Benefits of HRM Practices for Employer and Employee

This document discusses the purpose and functions of HRM in workforce planning, the strengths and weaknesses of recruitment and selection, and the benefits of different HRM practices for employers and employees. It also covers the importance of employee relationships and the impact of employment legislation on HRM decisions. The document is relevant for the subject of Human Resources and the course code is not mentioned. The document type is a manual and the assignment type is not mentioned. The content is applicable to any college or university studying HRM.

HUMAN RESOURCES
EMPLOYEE INDUCTION
MANUAL

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1 Purpose and functions of HRM that is applicable in workforce planning of an organisation.
.....................................................................................................................................................1
P2 Strength and weakness of recruitment and selection.............................................................3
P3 Benefits of different HRM practice for employer and employee..........................................5
P4 effectiveness of HRM practice for organisation....................................................................7
P5 importance of employee relationship in respect to influence HRM decision making...........7
P6 Employment legislation and impact on HRM decision.........................................................7
P7 Human resource management practices in work related context...........................................9
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management is that plan of an organisation that is very essential for its
survival as it gives the direction and coordinate the administration of an organisation. Tesco is
the organisation that deals in the retail market and it is the world largest retailer chain all over the
world (Baum, 2015). It is the British multinational groceries traded in the LSE, ISEQ, FTSE.
They served in the many countries such as Ireland, Thailand, Hungary, Poland and in many other
countries. This study also have the purpose as well as scope of human resource management and
elaborates the key elements of an organisation that is payroll process, employee self-service,
training and development and many other key points.
MAIN BODY
P1 Purpose of HRM and its functions applicable for workforce planning in company.
Purpose and Scope of human resource management is wide as all the activity that come s
within the department of human resource management is the scope of HRM (Baum, 2015). As
they see the people as an assets in human resource management and try to have the work
satisfaction in the workplace so the people can manage their work in an efficient way and the
productivity.
Purpose of HRM
Organisational purpose : The main purpose of the human resource management in Tesco is to
assist an organisation in accomplishment of desired objectives. In addition to this, the other
intention of human resource management is to fulfil business needs by recruiting the team of
highly skilled and talented workers.
Functional purpose: : Employee placement, assessing skill level of employees and allocating
appropriate work are the functional objectives of HRM.
Recruitment : It is the main function of hum,an resource management. The main purpose of
this HR function is to create team of competent employees which is very much essential in
order to drive firm towards success. In case of Tesco, the main purpose of HR function is to
bring improvement in the standard of recruitment.
Development of policies : The main purpose of this function by human resource management is
to create effective policies so the talented workers can be retained for long time. In simple
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words, by developing good policies HR manager intends to aid firm in reducing the employees
turnover and help organisation in attracting fresh talent. In addition to this, In context of Tesco,
main purpose of HRM function is to eliminate discrimination at workplace by implementing the
No discrimination policy.
Provide employee benefit
Remuneration is one of the most important benefit that retain the employees. Duties of
human resource management is to give the appropriate benefits to the employees and that must
be suited to their profile. There must be adequate benefits that is to be given to the employees of
Act as a Liaison
Human resource management of Tesco is being act as the liaison in between the top
management and employees as it helps in facilitating the communication in between the
management and employees. In this the employees of Tesco may bring their concerns to the
department of human resource.
Arrange and maintain the adequate manpower inventory
It is also refer as the involvement of the classification and characteristics of human power
in an organisation they must be ensure that they are having sufficient raw material, finished
products etc. As Tesco is one of the biggest company in the retail sector, so they have many
employees in the organisation who is working so they frequently need the employees in an
organisation. For the company like Tesco the need to hire the employees frequently (Noe, R.A.,
and et.al., 2015). As it is the process in Tesco that brings the employees in the pool by hiring
and do the selection of prospective employees as per their qualification that helps the Tesco to
achieve the goals of an organisation and it is the duty of human resource management
department that they must ensure that they have sufficient resources.an organisation like medical
insurance, medical check-up, movies vouchers etc.
Pay and benefits: It is the fundamental need of every employee that they need the handsome
salary for the work perform by them and it motivates them a lot and even it is the duty of
employer to give good salary to employees to make them motivate towards the organisational
goal. Even the employer must give the other benefits like free medical test, maternity benefit,
insurance of his family etc.
