Human Resource Management – Purpose and Functions

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM with relation to resourcing and workforce planning...........3
P2. Strengths and weakness of different approaches of recruitment and selection....................5
TASK 2............................................................................................................................................7
P3. Benefits of different HRM practices to employees and employer........................................7
P4 Effectiveness of HRM practices in raising profits and productivity of organisation............9
TASK 3..........................................................................................................................................10
P5. Importance of Employee Relations and Engagement and its influence on decision making
of HRM.....................................................................................................................................10
P6 Key elements of Employment Legislation and its impact on decision making of HRM....11
6. Evaluation of Employee Relations........................................................................................13
TASK 4..........................................................................................................................................13
P7. Application of HRM Practices in work context with specific examples............................13
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human Resource Management plays very significant role in any organisation. Here, the
chosen organisation is TESCO. The organisation is completely a multinational grocery and a
general merchandise store/ retailer. It is one of the third largest retailer in the world in respect of
revenue. The organisation was founded in the year 1919 by Jack Cohen. In the first task, the
assignment will lay its focus on the roles and responsibilities and purpose of the functioning of
HR department (Azeem and Yasmin, 2016). Further, the report will focus on the assessment of
HR approach to the workforce planning; different types of methods used in the HR Practices.
TASK 1
P1 Purpose and functions of HRM with relation to resourcing and workforce planning
Human Resource functions are focused on hiring of right candidate for the right job on
the right time. The success of the HR Function depends only and only on the hiring of the skilled
and capable employees in the organisation (Bratton and Gold, 2017). The main motive of the HR
personnel is to recruit the employees in the organisation with the aim of getting the entire

workload divided within the employees working over there. And also, to offer them a safer
environment and friendly working conditions.
Purpose of HRM
The main purpose of human resource management is to manage coordination and
cooperation in employee’s productivity with regard to organisational productivity. Purpose of
HRM of Tesco is to implement attractive and effective process of recruitment and retention.
Further, HR professionals of retailer aim at maintaining quality if workforce by managing
continuous improvement in work force planning and talent management plan of company. The
organisation, TESCO is offering its employees all such facilities, to get the best output from
them by boosting up their confidence level. TESCO, is focusing on maintaining good employee
relations, at the workplace. Functions of HRM are as follows:
 Staffing: The HR department of TESCO, is to recruit and hire the excellent candidate for
the vacant position in particular organisation. It is vital aspect of workforce planning and
quality for which HR professionals of HR are responsible to hiring employees from
possible sources. The HR management aim at recruiting employees with the helps of two
method that is internal and external where in internal recruitment is done on the basis of
employee performance and constant efforts. However external recruitment is done vis
campus placement, employment agencies and online job portal. Further, to manage talent
at workplace Selection process of Tesco is focus on aptitude and personality tests which
aid HR professional in determining individual ability to adapt changes of dynamic
business environment.
 Compensation: - Compensation refers to salary and other benefits in terms of monetary
and non-monetary that is basically passed on by a particular firm to their employees.
Managing compensation is essential aspect of workforce planning where HR managers of
Tesco aim at measuring employee continuous efforts on the basis of which extra
monetary and non-monetary benefits are given to workforce. This is helps in managing
motivation as well as assist in employee’s retention.
 Performance Appraisal: - This is an important role that is played by human resource
department in which performance appraisals are designed and implemented. In this
efficiency of workers are measured in order to increase efficiency for future. This
function of HR is concerned with talent management where HR professional measure

individual employees’ performance on the basis of individual is appreciate on the basis of
internal promotion and increasing monetary gains of employees. The measurement helps
managers in outlining efforts and interest of employees and determine the need of
recruitment more skilled labourers and providing training to existing ones.
 Training and Development: - It is one of the most crucial function of the HR department.
TESCO provides, training and professional developments to its employees (Brewster and
et.al., 2016). HR manager has to identify needs in terms of training and development as
per the level of employees and also as per the requirements. In this responsibility of HR
managers of Tesco is on coaching employees in order to encourage earning of employees
over new skills as per changing business environment. The practice aims at resource
planning and talent management within organisation.
P2. Strengths and weakness of different approaches of recruitment and selection
Recruitment and Selection
It refers to the selection and recruitment of a skilled candidate in the organisation on the
respected post. It refers to the choosing of right candidate on the right time. Selection, in other
words can also be explained as the process of taking interview of the candidates and evaluating
their performance and required qualities for a specific job. It is a negative process as it includes
the elimination of the candidates in the search of identifying the right candidate for required
position (Cristia and Aracena, 2017).
Approaches of recruitment
Internal recruitment
Internal recruitment is the situation when an organisation aims at filling job vacancy with
existing workforce. This is done when the management able to measure performance of
individuals for particular vacant job profile. Tesco incorporates use of internal recruitment via
promotion, hiring a retired employee as freelancer and by advertising job vacancy within
organisation.
Strength Weakness
 It his quick and cost-effective
recruitment method
 The approach helps in managing
employee’s motivation and creates
 Lacks diversity and knowledge
 Limits choice for management and
sometimes leads to favouritism.

