Importance of Employee Relations in HRM Decision-Making

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION..........................................................................................................................4
OVERVIEW OF THE COMPANY.............................................................................................4
TASK 1............................................................................................................................................4
P1. The purpose and the functions of HRM.............................................................................................4
P2 The strengths and weaknesses of different approaches to recruitment and selection......................6
TASK 2............................................................................................................................................8
P3 The benefits of different HRM practices for both the employer and employee. ...............................8
P4 The effectiveness of different HRM practices in terms of raising organizational profit and
productivity.............................................................................................................................................9
TASK 3..........................................................................................................................................11
P5 The importance of employee relations in influencing HRM decision-making...................................11
P6 The key elements of employment legislation and the impact it has upon HRM decision-making....11
TASK 4..........................................................................................................................................13
P7 The application of HRM practices in a work-related context...........................................................13
CONCLUSION............................................................................................................................18
REFERENCE...............................................................................................................................19

INTRODUCTION
Human Resource Management is the process of selecting, training, recruiting the
employees and making strategies to help them in an organisation. They are responsible for
deciding the compensation for employees and provide them facilities so that they can achieve
organisational goal. The human resource management is responsible to manage the external
environment which can impact the employees and the internal environment. They are responsible
for proper utilization of the human resource in an organisation (Noe and et.al., 2018). The
planning of Human resource is important to increase the profits of an organisation. The
organisation chosen for this report is TESCO. It was founded in 1919 in UK. They are the largest
supermarket of UK and have stores worldwide. The report includes the purpose and function of
HRM, recruitment and selection, performance and rewards, external factors that affects the
human resource management.
OVERVIEW OF THE COMPANY
TESCO is a supermarket of UK which was formed in 1919 and is the third largest
supermarket of the world. They have 2318 stores and more than 3 lakh employees are working in
their stores. The HRM of Tesco is effective as they recruit 150 employees for their stores and for
their strategic work. They have facilities to attract the customers as they have good management.
TASK 1
P1. The purpose and the functions of HRM
Human resource management focuses on planning, organizing, directing and recruiting
the employees in an organization. It is the process which helps in maintaining the relationship of
employees with an organization (DeCenzo, Robbins and Verhuls, 2016). It is used to motivate
the employees in an organization and provides them training so that they can achieve the
organizational goal. It measures the performance of employees by analyzing their work, making
effective strategies for the achieving the work, providing the safety of employees, etc.
The purpose of HRM workforce planning and resourcing an organization

 Recruitment and selection- The HRM department is responsible for hiring of employees
in an organization. They analyze the job and post it on social media to attract the
employees (Tung, 2016). They select them on the basis of selection tests and it helps the
organizations to hire the best employee. In the context of Tesco, they hire 80-150
employees from campus for their stores and workplace and the staff is hired directly.
They have referral system.
 Compensation Planning- The HRM is responsible for compensation planning in an
organization. They should consider the average compensation of industry and provide it
according to that so they can attract employees. In the context of Tesco, they focus on
compensation planning by analyzing the performance of employees.
The function of HRM workforce planning and resourcing an organization
The functions of HRM in an organization are based on managerial functions and operative
function.
Managerial function- These are the process of functions in an organization which have
focus on the management activities.
 Planning- Planning is the process which determines the activities in an organization to
achieve the organizational goal. The bridges the gap between where we are and want the
organization wants to achieve. The HRM department in an organization makes plan for
human resource.
 Organizing- It is the process of allotment of resources in an organization (Srivastava and
Dhar, 2016). The human resources are organized by allotment of roles and
responsibilities. They are required to perform in an organization and manage the work.
The HRM of Tesco is responsible to help the employees in completing their work
effectively.
 Directing- The HRM department in an organization directs the work of employees to
help them perform. In the context of Tesco, the managers direct the employees to
improve their performance.