Benefits of HRM Practices for Employers and Employees

This document discusses the purpose and functions of HRM applicable to workforce planning and resourcing an organization. It also explains the strengths and weaknesses of different approaches to recruitment and selection. Additionally, it explores the benefits of HRM practices for both employers and employees and evaluates the effectiveness of these practices in terms of raising organizational profit and productivity.

HUMAN RESOURCE
MANAGEMENT
1

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation............................................................................................................................3
P2 Explain strength and weaknesses to different approaches to recruitment and selection ..4
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices within organisation for both employer and employee.6
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity ............................................................................................................................9
TASK 3............................................................................................................................................9
P5 Importance of employee relations in respect to influencing HRM decision making .......9
P6 Key elements of employment legislation and impact upon HRM decision making.......10
TASK 4..........................................................................................................................................11
P7 Illustrate application of HRM practices in work related context using specific examples11
CONCLUSION .............................................................................................................................13
REFERENCES .............................................................................................................................15
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INTRODUCTION
Human resource management refers to an strategic tool that manages and organises the
workforce of an organisation so that firm will gain higher sustainability and profits. This term
also helps in gaining the competitive advantage. The major purpose of this department is to
focus on the developing, motivating the employees performance so that they can provide
proficient results to the company (Cascio, 2015). This analysis study is based on the Tesco Plc.
That is the largest British multinational groceries and general store in UK. It was headquartered
in WelWyn Garden City, England and it has third largest retailer in all over the globe as per their
their aggregate revenues. The company deals in Clothing, food, Home ware, Furniture etc. This
project is do focus on purpose and function of HRM and also various approaches of recruitment
and selection approaches. This also explains the benefits of HRM practices for employees and
employers that help in providing efficient and effective results in terms of enhancing higher
growth. It also helps in showing the importance of employee relation that influences the decision
making. This term also involves employment legislation that will helps in taking effective
decisions so that company will gain higher profits and revenues. At the end this study take an
illustration for HRM practices in context of particular job role within the business enterprise(Noe
and et. al., 2018).
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation
Human resource management refers to a management function that is used for hiring,
recruiting, motivating, maintaining the manpower of the organisation. The major objectives of
this tool is to ensure the company overall success through workforce productive work. In case of
Tesco, this term is very effective for assigning, staffing, designing task and compensate
employees so that effective results can be shown by companies.
Workforce planning defines the process of forecasting and examine the workforce
supply and demand, assessing gaps and determining target talents management in which they
ensures that firm get right person with suitable skills at right time on correct position(Fraher, and
Brandt, 2019). In terms of Tesco, it reflects as an effective process for gaining higher profits and
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revenues (Albrecht and et. al., 2015). For understand clearly, this report involves the purpose
and functions of HRM that can be shown below.
Functions of HRM
Managerial function- It refers to an essential framework of human resource manager
which includes the several elements like planning, controlling, staffing and directing. In terms of
the Tesco, HR manager can perform various task due to this objectives can be gained with the
effective and efficient work of the company workforce(Cascio, 2015). For example- manager of
the company can properly make the plans for achieving the overall objectives and directs it to
their employees effectively than the goals can be attained on time period.
Purpose- The main aim of this function in Tesco, is that it helps the manager to examine the
performance of their staff members so that they can make plans effectively and assigned the
work accordingly that helps in generating higher returns and profits(Badrinarayanan,
Ramachandran and Madhavaram, 2019).
Operational function- This is an effective function of the Human resource manager in
Tesco, because in this manager can mainly focus on the employees performance and their
growth. In this they can also give more emphasis on the collaboration between the workers so
that objectives can be achieved in an effective and efficient way(Collings, Wood and Szamosi,
2018).
Purpose- The key role of this function in Tesco is that it is helpful in motivating the workers so
that they they give their best in the assigned task with the effective collaboration with the team
members. This helps in gaining the image of the firm within the business world.
P2 Explain strength and weaknesses to different approaches to recruitment and selection
Recruitment
It refers to the action of enlisting new candidate within the organisation for a vacant job
position. It reflects the positive position in the Tesco, where human resource manager can recruit
the applicants for a vacant position to refill it so that task can be accomplished on time. In this it
also involves the approaches which can be define underneath(Albrecht and et. al., 2015).
Approaches to recruitment
Job analysis- This term reflects the process of gathering and identifying the content and
the candidates that can fulfils the requirements of the specific job within the business enterprise.
