Importance of Employee Relations in HRM Decision Making

This article discusses the importance of employee relations in influencing HRM decision making and its impact on organizational performance. It explores how employee engagement and satisfaction can be improved through effective employee relations. The article also highlights the role of employee relations in creating a positive work environment and fostering strong relationships between employers and employees.

Human Resource
Management

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.....................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection..................................................................................................................................5
TASK2.......................................................................................................................................7
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.........................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................8
TASK3.......................................................................................................................................9
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................9
P6: identify the key elements of the employment legislation and the various impact it has
upon the human resource management decision making:....................................................10
TASK 4....................................................................................................................................11
P7 Application of HRM practices........................................................................................11
REFERENCES.........................................................................................................................14

INTRODUCTION
Human resource management refers to the way which is specified through various formal
methods in order to manage people in business (Kehoe and Collins, 2017). It is a necessary
concept which can bring benefits to an organisation by effective use of their manpower. It is
necessary that division of accountability and responsibility within organisation is done
successfully between different level employees. There are a number of different functions
included in human resource management which include administration, recruitment,
management, training and development of human resources. The following report is
conducted on Tesco which is a British multinational retailing organisation. The report
consists of purpose as well as function of human resource management along with its
capabilities and weaknesses. There are also discussions about ways in which human resource
management can increase profitability of an organisation. Effective employee relationship
and different key factors of employs legislation are also explained according to human
resource management function in this report.
MAIN BODY
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Overview of establishment- Tesco is a British multinational grocery brand which is dealing
in retail sector. The company was started in 1919 in England. There are more than 450,000
employees who are employed in Tesco. They are highly indulged in making organisation a
success. Tesco is one of the largest companies in retail sector company throughout world.
Mission- The aim of Tesco is to frame value for their customers through offering them good
and effective facilities along with a lifelong loyalty towards them (Korff, Biemann and
Voelpel, 2017).
Vision- The major goal of organisation is to make sure that they are setting up their business
as valued commerce by serving consumers through their effectiveness and committed
employees.
Objective- Tesco’s major objective is to set them self as a champion for their consumers and
also assist them to make their life easier. Another objective of company is to make sure that

they are also entering into healthy food segment and providing grocery materials for healthy
eating and healthy living.
Meaning of HRM-
Human resource management is an aggregation of three different aspect of human resource in
an organisation which includes manpower, assets which are scars and administration of
individual in the organisation. Human resource management is also accountable for efficient
management of human resource as well as their distribution to different functions in
organisation.
Purpose of HRM-
The major purpose of human resource management is to make sure that any issue and
unsatisfactory competition within organisation is managed (Chaudhary, 2018). It is necessary
to make sure that there are no issues in work life balance or career development for employs
in organisation. It is necessary to make sure that employees are motivated and all their needs
are fulfilled successfully to operate all the functions in business in an appropriate manner.
They also look towards maintaining effective relationship between different employs so that
all the objectives of business can be fulfilled in stipulated time period.
Importance of HRM
 Human resource management is responsible for training and development
programmes of human resource in the organisation to make sure that their skills and
capabilities are improved.
 It also makes sure that the employees with required skills are allotted to required jobs
in the organisation in order to increase productivity.
 Another important for human resource management is they can solve various
complexities in business in a timely manner in order to make sure that employees
efforts are not wasted due to any conflicts or grievances.
Functions of Human Resource Management
Training and development: Training and development is an important function of human
resource department in which they are responsible for making sure that growth and
enhancement of abilities and skills of human resource is completed in order to make sure that
their officiate Lee working in organisation. In Tesco training and development is provided to

