Human Resource Management in an Organisation

This document provides an overview of Human Resource Management (HRM) in an organisation, including its functions, recruitment and selection approaches, and HRM practices. It also discusses the impact of HRM decision making and the importance of employee relations. The document covers topics such as defining HRM, explaining its purpose, listing various functions, discussing recruitment and selection approaches, identifying HRM practices, and more. The document concludes with a summary and references.

Human Resource

Table of Content Contents
INTRODUCTION...........................................................................................................................1
1. Define HRM and explain the purpose of HRM in an organisation.........................................1
2. List of various functions of HRM in an organisation..............................................................1
3. Explain two from above mentioned function..........................................................................1
4. Explains various approaches of recruitment and selection......................................................2
5. Explains 2 approaches of recruitment and selection................................................................2
6. Identifying various HRM Practices in the organisation..........................................................4
7. Explaining from one of the above practices for both employer or employee........................4
8. Conclusion...............................................................................................................................4
TASK 2............................................................................................................................................4
1. Employee Relations.................................................................................................................4
2. Importance of employee relation in decision making..............................................................4
3. Identify and list various employment legislations that are key for an organisation's..............5
4. Explaining the impact of HRM decision making Discussing the pros and cons of each
legislations...................................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource is the most crucial function that company designed to maximize the
employee satisfaction and growth. The main purpose of the HRM is to implement all HR policies
and legislation that secure the employee growth. Present study based on the HRM for which
research will be taking TESCO into consideration. Further study will be presenting the important
aspects of the HRM practices and their laws in order to enhance the productivity performance.
1. Define HRM and explain the purpose of HRM in an organisation.
HRM is the most essential and crucial function of the company that affect the overall
business performance. It is the process of managing people, with an organisation in order to meet
out the best developing areas and growth. The main purpose of Tesco HRM functions are to
maximise employee growth, ensure employee satisfaction etc. this is the new effective way of
learning and managing effective growth of the management (Banfield, P., Kay, R. and Royles, D., 2018
Berman, E. and et.al., 2019).
2. List of various functions of HRM in an organisation.
Below is the list of HRM functions in an organisation (TESCO)
 Recruitment and selection of new candidates.
 Employee Benefits.
 Compensation and Evaluations.
 Training and Development
 Employee Incentives
 Compliance.
 Managing employee Termination.
3. Explain two from above mentioned function.
Recruitment & Selection: It is the fore most function of a HRM in which manager needs to
focus on the managing effective leadership to control the managing effective learning goals. HR
department is responsible or accountable for managing effective leadership goals and select right
people for open position (Banfield, Kay and Royles, 2018). For that, HR department follows the
overall structure such as advertising, screening, interviews and applicants in order to run
background checks.
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Employee benefits: It is another measure function of HRM for which HR manager is fully
responsible and accountable for. Employee benefits can help employees to engage with the help
of different opportunities and goals. Employee benefits includes health, accident, disability, life
insurance, health and safety etc. These are the benefits of the company that affect the long term
less effective growth planning or performance.
4. Explains various approaches of recruitment and selection.
Below is the list of Recruitment and Selection approaches
Internal Recruitment Process
 Promotions
 Transfer
 Employee Referral
 Internal Advertisements (Job Advertisement)
External Recruitment Process
 Direct recruitment
 Employee Exchange
 Advertisement’s
 Campus Recruitment
5. Explains 2 approaches of recruitment and selection.
Internal Recruitment Approaches
Promotions: Promotion is the process in which existing employee get benefits to get another
opportunity from a lower level to upper level with some more opportunities (Bratton and Gold,
2017).
Strength
 It enhances employee motivation
 It makes positive working environment among other employees.
Weaknesses
 Promotion sometimes fails to fulfil the satisfaction level of others.
 Promotion vacant the previous vacancy.
 It creates unnecessary Disruption
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Transfers: It is another approach of internal recruitment of interchanging from job to another
without any changes in existing position of employee. This process can only change the place of
employee from one area to another.
Strength
 Job Rotation helps employees to get some new changes which is good for the effective
performance.
Weaknesses
 Employees are not getting comfortable in another environment.
 Employees get dissatisfied due to language or cultural changes.
