Benefits of HRM Practices for Employer and Employee

This article discusses the benefits of different HRM practices within an organization for both the employer and employee. It evaluates the effectiveness of these practices in terms of raising organizational profit and productivity. The article also explores the importance of recruitment and selection, training and development, and flexible working practices in enhancing workforce efficiency and performance.

HUMAN RESOURCE
MANAGEMENT
1

INTRODUCTION...........................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................4
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................8
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................9
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.......................................................................................................................................10
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making........................................................................................................................11
P7 Illustrate the application of HRM practices in a work related context, using specific
examples....................................................................................................................................11
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
2

INTRODUCTION
Human resource management is termed as a procedure in order to maintain workforce
within an organisation. This process include activities related to recruiting, motivating, dismissal
training and development through which organisation objectives are accomplished in a well
defined manner (Chelladurai and Kerwin, 2017). Present report has been conducted on Tesco
which is a multinational organisation operate the functions in grocery and general merchandise
items. Company have their headquartered in England, UK. In this report formative discussions
has been made on purpose and scope of HRM along with employee engagement and employee
relation effectiveness. In addition with these significant employee legislations has been covered
in this report along with preparatory notes, curriculum vitae, job description and job offer letter.
Lastly this report covers practices for carrying out human resource practices in addition with its
evaluation process.
Overview of organisation
Tesco operative their function as one of the leading retailer organisation while engaging in
the sale of product like general merchandise and clothing. Company is listed in world’s third
largest retailer Organisation in terms of gross revenue. Tesco keeps on expanding their business
in many different locations worldwide and currently conduct their functioning in 11 countries
with having strong Global presence. Tesco diversify their product segment in clothing, furniture
Telecom, toys, internet service, electronics and software.
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P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
HRM is termed as composition of different type of activities that include selection,
recruitment, dismissal, hiring, training etc. This approach mainly aim towards strategically
managing human resource within an organisation in order to further make enhancement in their
overall productivity as to maximize profitability of organisation. Human resource management
play key essential role within Tesco in order to maintain large employee base of organisation.
WORKFORCE PLANNING
Workforce planning is a process that includes alignment of needs and priorities of
organisation with that of employees. This process aim towards recruiting right individual with
having right potential and skill and place them at right place as to increase organisation
efficiency with contribution of employee performance.
PURPOSES OF HRM
Mentioned below purpose of HRM in relation with Tesco is being defined:
 In order to ensure that workforce within organisation operate their functioning in safe and
secure environment.
 To ensure that employees are free from any kind of discrimination within organisation
such as unfair dismissal, gender pay gap and disability discrimination. Effectively provide proper guidance and supervision to each and every employee in order
to make them empower within organisational workforce there by providing motivation in
order to make further increase in their workplace performance.
FUNCTIONS OF HRM
This has been determined that HRM function in Tesco are mainly segregated into three
different categories that are operative managerial and advisory:
Operative Functions:
Operative function is most challenging and difficult function that is being performed by
HRM department of organisation. As in order to conduct the functions there is requirement of
large number of resources, as in this process of recruiting recruitment of competitive candidate is
undertaken in order to hire candidates and further provide them training and orientation
opportunities, in order to further their knowledge and skills and make them compatible with
organisational activities of Tesco. There is use of wide range of resources it has been further
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identified that workforce within organisation are provided with paternal/maternal leave, flexible
work time and more. In addition with this, performance evaluation are also been undertaken by
HR in order to increase knowledge of employees. HR department of organisation is required to
have knowledge related to taxation and laws that are necessary and required in order to
effectively make their employees work in a positive and healthy workplace environment.
Managerial Functions:
It is also one of the most important functions within HRM as it is mainly linked with
different types of function in this it is essential for HR manager to formulate plans and policies
which are required to be undertaken by workforce. Further HR manager is required to develop
adequate working structure which is function of organising activities of managerial function
which is related to directing them towards behaviour in order to accomplish organisational goals
in best effective manner. Last function is related to controlling in which manager effectively
evaluate the business process in order to ensure that activities are carrying out as per according to
the revised plan.
Advisory Functions:
This HRM function is aimed at provision of advice by HR department to top management
team for formulation of policies and plans. In addition with this HRM department act as a most
significant function within an organisation that mainly hold the responsibilities to offer adequate
Advises to head of different department as well as unit that are undertaking their role in Tesco.
