human resource management

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing........3
P2 Strengths and weaknesses of different approaches to recruitment and selection..................5
P3 Benefits of different Human resource management practices within an organisation..........6
P4 Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity.........................................................................................7
PART 2............................................................................................................................................8
P5 Importance of employee relations in respect to influencing Human resource management
decision making..........................................................................................................................8
P6 elements of employment legislation and the impact it has upon HRM decision- making
process.........................................................................................................................................9
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................10
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is the process and practice that manage people in effective
manner in order to achieve better performance goals. It is basically the process of employing
employees, provide them various training, compensate according their work and develop various
policies to retain them within organisation. Human resource management includes recruit and
select effective employees who contribute in the success of the organisation. It facilitates
organisation to provide various benefits, motivates as well as maintain proper relations with
employees and trade unions. It ensures employees safety and work for their wale fare. In this
report all purpose, scope and various approaches that are related to the recruitment and selection
is being discussed. Various elements of employment legislation that affect the HRM decision
making is also mentioned in this report.
TASK 1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing
Introduction of company: Tesco which is founded in the 1919 by Jack Cohen. Headquarter of
organization is situated in the England, United Kingdom. It is British multinational groceries and
merchandise retailing organisation. Organisation have 7,005 shops across the world. Core
purpose, mission and objective is to serve better products and services to its customers as well as
help them to enjoy better quality life. The main mission statement of Tesco is to “ we make what
matters better, together.”
Human resource management is basically a process to hire, train and manage employees
in order to achieve organisational goals. There are various roles and functions are done by the
Tesco that are mentioned below:
Purpose of Human Resource Management:
In Tesco organisation, human resource department mainly focus on the provide better and
efficient staff members. The respective department help the organization to manage all activities
of human resources in better way and provide them various training and development
opportunities in order to improve their work performance(Alamanos,2018). Human resource
management solve various problems and grievances and satisfy employees by providing future
development opportunities. Purpose of HRM are discussed below:

Fulfilling staffing needs: Human resource department main purpose is to recruit
effective and skilled person the vacant post. It identifies the the vacant post of the organisation
and describe all duties, roles and required skills of specific position. In context of the Tesco, the
human resource management screen all applicants, check their reference and conduct interview
in order to appoint skilled employees. It is also related with the termination, transfer and
promotion of existing employees of organisation.
Performance appraisal: Human resource department work work with various other
departments to know about the working performance of employees. Respective department is
responsible for the performance appraisal process that is occur on annually bases(Almaaitah,
2017). Tesco organisation's HRM department evaluate employee performance regularly and
provide them various appraisals such as promotions, increment in the salary that motivates
employees to improve their performance.
Compensation: Human resource department evaluate all current market trends and and
produce the pay structure of the organisation. Fair compensation structure is very important
concern of employees. Tesco follow the all laws and regulations regarding the fair pay structure.
Compensation should be decided according work that inspire employees to achieve higher work
performance.
Functions of human resource management
Human resource planning: The main functions of the HRM department is to identify the
all future needs of the organisation. In this process all criteria of recruitment, selection,
performance appraisal and management, learning and development is planned in systematical
manner. In Tesco all procedure is planned priorly in order to appoint suitable employees within
organisation.
Recruitment and selection: It is the most important functions of the HRM department to
attract employees and select the most suitable candidate who have all qualities for the specific
job role. Tesco adopt the proper structure of recruitment and selection and apply various
strategies to select qualified and highly potential candidate who perform all task in appropriate
manner. Respective organization use various technical tools in the recruitment process.
Learning and development: Human resource management provides various training to
employees to develop various skills capabilities and competencies in them. Basically, it fill the
gape between the current and needed skills requirement (Braganza,2017). Tesco conduct various

training and development programmes in order to develop employees and their working skills,
this facilitates them to achieve defined goals and objectives.
Manage better relationship: Human resource department of Tesco manage better
relationship between the organisation and employees. It supports employees and resolve their
problems and grievances in effective manner.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment: The concept of the recruitment is referred as the filling the vacant post of
the organisation with suitable employees (Brears, 2018). It is basically the process of identifying,
attracting, screening as well as short listing suitable candidate for the specific post. It is related to
the identify the suitable candidate from the pool of applicants for the particular job role.
Strengths: It attracts highly qualified individual for the specific vacant post of
organisation who have all de scripted qualification and skills according the job role. These
candidate increase the profitability and productivity of Tesco.
Weakness: recruitment process not guaranteed to attract suitable candidate for the job.
Sometimes chosen candidate is not appropriate for the specific position. In this process
candidates re rejected by the screening resume only.
Various approaches of recruitment process:
internal recruitment: In this process all Tesco fill all vacant positions by the existing
employees who are working currently within organisation. Respective organisation use various
methods such as promotions, transfers and many others. It is quite beneficial for the
organization.
Strengths: Internal recruitment takes less time to recruit right candidate. Employees are
well known with organisation so there is no needs to conduct induction and they do not need
more training that saves resources also.
Weaknesses: Existing employees are families with specific job role so they need proper
training for the replacement to other job.
External recruitment: It is the process of hiring suitable candidate from outside of organisation.
In external recruitment Tesco publish various advertisement that contains proper job description
and listed various qualifications for that they are looking for(Bringezu, and Bleischwitz, 2017).
Strengths: External recruitment allows new blood within organisation who have various
skill, experiences and qualities to perform better.

