Benefits of HRM Practices for Employees and Employers

This article explores the different benefits of HRM practices for both employees and employers. It discusses how HRM practices contribute to the culture of the organization, training and development, recruitment, and conflict resolution. Examples from Tesco are provided to illustrate the effectiveness of these practices in achieving organizational goals and objectives.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Describe the characteristics and objectives of HRM for steps related to staff planning . ....4
P2 Describing advantages and disadvantages of various recruitment methods. ...................5
TASK 2............................................................................................................................................7
P3) Explain the different benefits of HRM practices for both employees and employer...........7
P4) Evaluate the different HRM practices in order to achieving organisation goal and
objectives of company................................................................................................................8
TASK 3............................................................................................................................................9
P5) Describe the importance of employee relation which are helps to influencing in decision
making process. .........................................................................................................................9
P6) Discuss employment legislation along with its impact on HRM decision-making...........10
TASK 4..........................................................................................................................................11
P7) Examine the application for Different HRM practices as appropriate example................11
CONCLUSION.............................................................................................................................14
REFERNCES.................................................................................................................................14

INTRODUCTION
Human resource management is wider and broader concept which includes various
activities such as recruiting, selection, training and orientation providing employees as well as
managing the employees in order to enhancing performance of employees as well as
organisation (Al-Tit, 2016). The report is about Tesco which are situated in UK and dealing in
various products and services. The paper consist is roles and responsibilities within the
recruitment as well as selection procedures and providing healthy working environment for
employees.
TASK 1
P1 Describe the characteristics and objectives of HRM for steps related to staff planning .
HRM plays a significant role in effective running of an organisation by supervising
various policies related to efficient development of skills and abilities of the workforce along
with management of their relationships with the consumer. Various practices are adopted by the
HRM division at British organisation TESCO to effectively utilise various abilities of the
workforce for perpetual growth of the organisation. Several of such steps are specified below:
Evaluation of present workforce capabilities
This practice involves efficient and impartial assessment of merits and abilities of the
workforce present at the organisation. This practice is completed by collecting data about
barriers faced by managers and supervisees in development of employees and identifying
regions which require improvement (Evans, 2017). The HRM division at the respective
organisation conducts regular analysis of capabilities of the workforce and aims to formulate
plans which use the existing abilities of staff to their highest potential. This analysis also helps
the organisation identify weak links in the workforce, to improve their skills or replace such
employees with competent candidates.
Identification and selection of suitable employees
After accurate assessment of existing employees and identification of vacant
positions, selection of suitable candidates to fill such gaps in the organisation is necessary for the
continued growth of the organisation. This objective is completed by HRM division by
implementation of recruitment procedures which efficiently reflects skills needed for the
available vacancy. In context of the respective organisation, this objective is accomplished by

designing recruitment procedure which matches the requirements for the job and selection of
talented and suitable employee from the candidates available. This practice provides the
company appropriate and motivated employees for every organisational need and thus helps the
organisation give the best services to their consumers and build a loyal consumer base.
Building talented workforce
One of the chief functions of HRM is the development and execution of plans and
policies which build a talented, motivated and satisfied labour force for the growth of the
organisation. These policies include regular training sessions which not only increase continuous
growth of the employee but also provide each employee valuable feedback which helps them
realize their position in the organisation and gives them techniques for their constant
improvement (Huselid, 2018). Providing deserving employees appropriate benefits for their
diligent services to the organisation encourages workers to enhance their skills and capabilities.
TESCO conducts various customised training sessions for their uninterrupted progress.
Construction of various policies for achieving organisational objective
It is a function of the HRM division to formulate various strategies, procedures and
plans with the aim of achieving larger goals of the company. This is completed by integration of
various plans with corporations schemes and strategies. This helps the division select and
prepare employees which are aware and dedicated to completing goals of the organisation. The
respective organisation collaborates with different departments of the company such as finance
and sales department in coordinated fashion to formulate and implement various related to
workforce planning.
M1) Analysis how the function of HRM provides talent and skills in order to achieving business
objectives.
It includes HRM function is important for an organisation in order to retaining talented
employees in order to effectively achieving organisation goal and objectives. It includes various
tool and techniques which are helpful to retaining talented employees as well as providing good
working environment due to effectively and efficiently performing business function and
activity. It is process which refers to HRM practices are helpful to enhancing profitability and
productivity such as providing training for employees. It is essential to establishing HRM
practices in order to successful survive in the market as well as increasing employees
engagement programme because employees retain for longer period of time.

