Human Resource Management INTRODUCTION

Human Resource Management INTRODUCTION 1 TASK 11 P1 1 P2 2 TASK 23 P3 3 P4 4 TASK 35 P5 5 P6 6 TASK 47 P7 7 CONCLUSION 11 REFERENCES 12 13 INTRODUCTION Human resource management is an integral organisational function which deals into managing or handling manpower within an administration in order to accomplish concern goals or objective in an effectual and prompt manner. Purpose of HRM The intention of HRM in Tesco business operation are as follows

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1............................................................................................................................................1
P2 ...........................................................................................................................................2
TASK 2 ...........................................................................................................................................3
P3 ...........................................................................................................................................3
P4 ...........................................................................................................................................4
TASK 3............................................................................................................................................5
P5 ...........................................................................................................................................5
P6 ...........................................................................................................................................6
TASK 4............................................................................................................................................7
P7 ...........................................................................................................................................7
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12
.......................................................................................................................................................13

INTRODUCTION
Human resource management is an integral organisational function which deals into
managing or handling manpower within an administration in order to accomplish concern goals
or objective in an effectual and prompt manner. Moreover, it mainly classified into three major
areas i.e. staffing, employee compensation and welfare as well as assigning responsibilities to
personnel for maximise the profit to gain competitive advantage (Banfield, Kay and Royles,
2018). Its main function is obtaining profit maximisation with the optimum utilisation of
resources. In regard of this report, Tesco company is considered, as it one of the leading retailer
which is founded in the year of 1919. It's headquarter at UK and operates in 7 countries with
approx 100 stores and shops. This documents covers aim and function of HRM, pros and cons
of various recruitment approach, impact of employee relation in an organisation. Furthermore,
importance of employee legislation and application of different HRM practices in company.
TASK 1
P1
Every organisation is formed by group of employees who contributes their foremost
endeavor towards the achievement of business objective. For attaining the same, every
manpower seeks for better working culture so that they can boost their morale and generate
positive perception towards company (Ehrnrooth and Björkman,2012). Thus, HRM business
function is regarded as important element within firm as it concerned with a process of obtain,
development and maintaining competent human resource so that the organisational goal can be
achieved in an impressive and productive way. Moreover, one of the primal objective of HRM is
to ensure the availability of right people for correct job profile so as the firm can attain high
productivity and profitability. Hence, in Tesco this business function plays a crucial role as it
enable them to determine each personnel potentiality in order to assign suitable roles and
responsibilities for improving overall performance of company.
Purpose of HRM
The intention of HRM in Tesco business operation are as follows:
Organisation development: Human resource management takes initiative to identify each
manpower potentiality and skills and helps them to assign relevant roles and responsibility which
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create better relationship within business premises. Hence, Tesco can add value to customer,
employees as well as improves company's brand image among competitive industry.
Employee on boarding and training: This business function helps firm's manager to
provide equal opportunities to its personnel and provide them proper training and development
program which enhance Tesco individual's morale and encourage them to put their best effort
towards organisational goal (Bratton and Gold, 2017).
Functions of HRM
Its function is classified into two division i.e. managerial and operational which directly
impact over business strategic decision. Hence, some of the function of HRM in Tesco is
described below:
Planning: It is considered as initial function where company sets goals, procedure and
analyse number or type of employees needed for accomplishing business objective trenchant.
Organising:Under this, roles and responsibilities are allocated to every member of Tesco
as per their skills and activities that are integrated towards common goal (Chelladurai and
Kerwin, 2017).
Recruitment: It is a process of hiring which brings pool of prospective candidates who
put their full contribution to Tesco vision and allows management to select correct candidates
from given pool that generates better working atmosphere.
Hence, HRM is an important part within Tesco business which assist them to bring high
level of satisfaction and boost employees morale.
P2
It is the activity of entrancing, screening and choosing potential and eligible candidates
based on objective criteria for a particular job. On the other hand, selection is a procedure of
choosing right candidate by interviewing them and evaluating their qualities which is needful for
specific vacant job position (Brewster, 2017). However, Tesco manager's examines each
candidates potentiality and according to that they pursue their hiring process. There are different
approaches in recruitment and selection which Tesco applies in their business operation and each
of them has its own pros and cons which is described below:
Workload Approach
An effective recruitment process is an organisation specific sourcing model which aims
to find right fit for correct job at the accurate time. It is a step by step approach to bringing in
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talented people who helps company to grow. However, this approach enable Tesco recruitment
process more attractive and productive as it help managers to manage their work properly which
reflects them in decrease in stress and they can hire pool of candidates for their organisation.