Weaknesses: Hiring candidates from the external recruitment increase the overall cost of
Tesco. Various training and development programmes are provided to them that increase the cost
of Tesco.
Selection: Selection is referred as the procedure of selecting most suitable candidate for the
specific job of the organisation(Brown, and Lampen,2019). It is the negative process that
eliminates all unsuitable candidates. In this process the candidates re selected on the bases of
their qualification and capabilities. There are various approaches of selections that are discussed
below:
Interview: For selecting suitable candidate interviews are being conducted by the Tesco.
It use the personal interview, group interview in which their personal as well as professional
skills are evaluated. In this process direct questions are asked by the recruiter to candidates.
Strengths: Selection procedure and interview help the organisation to appoint suitable
and right candidate on right place on right time. The candidate chose according the requirement
of that specific job role.
Weakness: It is very lengthy process and various steps that take too much time to recruit
a candidate for the organisation. The cost of selection process is increase the overall coast of
organisation.
P3 Benefits of different Human resource management practices within an organisation
Every organisation follows different type of human resource management practices that
facilitates it to manage employees in effective way and guide them to improve their performance.
It is important for the employer as well employees to achieve their personal as well as
professional goals and objectives. Some benefits of HRM are discussed below:
Training and development: Training and development is referred as the activity that
improves effectiveness of organisation as well as team and individuals. Under this program
company enhance employee knowledges and skills in order to attain all organisational goals and
objectives.
Benefit for employer: Training and development programmes facilitates employer to
enhance organisational productivity and performance as well.
Benefit for employee: It enhances employees skills and competencies in order to attain all
career objectives as well as high work performance.

Performance based rewards: These rewards are provided to employees on the bases of
their performance in the form of pay plan, bonus and commissions.
Benefits for employer: It enhances employee retainment with organisation and facilitates
to achieve all defined objectives in efficient manner.
Benefit for employee: It motivates employees to perform in more effective and efficient
manner.
Benefits of human resources practices:
Resolution of organisational issues: Human resource management practices help the
organisation to resolve various issues in effective manner that are raised between the employees
and executives. Some of issues are raised because of miss communication or poor
communication within all level of organisation (Cleaver, 2017). Tesco ensure the effective
communication between organisation and its employees and take immediate actions towards
their complains.
Improving turnover: Human resource management practices facilitates the employer as
well as employees to increase the overall turnover of the organisation. Tesco formulates various
strategies that are help it to achieve all defined objectives within specific time period. If the
overall revenue of organisation is increased then employees also get higher compensation. So ir
is beneficial for the both to increase their outcomes.
Developing good relations: Main objective of human resource management practices is
to maintain better working relations between the organisation and employees. Tesco conduct
various seminars, meetings and officials gatherings that are able to develop relation with their
employees. Proper communication is maintained to convey regarding informations (Deyo, 2019).
These facilitates the employer and well as employees to perform better in competitive
environment.
Security to individuals: Human resource management primary function is to provide
security to its employees. It ensures the safety of individuals in organisation that enhance their
effectiveness as well as efficiency ratio. Tesco formulate various plans in order to ensure their
employees that, organisation paid its attentions towards their safety and security.