P2 Describing advantages and disadvantages of various recruitment methods.
Recruitment is defined as activity of identification of talented and suitable employees
from different candidates. Various sources of recruitment are defined below:
Internal recruitment
Internal recruitment involves identification and selection of employee for empty position
from the existing workforce of the organisation (Kaufman, 2016). This recruitment processes
involves employee selection through promotion, demotion, transfer and employee referrals. This
method of recruitment requires the management to understand capabilities of employees for
accurate allocation of empty positions.
Advantages of Internal recruitment
 This procedure encourages employees to perform better so they can gain promotions and
makes them feel valued which increases their satisfaction (López‐Cotarelo, 2018).
 Employees recruited through this method don't face problems adjusting with the culture
of the company as they are familiar with various responsibilities and traditions of the
company.
Disadvantages of Internal recruitment
 This process eliminates introduction of diverse viewpoints in the company as employees
are chosen from current workforce of the organisation.
 Internal recruitments increases the possibilities of internal conflicts as some employees
may feel that they are not getting deserving promotion and responsibilities.
External recruitment
This method involves hunting talented candidates through various external sources to fill
empty positions in an organisation (Kirk, 2016). External sources of recruitment include
advertisement, employment exchange factory gate recruitment and many more.
Advantages of external recruitments
 This recruitment method increases the competitive spirit within the organisation as the
employees fell encouraged to increase their capabilities.

 The large scope of this recruitment method allows corporates to search for qualified
possible employees efficiently.
Disadvantages of external recruitments
 This methods invites employees with limited knowledge about the culture of the
company and may result in adjustment issues.
 This approach is time consuming and requires huge financial investment from the
organisation.
Selection
This process is defined as practices adopted by an organisation for picking and suitable
and skill full employee with the purpose of hiring them in the organisation.
Selection Test
This approach involves providing the employees customised test with the objective of
evaluating their skills in relation to the requirements of the vacancy at the organisation.
Advantages of selection test
 This test helps in accurate evaluation of each employee and helps the management pick
the best candidate (Mariappanadar, 2020).
 This test provides the management precise data about skills of the individual candidate
which are needed for the vacancy.
Disadvantages of selection test
 These tests don't help the management form an efficient judgement of the candidates as
their results are evasive in some cases.
 Tests discourage the employees from showcasing their unique abilities as they only focus
on evaluating several standard qualities and skills.
Analysis
The method of external recruitment is beneficial for TESCO as it provides the company
efficient employees at large numbers. Internal recruitment can be conducted by the organisation
when filling positions which require knowledge of the work culture at the company.

M2)Examine the strength and weaknesses of different approaches of recruitment and selection.
There are various strength and weaknesses of different HRM approaches in order to
selection is HRM tool and techniques. Selection is effective process which refers to organisation
effectively adapting in order to measure the candidate performance in order to know about their
capabilities and abilities. In relevance of organisation, it includes organisation utilised the
internal and external recruitment in order to recruiting capable and able candidate. It is process
which refers to internal recruitment is effective tool in order to promote employees in higher
designation so motivating and encouraging. It includes internal recruitment strength refers to
hiring new knowledge, skill, ability and capability in order to effectively performing business
functions.
D1) Critically analysis the strength and weaknesses of different approaches with the help of
example.
There are ample numbers of strength and weaknesses of different approaches of HRM in
order to effectively managing business activity and operations. There are effectively recruiting
right person at right job in order to improving performance of employees. In relevance of Tesco,
It includes various tool and techniques in order to effectively adopting recruitment and selection
approach such as internal and external recruitment. It includes internal recruitment hiring
employees within the organisations such as promotion. External refers to hiring candidate from
outside in order to new skill and knowledge. Both process has strength and weakness in order to
organisation accordingly adapting effectively.
TASK 2
P3) Explain the different benefits of HRM practices for both employees and employer.
Basis Benefits of HRM practices to
employers
Benefits of HRM practices to
employees.
Culture of organisation Organisation culture is
different aspect in order to
ample numbers of rules and
policy so accordingly Tesco
employers working effectively
It includes employees followed
the organisation culture in
order to achieving their task
within specific period of time.