Ensure and enhance the quality of work life
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Working condition: The condition of workplace must be good as it is being expected by each and
every employee, they have to provide and maintain the good working place for work such as
cleanliness, proper toilets etc. (Aladwan, Bhanugopan and D'Netto, 2015).
Policies of Company: Policies of the company should be made in the way it will not conflict with
labour law and natural justice . Policies of Tesco is being made as it will not make the employee
feel discomfort and indiscriminate (Noe, R.A., and et.al., 2015).
Employee Motivation
It is basic function of the department of human resource management of Tesco have to
perform and motivate the employees towards their work and organisation so they perform their
duties well and it is under the scope of management that they find the reason from which the
employees of the organisation are demotivating (Noe, R.A., and et.al., 2015). As it is major
responsibility of the department of Tesco to provide them good working place and work
environment so that the can motivate and achieve the desire business objective. It is truly said
that the employees cannot give their contribution in the attaining the business goal as much as
they can that is all happens due to lack of motivation.
Scope of Human Resource Management
Labour Aspect
This aspect covers the planning, recruiting, selection, training and development,
incentives and productivity of employees. Human Resource Department of Tesco have to
cover all this aspect of an organisation.
Employee Welfare Aspect
It is very important for the Tesco to maintain the employee in an organisation by
fulfilling their needs by providing them the good working environment in the organisation and
also maintain the cleanliness in the floor and always take care of the hygiene in the company and
also organise the activities in the office hours for the entertainment of their employees and
always try to avoid the conflicts in an organisation.
Industrial Relation Aspect
Tesco is in one of the biggest companies so they must be need to maintain the relation
with the other industry operating in the market. They have to make the reputation among the
other industries for this the Tesco has appointed the manager for rewarding the career within the
organisation for regarding the career in the human resource profession and it allows to work with
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the government and to the union of the employees to maintain the good relation. Tesco must be
having the grievance team that hear the issues of the employees and try to resolve their issues.
They must try to resolve the issues in the organisation so the organisation can work smoothly.
Employees must be having the right of collective bargaining.
Prospect of Employee
This is the performance appraisal of the employees that makes the employee motivate to
work in an organisation and it is within the scope of human resource management and they
monitors the performance of an employees and the department is responsible for the
administering and maintain the performance appraisal system (Aladwan, Bhanugopan and
D'Netto, 2015). As they monitors the performance of every employee and make the performance
standard forms to prospect the employee as per their performance.
P2 Strength and weakness of recruitment and selection.
Recruitment Approach
Internal recruitment : Internal recruitment refers to fill the post internally within the
organisation means to fill the vacant posts from within an existing employees. Various sources
of internal recruitment are promotion, employees referrals, previous applicants, transfer, internal
advertisement etc.
Strengths of internal recruitment It increases morale of employees that help in decreasing
labour turnover. It does not requires paper work so it is affordable and time consuming process.
Weaknesses of internal recruitment The main weakness in this type of recruitment is it has
limited internal sources as there is a limitation of skilled manpower so it is not good at all. It can
dissatisfy other employees and removing a member from an existing team can disrupt the team's
overall performance.
External recruitment : Tesco uses this approach because it has various benefits and by this
approach they can recruit skilled and potential employees. There are some sources of external
recruitment such as advertisements, direct recruitment, word of mouth, employment exchange,
campus recruitment etc.
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Strengths of external recruitment It brings up new and different ideas by recruiting different
employees from outside which can motivate current employees to produce more and work
productively.
Weaknesses of external recruitment It is a longer process as compared to internal recruitment
that can increase cost and time of the company.
Selection Approach
Screening
This approach aim to decrease the amount of personal biased in the process of selection,
in this everyone will get the equal opportunity to show their talent at the time of selection in
Tesco corporation. In these they have to follow the laid down procedure as it is needed and all
interlocking with each other and it leads to the rational selection for the best candidate. In this
approach the Tesco corporation take the interview through the online screening and than they
select the suitable candidate.
Strength In this method there is a ability to predict the job performance even for the complex
position. They are the cost effective for the large number of test takers. It easily find the
knowledge skills and the personal qualities of a person.