opportunities within organisation.
External recruitment
External hiring is known as pooling of job candidates from outside the organisation by deriving
existing job vacancies. External recruitment in Tesco is done via employment agencies, campus
recruitment and advertisements.
Strength Weakness
 The approaches help in managing
fairness in selection of applicants.
 The method assist management in
adapting to environmental changes.
 High cost investment process
 Management can end up selecting
wrong candidate.
Apart from recruitment and section there are wide rang if HRM practice which assist HR
professionals of Tesco in effective workforce planning and talent management. Approaches of
few HRM practices are discussed below:
Workforce Planning: - It can be defined as the strategy which is used by the employers
working in TESCO with the motive of satisfying or anticipating the needs of workers and
deploying them in most effective manner. It can also be defined as a subset of workforce
management. Thus, approaches of workforce planning includes
 Competency approach- it is a framework that helps in defining the knowledge and skills
that is essential for a particular position. It is the collection of competencies that defines
performance in a job in successful way. These are used in both hard and soft skills.
 Workforce approach- this approach basically relates to economic development. It is
attempted in order to enhance economic stability of a particular region and also its
prosperity by focusing on people. It is significant as it helps in developing strategy
related to human resource.
Development and Training: - It can be defined as something which plays a most
important role in improving the skills and performance of an employee. TESCO provides
training and development to its employees just with the motive of polishing their skills so as to
achieve the goals of organisation in the best way.
 Systematic approach to training is used in order to manage training for people. This helps
in ensuring that people are prepared in order to work with skills and knowledge.

Performance Management and Reward System: - It refers to such a situation in which
the organisation keeps an eye on the performance of its employees and if in any situation the
performance gets affected due to any reason then, it should be improved by giving proper
training. The employee should be given rewards also on the basis of their performance so that,
they can be encouraged at the work place for improving their work quality.
 Self-appraisal approach- In this employee’s rate appraised with standard common format.
 Intuitive approach- In this, managers appraise employee’s performance as per their
problem and also their external behaviour.
 Compensation- this is the best approach that may help cited organisation to motivate
employees to perform their task effectively.
TASK 2
P3. Benefits of different HRM practices to employees and employer
The functions of HRM are significantly different from the practices of HR manager. The
functions and practices of the HR manager are partly conceptual and implementation of the HR
strategy that comprise normal way of doing business. The transactional function of the human
resource department includes the benefits of administration; record keeping and processing of
payroll and recruiting and hiring of new employees (Khan, 2017). Following are the different
methods: -
HRM practice Benefit to employee Benefit to employer
Recruitment and Selection: -
These practices are generally
based on the mission and
culture that is prevailing at the
workplace in TESCO. The
practices of recruitment of an
employee depends on the
activities that are prevailing
and also the functions like
sponsoring of career fairs at
college. E-recruitment, online
Internal recruitment is
beneficial for employees as in
this the individual gets
rewarded and promoted for
performance. However,
external recruitment is
beneficial for employees as it
aids in reduction in workload
and pressure.
Selection is beneficial for
employees as it supports
Internal recruitment assist
employer in managing cost
effectiveness of business.
However, external recruitment
is beneficial for employer in
managing talent and diversity
at workplace.
Selection is beneficial for
employer as it helps the
management in selecting
candidate according to vacant