In terms of Tesco, HR manager can analyse and gather the data of the applicant so that they can
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select the suitable candidate for the role that was vacant within the firm. This helps in achieving
the targets on specified time period that also gives the productive results to the company in their
long term survival.(Albrechtsen, Solberg and Svensli, 2019).
Strength- In context of Tesco, the major strength of this approach is that this assist in framing
the information related to job position to the candidates so that they can apply according to their
interest and skills. It reflects the positive recruitment within the company(King, 2016).
Weaknesses- The main drawback of this approach in context of Tesco is that it only helps the
firm to collect little source of data that is related to the candidates and in this more time and cost
would be indulged(Stewart and Brown, 2019).
Competency framework- This term denotes as that approach of recruitment in which
organisation can effectively communicate the behaviour, values, rewards, recognition of the
employees on specific job role so that it helps the HR manager of Tesco, to motivates and
encourage the other employees to work effectively that shows proper ethics, values that shows
their standard behaviour(Ahmad,2015).
Strength- It's main strength for Tesco is to assist in measuring and standardised the process so
that task can be done as per the set boundaries. This shows the organised working structure of the
organisation.
Weaknesses- The major loss of this approach with the company Tesco is that in this manager
can mainly focus on the past information rather than current facts because of this firm can face
difficulty to match the path of current business environment (Bailey and et. al., 2018).
Selection
It represents that process in this HR manager can select the suitable candidate out of
number of applicant who are applied for a vacant job role. In terms of Tesco, manager can hire
those applicant who contains the potential to fulfils the demand of specified job role so that
business may get higher profits. It involves approaches in context of Tesco that can be shown
below(Brewster and et. al., 2016).
Approaches to selection
Online screening- IN this approach of selection HR manager of Tesco can identifying
and examine the applicant by using the online media so that they can hire the best and suitable
one out of many that gives high returns to firm.
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Strength- Following this approach by Tesco manager helps in selecting the best candidate in a
small time period and also in a very effective and appropriate manner.
Weaknesses- The main issue of this approach in Tesco is that HR manager can get the false
information and also tap into the fraud. Due to this company image may be affected (Albrecht
and et. al., 2015).
Ability test- In this approach of selection, HR manager can examine and evaluate the
knowledge and capability of hired candidate so that it helps in easily analysing the handling
power of workers in different situations. This helps in ensuring that they can hire the best(Di
Nardo and et. al., 2015).
Strength- The main advantage of this term in Tesco is helping the company to easily identifying
the ability and capability of the candidates in performing a particular task so that organisation
may earn higher profits (Ahmad, 2015).
Weaknesses- The main drawback of this term for Tesco is that it is very time consuming
because of this HR manager can not effectively focus on taking decisions on other complex
situation.
TASK 2
P3 Benefits of different HRM practices within organisation for both employer and employee
HRM Practices defines as a policies and framework that is mainly used to perform the
routines of the human resources within the organisation. It context of Tesco, HRM practices
involves various terms like Training and development, performance management, reward
management, encouraging workers to participate in decision making process etc. some of them
can be shown below(Delery and Roumpi, 2017).
HRM Practices Employer benefits Employee benefits
Training and development The main benefit of Training
and development to the
employers is that it improving
the employees performance so
that they gives effective results
to in company profits. For
example- In terms of Tesco,
This term is effective for
employees because it helps in
developing their professional
knowledge due to this they can
get higher success. In case of
Tesco, this term is
advantageous for employees
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this term is beneficial for
employers because it provides
the skilled and talented labour
so that goals can be achieved
on time. Availability of a
trained and skilled workforce
enhance the creativity and
innovation level of employees
which is beneficial for
employer as ensures
accomplishment of targets in
effective manner and without
any defects or intense
guidance.
because it gives the advanced
knowledge and skills to
workers that helps in growing
their career in future terms.
Regular training and
development programmes
leads and ensures enhanced
confidence level in employees
which improve their
performance and effectiveness
(Baum, 2015).
Reward management This aspect is beneficial for
employer because it encourage
employees for good work due
to this employers get the
successful results of a
particular task. In terms of
Tesco, reward management is
beneficial for employers as it
gives the proficient results to
the company and also helps in
making the healthy relations
that helps in taking the
decisions effectively.
Reward management is
beneficial for employees of the
Tesco, because it encourages
them to work effectively so
that they get recognized in the
working place. This also
enhances their living
standards(Ahmad, 2015).
