to achieve their objectives..............................6
P2 Strength and weakness of different approaches to recruitment & selection process..............6
M2 Evaluate the strength or weakness of different approaches to recruitment & selection........9
D1 Critically evaluate the strength & weakness of these approaches to recruitment & selection
process..........................................................................................................................................9
TASK 2............................................................................................................................................9
P3 Advantages of different HRM practices in a organisation for employer and employee........9
P4Evaluation of HRM practises in terms of raising enterprise's profit and productiv..............11
M3 Different method used in HRM practices............................................................................11
D2 Evaluation of HRM practise and its application..................................................................11
TASK 3..........................................................................................................................................12
P5 Examine the value of employee relation in order to influencing HRM decision making ...12
P6 Key elements of employment legislation and its impact on HRM decision making ...........13
P7 Application of HRM practice in a work related context by defining specific examples......14
M4 Key aspects of employee relation management and employment legislation.....................16
M5 Rationale for application of specific HRM.........................................................................17
D3 Evaluation of employee relation and application of HRM practices that inform and
influence decision making in an organisation............................................................................17
CONCLUSION..............................................................................................................................17
REFERENCE.................................................................................................................................18

INTRODUCTION
Human Resource Management (HRM) is the process which include various activities
such as inducting employees, recruitment, orientation, training & development, maintain
employees relation in the organisation. Along with this, it the responsibility of the HR
department to ensure that rules & regulation have to be fulfil and meet with employees
expectation and satisfy them (Bennett and et.al., 2015). In addition, HRM process include the
various functions such as compensation to employees, follow health & safety and other
legislation which protect the rights of workers. It include team work which help the organisation
to achieve their goals & objectives and further it is helpful to increase organisational productivity
as well as profitability. Tesco Plc which is UK based multinational company that deals in
grocery and general merchandises items across the nation. This company founded in 1919 by
Jack Cohen and it expanded globally in 1931. This report covered following topics such as
purpose & functions of HRM, strength & weakness of different approach which used in
recruitment process. Along with this, it include different HRM practices & it's effectiveness
which helps in decision making process. In addition, it include the key legislation and it's impact
on decision making process and it's application in the organisation.
TASK 1
P1 Purpose and functions of HRM and applicable to workforce planning & resourcing an
organisation
HRM is the integrated process of the organisation where HR manager perform various
functions which help the business to perform well and able to achieve their goals & objectives. It
include planning, recruitment, training & selection, performance evaluation etc. Manager of the
Tesco company perform various HRM functions which help the business to increase productivity
as well as profitability (Bratton and Gold, 2015). There are some functions discussed below:
Planning: Manager need to plan for the future activities in order to succeed their
organisational goals. Planning helps the HR manager of Tesco to develop various strategies in
order to improve performance of workforce and use resources to provide training & development
to enhance their employees skills in order to achieve business goals & objectives.
Selection and Staffing: For the requirement of human resources, manager recruit new
people for the vacant place. So manager of Tesco need to start recruitment & selection process

where they find skilled person for the profit they want. Company find suitable candidate who is
ethical and flexible to adopt changes. After selection HR manager set orientation program where
they engage with each other and make new employee families with all.
Training and development: This function help the employees to enhance their working
skills, so it manager's responsibility to provide proper training & development. So workers can
perform well in the workplace by using companies resources effectively. Tesco's manager
provide various training to their workers which increase their worker's productivity (Chowhan,
Pries and Mann, 2017) .
Managing employee's relation: Manger of Tesco need to maintain longer relation with
their employees for sustainable growth. For this company provide positive reinforcement in
terms of compensation and reward policy. Because workers feel more attached and satisfy when
they appreciated for their work. It will work as motivation for the individual to perform
effectively and efficiently in the organisation.
Purpose of HRM in the organisation to fulfil their objectives:
The main purpose of human resource management is to recruit skilled and competent
candidates within organisation who are able to achieve organisational goals.
 HR manger adopt various functions to attract or retail skilled or qualified employees
and maintain internal customer management.
 HR department done whole process of recruitment & selection to recruit those
candidates who have potential to grow business and achieve it's goals & objectives.
 Main purpose of HRM is to provide proper training, so they can enhance their skills
and able to increase their potential and increase productivity which further increase
profitability of the Tesco.
 Manager need to maintain employee relation which make them conformable to share
their point of view as well as problem regarding work or workplace so they can share
with them.
 Tesco's manager motivate or encourage their workforce to perform well and it is
beneficial for the company. Because it will provide high efficiency in their work which
increase productivity (Cogin, Ng and Lee, 2016).