recruitment or can also use
Applicant tracking system
which helps in tracking the
candidates.
fairness in hiring candidate.
Further, it focuses on
performance evaluation of
employees which leads to
appreciation.
job role which leads to
improvement in business
productivity.
Work Life Balance: - It refers
to the situation in which the
employees are required to
maintain a balance in the
professional as well as
personal life. It includes
implementation of flexible
work schedule; offering the
informal employees
communication, maternity and
sick leaves, work from home
facility, etc. It also includes
managing the scheduled
logistics in which use of
modified technology is done
for remote access and also in
taking or conducting of
training sessions that are
playing role of transactional
function.
It is beneficial for employees
as it enables flexibility in
work practices. Working
flexible helps in improving
employee’s productivity and
reduces absenteeism.
It is beneficial for employer
because it leads to increase in
work productivity and also aid
in gaining employees interest
at workplace.
Training and Development: -
It is the most important
practice of the HR personnel
working in TESCO. It
includes orientation of the new
The practice is beneficial for
employees as it aids in
mentoring which aim at
improving employee’s
knowledge over work and
The practice is beneficial for
employer of Tesco as it aids in
increasing employees’
efficiency at work at which ai
improvement in result as and

employees; giving them
proper training in respect of
the job along with this, the
employee should be told about
the roles and responsibilities
that is required to be shoulder
by the employee. Coaching,
mentoring, lectures or on job
training is used in training and
development.
changing business
environment. This is also
beneficial practice because it
aids in increase informal bond
of employees with each other
which supports coordination
and cooperation at workplace.
business outcomes.
The Human Resource Manager is also required to give training to the recruited employee
regarding leadership and professional development is required to be done. The training and
development practice of the HR department plays a significant role in improving the skills set of
employee and not only this, it helps in making the recruit fully nimble and dextrous so that, it
proves to be an asset for the organisation.
P4 Effectiveness of HRM practices in raising profits and productivity of organisation
 Performance appraisal: Performance appraisal is regular review of employee’s
performance and contribution to job. It helps the firm in evaluating individual skills,
growth and achieving. The measurement of employee’s performance is effective
approach to manage profits of business because with the help of this management is able
to determine individual capabilities and ability to manage innovation. Appraising
performance helps in encouraging employees’ motivation which leads to increased
employees’ efforts which is directly proportional to organisational productivity.
 Learning and Development: It is about coaching and mentoring of employees during
work which is managed by Tesco via Training and development session. In this focus of
organisation is on improving employees working efficiency which increases individuals’
efforts and working productivity. Continuous leaning of employees enhances individual
wiring ability and ability to work according to quality standards of firm which aid in
increase organisational profits.

 Flexible working practices: Providing employees flexible working schedule helps
company in gaining individual interests and reduces absenteeism which leads to increase
in organisational productivity. However, when employees of Tesco work according to
own convenience then the workforce is able to contribute more efforts in comparison
regular working hours which helps in increasing returns and profits.
TASK 3
P5. Importance of Employee Relations and Engagement and its influence on decision making of
HRM
Managing employee’s relation is essential part of organisation as it assists the firm in
managing participative working style. Importance of managing employee’s relation is as follows:
 Good employees’ relation in Tesco helps the management in improving productivity of
employees and organisation.
 Effective employee relations reduce cost of employment and helps the business in
managing supportive growth and development.
Tesco managed employees’ relationship by incorporating use of approaches which are as
follows:
 Human relation approach- Basically industry consist of living human beings those who
wants freedom of though and also expression and also control over their own lives.
Therefore, security of service is desired by workers in terms of safe working conditions,
good pay and also opportunity of participating in decision making. Employee
Engagement can be defined as an effort made by the employer in order to hold the
employee in the organisation. TESCO is an organisation, which is making its effort in
order to retain the employees and holding them by offering a good range of salary and
incentives and many other non-monetary benefits (Marchington and et.al., 2016). An
engaged employee can be defined as someone who is fully dedicated and is indulged in
the tasks assigned to it with full passion and zeal.
 Modern approach- in this approach employees are engaged and in turn love to work for a
particular company. This is done by providing them with effective compensation and
rewards. In accordance with this it is important for the HR professionals to focus on