HARD AND SOFT HRM MODEL
There are different forms of approaches that can be undertaken by Tesco HR manager
that include soft and hard models. In this heard model states that employees are just as resources
within organisation. While on the other hand soft model tend towards that employees are most
important resource within an organisation with the help of which organisation can ensure best
effective enhancement in their image within Marketplace along with high profitability.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment termed as a process through which a relation is built among employer and
candidate.
SOURCES OF RECRUITMENT
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There are different types of sources of recruitment that include internal and external form
of recruitment. Mentioned below both of these are define
Internal:
In this form, recruitment is done by way of promotion and transfer, this is cost effective
method and further aid in boosting morale of existing employees within Organisation. In addition
with this it also benefits in retaining workforce for longer duration of time within Tesco that lead
towards declining employee turnover ratio.
External:
This source of recruitment is expensive as well as time consuming. This process
effectively aid organisation to have talented, skilled, potential and Competent candidates at
workplace. It also helps in bringing fresh talent in workplace of Tesco. However this form of
recruitment declines morale of existing employees in simultaneous manner.
METHODS OF SELECTION
There are various form of method of selection which is being further defined below:
Job Analysis:
It is mainly a process of collecting as well as analysing data which is related to human
requirement of job. It is an effective approach with the help of which evaluation of job placement
can be effectively done.
Job Description:
Job description consist information which is related to roles, responsibilities and duties
that are associated with particular form of job within Tesco. In addition with is it also have
layout of qualification and skills which are required to be possessed by an individual those who
apply for the job role.
Person Specification:
Person specification is a description that mainly contains knowledge, skills, experience,
competencies and other essential qualities as well as attributes which are required to be
possessed by an applicant in order to execute task in Tesco.
APPROACHES OF RECRUITMENT AND SELECTION
There are mainly two forms of approaches of recruitment and selection that are being
undertaken in Tesco. Mentioned below strength and weakness of two different approaches is
being define:
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Competency approach:
Competency approach is a procedure whereby recruitment is done on the basis of abilities
of candidates to create avnecdote with reference to their professional experiences to be utilised as
evidence. The applicants illustrate competencies upon application form post which competency-
based interview takes place. It lead towards recruiting those individuals who hold formative
competencies in order to fulfil organisational goals in best effective manner along with in given
period of time. It effectively helps in eliminating bias as well as making reduction in workforce
turnover in Tesco However it is not that much reliable approach.
Contingency:
Contingency is a recruitment approach in which recruitment agencies gather fees from
Tesco only if they search qualified and skill candidates for the job that are required in Tesco. It is
one of the most efficient approach with the help of which company can effectively able to hire
candidates for their senior post that can further able to fulfil objectives of company while
ensuring long term sustainability. Contingency approach is one of the reliable and valid approach
for selection and recruitment.
The ‘Best Fit’ approach to recruitment and selection
In order to select best effective candidate for job position HR manager of TESCO take
advantage of Interview method of selection. With the help of this method managers ensure to
recruit candidates as per according to the job recruitment in best effective manner. One of the
main advantage that has been hold by selecting candidates with the help of interview is that with
the help of this organisation can reach to large number of candidates at same time. While
disadvantage of this method is that it is a time consuming process.
In internal recruitment TESCO manager take use of Transfer and internal advertising as
to recruit appropriate candidate as per according to company requirement.
‘External Recruitment’ along with it's advantages and disadvantages
External recruitment:
External recruitment is termed as a evaluation in which an organisation select candidates
from pool of job candidates rather than to select individuals from already existing staff. One of
the main advantage of external recruitment is that it aid an organisation to select candidates from
pool of individuals those who have applied for the same position. In addition to this, with the
help of external recruitment entity can bring fresh blood within society and can further utilize
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their expertise in order to make significant increase in overall productivity and probability of
organisation. While the major disadvantage of external recruitment is that it lead towards
lowering down morale and motivation of existing staff within entity. In this TESCO HR manager
take advantage of employment agencies, job fairs and advertising as to recruit candidates
externally.