P4 Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity
Human resource practices are very important for every organisation manage better
relation with employees so they can improve their performance and organisation is able to
enhance its profitability as well as productivity level. Tesco effectively implement the various
HR practices that help in the growth of it. These are discussed below:
Conflict resolution: Conflict resolution is the process to solve all problems and conflicts
of employees in most effective manner. Tesco formulated a separate team that handle all
conflicts and solve them as soon as possible(Hu,and Jiang, 2018). It also enhance the motivation
of employees and their engagement with the organisation. There are various factors are exist
such as inappropriate communication, stress of work and other that leads disarrangements in the
management functions. To resolve these issue management should think form the others point of
view. If employees work in the peaceful environment then they are able to increase their
productivity and profitability.
Performance appraisal: The concept of performance appraisal is very important
approach of human resource management department that is implemented at each level of
organisation. Tesco provide recognition and appraise them if they complete their work in
effective manner, this will boost the morale of employees and make them able to work more
efficiently that enhance the productivity as well as profitability level of organisation. Regular
appraisal culture motivates them to improve their performance that help organisation to achieve
goals in defined time limit with more efficiency.
HRM policy of development: In every organisation various HRM policies are
implemented in order to enhance employees productivity that is able to increase organisational
overall effectiveness. Tesco conducts various training and development programmes for their
employees so they can enhance their skills and capabilities to perform effectively specific task.
All these skills make them able to accelerate their productivity and performance level.
Training and Development practices: Human resource management department main
objective is to develop knowledge, skills and competencies in its employees so they can perform
their assign task in more effective and efficient manner. All these capabilities facilitates
employees to handle all work patiently as well as lead them attain higher productivity and

profitability level of Tesco(Kanki, Anca. and Chidester, 2019). These activities enables the
organization to survive in the competitive environment.
Planning:Planning is the managerial function of the management department in which
all goals and objectives are defined and proper format is prepared to attain them in specific time
period. As it is on going process that take place in every level of Tesco. Planning instruct and
guide all employees at every hierarchical level. Effective planning enhances the productivity and
profitability of receptive organisation.
PART 2
P5 Importance of employee relations in respect to influencing Human resource management
decision making
Employee Relations: Employee relation is defined as the various organisational efforts
in order build and maintain better relationships with it employees. By the maintaining positive
relations with employees facilitates organisation to create loyal and effective employees who will
engage with organisations for long run and contribute in the success of respective organisation
(Zhuang, Liu, and Xiong, 2018). Tesco create separate human resource department which is
responsible to maintain better relationship with employees, solve their quarries and problems in
effective manner. Tesco hold liable and social relation with employees in order to develop
various plan for their growth and development.
Importance of employees relation:
Better employees relation with Tesco help the human resource management department
to take effective decision for them. Some of importance are being discussed below:
Retain loyal and experienced employees: Better employees relations facilitates the
organisation to retain loyal employees who are working in organisation for many year. It
becomes very important for the growth of Tesco because hiring new employee increase the cost
of overall organisation (Lee, Wu, 2018). HRM department to Tesco decisions of employees
hiring and for the training and development decisions are affected by the employee relation.
Increase productivity: Effective and healthy relation of employees increase the
productivity ratio of Tesco. Better employees relation with executives and relative employees
make them motivated to enhance their performance level(Zhou, 2017). Human resource

department take appropriate decisions for the employees to maintain relations in the seniors and
their staff members. It also take training decisions to enhance productivity of employees.
Effective conflict management: In an organisation a number of employees are working
with each other, so there are various conflicts are raised between them. Strong employee-
employer relation make the resolve the various conflicts at their initial level so employees can
complete their work with peace on time. HRM department of Tesco take effective decisions for
the manage all regarding conflicts efficiently.
There are various employee relation strategies are adopted by the respective organisation
such as training and development, motivation and rewarding system in order to maintain
effective relationship with employees. Internal decision making that take effective decisions for
employee engagement.
Role of trade union: Trade union plays important role to maintain effective relationship
between employee and employer a well as work towards development of employees.
Collective agreement: It is the written contract between employer and trade unions that
includes various terms and conditions of employment.
Grievance and redundancy practices: It is concern with problems or complaints of
employees regarding working condition. Redundancy is the performance process that is against
to employer if their actions are unfair.
P6 elements of employment legislation and the impact it has upon HRM decision- making
process
An organisation is dealing with number of employees who facilitates the organisation to
improve its performance in effective manner. Tesco that conduct its business in the United
Kingdom has to follow various legislations that help the organisation to enhance the
performance. As Tesco deals in the retailing market and its main objective is to provide better
quality products to its customers at low price then its competitors. Employees are very important
for the success of every organisation so organisation provide various motivations to them in
order to improve their performance level(Ringle,2020). Tesco implement various laws in order to
protect employees and solve their issues. Some of legislations are discussed below:
Equal Pay Right, 1970: It is the most important legislation and right of the employees for
both male and female is to get the equal salary. There should no discrimination in the salary on
the bases of gender, colour, caste and religion and other issues. Equal pay roles motivates