setting measure of evaluating individual performance for rewarding. Decision making for
measuring performance is the major factor which influences decision making of HR.
The various strategies that are followed and practised by TESCO are as follows: -
 Job Enrichment: - A proper job profile should be offered to the employees at the time of
recruiting of skilled and capable employees. The candidates should be offered such type
of job profile that proves to be helpful in exploring the type of profile that the candidate
is searching in respect of its particular choice.
 Set Clear Expectations: - The employer should set clear expectations that are to be
expected from the recruited candidate. The employer should set clear goals and tell the
candidate being recruited whatever the organisation is expecting from them and also what
efforts the candidate is required to make in order to meet out the desired expectations.
Managing expectation of individuals employees impacts decision making of HRM
because in this HR manager aim at stabling share working vales and perspective by
considering expectation of each employees.
 Empowering the Team Members: - The HR manager of TESCO should, focus on
empowering its team members. The HR personnel should try to offer the employees all
the benefits and perks based on their performance. The HR manager should try to
motivate its employees to work for the organisation in order to achieve the common goal
and in the best possible and effective way. The team of professional members working
with TESCO are required to be kept motivated in order to achieve the assigned tasks and
goals within the set time frame (Nankervis and et.al., 2016). In this it is important for the
employer to focus manging work practices in accordance with an interest and ability of
all employees. Management of diversity at workplace is the major factors which affect
decision making of HR manager.
 Giving Feedback: - Taking feedback from the employees working in the organisation is
must. It plays a crucial role in case of letting the HR personal to know whether the
employees are feeling happy from working in TESCO or whether they are not getting
interest from working or offering their services to the organisation.
P6 Key elements of Employment Legislation and its impact on decision making of HRM
There are some labour laws that are exercised in Tesco just with the motive of
safeguarding the workers or the employees that are working over there. Also, providing them the

guidelines in the respect of fair employment behaviour at the workplace with the team mates and
the co-workers (Farndale; Nikandrou and Panayotopoulou, 2018). Tesco, the organisation
situated in US, is staying stable on the federal and state specific labour laws just with the motive
of ensuring the compliance at all levels in the organisation. Following are the key aspects of the
employment legislations: -
 Equality Act, 2010: - It is an act, of parliament of UK. The basic and primary purpose of
this act is to create equality among members and avoid all kind of discrimination that de-
motivates them. Formerly, this act was known as Equal Pay Act, 1970. Under this act,
the HR of Tesco is bound to treat each and every one at the workplace in the organisation
in an equal manner irrespective of age; sex; work profile; pay scale and etc. In
accordance with Equality elements HR is liable to manage diversity at workplace due to
which individuals are liable to make decisions which are beneficial and equal for all.
However, setting equal working perspective for every employee in complex as every
employee have own unique work capabilities and needs to treated according to it.
Therefore, managing quality and diversity influence HR decision making in Tesco.
 Labour Law: - It is also known as the employment law. It is the case in which the
members and team of Tesco makes the efforts in respect of establishing a proper
relationship between the workers; employment entities and the government itself. The
employment standards in this case, are the social norms for the socially acceptable
conditions under which the employees or the employers are allowed to work. These laws
came into existence with the industrial revolution as relationship between the worker and
employer changed from small scale production to large scale organisation. Under these
laws, no organisation can employ its workers for more than nine hours. Changes in labour
law are continuous and therefore it is important for HR professionals to manage changes
in HR policies and practices are regular which influence decision making ability of
individuals on regular basis with regard to employment.
 Data Protection Act, 1988: - It is such an act which is designed to protect not only the
personal data but also the official data of Tesco. The act enacted the Data Protection
Directives of European Union on the basis of provision in the respect of protection;
processing and movement of data. In this case, the employees have legal rights to have a
rein on the information in respect of themselves. In accordance with this legislation HR

professional of Tesco are liable to maintain confidentiality of employee information and
therefore managing continuous changes in employee information on the basis of updates
is hinderance to decision making of HR.
6. Evaluation of Employee Relations
Relationship of employee with the organisation can be defined as something which is
very helpful for Tesco to maintain a good bonding of relationship with the employees and the
workers working over there and giving their services to the organisation (Brewster, 2017). The
company, should ensure its employees that, they will be given complete data security. And not
even a single information will be shared with any third person or outsider. TESCO, should
facilitate its employees in respect of working hours that are to be followed by the workers or the
staff members in respect of working over there. The employees working under TESCO should be
given facility of working in the flexible working conditions. The organisation should be friendly
and give all types of comfort to its employees in respect of timing. The workers working with
Tesco are enjoying the time period of nine hours. Not only this, they are also enjoying the benefit
of five day working in the organisation. Due to this, the productivity efficiency of the employees
that are working as a team of Tesco increases.
Employment legislation plays essential role in order to achieve long terms success and
also in building good relations. This is leads in not discriminating among employees that are
involved which makes the environment positive and also helps employees to share their views
and ideas related to decisions of organisations. The employees feel valued and respected. This
motivates them in sharing their experience and views. This leads in effective decision making
that later leads in achieving long term success and Tesco may reach the boost.
In the organisation, the employees are given complete feeling of equality, they are also
treated equal in respect of work profile; gender (sex); income status; knowledge etc. The
organisation TESCO do not discriminate the employees or workers that are working in a team
with the motive of achievement of common goals. The organisation also respects the candidates
irrespective of whether that's a male or a female candidate if, he/she possess knowledge.
TASK 4
P7. Application of HRM Practices in work context with specific examples