and efficiently (Runhaar,
2017).
Training & development In relevance of Tesco, it
includes HR manager plays
important role in order to
providing proper training
programme which helps to
enhancing profitability and
productivity of company.
It involves various process
which refers to organisation
conducting training
programme in order to
enhancing their skills and
knowledge (Alvehus, 2018).
Recruitment It is process which HR
manager of Tesco hiring those
candidate who are capable and
able to performing the
functions and activity
effectively.
Remitment process is
beneficial for employees due
to easily grape their career
opportunities in order to
providing various roles and
responsibility.
Resolution of conflict In context of Tesco, it includes
the employers plays vital role
because they are listen the
problems of employees and
accordingly providing best
solution for employees in
order to smoothly running
information between the
employers and employees.
In reference of Tesco, it
involves is process in order to
manager of company
developing team spirit among
the existing employees in
order to they work together
due to achieving organisation
goal and objectives as well as
work accomplished within
specific period of time.
Therefore, it is process which involves the important and benefits of employees and
employers as well as accordingly they are performed and helps to achieving common goal and
objectives. It is process which refers to utilising various measures which result as Tesco adapting
this measures in order to increasing profitability and productivity of company.

P4) Evaluate the different HRM practices in order to achieving organisation goal and objectives
of company.
Each and every organisation using the Human resources management process in order to
enhancing profitability and productivity of company as well as HR manager plays vital role in
order to conducting training programmes for employees so on that basis increasing effectiveness
of organisation. In context of Tesco utilising this process because it helps to increasing
effectiveness and efficiency of organisation (Strohmeier, 2020). It involves utilising 360 degree
performance appraisal system in order analysis the employees performance on the basis
conducting feedback approach in order to improving the performance of employees and
accomplished their work in effective manner. It is process which refers to superiors of the
organisation providing feedback on the basis of their specific measures and accordingly
providing their training in order to enhancing their skills as well as achieving organisation goal
and objectives. It involves superiors helps to subordinated so improving their personality traits
and accordantly achieving organisation goal and objectives of company. There are ample
numbers of methods which are discussed below.
Tesco utilising the Human Resources Management which refers to enhancing
profitability and productivity of company. It is process which includes superiors adapting
effective techniques in order to improving the performance of employees such as feedback
approach, performance appraisal method as well as leadership styles in order to monitoring and
controlling the work performance in order to improving effectiveness of organisation. On that
basis mangers set the standard or criteria so employees essential to performing on that basis and
evaluating they perform the work in order to taking corrective measures.
Evaluation-: It is process which are second stage because mangers evaluating the
performance of employees on that basis establishing the reward system and accordingly planning
for the compensation plan (Bush, 2018). In addition to this organisation adapting effectively
conflict management plan and helps to resolution of conflict between the employees an
employers as well as conducting smoothly flow of information which refers to eliminates the
problems, conflicts and confusion between them. It includes superiors assigned the job and
responsibility to subordinates on that basis so evaluating and providing feedback which helps to
increasing profitability and productivity of company.