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee
There are different types of HRM practices that can be undertaken by an organisation in
order to accomplish their goals in a well defined. There are some of the practices include
recruitment, training, dismissal, orientation, development etc. With the help of these HRM
practices TESCO can effectively undertake take their activities. These practices offer certain
form of benefits to employer and employee which is being for the discussed below:
HRM PRACTICES
Mentioned below there are some certain practices that are undertaken in Tesco:
Training & development
In order to increase workplace efficiency and performance of employees training and
development act as most essential practice through which company can significantly increased
performance level, skills and capabilities of their workers that for the lead them towards
accomplishment of organisational goals in well defined manner. With the help of these practices
Tesco effectively increase performance and productivity of their employees while ensuring
organisational high profitability.
Recruitment & selection
HR department of Tesco hold the responsibility to recruit and select potential, skilled and
effective candidates in order to fulfil need of a job position. With the help of proper form of
recruitment and selection organisation can effectively able to strengthen their workforce. In
addition with is it has been determined that Tesco undertake different types of recruitment
sources through which they hire candidates from large pool of candidate. As company undertake
360 degree appraisal to further ensure that process of selection and recruitment is optimally
executed.
BENEFITS FOR EMPLOYER
Timely attainment of objectives:
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With the help of effective form of HRM practices employer can ensure fulfilment of
organisational goals in best effective manner. With the implementation of effective HRM
practices Tesco ensure completion of targets in time stipulated manners.
Raised profitability:
HRM practices effectively helps in increasing productivity of employees that further lead
towards increasing organisational profitability in effective manner.
BENEFITS FOR EMPLOYEES
Enhanced productivity:
With the help of HRM practices workforce within TESCO effectively increase their
productivity level and further perform their targets in time effective manner.
Training and development:
With the help of training and development employees effectively increase their skill and
competency level which further help them to perform their roles and responsibilities in more
efficient way.
Flexible working practices
With the help of flexible working practices employees can able to perform their work in
time effective manner. This helps them to perform their job role with ease and comfort. This
practice effectively aid employers and employees. As with the help of flexible working practices
employees can work according to their own time hours. While employer provide satisfaction in
terms of flexible working to Employees with the help of which they get maximum result with the
help of which company ensure higher profitability.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
HRM practices effectively help organisation to conduct plan as to increase their workforce
efficiency and performance. In relation with this practices that are being undertaken by Tesco
HR to increase efficiency is being define below:
Recruitment and selection process:
It is related with ascertainment of job vacancies, review of application, analysis of job
requirement and selection of appropriate individual. TESCO undertake use of Giri approach in
order to recruit individual as when company have skill and potential candidates that can further
increase overall organisational efficiency.
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Development and orientation:
Tesco offer different types of training and development programs to the workforce in
order to increase their awareness related to organisational objectives as to further direct them
towards common goal. In addition with is the also provide necessary skills and knowledge to
Employees with the help of which they can able to perform their roles in well defined minor.
Performance management and reward system:
it is mainly termed as assessment and measurement of performance which is mainly on
the basis of reports and appraisal in this Tesco HR identify employees as according to their
performance in order to offer them reward and appraisal
Manner in which suitable ‘performance management’ by HRM improve
organisation profit and productivity:
It has been determined that with the help of performance management HR manager
within organisation can effectively able to make significant improvement in individuals and team
performance. With the help of best effective performance management company can increase
employee engagement by providing employees ownership of their personal development and
objectives on regular basis. There are number of measures that can be undertake by HR manager
of company as to increase performance of their employees. As they can measure each and every
employee performance as per according to allotted time that has been provided to them. This aid
manager to implement measures to offer them guidance to accomplish task within provide time
frame. In addition to this, HR manager of TESCO provide flexible working arrangements to their
workforce as to increase work place efficiency of their employees in well defined manner. There
are number of flexible arrangements that has been provided to TESCO manager such as part-
time in this they offer working less than the normal hours, flexitime, annualised hours,
compressed hours, job sharing and remote working their employees. It has been analysed that
with the help of flexible working TESCO can effectively able to enhance employees retention
and recruitment. In addition to this, it also make significant increase in staff motivation by
offering them greater sense of control. Further it has been identified that with the help of flexible
working company can male significant increase in employee morale and satisfaction and further
reduces tardiness and absences. Thus, as per the above mentioned discussion it has been
analysed that with the help of providing flexible working HR manager of TESCO can make
significant increase in profitability of organisation and can further increase organisational
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profitability in number of manner. It also help in increasing overall productivity of both
employees and organisation in best effective manner.