M1 Explain HR functions which helps business to achieve their objectives
HR functions such as recruitment & selection will help the manager of Tesco to find right
people for the right profile. So employee can complete their duty effectively without doing any
mistake in their work. Another function is to provide proper training & development programs
which enhance skills of workers and provide them better way to perform their task. This helps
the business to achieve its objectives & goals and it will automatically increase the productivity
& profitability. Along with this, manager also provide various compensation which encourage
workers to give their 100% in term of their performance and achieve business objective.
P2 Strength and weakness of different approaches to recruitment & selection process
Organisation need to recruit people by using different approach and it will help the
manager to find out suitable candidates for the required profile. Manager of the company follow
various approaches to recruit new employee and it help the business to save their time as well
money. There are some ways to find new candidates for the Tesco but recruit through these
approaches has it's own strength & weakness. These are discussed below:
Internal source of recruitment & selection: Under this approach, organisation select the
employee for the vacant place through transfer, promotion, referral etc. Tesco mostly promote
their employees to the higher vacant place and transfer to another department.
Promotion: It is a positive reinforcement for employee to get promoted on higher
position where salary of an individual also increase. Through this promotion, employees role,
status, power and authority will changed.
Transfer: It refer to the change of environment from one department to the another
department. But in this case, only job location will change and role, status, power remain same.
Strength of internal recruitment & selection:
 Cost effective in comparison to external source
 Save time and no requirement of induction
Weakness of internal recruitment & selection:
 It has narrow scope
 It will create conflict among the employers
External source of Recruitment & selection: This includes recruitment of employees through
external sources that is discussed as below-

Online job board & Websites: Online job board or portal such as Monster.co.uk is
beneficial for the organisation as well as for individual to find job. Even without big brand name
companies can find good candidates. Tesco can find people through these job board or they can
also post vacancy on their websites to attract new people towards the vacant job position
(Collings, Wood and Szamosi, 2018). It has their own strength & weakness for the organisation
to chose this approach and discussed below:
Strength:
 Cost effective.
 Time saver approach.
 Technology helps to manage vacancy and coordinate well.
 It provide global reach and instead application.
 HR manager can handle large number of applications.
Weakness:
 Inappropriate applications in large quantity.
 Design of the website was not good.
 Most of the candidates are not fulfil the job specification.
Recruitment Agency: These agencies provide temporary as well as permanent
employees for the organisation.
Strength:
 They are specialist and have knowledge of recruitment market which is beneficial for
the employees and for business too.
 Provide speedy response from staff.
 Most of the candidates prefer agencies rather than deal with employer of the company.
 If company not hire any one through this agency then company not pay any fee for this
and they have no risk.
Weakness:
 Less reputed firms may adopt scatter gun approach where agency send too many
applicant and most of them are not suitable for the vacant position.
 Candidate prefer to meet with potential employer (Crawshaw, Budhwar and Davis,
2017).
 It is costly, because agency charge approx 20% of salary of selected candidate.


Social Networks: Most of the organisation use social networking sites to attract applicant
because most of the organisation already done this and use this approach for the recruitment &
selection. But recruiting candidate through social networking site have various positive &
negative aspects which organisation have to be consider and these are discussed below:
Strength:
 Better platform to connect with young generation.
 Can access wide, unlimited, virtual, networks of contacts.
 Allow to promote their brand.
Weakness:
 Labour intensive which requires personal touch not automated response.
 Poor management will reduce the chances of hire potential employees.
Campus Recruitment & selection: Tesco mostly recruit new people from management
collages where they fond the highly skilled people which help them to grow their business with
the help of their knowledge and skills.
Strength of External Recruitment & Selection:
 It develop more opportunity to achieve their objectives
 Reduce the chases of baseness
Weakness of External Recruitment & Selection:
 Time consuming process
 External candidates demand higher remuneration in compression to internal
HR department of Tesco follow the above discussed approaches for the recruitment &
selection process where they can find potential candidate which can help the organisation to
achieve its business goals & objectives (George and et.al., 2016).
M2 Evaluate the strength or weakness of different approaches to recruitment & selection
Tesco use social networks, websites or agencies for recruitment rather than posting job
vacancy in the newspaper or use other traditional methods which is costly as well as time taken
process. Manager done all the process online and for the final interview, they call selected
candidates. It is beneficial for the organisation to save their time and select highly potential
person for the available vacancy. But sometimes it happens, the whole recruitment & selection