Higher level of motivation is
provided by effective
management of reward system
in employees of Tesco which
improves their performance
and efficiency level.
Performance appraisal Performance appraisal is
beneficial for employers
This framework is beneficial
for employees as it helps in
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because this helps in analysing
the skills and knowledge of
staff members so that
assigning the task would be
easy for employers as per
candidates skills and abilities.
This also retain employees at
working place. The main
benefit of performance
appraisal for an employer
comprises of fact that it
ensures and leads more
experienced employees at
important jobs and roles for
efficient working of
organisation (Brewster and et.
al., 2016).
satisfying them with their work
and also they get grater
autonomy in the Tesco. The
opportunity of performance
appraisal keeps employees
motivate and directed towards
achievement of better
performance to ensure higher
job roles and promotion in
future.
Effective communication The main benefit of effective
communication as HRM
practices for employer of
Tesco comprises of fact that it
reduces the chances of chaos
and conflicts which ensures
more effective and better
achievement of desired
organisational gaols and
targets which ensures better
performance.
Effective communication is
also viable HRM practises in
conetxt of Tesco, from the
perspective of employees as it
lead to more effective
guidance and direction for
them to ensures improvement
and betterment in their skills
and overall performance
(Ahmad, 2015).
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P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
Training and development- It is to be evaluated that this term is very trenchant in the
business firm because it is very effective in enhancing the employees knowledge and skills
regarding the particular task that is very advantageous for employers of Tesco organisation. Due
to this workers can achieved their targets on a specified period of time so that firm will gain
higher profits. This also improving the productivity of employees in the working environment as
they get appropriate training and development sessions(Bailey and et. al., 2018).
Reward management- It is to be evaluated that reward management in Tesco, is an
approachable term because it reflects that employers can reward their employees as per their
ability of work. This shows the fair environment within the working place. Due to this employers
easily motivates their employees so that they gives the profitable results. At the same time it also
helps in increasing the performance level of workers so that task can be attained on a given time
frame.
Performance appraisal- It refers to that term in which employer can evaluate the
performance of an employees that helps in giving the productive results to the company. In case
of Tesco, this term is beneficial for retaining the employees for a longer period of time by
appraising the good performance. This helps in saving the operating cost of the company. Further
it is evaluated that employees get higher power according to the capabilities(Deery and Jago,
2015).
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making
Employee relations
It refers to efforts that a company can do in maintaining and managing the relationship
between the employees and managers. In organisation employee relations is reflecting by
treating the employees fairly and consistently so that they show their loyalty towards the
company and their jobs(Gözükara, Çolakoğlu and Şimşek, 2019). In context of Tesco, human
resource manager can managing the relations between employer and employee so that goals can
be attained in a given time frame. It helps in gaining the proficient results and also includes some
benefits which influences decision making of human resource(Stone and et. al., 2015).
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Employee satisfaction- It is one of the best advantage of the employee relations in the
business enterprise. In organisation employees are satisfied when they receive the friendly and
healthy environment so that every members are coordinates with each other effectively that
shows the good employee relations between employer and employee(Emelifeonwu and Valk,
2019). In context of Tesco, manager encourage their workers by maintaining the effective
working environment so that every staff members can coordinate effectively due to this data and
information can be deliver between the members without any misunderstanding. IN this way
effective employee relations positively influence the decision making of human resource
manager within the business firm.
Employee empowerment- It is one of the essential benefits of the employee relations
because it reflects the employee empowerment due to this staff people are work effectively and
efficiently. In case of Tesco, HR manager can manages the strong employee relations by
providing them some authority to the skilled and experienced employee on operational level
where they can take decisions for getting the successful results. This helps the Human resource
manager to take decisions positively on other critical task that also gives high profits and
revenues(Boella and Goss-Turner, 2019).
Enhancing effective communication- It is another importance of the employee
relations that which information in transferred in the several departments according to the needs
and demand of the information. In this employees gives the appropriate information that shows
the productive and proficient results for the company in gaining higher profits and revenues. In
case of Tesco Plc. Manager can maintain the good employee relation with effective
communication that positively influence the decision making for attaining the task and goals.
This also helps in smooth functioning of the operations that is more significant to gain high
profits and revenues.