Weakness This may be expensive and consume more time for the internal development rather
than using off - the - shelf version. There is the chances to differ by the gender and race as
compare to other tests.
P3 Benefits of different practices of HRM in context of employer and employee.
Human resource management makes the organisation to automate the several aspects of
the organisation and it benefit to the organisation by reducing the work load and maximise the
productivity and increase the efficiency of the department through the human resource
process(Albrecht and ert.al., 2015).
The different key elements of human resource management are:
It is the structure of the organisation where the whole business is dependent such as
location, designation, employee group and the change organisation such as transfer, resignation
etc.
Compensation and benefits
It boost the effectiveness of the organisation and employees will work more efficiently
and effectively
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Training
Training modules gives the systematic track to the organisation of the company to
administer and track the training and development of the employees. Tesco is the organisation
where they have to give the training to their employees according to their work profile such as
customer service profile employees have to take care of their peach and listen the concern of
employees and try to resolve their issues this all things were learn by them on the training. They
have a portal called learning management system and their standalone product allows the Human
resource department to track the education qualification and their skills so that they can give the
training as per their skills and they give the web based training to the employees to develop their
skill that helps the company in the future.
payroll
This portal is made for the employees of the company as well as for the department of
human resource as it is the bridge between the employees and HR department. This portal allows
the employees to raise their queries related to the HR data and perform the function required by
the HR. In this portal employees can apply for the leaves, check their leave balance, organisation
holidays etc. infact the employees can see their attendance that weather it was marking proper or
not (Aladwan, Bhanugopan and D'Netto, 2015). It supervise and approve the OT request from
their subordinates through this system and it will not overload the task for the human resource
department.
Reports
This module provides the customised report according to the needs of the employees,
they made the number of reports and this can be find by selecting the range of search criteria and
report fields. Report generation will avoid the repeating of tasks and it can generate by giving the
data that require for the generation of reports. Tesco has gone beyond the tradition function and
make their own human resource management system that supports the recruitment, selection,
hiring, and placement of jobs, performance appraisal, and the other benefits given by the
organisation. This will be very helpful for the organisation at time when they required the
information for any particular employee it tracks the information of all the employees. It is very
helpful for the big organisation.
Time and Attendance
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It is module that tracks the time when the employee is entering I to the office and when
they are living and make sure that they are completing their shift time properly and also they
track the information of attendance of the whole month and do all the calculations regarding the
leaves as it will help them at the time of payroll (Bal and De Lange, 2015). It minimise the error
of the company in terms of attendance.
Payroll
It is the process that gather the data of all the employees regarding the time, attendance,
calculation of taxes and other deductions that is offered by the company in the organisation like
Tesco it is the big task because they are having many employees that are working so it is time
taking process for them to gather all the information that is required at the time of distribution of
salary and they also have to sort the data to whom the salary goes directly in the account and to
whom they have to distribute the cheque.
P4 effective of HRM practices for company
Human resource management practice is very effective in increasing the profit and productivity
for Tesco and make the organisation flexible and the rewards and benefits also helps in this.
Training
Training makes the employees of an organisation more efficient and effective that
increase the productivity of the organisation and helps in achieving the goals in smooth manner.
Flexible organisation
There are various types of flexible working is there like numerical, structure, functional
etc. as these are very important for the organisation for the effective growth of the company.
flexible model of managerial technique model that used in optimised allocation of human
resource as per the market flexibility and its suitability of Tesco.
This is beneficial for both the employer and employee due to this employees were
flexible for their work in every manner. On the other hand flexible working hours make the
employees effective and it make the business to do growth.
The HRM practices of recruitment and selection is vital in enhancing employee retention.
Thus, availability of highly skilled and talented human resources help organisation to achieve its
operational targets and efficiency. This is necessary for achieving profits goals. The training and
development programs of HRM assures that professional skills of all staff members meets the
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quality benchmarks of the company. Thus, for sustaining the high productivity goals and
profitability HRM practices must be incorporated effectively.
P5 importance of employee relationship in respect to influence HRM decision making.