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
In order to increase overall productivity and profitability of an organisation it is essential
for management to ensure formative employee engagement within work culture. With the help of
this business can effectively able to influence behaviour performance of employees that further
increase sustainability of Organisation in best effective manner. With the help of employee
relation and employee engagement Tesco can effectively increase performance and productivity
of both employees and Organisation in well defined manner. Mentioned below importance of
employee key relation is being further discussed below:
Organisational culture:
It has been identified that Tesco HR manager effectively aim towards improving
organisational culture and further providing better working environment to employees through
which they can operate their roles in best effective manner. With the help of employee
engagement and employee relation company effectively execute their functions by making their
employees satisfied, by offering them positive and comfortable work environment that allow
them to freely perform their work operations.
Promote positive behaviour:
It has been identified that Human Resource Department of Tesco effectively promote
positive attitudes of employees as to further make development in relationship with them. With
the help of formulation of soft bond between employee and employer company aim towards
increasing workforce satisfaction through which productivity can effectively stabilized. In this
company HR manager undertake use of sociological approach in which they allow the workforce
to freely operate their roles and responsibilities. It helps in maximizing productivity capacity of
employees that simultaneously increase profitability of organisation.
Mentioned below there are two major role of trade union:
Negotiate wages and working condition terms: There are number of functions that are
being carried out by trade union. One most important role that has been undertake by them is to
make negotiation on the behalf of their members in pay scales, working conditions and working
hours.
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Work with employers to resolve labour issues: It is one of the crucial role that has been
played by trade union in their they resolve issues like dispute within workplace as to increase
overall productivity of employees. They further act as intermediary between business owners and
employees.
Effects of ‘employee relations’ on HRM decision-making
Employees act as key essential source within each and every organisation. Thus, it
become essential for an organisation to effectively focus upon employee relations as it duly
impact upon HRM decision making. Mentioned below impact of employees relation among
different aspect of HRM decision making is being defined:
Effect of ‘working condition’ on ‘job design’:
It has been identified that working conditions act as most essential element of job design.
Physical factors like illumination, humidity, temperature, ventilation and noise put significant
impact upon employees performance in terms of quality of output and productivity. Thus, in this
HR manager of company is responsible to make decision in terms of job design while
considering overall working condition and further frame strategies to overcome them as to
increase performance of employees.
Effect of ‘employment security’ on ‘recruitment’:
It has been identified that employee security is related to protection of employees against
fluctuation in earned income as a result of job loss. This significantly impact upon HRM decision
of recruitment. Thus, HR manager of company hold the responsibility to formulate strategies to
provide job security to their employees in order to organisation reputation in marketplace as
increase efficiency of recruitment process.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making
There are number of rules, legislations and law that have been framed by government for
organisation which is required to be effectively abided by each and every entity. The main aim of
these legislations is to effectively protect right of employees at workplace. In context with Tesco
HR manager, it has been identified that with the help of providing positive and secure work
environment HR manager tend towards increasing sense of belongingness and feeling of security
with employees that further lead them towards high productivity. Mentioned below there are
some important law which has been define:
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Sex discrimination Act, 1975:
Tesco HR manager is essential to undertake certain laws as to protect right of individual.
Sex determination act 1975 is one of the most essential for which amended by HR manager of
Tesco in their workplace structure (Armstrong and Taylor, 2014). It helps them to provide
positive work culture to their employees that further increase the productivity in well defined
manner.
Anti discrimination Act:
It has been identified that Tesco HR manager abide anti discrimination act in their
workplace at time of performance of Appraisal of employees. In this all the employees get
treated in a fair manner and get the promotion and appraisal as per according to their hard work
without being get discriminated on any basis.
Work and family Act:
HR department of Tesco abide work and family Act at the workplace structure in order to
take care of the families of their employees. With the help of this company increases sense of
belongingness among their employees that further increase their morale and motivation.
Company provide different type of benefits such as health of family to each and every employee
along with health insurance of every related member of employee as to secure provide security to
the family.
P7 Illustrate the application of HRM practices in a work related context, using specific examples.
Job specification is termed as a statement that specifies the qualification and characteristics
of employee which is essential to satisfy the job role within organisation. In context with Tesco
HR manager of company intent towards hiring of candidates for the job role of consumer service
executive.