Job Description
Job Title: - General Manager
Job Type: - Full Time
Location: - Wales, England
Main Duties: -
 Recruiting; interviewing and hiring of skilled candidates from a pool of talented
employees available outside.
 Developing a team to achieve results.
 Communicating; executing and managing of the internal and external marketing goals.
 Ensuring of adherence to all the retail policies and procedures by the staff members.
Requirements: -
 Having a considerable knowledge of all the retail systems, HR practices and retail
operations.
 Excellent communication and interpersonal skills.
 Having a high level of integrity.
 Having willingness to work any kind of work.
Qualifications:
 Bachelor's degree in business management.
 Three years of responsible leadership experience in management or positions related to
supervisors.
Personal Specification: -
Knowledge of:
 To understand policies and procedures of respected organisation.
 To understand current and accepted performance level.
Skills:
 Good communication skills
 Good sense of humour
 Good negotiation skills
Responsibilities

 Directing and Delegating Communication and Coaching Coordinating Key Performance Goals Evaluating and Deciding Key Investments.
Two candidates have been selected: -
Interview Questions: -
Q.1 How do you handle situations where the staff is not fully agreeing with the changed
strategies and procedures?
Q.2 What would be your approach at time of dealing with the employees that are
underperforming?
Q.3 What is your personal management style?
Q.4 How do you stay up to date with trends and regulations in the industry?
Q.5 Tell me about a time when you developed your own way of doing things or were self-
motivated to finish an important task?
From the above interview it has been realised that, Vivek George is suitable candidate
that has been hired for particular position. Therefore, job letter has been provided to him which
has been highlighted below-
Offer Letter
TESCO LTD CO.
1211 Dickinson Drive
United Kingdom
Mr. Smith
219, Villey Parley,
Wales, England
United Kingdom
Date:
Dear Mr. Smith,
TESCO is very much pleased to offer you the position of General Manager. I feel confident that

I can make a significant contribution to this respected organisation. As per our discussion your
joining date will start from as on 07 Feb., 2019. The starting salary offered to you is £ 50,000
per year.
Along with this, you will be offered a medical coverage for your family through our company's
employees benefit plan which will be effective from 1st March. The eligibility for retirement
from company begins 90 days after starting date.
If you choose to accept such type of job offer, then please sign the second copy of this offer
letter and return it back as per your earliest convenience. After this only, we will be going to
send you the employee benefit enrolment form along with the employee handbook which will
be covering all the details of our benefit and retirement plans.
Please let me know if, you reach back for reporting time ore having any sort of questions and
additional information from my side.
Sincerely,
Charles Thomas
Director, Human Resource
TESCO
Use of technology; online resources; digital platforms and social networking in improving
the recruitment and selection process
 Designing and Placing of job advertisement: Digital platforms are useful technological
advancement where firm focuses on designing and place job advertisements like social
media platforms and online job portals (Nankervis and et.al., 2016). It includes Facebook;
Linked in; and various other sites that advertises about vacancy in particular company.
Thus, it becomes easy for candidates to find out the opportunities related to job.
 Shortlisting and processing applications: ATS is a software system that us named as an
applicant tracking system that helps in organising recruiting data. Further, it will be
helpful as resumes and emails can be passed in order to import information into uniform
format by using this system. The online portals allow firm to provide online application
form which are filled by interested applicants and are reviewed and tracked by firm. It
includes an applicant tracking system which is a software application that helps in

organising the data for recruitment. This software allows the user to import the list of e-
mails and spreadsheets for selecting any candidate.
 Interviewing preparation and best practice: Online generation of questionnaire on the
basis of job profile is effective advancement which assist Tesco in outlining possible
questions which can be asked to candidate online for selection round.
 Selection: For selection firm selects applicants on the basis of online score which is
technical and bias based on applicant’s aptitude ability.
CONCLUSION
This project report lays its focus on the purpose and key roles and responsibilities of the
HR functioning TESCO. Along with this it lays focus on the significance of the HR personnel in
meeting the business objectives. The report further emphasises on the approaches workforce
planning; performance management and reward system and recruitment and training that are
performed by the HR personnel in the organisation. The project further concludes by
highlighting on the evaluation of use of technology; online resources; digital platforms and social
media in improving the recruitment and selection process in the organisation. Along with this,
the report involves job description; offer letter; and persona specification.

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