M3) Explore the different methods which are utilised by HRM with the help of examples.
There are various method which are utilised in HRM practices such as training and
development, recruitment and selection in order effectively applied in organisation because
hiring right candidate. It includes HRM has involved various method in order to increasing
effectiveness of organisation as well as improving employees performance. It is process which
refers to utilised various tool and technique in order to gaining competitive advantages which
result as increasing profitability and productivity. In context of Tesco, it includes their managers
effectively providing training programmes in order to increasing employees productivity as well
as beneficial for employees career.
D2) Analysis HRM practices and application within the organisation context.
There are various HRM practices such as training, recruitment, selection and conflict
management, performance appraisal and many others. All the HRM practices are essential of
organisation in order to effectively improving company performance. Tesco HR manager
utilised all this HRM practices in order to improving work performance as well as solve the
problem of employees in order to reducing problem of employees and providing best solution. It
involves various stages which are organisation effectively adapting in order to attained
organisation goal and objectives.
TASK 3
P5) Describe the importance of employee relation which are helps to influencing in decision
making process.
Employee relation are important process which refers to organisation putting so much
efforts in order to managing positive relations between the employees and employers. In
relevance of organisation, it includes HR department utilising various approaches in order to
developing positive relation between the employees and employers (Al-Tit, 2016). There are
various importance which are mentioned below.
Superior making healthy relationship with their employees in order increasing the performance
as well as conducting good and healthy working environment which helps to all the team
members completed work within the specific period of time.

It involves employees and employers making healthy relationship in order to increasing
employee engagement programmes and participation.
It is process which organisation utilising effectively in order to smoothly run the business
functions and reducing internal conflict between them.
It is the method which approaches employee enhancing employment engagement
programme because it increasing employees participation in many activities which result as
enhancing profitability and productivity of company (Alvehus, 2018). In reference of Tesco, it
includes various organisation strategy which are follows.
It is process which refers to conducting flexible working practices in order to achieving
organisation goal and objectives of company.
Human resources managers which refers to taking the feedback of employees in order to
involvement their ideas, view, opinion and many others so it helps to increasing job satisfaction
level in order to solve their issues and concern.
P6) Discuss employment legislation along with its impact on HRM decision-making.
Employment legislation refers to the rules and regulations formulated by higher
authorities in order to maintain proper work environment in organization. Main objective of
legislations is to maintain effective employer and employees relationship at work place in order
to minimize disputes. In context of TESCO, impact of legislations on the overall process of
decision-making is given as under:
Data Protection Act: It refers the responsibility of organisation to secure personal
credentials of customers in order to protect their privacy. Here, it is adopted by government of
UK to keep control over confidential information of company. In case of TESCO, managers use
advance software and tools to protect data and information of employees as well as customers
that will further help to accomplish predefined objectives.
Anti- discrimination law: This law was developed with an aim to bring equality within
organisation. There are several employees work in company to achieve common goal. As per
this law all the employees should provide similar opportunities of growth and success regardless
their gender, culture, race, nationality and other factor. Managers of TESCO provide ample of
opportunities to employees to ensure their career growth. It is really essential to maintain
positive environment at work place to attain organisational goals in stipulated period of time.

Employment right act, 1996: There are several rights have been provided to employees
who are working with company. These rights are essential to ensure security and safety of
subordinates at work place. In addition, these are also helpful to retain employees with
organisation for a longer period of time. It was formulated by the government of UK with an aim
to protect employees during several business process (Kaufman, 2016). It is analysed that
managers of respective company are concern about protection and safety of work force thus
adopt numerous measures formulated by higher authorities. With this, they are able to maintain
positive environment at work place under which employees can grow and prosper. In this,
several rights have been provided to individuals to ensure safe and secure environment for
employees that is essential to maintain effective employer and employee relationship within
organisation.
Evaluation
Here, it is monitored that it is significant for every company to follow necessary rules
and regulations which have been formulated by higher authorities. Main aim of these legislations
is to maintain effective relationship between employers and employees that is essential to
accomplish predefined goals (Huselid, 2018). In TESCO, managers follow these rules and
regulations in order to provide better working conditions to subordinates and take effective
decisions for growth and success of entity. With this, they are able to get enhance employee
engagement and participation in business function which will provide competitive edge to
organisation. In addition, they also give due consideration to legislations while taking necessary
decisions to ensure long term sustainability of company. Therefore, legislations are crucial to
follow and also put a great impact on overall decision-making process.
M4 Evaluate the key approaches of employees relations management and employment
legislation in order to affect the HRM decision-making.
There are involved various concept which refers to employers maintain healthy
relationship with employees in order to effectively accomplishing task within specific period of
time. It includes utilisation various tool and techniques ion order to employers are help o
employees due to perform effectively business functions. In relevance of Tesco, it includes
managers providing good working environment in order to maintain healthy relationship with
employees. It includes employment legislation in order to organisation adhered to followed such
laws and regulation in order to sustain and survive in the market place. It includes HRM