Moreover, they can arrange their work by preparing make to-do list, daily priorities list, calender
reminders etc. which helps Tesco manager to give accurate and equal time to clients as well as
can conduct interview in an effective manner so that they can recruit high potential candidates
for their organisation which leads them to generate high productivity and proficiency. Some of
the advantage and disadvantages of workload approach are as follows:
Strength Weakness
 It enable the mangers to build a proper
working culture and helps them to
manage the work properly which
reduces conflicts within workplace.
 It impact their decision making skills
which effect individual behaviour.
TASK 2
P3
Human resource function are significantly contrary from HRM practices as purpose are
comprised of interact activeness that can be handleless or easily outsourced whereas practices are
part of conceptual part of HR strategy that has greatest impact on workforce and organisation.
Some of the HRM practices which Tesco applies in their business activities are as follows:
Recruitment and selection: This practice is mainly depends upon establishment mission
and workplace culture (Brewster, Brookes and Gollan, 2015). Along with this, recruitment
activity deals with hiring best personnel to fill the vacant job profile. For this, Tesco recruiter
places a job promotion that list the duties and responsibilities of position , screen application as
they arrive and selects candidates to interview. Moreover, they sponsor career fairs at colleges
and universities with various student population and advertise job vacancies across various
venues to reach a large number of multitude (Budhwar and Debrah, eds., 2013).
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Fair and performance based compensation: This function allows firm to balance
budgetary needs of an organisation in order to render high level of satisfaction by providing fair
or equal remuneration to employees. However, Tesco managers develops job description, set
compensation level for hourly and salaried position, and convey the same with employees to
determine how much it cost to balance each manpower. By this, Tesco can reduce labour
turnover and enhance company's performance among industry.
Attaining work life balance: It is connects with flexible working culture in which firm
takes initiative to adapt novel ideas or technology and managing schedule logistics which helps
them to create attractive working environment that enable them to control over workplace stress .
Due to this, Tesco can maintain a proper work life balance and can gain competitive advantage
in an effective way (Alfes and et. al., 2013).
Hence, the prescribed stated practices, it allows Tesco to improve their overall
performance and generate a better working culture as well as good relation between leader and
subordinate within business premises as well as boost manpower morale in better way.
P4
To prolong in the competitive world for longer period of time, HR practices plays a
crucial role in an organisation as it assist them to encourage its employees to put their full
contribution towards the achievement of business objective within prescribed time limit.
However, some of the effectiveness of HR practices in Tesco business function are as follows:
Amend turnover rate:This factor is a key element in every organisation as it directly
impact over company's productivity and proficiency. Hence, a fair or equal remuneration
improves the morale of employees as they put their full contribution for the achievement of
business objective (Friedman, 2017). Moreover, HR practices enable Tesco leaders to recruit
right candidates for particular job profile and provide them proper training program so that
employees can feel motivated and reduce employee turnover within organisation in order to
attain high productivity and proficiency.
Conflict resolution:Workplace dispute is somewhat inevitable as each employees have
different personalities, life style and work ethnic. Thus, HR practices assist Tesco management
to analyse the issues and helps them to make best strategic decision which generate better
working culture and increase company's profit margin in an cost-efficient way (Ganopoulos and
et. al., 2013).
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Employee satisfaction: This function is a core objective of human resource as it enable
the firm to enhance their productivity and determine each personnel potentiality and based on
that Tesco management assign roles and responsibilities as well as provide equal platforms to
grow which brings high level of satisfaction. By this, Tesco can enlarge their proficiency and can
gain competitive advantage in an innovate or creative style.
However, HR practice is an essential component in Tesco business operation and
function that helps them to obtain high profit maximisation with an optimum utilisation of
resources (Moutinho and Vargas-Sanchez, eds., 2018).
