Importance of Employee Relations in Decision Making Process

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
The purpose and function of HRM..........................................................................................................3
The qualities and the weak points of various approaches of recruitment and selection........................4
TASK 2..........................................................................................................................................................6
Benefits of various HRM practices ..........................................................................................................6
Evaluation of effectiveness of different HRM practices ..........................................................................6
TASK 3..........................................................................................................................................................7
Importance of employee relations that impact decision making process...............................................7
Key elements of employment legislation and its impact on decision making of HRM.............................8
TASK 4..........................................................................................................................................................9
HRM practice applied in organizational context.....................................................................................9
CONCLUSION.............................................................................................................................................10
REFERENCES..............................................................................................................................................11

INTRODUCTION
HRM refers to the management of workers or Staff into the organization. Human
resource department is responsible maintaining the required number of employees and workers
into the work place. Human resource department is responsible for conducti8ng the recruitment,
selection, training and development programs. They also look out for issue which is related to
employee like employee performance, promotion, reward, award, salary, and the so on. The
human resource department does play a very vital role into any organization. For reference
purpose this report has taken an example of a company, Tesco. Tesco is a multinational retail
company. It is a British company which deals in groceries and merchandise of general nature.
The company has its headquarters in Welwyn Garden City, England. It is said to be the third
largest retail company in the world. The company details in a retail industry in which it faces a
huge competition, some of the competitors are Sainburry, Wall Mart, Dmart and etc. Tesco is the
third largest retail company in the world.
This report discuss about the purpose and functions of HR department, strength and weaknesses
of different approaches used by the department, the benefits of different or various HRM
practices within the both employer and employee. The report also includes the importance of
employee relation with respect for influencing HRM decision making process.
TASK A
The purpose and function of HRM
HRM is characterized as the way toward enrolling, choosing, drafting, situating and
giving preparing and improvement to the representatives working inside the association. The
primary job of Human asset office is to deal with the representatives working inside the
association in a way that help in achievement of authoritative objectives. TESCO is a
multinational company which deals into the business of grocery and merchandise item
(Abdelhak, Grostick and Hanken, 2014). The company serves worldwide and has global
presence. The products or items served by the company is available at low prices to the
customers. The HR activities has been a vital part before and so it is for TESCO company also,
the functions and purpose of the HRM are as follows:
 Recruitment and Selection:- One of the significant capacity of HR chief is to guarantee
that correct workers must be chosen for the correct situation inside the association that help in
achieving objectives or goals. The HR administrator of Tesco must guarantee that high gifted
and capable representatives must be enlisted and chosen for the empty occupation positions so
they support in improving the nature of work.
Training and Development:- It is another basic capacity where workers are being furnished
with legitimate administration and direction so as to improve current just as future execution
(Brunetto and et. al., 2012). On opposite side it should likewise center over sorting out

advancement programs which centers over improving the information on representatives based
on changes in outside condition. These training and development program helps the employees
in creating and developing the required skills and knowledge into them.
Reason:-
The motivation behind Human asset office is to guarantee that tasks must be acted in a way that
it prompts boost of profitability with the goal that upper hand can be accomplished (Cameron
and et. al.,2014). Following are the principle reason for HR chief of company Tesco:
 Law compliances:- The HR of Tesco has implemented some laws related with the
employees security. Some of these laws are mandatory for the organisation to implement as
they have been formed by the government or legislation.
 Performance examination:- The performances of the employees get measured and
evaluated by the HR department so that they can make the necessary measures to make it better
and to take the right decisions. Tesco HR supervisor should normally assess the exhibition of its
representatives to recognize the presentation hole between genuine or expected and afterward
amending those to improve effectiveness.
The merits and demerits of the different ways used by HR department in hiring and selecting
process
Recruitment and selection is considered as most fundamental job of Human asset office
which guarantees that representatives with sufficient abilities and capacities must be situated at
opportune spot and work toward achievement of authoritative objectives (Jiang and et. al.,2012).
Recruitment:- Recruitment is a process in which the organisation sends and invite the
applications related to talented candidates for their interview purpose so that they can fill the
vacuum positions into the work place.
 Internal recruitment:- This methodology is utilized when Tesco search inside the
association and evaluating the ability of existing representatives so as to top off the empty
situation by putting a current laborer over higher position. Some inside recruitment methods are
move or advancement.
Strength Weakness
 Inner methodology lessens the expense
of recruitment and furthermore helps in
putting the steadfast worker over empty
position.
 Interior recruitment supports in simpler
and faster activities however this
procedure limits the ability pool by
confining the decision more than barely
any representatives.