process done but organisation not find any potential or skilled candidates according to the job
specification (Hornstein, 2015).
D1 Critically evaluate the strength & weakness of these approaches to recruitment & selection
process
Use of above discuss recruitment & selection approaches help Tesco to hire highly
qualified person for the vacant position. Use of different approaches will save the time as well as
cost which occur at the time of recruitment. Through this process business receive the various
applications that is from different locality. It promote the organisation by use of social
networking approach for recruitment & selection to new people in the business. This helps the
organisation to increase its productivity and profitability. In addition, these process increase the
capability of employees and help the business to achieve their goals & objectives.
TASK 2
P3 Advantages of different HRM practices in a organisation for employer and employee
Human resource practices involves planning, procedure, programme and polices that
influence employee's performance and behaviour within enterprise. It helps to attain
organisation's as well as individual's goals in order to achieve competitive advantages. Every
industry follows different types of HRM practices such as -
Recruitment and selection: Recruitment is hiring process that helps to searching,
influencing, interviewing, and selecting the best candidate for vacant post and responsible job. In
other words, hiring and selecting is the wider term to understand that finds and select a qualified
applicants to perform business activities (Kew and Stredwick, 2016). It helps to give benefits of
Tesco's employee and employer such as-
Employee: It help Tesco's employees to show their ability and capacity to perform
business activities and give a good opportunity to work at right place by showing and attracting
the people through well performance.
Employer: Recruitment and selection practices helps employer to select best candidates
who can be able to perform business activities and an achieve organisation's goals.
Training and development: Training is the effective tool that helps to improve
knowledge and skills of employees. Its benefits are given below-

Employee: Training programme helps in increasing knowledge and skills of workers
and enable them to perform their roles in more effective way. . By training and development,
Tesco's employee can expand their knowledge and skills that helps to improve competencies and
cope up with difficulties in an appropriate way.
Employer: This gives advantages to employer Such as Tesco provides training and
development programme to employees that helps to increase number of customer by providing
services through marketing manager (Ma and Ye, 2015).
Open house discussion and feed back mechanism: This is best management practice
which is performed in most of the organisation by human resource manager. It gives information
regarding what problems are facing by enterprise and employees and how it can be improve by
getting feedback from employees and customer.
Employee: This practises provide a benefit to employees such as if employees are facing
difficulties during performing their duties, then through discussion and feedback, they can share
their problems with HR manager and can get solution. Tesco's HR manager focuses on this
practise and get problems through feedback every month that help employees to share ideas and
thought to get solution of difficulties (Nieves and Segarra-Ciprés, 2015).
Employer: Discussion and feedback give benefits to employer such as if employees will
share their problem through discussion and gets solution that will help to be sustain in an
organisation and will perform best in order to increase productivity. Such as Tesco's manager
save the cost to hiring the employees by retain employees through solving their problems and
they continues their work performance.
P4Evaluation of HRM practises in terms of raising enterprise's profit and productiv
Every organisation follow some practices that helps to raise organisation's profits and
productivity by maintaining business activities. Such as Tesco adopt HRM practises in order to
increase profits and productivity such as-
Training and development: By providing training employees get proficient in their work and
can accept the challenges in order to achieve organisation's goals that helps to increase
productivity.
Selection practices: if organisation select best and experienced person it is beneficial for
organisation than it will not need to pay extra cost for training and development programmes.

Any organisation select high level of candidates who can work efficiently in an organisation and
employees give efforts to increase productivity as well as profits.
On the job: This is attractive method that helps to increase productivity as well as profits for the
organisation such as if organisation select good candidates they will efforts to work more within
organisation, and organisation will motivate to employees in order to increase more production,
as result its profits will increase.
Off the job: This method includes planning and strategy to maintain profits within organisation
such as if employees are skill-full they can adopt new technology and challenges which arises in
an organisation. By accepting challenges organisation can gain productivity and by incremental
in productivity profits will be generate by company.
M3 Different method used in HRM practices
HRM practices helps an organisation to recruit and select best candidates that helps to
perform well business activities. By providing training to employees they can get improvement
in knowledge and experience in order to accept the challenges and changes. Such as Tesco
provides training to its employees in order to complete the task time by using new skills. By
using open house discussion and feedback employees can sought out their problems which arises
in an organisation (Shappell and et.al., 2017).
D2 Evaluation of HRM practise and its application
It has been evaluated that application of HRM practices provide a benefits to each
organisation that helps to give highly qualified and experienced applicants who give contribution
in order to raise profits as well as productivity by gaining knowledge and experience through
training and development programme. If organisation select good applicants who are able to
accept technology that will help organisation in order to increase profit margin and solving
problems through feedback from employees. So enterprises should apply HRM practices.
TASK 3
P5 Examine the value of employee relation in order to influencing HRM decision making
Employees are the main asset of organisation who plays crucial role in running business
effectively and successfully. Every organisation needs to maintain good relationship with staff in
order to achieve enterprise's goals and influencing work environment. Tesco is a multinational
company which is dealing in grocery and other retail products. Its aim is to improve profits by