employees to enhance their work performance in effective manner. This legislation is passed by
the government to
Health and Safety Act, 1974: It is the most important legislation of the organisation to
taking care of employees health and safety of the employees. It facilitate employees to perform
in best manner(Suid, , Nor. and Oma., 2019). By providing various healthy and safety
environment improve the quality of their products. Tesco introduce various legislations that are
passed by the government that affect the decisions making process of organisation effectively.
All decisions in the organisation is taken according requirement of employees. Safe environment
motivates them to work favourably and achieve high productivity goals.
Minimum Wages Act, 1998: Every organisation is worked with many employees who
help it to accomplish all determined goals and objectives. It is required that employees get the
minimum wages according to the average salary of receptive organisation. In order to improve
the performance salary is plays important role(Spivack. and Woodside, 2018). According to the
Act, Tesco provide appropriate salary to its employees that satisfied them as well as enhance
their performance level.
All these employment legislations help Tesco to take effective and efficient decisions for
its employees, so they can perform their assign task in proper manner. If employees feel satisfied
with the organisational environment then their productivity is increased and they are able to
contribute in the attainment of whole organisational goals.
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
As Tesco is the multinational retailing organisation that is hiring employees for the post
of Marketing manager. In order to recruit employee Tesco use following activities:
Job Specification:
Job specification is referred as the written document that contains various qualifications,
skills, roles, responsibilities regarding the specific job role. Job specification of Marketing
manger of Tesco is as follows:
Job Specification
Job Summary:
Marketing managers is the person who build various marketing strategies in order to meet all

goals and maintain reputation of business within market.
Job Roles and Responsibilities:
 Evaluate current marketing trends.
 Conduct market research in order to understand requirements of customer.
 Monitor marketing functionality of team members.
Job Skills:
 Awareness of market strategies
 Effective communication and writing skills
 Efficient promotional plans
Person Specification
Job Title: Marketing Managerial
Department: Marketing
Attribute Essential Desirable
Competencies Strong communication Skills
Build good relation with
customers.
Effective decision making and
ability to resolve conflicts.
Efficient Problem solving
competency
Experience Required 2 year experience
in any repudiated
organisation in marketing
department
At least 2 year experience in
any organisation for
marketing department
Knowledge Better knowledge of
marketing trends and
strategies as well as
practices(Williams,and
Hunn, 2019).
Knowledge of marketing
applications and theories.
CV:

CV referred for Curriculum Vitae that is written document which contains various
detailed data about individual's qualification from education to work experience. CV of
candidate who is suitable for profile of Marketing Manager are following:
Curriculum Vitae:
James Smith
68 Orchard Grove, HA3 8QR,
London, UK
Summary of profession: Marketing manager have capabilities to grow organisation with
innovative marketing ideas, and strategies. I am looking for the business in which I will ise all
my knowledge effectively.
Accomplishments:
 developed effective growth plan that enhance customer base appliance store.
 Doubled annual sales of technology entity with strategic marketing campaign.
Experience:
Marketing assistant at Get Set Clean, London, UK
Current organisation (From June 2019)
 Develop sales strategies for promotions.
 Develop marketing plan and budget
 Maintain effective relationship within organisation
Marketing Associate at OHS, London, UK (From May2018 to May 2019)
 Monitor and evaluate performance of employees
 Conduct training programmes for new employees in marketing department
Education:
2016:
 Natural sciences High School Graduation Certificate
2015:
 E-Commerce and Sales from University of London, UK.
Interview Selection Criteria:
Manager of Tesco will choose that candidate on the bases of their qualifications, skills
such as their confidence, team working, leadership quality , communication skills and decision

making. Various question they will ask to judge the employee for position of Marketing
Manager:
 Tell me something about yourself?
 How your marketing tactics to improve sales of company?
 How you achieve your short term and long term goal ?
Offer Letter:
Job Offer Letter
Mr. James Smith
This letter is to inform you that you has been selected for the post of Marketing manager in
Tesco. We are glade to share this news with you that your recruitment and selection procedure
has been completed successfully. Your joining date as Marketing Manager will be 27 March
2021. Other important information are mentioned below:
Key roles and responsibilities:
 Planning of annual marketing budget of company.
 Understanding marketing trends.
 Doing market research to understand need of customers
Position: Marketing manager
Salary: £ 30000
Thanks and regards
Team HR
(Tesco, UK)
Rationale:
From the above description, it is evaluated that various HRM activities are being
conducted to appoint suitable candidate for specific job role. The process if hiring employees
involves job description, person specification, CV. Interview of candidate in sequential manner.
HRM practices improves the recruitment process and select most suitable candidate. It help to
identify that candidate is fit for the job or not and facilitate organisation to retain effective
employees.

CONCLUSION
From the above report, it can be concluded that HRM plays vital role in the business
marketing operations. As HR find the most suitable candidate on time for the specific job.
Various functions are done by the managers to run business in effective manner. Recruitment
and selection approaches help origination to select most appropriates candidate. HRM practices
provides various benefits to the employees as well as employers. These practices affect the
decision making process of managers.

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