Human Resources: Employee Induction Manual

This document provides an introduction to human resource management, explaining its purpose and scope. It discusses the key elements of HRM, such as recruitment, remuneration, employee motivation, and more. It also explores the internal and external factors that affect HR decision making and employment legislation. Additionally, it covers HR practices in a work-related context.

HUMAN RESOURCES
EMPLOYEE INDUCTION
MANUAL

Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
LO1........................................................................................................................................................3
Explain the purpose and scope of human resources management in terms of resourcing and
organisation with talent skills appropriate to fulfil business objectives.............................................3
LO 2......................................................................................................................................................4
Effectiveness and key elements of Human Resource Management...................................................4
LO 3......................................................................................................................................................6
Internal and External Factors that effects the Human Resource Management decision making and
employment legislation......................................................................................................................6
LO 4......................................................................................................................................................7
Human resource management practices in work related context.......................................................7
CONCLUSION.......................................................................................................................................10
REFERENCES................................................................................................................................11

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 and it is the practice of
recruiting, hiring, deploying and managing the employees of the 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
report contains the purpose and scope of human resource management and also explains the key
elements of an organisation that is payroll process, employee self-service, training and development
and many other key points.
MAIN BODY
LO1
Explain the purpose and scope of human resources management in terms of resourcing and
organisation with talent skills appropriate to fulfil business objectives.
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 create the work satisfaction in the workplace so the people can manage their work in an
efficient way and the productivity.
Employees Hiring
It is also refer as selection and recruitment process in the organisation. 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 select the right employee from the given pool.
Remuneration
Remuneration is one of the most important factor that retain the employees. Duties of
human resource management is to give the appropriate remuneration to the employees and it
must be suited to their profile. There must be adequate remuneration is to be given to the
employees of an organisation.
Employee Motivation
It is one of the basic function that 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. Motivation
can be done if the human resource department of Tesco can provide the following factors to
their employees:
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).
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.
Employee Maintenance
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
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 the government and to the union of the employees to maintain the good relation.
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.
LO 2
Effectiveness and key elements of Human Resource Management.
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:
Organisation
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
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.
Employee self service
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
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.
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 ert.al., 2015). This possess the benefits of
encompass insurance, compensation, profit sharing and the benefits at the time of retirement.
LO 3
Internal and External Factors that effects the Human Resource Management decision making
and employment legislation.
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.
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.
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.
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.
LO 4
Human resource management practices in work related context.
Specification 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 must be having 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 or having the
diploma and bachelor degree in the Human
Resource management.

Job Title Human Resource Manager
DATE: 20-05-2019
Qualification Required Essential Required Met
Candidate must possess the degree of
Human Resource Management from the
recognised institute and having 60%
and more in the MBA.
Yes Yes
Diploma course in any of the
subject: leadership management,
communication and in business
law.
Must be Fluent in English Yes
Communication skills Yes
Need of Experience: Min 2 – 5 years’ experience
in the field of Human Resource Management
Yes
Must having the expertise knowledge of ERP
software.
Yes
Personal Characteristic and Conduct
Fluency in communication skills
Must possess leadership skills
Good interpersonal skills
Good negotiation skills
Positive attitude
Decision Making
Soft skills
Rules and Responsibilities
Training and development
Performance management
Department Planning
Documentation
Recruitment and selection
Must having the knowledge of legal, payroll
management, reward, bonus and incentives and any
other activities related to this.
Yes
Yes
Yes
Yes
Special Notes for the interview
What is your payroll requirement?
Do you anyone who is working with us?
Tell us about your strength and weakness.
Brief us about your experience.
Reason to work with us?

Are you comfortable in travelling?
Tell us the reason why we offer you this job?
Tell us about your unique quality that makes you different from others?
Selection criteria
Qualification and job both should be match as per the requirement.
Must possess the good communication skills and must be having the good knowledge of
software.
Must be having the capability in team handling.
Score Sheet
Name of the candidates
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.
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.

REFERENCES
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Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
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Online
4 External Factors that Affect Human Resource Management. 2013. [online]. Available through <
https://workology.com/4-external-factors-that-affect-human-resource-management/ >