P6 Key elements of employment legislation and impact upon HRM decision making
Employment legislation
It refers to that term in which laws relating to employees are included with the
employment standards, labour relations, workers compensations and benefits, healthy and safety
rights, equality rights etc(Barbieri and Cutuli, 2016). In case of Tesco, human resource manager
can give more emphasis on the employment legislation that helps in taking the effective
decisions for the welfare of the organisation. Some laws related to employees in context of Tesco
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can be shown below that impact the decision making of HRM(Jamali El Dirani and Harwood,
2015).
Health and safety law- It refers to that employment law that was adopted by the human
resource manager of the Tesco, for ensuring their safety and health at the working place. In this
they can offers the insurance policy, medical facilities and accommodations facilities so that they
get motivated towards the company and this reflects the effective work of the employees. Due to
this company can receive higher profits and returns. This will impact positively on making
decisions by the managers. But if firm cannot follow proper laws that it is negatively affect the
decisions that is related to enhancing the profits of the enterprise (Cascio, 2015).
Equality Law - This defines that legal laws that is followed by the Tesco manager for
enhancing the productivity and proficiency of the company. In this employer can mainly focus
on the employees pays and benefits that is fairly given to them that helps in boosting the
employees morale for show their efficiency and get the higher pay. It will positively impact the
HR decision making as they get the profitable results by employees side so that they can give
emphasis on other task(Tung, 2016).
TASK 4
P7 Illustrate application of HRM practices in work related context using specific examples
In Tesco Plc human resource manager can find a attractive candidate for the vacant job
position i.e. marketing manager within the company(Baum, 2015). This helps in making the
strong connection with internal and external customers so that organisation can earn higher
profits and revenues. For this manager can go for a particular process in which they can includes
some steps that shows the job description, person specifications, documentary questions and the
job offer letter. All these can be mentioned below.
Job description
Job role: Marketing manager
Department: Marketing
Job description
Marketing manager is an essential job role in terms of Tesco because they helps in making a
strong connections with the customers so that firm will generate higher revenues and profits.
This manager can manage all the activities that are linked with the sale and purchase of the
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goods and services.
Responsibilities and Duties
 Responsible for effectively communicate with the external and internal customers
 Duty to provide Innovative ideas for solving the issues
 Responsible for developing and enhancing the skills and knowledge about the market
for earning higher profits.
Qualification and education
 Management knowledge
 Good communication skill
 Masters Degree in marketing field
 Good knowledge of code of conducts related to professionalism
Person specification
Designation: Marketing manager
Functional area: Department of marketing
Desirables:
 The foremost desirable of marketing manager is having a great knowledge about the
convenience power for customers and have a strong skill to handle the complex situation
by maintaining a good relations with inside and outside people that are connected with
the business entity.
 Good communication with approach of management skills.
Essentials
 Great knowledge related to owners aspects and the technical aspects.
 Minimum experience of 1 Year
 Attractive spoken and written skills
Documentary questions
 Tell me about yourself?
 What are the strong skills that shows you as a suitable candidate for marketing manager
job?
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 Handling power of complex situation?
 Four strength or weaknesses of yourself?
 Why company hire you for the post?
Job Offer letter
Job offer letter
20th August 2020
PQR
Tesco Plc.
Dear ABC
We are glad to appoint you as a marketing manager of our organisation form the number of
applicants. You can fulfil all the facts related to the particular job position. Out of number of
applicants your skills and smartness can catch the management attention of the company. You
can join the business by the next month of this year. Please hold all your certificates and legal
documents when you come first day in the office premises.
Best Regards
PQR
Human resource manager
Tesco Plc.
CONCLUSION
From the above report it is to be concluded that Human resource management is a
strategic term that reflects as an effective approach for a business firm in managing, organising,
recruiting, selecting, appraising etc. the workforce of an organisation. This study inculcvates the
Human resource functions and purpose that helps in appropriately gaining the targets within a
specify period of time. This also involves the various approaches of recruitment and selection
that helps in placing the right person on the correct job by selecting the appropriate candidate so
that company will achieve their targets and maximise their profits and growth in the marketplace.
In this HRM practices indulges the benefits for both employees and employers that shows the
healthy and professional working environment at the business firm. In this HRM legislation
helps the managers to take the decisions effectively so that employees are working with
13

motivation and this helps in giving the positive results to the organisation. Although, in the end
of the report it involves HRM application by using an examples in which HR manager can hire
an appropriate candidate for the vacant job role so that goals can be achieved in a timely manner.
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