Administration benefits
It provides the series of benefits to the administration that gives the system to the
organisation to administer and track the details of the employees who are taking initiative in the
programs of the Tesco (Albrecht and et.al., 2015). This possess the benefits of encompass
insurance, compensation, profit sharing and the benefits at the time of retirement.
The employee relations is one of the critical function of the HR department and plays an
important role in sustaining efficient work place culture. If companies does not pay attention to
the employee relation then it may become challenging for them to retain their skilled employees.
The lack of skilled staff members will affect the continuity of operational activities. In addition
to this poor employee relation also leads to conflict among staff members as well as with
management. Thus, for good decision making and quality work environment employee relation
must be improved so that staff members are always motivated to perform their tasks with high
level of excellence.
P6 Employment legislation and impact on HRM decision
Business environment is affected by two major factors that is internal and external factor
that includes the workforce planning, labour, employee relationship. Internal factors are those
that effects within the organisation. External factors are those factors that effects the organisation
from outside.
Factors of the organisation that effects the Human Resource Management of the company.
Government regulation
As the start of company in the new work place the compliance standard is constantly
under the pressure to comply the compliance standards of the company as they are under the
pressure of law or to stay within the law. This type of regulation impact the HR department of
the company and create the pressure on them and it influence the every process of the HR
department (Bal and De Lange, 2015). If they did not adhere these compliance the company has
to pay the fines and even they have to shut down.
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Legislation
It impact the entire HR activity of organisation. As the federal state legislation typically
impact the business and evaluate that how long the business can retain the employee’s data and
the personal records. Such as Health insurance and portability and accountability act, disability
act etc. all these type of act make the obligation on the employees of the company to safeguard
the confidentiality of the employees medical information that the company make sure that it is
operating in the eyes of law. HR manager will stay there and give the trainings to the managers
for their responsibility.
External factors affecting HRM decision related to legislation
Economic condition
It is one of the biggest external factor that influence the working of organisation is to give
the shape to the current economy (Bal and De Lange, 2015 ). Not only it impact the talent pool
the company is having but it also affects while hiring the candidate so the company has to
prepare about the downturn in the economy as it will impact on the company badly. This factor
can influence the daily wages, incentives and other motivational benefits provided by HRM to
their employees.
Technological advancement
It is the one of the main external forces that affects the company and the company has no
control over the technology changes (Brewster, Chung and Sparrow,2016). As the advancement
of technology is being happened in the rapidly manner as every day new technology is being
introduced in the department of human resources and they always look forward if they can do the
cost cutting they always make the strategy the in 2-4 people will cut by the single person and in
present scenario the technology is revolutionising the way the business is doing (Albrecht and
ert.al., 2015).
Level of growth
The main factor that impact the human resource decision making is the level of growth
the company is doing. As the organisation is not growing there might the decision is not proper
at that point of time at the same if the decision taking power is correct than the business can
prosper very well in the future and can easily attain the goal of the business in an efficient
manner.
Internal factors:
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Along with the above discussed factors internal factors such as leadership style.,
management decisions, flexibility in the organisational culture to implement legislations,
financial stability and availability of resources also affect the decision making of HRM. The
support from the stakeholders in the matters such as employee benefits and regulations is also
one of the critical element in the decision making process.
P7 practices of Human resource management in work.
Requirement of job
Job Title Manager in Human Resources
Reporting CEO of Tesco
Role and Responsibilities Must fulfil the responsibility of recruitment,
selection and on boarding of employees.
Candidate posses the skills to give the
trainings and motivate the employees.
Overseeing to all the departments in
organisation and at the same manage all the
employees of the company.
Performance evaluation and must possess
the skills to resolve the conflicts of
employees.
Make the policies.
Qualification MBA in Human Resource and pursue the
diploma or the degree in bachelors in the the
field of required vacancy.
Job Profile Manager in Human resource
DATE: 20-05-2019
Qualification Required Essential Required Met
one must possess the degree in the phe
particular field for which they are
applying from the recognised institute
and must be qualified with the
distinction.
Yes Yes
May have the diploma in any of
the subject: leadership
management and the subjects
related to it
Must be Fluent in English Yes
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Communication skills Yes
Experience required: Min .5 – 3 years’
experience in Human Resource dapartment,
Yes
Must having the expertise knowledge of ERP
software.