increasing number of customers. Its manager provides specific task to employees and give
suggestion to complete the task by solving difficulties. Tesco's manager maintain a relationship
with employees that helps to carry out work with flexibility and effectively in order to achieve
company's goals. Employee relations leave impact upon HR decision making because if
managers are not having good relations with top management then it will leave negative impact
on whole organisation. In order to enhance their involvement in work managers have to change
their decisions and implement new policies in which they can build good relationship with
workers.
HR manager of Tesco makes solid strategy and fix the target of employees in order to
increase sales that helps to influence employees. Manager records employee's performance and
reward them for their well performance that helps to motivates employees and give promotion.
HR manager build planning and strategy to expanding business activities with the help of
employees. If employees get motivated then they will perform effectively. Employees get
motivate through various sources such as bonus, incentives and promotion that motivates to work
hard and complete targets on time (Sparrow and Makram, 2015).
HR manager solve the difficulties and problems of employees and take a corrective
action in order to improve employee's performance. It helps to make decision in any organisation
with the concern of employees. Such as Tesco's manager build strategy to increase the sale and
share this information with employees. Therefore, employees helps to make effective decision
by accomplishing goals and maintaining working environment of enterprise. In additional, HR
manager build a healthy employee relation by allotting work according to employee's interest
and skills that helps to increase productivity and profits. This method increases the employees'
engagement capacity by overcoming the work burden and absenteeism rate.
P6 Key elements of employment legislation and its impact on HRM decision making
Employment laws are the rules and legislation that bounds an organisation to treat all the
employees equally and maintain relationships between government, employees and organisation.
Every company follows employment legislation, set by government to maintain employees
relation and create a good environment by discussing problems. Such as Tesco follows
employment legislation that helps to attract employees and be sustain in company by performing
well. It follows number of employment legislation which is imposed by government for

employee's welfare. Different key elements of employment legislation and its impact on HRM at
the time of making decision are as follows-
Minimum wages Act, 1998: This act states that every organisation should follow
minimum wages act that helps to provide equal wages to workers that work at same level for
their performance. UK's government fixed a certain amount of wages for employees that should
be followed by each company. No organisation has right to pay below basic pay. Tesco pays
basic wages which is decided by government to its workers and protect the interest of employees
to improve morale and satisfaction of staff which helps to make effective decision and increase
business operation.
Health and safety Act, 2004: This act was designed to provide a safety and healthy
workplace to staff who are working in an industry. Tesco provides healthy and safe workplace
to employees for their welfare. It guides companies to focus on health and safety of employees
who are working within the company.
Fair labour standard Act, 1938: Such act states that company should keep important
information regarding employees which includes minimum wages, overtime work, full time and
part time work and also provide them appropriate compensation according to their work. Such as
Tesco keeps proper records of employees work and pays extra wages to employees who works
extra or over time. This legislation also helps to avoid conflicts between employer and
employees and provide a job safety to staff for long period of time which impact on HRM
decision as it helps to make better decision for increasing productivity.
Pregnancy discrimination, 1978: This act states that organisations should not
discriminate with women employees in case of pregnancy. This means if a women is performing
well and going to get promote in that situation company has not right to deny from such
opportunity. Industry can not fire for pregnancy condition or can not force to take leave to a
pregnant women.
All the above described legislations impact HR decision making because they have to
make changes in their policies according to the legal implications. If they are not able to comply
with all of them then government may take strict action against them. In order to ignore
interference of legal authorities it is very important for HR manages to form decisions according
to such regulations.