practices provides employees safety and security environment in order to accomplishing work
within period of time. It considered as various law such as employees right act, anti-
discrimination act and many others.
TASK 4
P7) Examine the application for Different HRM practices as appropriate example.
It includes Human resources management is effective process which organisation
adapting effectively in order to hiring and recruiting of candidates within the organisation. It
involves various approaches such as job description which result as HRM practices in order to
effectively adapting because they are roles and responsibilities of employee (López‐Cotarelo,
2018). It includes providing roles and responsibilities as well as job position are mentioned in
order to candidate performed this kinds of work and duties so basic requirement of job are given.
Offer letter is different perspective which shows the various measures in order to HR
manger informing to employees within the policy, rules and regulation within the organisation
context. In addition to this, it is process which effectively adapting in order to employees
suitable selection procedures regarding job position.
Job Advertisement-: in relevance of Tesco, it includes advertisement providing
information for potential candidate who are interested for jobs and providing detailed
information regarding the jobs and vacant position. There is job advertisement which refers to
vacant position of sales manager in Tesco.
Job Advertisement
Tesco is one of the leasing supermarket chain or organisation in order to dealing
wide range of products and services. This is vacancy for the post of sales manager
for the sales department within the organisation.
Job roles and responsibilities for the post of sales manager:
Managing the function of sales department.
Handling the sales executives as well as helps to executives in order to achieveing
their targets within the time period.
Specific skill requirement:

 Interpersonal skill
 Communication skill
 Time management
 Management skill
Salary are offered on the basis of their experience and qualification.
Kindly send your CV:
[e-mail]
Application deadline 25 December, 2020
Immediate joining.
Job description-: It is another concept in HRM process which refers to detailed
information regarding roles and responsibilities of job profiles. So, job description for the post of
sales manager of Tesco.
Job Description
Company Name Tesco
Title of Job Sales Manager
Location of the Job England
Reporting person Head of the department
Roles, duties and responsibilities 1. Managing the sales function and teams
in order to enhancing organisation sales
revenue.
2. Achieving daily routine targets
effectively an efficiently.
Working Hours. 09:30 am to 7:00 pm
Salary 8500 pounds
Offer letters-: It is formal document which providing candidate after completion of
selection procedures within the organisation.

Offer Letter
Tesco UK
01 Jan, 2020
Mr. ABC,
We are glad to inform you that have been selected from interview which are held
on 9 November in Tesco for the post of Sales Manager. All the detailed information
are attached with this mail. We are accepting your reply within the period of three
months so further detailed will be providing shortly.
HR manager
Tesco
M5) Provide rationale application of specific HRM practices within work related context.
There are various application in order to developing HRM practices such as persona
specification, offer letter, job description, job advertisement in order to HRM published the
advertising regarding job due to attracting large numbers og candidates. It includes various
application which are helpful for HRM in order to pool the candidate. In relation of Tesco, it
includes utilised various tool and techniques which refers to attracting new candidate and fulfil
the vacancy of an organisation. It is duty and responsibility HR manger in order to recruiting
right person at right place.
D3) Critically analysis the employees relation and application of HRM practices in order to
influencing in decision making process.
There are various HRM application which are utilised by organisation in order to
effectively attained organisation goal and objectives. It includes various employers maintain
healthy relationship in order to effectively performing business functions. It includes various
application utilised by HRM in order to attracting large numbers of candidates regarding job so
accordingly providing vacancy. On that basis organisation developing job advertisement, job
specification and many others. It is process which refers to employers providing good working
environment in order to organisation gaining competitive advantages as well as attained higher
profitability.

CONCLUSION
From the above report it has been concluded that, Human resource management is
process which organisation adapting effectively in order to providing roles and responsibilities
of employees and managing human asset due to achieving organisation goal and objective of
company. It includes selection, requirement, training and orientation programmes providing to
candidates in order to improving performance of employees.
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