workers in order to increase their skills and abilities and also teach them about new
technologies in order to make best use of them (Brewster and Hegewisch, 2017).
Maintaining relationship between employees: Maintaining relationship between
employees is another function of human resource management in which they are accountable
to make sure that relationship between workforce is managed effectively. Human resource
department in Tesco make sure that they are conducting meetings at proper intervals in order
to increase communication between employees in the organisation.
Recruitment and selection: Recruitment and selection is another major function of
human resource management in which human resource is recruiting and also sorting talented
individuals for vacant job positions in the organisation. This is helpful in running the business
in an adequate manner and also attending all the ins and objectives of your. Tesco is
implementing this method of recruitment and selection in order to make sure that the
weekend positions are filled timely in the organisation.
Workforce planning
Workforce planning is an activity of analysing, managing and administrating workers their
need and demand in business. It is also helpful in monitoring gaps which involves stop
administration to make sure that all the workforce and organisation are successfully fulfilling
all their suitable job roles (Kew and Stredwick, 2016). When taking Tesco into context
managing workers in organisation is done by determining various abilities and skills of them.
It is necessary to fulfil the requirement of monetary and non-monetary benefits for different
jobs as per the requirement.
Importance of workforce planning
 Workforce planning is beneficial for organisation as it shows that workers are
provided with flexibility through training and development.
 It also helps organisation to determine the upcoming and future need for workers in
the organisation.
 It alsohelps in finding the gap between the training required for existing workers and
also for the newly hired workers in order to fill the gap.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment

Recruitment refers to a manner of asserting all the applicants who have provided
effective job description. It is a favourable form through which applicants can be chosen
based on their capability, work profile, attitude and dedication towards aims and objects of
the company. When taking Tesco into consideration they use interior as well as exterior
approaches for recruitment of employees.
Internal recruitment:
Promotion - Promotion refers to managing the already existing employees in organisation for
a week and position in organisation. It is usually done by allotting lower level employees to
their superior level job position (Berman, Bowman, West and Van Wart, 2019).
 Strengths- Major strength of this approach is that it provides effective opportunity to
employees and they can learn new skills with a number of effective physical benefits.
 Weaknesses- Weakness is in this method when employees are promoted to a higher
position it increases their workload and responsibilities they cannot be accountable for
company.
External recruitment
Advertisement- Advertisement refers to promoting the job vacancy through radio, newspaper,
online and TV mediums.
 Strengths: It helps in providing accurate and detailed information to various modes
by promoting and capturing attention of a number of different applicants
 Weaknesses: It causes a lot of time and cost to the company as use of social media
and other tools for promoting vacancy in company can be an expensive job.
Selection
Selection is a process in which shortlisted candidates are included through screening and
examining all the employees who are crucial based on their analyses, qualifications, abilities
and so on.
Aptitude test: Aptitude test is utilised by management to exercise critical knowledge of
different applicants so that organisation can hire skilled and talented employees.
 Strengths- It helps in clearly assessing knowledge and skills of all the candidates
according to their particular jobs. It also patiently determines various abilities of
experience so that they can be recruited for specific vacant positions.

 Weaknesses- It is a time consuming process and also a number of times it does not
provide desired outcomes.
Interview: Interview is a process in which the management of organisation and the applicant
is it face-to-face making a communication of question answering to choose the best employer
for organisation (Wilton, 2016).
 Strengths- This is a great approach which is reliable enough and can be completed in
34 months of time. It is necessary to understand the response of employee towards
their work profile.
 Weaknesses- it is a time taking process along with a lot of positives also required for
also percent mention about individuals can be hampered by this process.
TASK2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
There are different kinds of HRM practices which are related to individuals working
within the firm as well as employer. In relation to this some of these are discussed below
which are beneficial for both employer and employee within organization.
Training and development: It is a function of Human resource management which include
increasing the skills and abilities of employees by providing them training and development.
This function is useful for both employee and employer. Training and development is
beneficial for employer because it helps in increasing the productivity of employee. This is
because continuous training and development employee get favorable to different situations
stability to perform in this situation. This also helps employees in personal development
because by working one particular job in a regular manner gets new skills and abilities which
helped them in achieving their personal objectives (Brewster, Mayrhofer and Morley, 2016).
Organizational culture: One more benefit of using HRM practices of management
of organizational culture. Management of organizational culture is important for both
employees and employers within the firm. This is beneficial for employees because by the
management of organizational culture implies that motivated towards their work and can
easily achieve their personal objectives for combining with organizational ones. This practice