Job Specification
Company: TESCO
Job Role: Customer Service Executive
Department: Customer Service
Salary: Negotiable
Job type: Full Time
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Location: England, United Kingdom
Job Specifications:
 Develop and maintain dynamic team and further encourage employees to accomplish
their roles in well defined manner.
 Effective execution and resolution of consumer grievances
Responsibilities:
 Proper maintenance of Record of consumer needs transactions and interaction.
 Property development and monitoring of newly hired candidates and further allowed
them to attend consumer services.
 Undertaker cost effective services in order to effectively increase monitoring
procedures.
Interested candidates can share their CVs at [e-mail] or contact on
Mobile Number 00441611.
Thanks and Regards
MR. XYZ
Human Resource Manager (TESCO)
England, United Kingdom
+00441161
Curriculum Vitae
Curriculum vitae are termed as a summary of professional and educational background of
a candidate along with other essential data. It is quite similar to resume. In simple terms CV is a
brief description of qualification, education and previous information of a candidate. Mentioned
below there is a CV of a candidate who have applied for the job role of customer service
executive in Tesco.
Curriculum Vitae
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Name: Mr. ABC
Contact Number: 04412456
Email Id: [e-mail]
Address: Model Street, England, United Kingdom
Position: Customer Service Analyst
Excellent leadership and interpersonal skills that are further required to develop and maintain
strong relationship along with encouraging team to effectively execute their process.
Key skills:
 Excellent communication skills
 Innovative and creative nature Effective problem solving skill
Professional Experience:
Company Name: ATC Limited
Duration: 2 years
Position: Customer Service Assistant
Educational Qualification:
Post Graduation: Post graduation(Human Resource Management)
Trinity University, United kingdom
Year: 2014
Preparatory notes
Proprietary notes are mainly preparation which is undertaken by an individual for
interview process. In this there are number of question with the help of which candidate can
effectively able to undertake interview. Mentioned below there are some preparatory note that
has been prepared by HR manager of Tesco before undertaking interview of candidates.
Candidate Name:
Panel Number:
Essential Criteria Notes
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Educated to degree level or equivalent
Extensive senior managerial experience in a
verified working environment
Relevant experience in customer service
profile
Good in communication skills
Strong interpersonal skills with the capability
to lead, manage change and build teams
Strong organisational skills with the capability
to prioritise and delegate the duties effectively
Able to communicate both orally and in
writing to a wide range of audience
Desirable Criteria Notes
Experienced in higher education, public
service or any other large scale organisation.
Knowledge of customer needs wants and able
to satisfy customer.
Awareness about the customer needs and
requirements that they are looking forward to.
Job offer for selected candidate
Job Offer Letter
TESO Multinational
012, City Road Drive
England, United Kingdom
16

May 15, 2019
Mr. ABC
Human resource representative
Model Street, England, United Kingdom
We are pleased to offer you the role of Customer service executive at Tesco multinational. With
role full-time job position with 6 days of working in a week is being offered to you. With the
initial salary of $45,000 additional benefit package with full time employment has been offered
to you on the job position of customer service executive. There are certain employment offer,
principal attributes and benefits and are being enclosed with this document. You are requested
you to inform as early as you can with the enclosed document of your qualification. For any
query related to employment services procedures contact on +00441134.
Sincerely,
Mr. XYZ
Human Resource Manage
TESCO Multinational
CONCLUSION
As per according to the above mentioned report it has been concluded that human resource
management acts as one of the most essential and important segment in an organisation, as it
effectively develop formative relationship with employees while providing them safe and Secure
work environment. This significantly aid organisation to increase their overall productivity and
profitability in well defined manner. There are different type of roles that has been performed by
HR manager with an aim to significantly increased productivity of employees. In addition with it
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is essential for HR manager to undertake different types of laws and legislations as to operate the
functions in well effective environment oil for the insurance safety and security of employees.
REFERENCES
Books and Journals
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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management: The Price Waterhouse Cranfield survey. Taylor & Francis.
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Policies and practices for multinational enterprises. Routledge.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp. 43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Foster, E. C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
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practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pattanayak, B., 2018. Human resource management. PHI Learning Pvt. Ltd..
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
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