Yes
Personal Characteristic and Conduct
Good communication skills
having good leadership skills
well in the interpretation
optimistic attitude
quick learner
Rules and Responsibilities
Department Planning
handling of admin department
Recruitment and selection
Having the understanding of legal, payroll
management, reward, bonus and incentives and
any other activities related to this.
Yes
Yes
Yes
Yes
Important notes
 Salary expectation
 Tell us about your strength and weakness.
 Tell us about the experienced you posses.
 Reason to work with us?
 Are you comfortable in travelling?
 Tell us the reason why we offer you this job?
 One positive and negative about you.
 What strategy you will adopt in order to eliminate discrimination at workplace ?
 What technique you will adopt for promoting team work ?
 What changes you will make in recruitment procedure in order to make it more
effective?
Criteria for Selection
Qualification must match as per the requirement.
Must possess the good communication skills and must be having the well knowledge in software.
Team handling
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Score Sheet
Candidate name
Category Poor Good Average Additional
commene
Education and
experience
Supervisory
skills
Overall score
OFFER LETTER:
May25, 2019
Mr Xyz
England
Email: [e-mail]
Dear xyz,
We are pleased to inform you that you have been selected for the profile of Human
Resource Manager. Your joining date will be 25th of May and you will be getting the salary of
$10, 00,000 annually also you will get the benefit of medical coverage. At the company offers
you the necessary leave after the completion of your probation period.
Sincerely
Abc
(HR Head)
Evaluation Process
With the help of special notes, score card criteria for selection through this the G+HR
team can analyse the required skills in the organisation, it makes their procedure smooth while
appointing the new employee in the organisation. By the help of this selection procedure the
company can find the most suitable candidate for the profile that have the vacant post (Brewster,
Chung and Sparrow,2016). This procedure helps the department to complete the process of
documentation with the less chances of error and mistakes. This process of selection makes the
selection process easy and smooth so it is very helpful for the Tesco.
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In work context HRM assures that organisation provide all necessary resoureces and
comfort to their employees so that safe and comforting work environment can be provided. For
this purpose along with the training and development programs HR department also emphasis on
enhancing services and employee facilities within company.
CONCLUSION
From the above study it has been summarised about the roles of the human resource
management and their purpose that helps the organisation to work smooth while operating the
organisation. This report elaborates the criteria of selection of employees that the organisation
follows while doing the recruitment. This is very useful for the organisation as they evaluate all
the important factors that they require while appointing the employee in the organisation. This
report also shows the procedure after selecting the employee they will give them the offer letter
and take their confirmation weather he will be joining or not, so this make the smooth operation
of the business. This report also explains the factors which impact the organisation such as
government regulation, impact of legislation, change in technology, growth factor etc. that
explains the impact in the company.
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REFERENCES
Books and journal
Ahmad, S., 2015. Green human resource management: Policies and practices.Cogent business &
management,2(1). p.1030817.
Aladwan, K., Bhanugopan, R. and D'Netto, B., 2015. The effects of human resource
management practices on employees’ organisational commitment. International journal
of organizational Analysis,23(3). pp.472-492.
Albrecht, S.L., and ert.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach.Journal of Organizational
Effectiveness: People and Performance.2(1). pp.7-35.
Bal, P.M. and De Lange, A.H., 2015. From flexibility human resource management to employee
engagement and perceived job performance across the lifespan: A multisample
study.Journal of Occupational and Organizational Psychology,88(1). pp.126-154.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise.Tourism
Management,50. pp.204-212.
Brewster, C., Chung, C. and Sparrow, P., 2016.Globalizing human resource management.
Routledge.
Buettner, R., 2015, January. A systematic literature review of crowdsourcing research from a
human resource management perspective. In2015 48th Hawaii International
Conference on System Sciences(pp. 4609-4618). IEEE.
Cascio, W.F., 2015.Managing human resources. McGraw-Hill.
Noe, R.A., and et.al., 2015. Human resources management. Instructor. 2015.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Online
4 External Factors that Affect Human Resource Management. 2013. [online]. Available through
< https://workology.com/4-external-factors-that-affect-human-resource-management/ >
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