TASK 3
P5
It mention to an arrangement efforts to make and keep a affirmative state with its
manpower. By hold affirmatory working environment, creative personnel relation helps Tesco to
accomplish their pre determined goal within prescribed time limit. Along with this, one of the
main purpose of subordinate relation concept is to fortify the employer and employee
relationship through determining and resolution workplace issues, analysing personnel
emotional state and morale as well as rendering aid and input to establishment performance
system (Harrison and Lock, 2017). Thus, employee relation is very essential element in Tesco in
order to attain increased level of production and impressive profit margin, along with this it has
direct impact over HRM decision making that effect company's working environment. Some of
the importance of employee relation within Tesco business operation are as follows:
Enhanced motivation: The primary benefit which an organisation gains from employee
relation is that increased morale and encouragement among workforce in a company. On the
other hand, disengaged employees reduces Tesco volume of sales and profit margin as well as
disturbs the ambiance of an organisation. Thus, a better relationship among employees help
company to enhance motivation among working culture which add value to brand image.
Fewer absenteeism:Workplace strain and struggle are often the drive cause behind
employee not participation in business activities. However, employee relation term helps Tesco
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to encourage its manpower to put their full contribution towards the acquirement of goal as well
as improves the decision making skill of management that builds better working environment.
Accumulated productiveness: Manpower who have positive relationship with their
association and managers work smarter as well as more efficiently. Moreover, employee relation
assist Tesco leader to provide equal platform which leads them to attain high level of
productivity and improve their performance as well as helps them to make best strategic decision
which builds an effective relationship between superior and subordinate (Mosakowski, 2017).
P6
It is the law that regulate employment inside the workplace with everyone who works and
it has direct impact over employer, employee and unions. Along with this, the main objective of
employment legislation is to protect workers to enter into wrong doing by their employers as
well as without statues, subordinates would be vulnerable to a number of threat. Some of the key
elements of employment legislation which Tesco implies in their business function are as
follows:
Minimum Wages Act, 1998: This legislation enable the company to provide fair and
equal reward based on employees ability or performance which add value to subordinates and
improve company's brand image. Along with this, it assist Tesco to recognise each individual
effort and appreciate them by rendering extra benefits or bonus in order to improve overall
performance of company as well as enhance their morale in an effective and efficient way.
Hence, this law states that £ 7.83 hour for workers aged over 25, £ 7.38 per dour work for staff
aged 21 to 24 and £ 5.90 per hour for employees aged between 18 to 20. By this systematic
procedure, Tesco can create better working culture and can its managers can make fair decision
which leads them to obtain high level of proficiency in an expeditious way (Lu, K., Zhu and Bao,
2015).
Health and Safety Act, 1974: This law ensures employers to provide safe and healthy
working atmosphere as well as enhance their welfare so that company can attain high
profitability ratio (The employment act. 2019). Along with this, this Act obliged Tesco
management to assure any potential risk of work related violence is eliminated or controlled that
add value to subordinates morale and enlarge brand image within an industry. Furthermore, it
helps Tesco manager to take corrective course of action to prevent the welfare of company.
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Therefore, these employment legislation allows Tesco to implement best strategic
decision in order to achieve pre determined goal as well as provide enormous opportunities to
each manpower that improves the overall performance of company.
TASK 4
P7
Every manpower is regarded as lifeblood for an organisation as they put their full
contribution towards the achievement of business injective and goal within prescribed time limit.
Thus, every designation contains their own job description and person specification which
defines their roles and responsibilities within company and helps employees to accomplish
organisational objective in a productive way (Marchington and et. al., 2016). Hence, the job
description, person specification and curriculum vitae for HR manager in Tesco are as follows:
Job Description
It is a document that is supposed to render job applier with an outline of main obligation
and province of function for which they are applying. Thus, the JD of HR Manager is given
below:
Tesco
Job Description
Position Title: HR Manager
Reports to : President and Director of HR
Exempt/ Non – exempt Status: Exempt
Job Title Description: HR Manager
Department: Human Resources
Division: Tesco
Communication: Each employees is anticipated to communicate well of organization, convey
with peers and supervisors in a respectful and professional manner; showing mature behaviour
in handling with ambiguous situation.
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Job Summary: Give proposal and guidance to managers, supervisors and employees as to
Human Resource policies and procedures as well as employee benefits. Negotiate recruitment
system from strategical planning to execution. Administrate workers compensation and benefit
program.
Primary Roles and Responsibilities:
 The HR section is liable for all policies, activity and programs associate to human
resource of division.
 Reports to President concerning employment, personnel polices, records, medical,
training certificate, salary administration, employee benefits safety and security.
 The HR will works with all levels of management to render human resource skillfulness
in all view of business function including employee relation, welfare, full cycle
recruiting and workers compensation.