P7 Application of HRM practice in a work related context by defining specific examples
Human resource management is an approach that is used to manage employee's
performance by adopting management style. These practices are help an organisation to enhance
productivity and accomplish organisation's objectives. Moreover, this is a systematic approach
that focuses on worker's performance and their problems to achieve industry's goals. It can be
seen through an example such as-
Tesco is one of the leading retailer company that deals in grocery and many retailer
products and provides services through online and offline that attracts customer. It creates a
customer loyalty because it provides high quality of products at reasonably prices than other
company (Zehir and et.al., 2016). The organisation is looking for a sales manager who can
handle the store at London some of the important documents that are requird for this purpose are
as follows:
Job description: It includes roles and responsibilities that need to be performed by
employees of the organisation. Job description involves position, responsibility, and qualification
required to perform specific job profile. Such as manager of Tesco follows-
Company Tesco
Department Marketing
Job profile Sales manager
Job location London, United kingdom
Job summary Tesco is looking a responsible candidate who can perform
actively marketing profile by conducting test, knowing people
demand and supply and helps to bring new product and
services that help to attract customer attention.
Roles and responsibilities  Enough knowledge and experience of marketing.
 Able to attract customer as well as employees.
 Able to accept challenges in order to increase number
of customer.
 Able to solve customer's queries and give product
awareness to public.

Personal specification: It includes skills, knowledge and experience that should have in a
customer in terms to perform job responsibilities. For instance, Tesco hire the candidates by
analysing employee's personal specification. It can be show through an example that is given
below-
Name: John Lewis
Address: Hill Street, Edinburgh, United Kingdom
Contact number: 25481585
Job Experience: 2 years working experience in Sainsbury's as a sales manager
Specialization:
 Skills to deal with customers diplomatically.
 Experience of dealing with conflicts.
 Practical knowledge of working in stressful situation.
Skills:
 Ability to take effective decisions in problems.
 Impressive skills of tackling problematic situation.
 Good leadership skills.
 Effective negotiation and communication.
Qualification:
 Masters of Business Administration from Howard University.
 Bachelors of Business Administration from Oxford University.
 Senior secondary from St. James Public school, Edinburgh.
 Secondary from St. James Public school, Edinburgh.
Declaration: Hereby, I ensure that all details provided by me is valid.
Date: 12/03/2019
Place: United Kingdom
Interview Questions:
Q1. Tell me something about your self?
Q2. What are your strength and weaknesses?
Q3. Why are you willing to join our organisation?

Q4. Why should we hire you?
Job Offer letter from Tesco to Silvia:
23th May 2019
Tesco
London, United Kingdom
Dear Mr. John Lewis
We are writing this letter to inform you that you have been chosen by Tesco for the port of
Sales manager. As we have discussed before you salary will be around 125000 Pounds Per
Annum. We are looking forward for your joining.
Regards
Human Resource Manager
Tesco
Rational for conducting HR practices: HR practices are conducted in Tesco in order to
find best suitable candidate which is required by the company for the vacant posts. It helps to
choose best from various applicants who apply for job profile.
M4 Key aspects of employee relation management and employment legislation
Organisation are focusing on employee's needs and wants that helps to create employee
relation and maintain a balance between employer and employee. Any industry need to
communicate with employees, should get information about problems of employees and get
solution of problems that create a relationship among employer and employee. Moreover,
employees legislation helps to protect interest of employees by following employees legislation.
M5 Rationale for application of specific HRM
An industry must apply HRM practices and methods because it helps to solve employee
as well as employer's problems which is facing during business activities. HRM includes
recruiting and selecting experienced employees who can handle difficulties and move from better
future. Such as by adopting employee legislation like minimum wages act, fair labour and
pregnancy act help employee's to get safety and healthy environment. It also helps to motivate
employees to perform well in order to increase productivity.

D3 Evaluation of employee relation and application of HRM practices that inform and influence
decision making in an organisation
It has been evaluated that HRM practise like selection, training and development and
open discussion give a clean and clear information about company's environment and also help
increase productivity. Moreover, any organisation can make effective decision through solving
problems with the help of employees. It also helps to be retain employees in an organisation that
reduces cost of hiring and selecting. Employee legislation gives confidence to work in a healthy
and safety environment. Hence, organisation should focus on employee relation and HRM
practices.
CONCLUSION
From above mentioned report it has been concluded that Human resource is the main
department of organisation that helps to hiring qualified and experienced employees in order to
perform business activities. HRM practices gives a training and feedback benefits to employer as
well as employees that helps to increase productivity and profits. Employee legislation such
minimum wages act, fair labour act, pregnancy act help to save interest of employees and give a
benefit to continue work in existing company.

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