is also beneficial for employer; this is because it helps in achieving the objectives by
maintaining proper working environment.
It can be evaluated from the above mentioned information that HRM practices
beneficial for both employer and employee within organization. This is because it performs
different functions like training and development and many more for both the employees and
employer in maintaining a working environment motivated towards the goals and objective.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
HRM practices are also important in terms of profitability and productivity within the
organization because it helps the manager in managing different resources in a way to
increase the profitability and productivity. Some of the important HRM practices are
discussed below which helps in increasing the productivity and profitability of the firm.
Training and development: It is that HRM practices which is directly related to increasing
the productivity and profitability of organization. This can be seen within Tesco, where are
the management used properly managed training programs to achieve the goals and
objectives (Oluwatayo and Adetoro, 2020). This training and development program help
organize and increasing the profitability and productivity because by providing training to the
employees get favorable to different jobs. This is helpful in achieving the goals and
objectives in regarding profitability within the firm.
Management of conflicts: Human resources department within the organization also play a
role in managing the conflicts. HR manager within Tesco resolve the conflicts and make sure
that everyone is working peacefully within the organization which also impact on
profitability of firm. A conflict always leads to wastage of resources and time. By managing
the conflicts manager can save the resources as well as time of the firm which will directly
impact on the profitability and productivity (Rodríguez-Sánchez, Mora-Valentín and Ortiz-
de-Urbina-Criado, 2019).
Minimizing threat of employee turnover: Human resources department also
improve the profitability level within the firm by minimizing the employee turnover ratio.
Human resources department use different kind of motivation and retaining techniques where
they can retain the talented employees within the firm for a longer period of time. This help

the organization in improving the profitability level by maintaining the employee and
reducing the employee turnover ratio.
TASK3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
Employee relation can be defined as a relationship between employer and employee
which is helpful in improving the working environment as well as maintain the effectiveness
of leadership within the firm by considering different factors which are employment
recruitment management and many more. This function is directly related to the
organisational performance as well as decision making ability. This can be seen from the
discussion mentioned below:
This helps in increasing employee engagement: good relationships between employer and
employee help in increasing the employee engagement within the firm. In relation to Tesco,
organisation use employee engagement by sharing and updating the employee expectations
regarding the current projects (Haak-Saheem and Festing, 2020). Company also offer open
communication system which is free from all the obstacles and issues. This helps the
organisation in increasing the participation of employees in day to day working and help in
making effective decisions.
Employee satisfaction: Better relationship between employees and employer will
always facility and employee satisfaction within the firm. This is because these increases the
employee engagement and provide satisfaction to the employees by working on particular job
within the organisation. In relation to Tesco, good relationship between manager and
employees help in increasing the communication channel effectiveness. This leads to increase
satisfaction in employees while working on the job.
Employee retention: Employee retention is the main part of every organisation
which helps the firm in achieving its objectives. Under employee retention, communication
between employer and employee play important role because it helps in maintaining the
interest of employees within the firm for longer period of time. This impact the decision
making process within the first because organisation has to take decisions according to the
retention plan of employees as well as their capabilities.

Outcomes- Employee relation is important because deliver a positive outcome within
enterprise. Because subordinates needs guidance and direction as well as recommendations
during their work or any issues faced by them. Whenever problems for conflicts arises
organisation can access them and help subordinates who will increase productivity as well as
leads to positive relationship between both the parties (Hee and Jing, 2018)
Elimination of problems- Another rationale for managing employee relation is that it
reduces many problems which leads to better workflow of operations and functions. So, due
to this it is essential for employer to carry out positive relationship with employees for better
results. In context with Tesco, they have optimistic relationship with their subordinates and
staff through which they are able to analyse company's overall performance and external or
internal factors affecting work.
P6: identify the key elements of the employment legislation and the various impact it has
upon the human resource management decision making:
In business it is important to focus on rules regulations and legislation so that act
business activities are carried out in proper manner. Employment registration is defined as
process which comprises of heterogeneous rights and rules of both employer as well as
employee working at workplace. In relation with selected enterprise they assured that
everything is being done but properly focusing on legislations. There are many different types
of legislations which are applied and being followed by them and are discussed below-
Equality laws- According to this law it states that equality is being maintained at all aspects
of organisation without any discrimination over gender or any other thing. In relevance with
Tesco, HR manager of company making ensure that everyone is being treated equally and
mutual understanding is carried out. This legislation has deep impact upon HRM decision
making because if it is not followed properly by enterprise many issues has to be faced by
management which makes it difficult for HR to take decisions in a company (Zhao, 2018).
Data protection 1998- According to this legislation or law, it specifies that data and
information of employees and lines are needed to be protected from third parties. Under the
data protection act, Tesco maintains a high and security system which is used for production
of employee data and personal credentials. It also has impact upon human resource
management decision making because to maintain data as well as its formation HR has to use
advanced software and technologies. To acquire these resources, a strong network is required
which affects the decision making process of HRM.