 Must use care and judgement to ensure fairness and equity throughout the counselling
program as well as update with company's benefit program in order to create better
working environment.
Desired Minimum Qualification
 5 years of HR Management experience.
 Knowledge of HR policies, procedure and benefits.
Tools and Equipments Used: Computer, MS Office products, proprietary software.
To apply, please send resume and cover letter to [e-mail]
Curriculum Vitae
It is a detailed documents which highlights individuals profession and academic in order
to apply for specific vacant job position. The CV for HR manger in Tesco are given below:
David lewis
1 Main Street, New Cityland, UK, email: [e-mail]
Resume
Human Resource Manager with empirical comprehension of business requirements.
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Tremendously potent at incorporating creative leadership skills to attain business objective.
Govern projects that alter efficiency while meeting time limit and budget requirements.
Highlights
 Recruiting and retention
 Training and development
 Compensation/payroll
 Regulatory compliance
 Exceptional interpersonal skills
Accomplishments
 Decreased employee turnover by 20% through enforcement of fresh incentive program
and bonus structure.
Experience
HR Manager
Grady's Innovation Technology
Duration: 08/2013 to till date
Responsibilities:
 Control workforce, training and labour relation activities.
 Counsel managers on organisational policy matters and recommended requisite
modification
 Act as a link between employee and manager by grasp question and providing effective
decision.
Education
Master of Business Administration: HR 2010
University of California
Bachelor of Business Administration 2004
Educational institution of California
Person Specification
9

Post: HR Manager
Department: HR department
Key: It states the required skills as an evidence:
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Post-graduation in
management field from
institution. Minimum 5 years
of
working experience in a HR
department
Expertise of working in HR
departmental filed in relation
to management sector
Ability or knowledge Impressive communication
skills in both written and
verbal. Especial phone
prescript
Quality to acquire dynamic
product line and keen
attentiveness to treat
employees at best.
Development of Structured Interview: As per preceding stated Job promotion, HR
manager of Tesco can attract a large pools of candidates as it is advertised in all magazines,
newspaper as well as on website. After that, face to facer interview will be conduct for HR
manager and listed questions will be put up to the applicant:
 Introduce yourself?
 Major responsibilities of JR manager.
 How will you manage better working relationship in a workplace.
 Skills for candidates for HR function.
CONCLUSION
From the overhead mentioned report, it has been summarised that personnel function
plays a vital role in every organisation as it directly link with enhancing company's productivity
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and profitability ratio. Moreover, different employment legislation enable the firm to maintain its
working culture and build a better relationship between employer and employee in an effective
manner. Along with this, it assist manager to identify individual potentiality and based them
assign appropriate roles and responsibilities in order to attain profit maximisation and enable
them to implement best strategic decision.
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REFERENCES
Books and Journals
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Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
InPolicy and practice in European human resource management(pp. 22-35). Routledge.
Brewster, C., Brookes, M. and Gollan, P. J., 2015. The institutional antecedents of the
assignment of HRM responsibilities to line managers.Human Resource
Management.54(4).pp.577-597.
Friedman, S. D., 2017. Succession systems in large corporations: Characteristics and correlates
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Harrison, F. and Lock, D., 2017.Advanced project management: a structured approach.
Routledge.
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Marchington, M. and et. al., 2016.Human resource management at work. Kogan Page Publishers.
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Tourism Texts. Cabi.
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engagement and employee behaviour: a moderated mediation model. The international
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Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
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signalling effects and mutual gains. Journal of Management Studies. 49(6). pp.1109-
1135.
Ganopoulos and et. al., 2013. Barcode DNA high‐resolution melting (Bar‐HRM) analysis as a
novel close‐tubed and accurate tool for olive oil forensic use. Journal of the Science of
Food and Agriculture. 93(9). pp.2281-2286.
Gheiratmand and et. al., 2015. The effect of mechanical milling on the soft magnetic properties
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Gomes and et. al., 2012. HRM issues and outcomes in African mergers and acquisitions: a study
of the Nigerian banking sector. The International Journal of Human Resource
Management. 23(14). pp.2874-2900.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons
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Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Welch, C. and et. al., 2011. Theorising from case studies: Towards a pluralist future for
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Online
The employment act. 2019. [online] Available
through<https://cartwrightking.co.uk/areas-of-practice/Employment/employee-rights/>/.
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