After a brief analysis of above matter, it has been seen that it is important for entity to
focus on laws and legislation at both national and international level so that decision making
process of HRM does not get affected. Moreover it leads to maintaining ethical culture of
firm.
TASK 4
P7 Application of HRM practices
JOB SPECIFICATIONS: It is viewed crucial instrument which is used by entity to
collect work related important credentials. This system gives better outcomes in respects with
recording information incorporating expected set of responsibilities alongside work
determination. In viewpoint of selected enterprise, it is adopted by HR administrator so as to
comprehend what precisely they need and what they should be conveyed.
Job Specification
Organisation: Tesco
Job Designation: Digital & cloud marketing manager
Job purpose: Business sector is changing and wide number of credentials is required for firm
development & overall growth. The era of digital & technology will assist in improvement in
structure of work flow.
Roles and responsibilities:
 Should have technical knowledge prefer in Cloud & React
 Should be able to implement strategies digitally and enhance productivity of business.
 Need to be active & aware about change trends in market.
Required skills and experiences:
 BCA or B. Tech from known A, B, C grade college or university
 Masters in marketing or engineering
 Should have ability to solve critical problems
 Necessary to have relevant field experience of 4 years & extensible knowledge
 Approachable to adapting risks or threats.
JOB OFFER LETTER: It involves wide number of fundamental subtleties of job & entity in
which a competitor thinks about when they tolerating an extended employment opportunity.

Moreover, it incorporates timing & pay move, jobs and duties as well as best employment
profile. A portion of the basic perspectives are referenced underneath:
Offer Letter
Organisation Name Tesco
Job position Digital Marketing & cloud Manager
Location UK
Reporting person CEO
Roles & Responsibilities  Should have ability to increase traffic of users
and customers.
 Need to be aware about LTE testing, beta boost,
Cloud storage by which data or credentials will be
protected & stored.
 Need to have capability of implementing new
change in industry with different techniques.
Working Duration 10.30 am to 7:00 pm
Accommodations for employees Sound condition of work with optimistic culture that
expansion their working execution in business so
representatives can achieve its focused on objectives.
The interview process was conducted through video conferencing and face to face
interview. During these two stages of interview, candidates were asked about new and
updated technology of retailing industry, different ways for analysis of dealing with critical
problems. Moreover, a brief self-introduction was also asked from the candidates to check his
level of confidence and communication skills. The interview process was time-consuming

because roles and responsibilities were needed to be filled by candidates so that overall work
efficiency and objectives are achieved properly.
CONCLUSION
With the help of the following report it can be concluded that human resource
management provides efficiency to an organisation. There are a number of different actions
which have to be executed by human resource management in order to make sure that all the
actions and task of business are completed. This include hiring, maintaining workers, sorting
them and also training them. It is necessary to make sure that talented and experienced
employees are attracted to words organisation and also hired so that all the corporate
objectives could be fulfilled successfully. There are also number of rules and laws included in
employment legislation which provides a framework to business according to which they can
effectively carry out work in the organisation.

REFERENCES
Books and Journals
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management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European
resource management. Springer.
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talent? An empirical analysis. In Evidence-based HRM: A Global Forum for
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Chaudhary, R., 2019. Green human resource management and job pursuit intention:
examining the underlying processes. Corporate Social Responsibility and
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Haak-Saheem, W. and Festing, M., 2020. Human resource management–a national business
system perspective. The International Journal of Human Resource
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Hee, O.C. and Jing, K.R., 2018. The Influence of human resource management practices on
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Rodríguez-Sánchez, J.L., Mora-Valentín, E.M. and Ortiz-de-Urbina-Criado, M., 2019.
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