External Recruitment Approaches
Advertisement: this is the most common method of external recruitment process. This helps HR
to get highly skilled employees through different manner. Tesco can use different new
technological methods to recruit new fresh talent for the company growth.
Strength
 Advertisement includes digital automatic screening that helps company to build up the
long-term growth and effective management task full process.
 Company getting good overwhelming response.
Weaknesses
 Advertisement process took huge time to manage the recruitment which do not lead to
better quality candidates.
 Job advertisement is time and most expensive external recruitment approach.
Employment Agencies: Employment Agencies is another option for recruiter to hire
new candidates (Brewster, Mayrhofer and Farndale, eds., 2018). This is the third party which is
run by either private or public which is regarded as an important source of recruitment for
unskilled, semi-skilled and skilled jobs and than recommend to the other organisation.
Strength
This approach helps HR to easily get the candidates for their company in less spending
time. Another benefit of this approach is to get qualified applicants.
Weaknesses
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Meanwhile, this approach is less effective or creates legal issues for their clients.
6. Identifying various HRM Practices in the organisation
 Employment Security
 Selective hiring
 Self-managed and effective teams
 Extensive training
7. Explaining from one of the above practices for both employer or employee.
Employment security: This is the best practice by HRM in which HR needs to ensure
about the safety needs of employees. Tesco has to apply all employment legislation and effective
management task in order to meet out the employee satisfaction.
8. Conclusion.
HRM practices or functions are most beneficial for the TESCO in order to enhance the employee
performance and growth (Brewster, C., Mayrhofer and Morley, 2016). With the help of
explained practices and regulations would be benefited for the company to retained potential
employees, maintained quality of employee performance, etc.
TASK 2
1. Employee Relations
Employee relation maintained the positive environment of the company, every successful
organisation has made employees happy and satisfied with the work. In other words, employee
relation means to manage positive relationship between employer or employee. Tesco needs to
develop effective employee programs in order to handle the overall business environment.
2. Importance of employee relation in decision making.
Enthusiastic and energetic employees has always committed to their job roles. It helps to
manage the work into higher level. This project helps to manage effective developing goals and
making high development growth. Employee relation is important to maintained productivity
level of employees that helps in company decision making or as they gain professional and
personal take stake in the organisations and its overall success. Also, it helps to improve
employee morale towards their work commitment’s. actively engaging employees are more
active and benefited for the company decision making process.
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Employee relation also very much effective and leading long lasting goals for the
company betterment. Internal resources can help company in decision making process rather
taking help from outsourcing. It helps to save money and time of the Tesco managers.
3. Identify and list various employment legislations that are key for an organisation's.
Tesco has to adopt all major three areas of legislation in order to protract the overall
environment of the organisation. Such as Employment law, consumer protection law and
competition law.
Employment law: the main aim of this law is to ensure the employee safety and growth
within the company premises.
Health and safety at work act 1974: It is the big responsibility of employer to ensure the
safety precautions of employees at Tesco. This includes, protecting health by providing
effective training session to employees.
Equal Pay act 1970: This is another major effective act for all types of organisation to
abide, in which employer should provide equal pay to all level of employees from which
they belong.
Sex Discriminations Act 1975: As per this task Employees cannot be sexually abused at
workplace. This is the foremost duty of employer to ensure the safety of all employees
within organisations.
Race Relations Act 1976: This legislation restricts to company for discrimination on the
basis of race, ethnic or colour. This is the key restriction for the company to make sure
about the needs and wants.
Employment Protection Act 1978: Employees must have an agreement or contract of
employment. This process helps employees to get safe from such unfair trade practices.
4. Explaining the impact of HRM decision making Discussing the pros and cons of each
legislations.
Employment legislation is important for all kinds of organisation which is important to
maintained employee safety and company reputation. By applying safety and health
precaution’s, it helps company to mange their task or work in an effective manner. Besides, it
also helps to control the effective management approach and effective working goals. It gives
positive impact on the Tesco in terms of better improvement goals. It helps to make the effective,
and best leading criteria goals and objectives. Employment legislation also impact on the
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employee satisfaction due to which company facing high ineffective growth or challenges in an
inappropriate manner. Due to not applying the Discrimination act Company might have facing,
low ineffective performance and low productivity development in employee relation.
Race Relations Act 1976 is the most necessary act that company should need to apply,
due to fail in adopting this process can affect the company ineffective process.
CONCLUSION
As per the above report it has been concluded that, HRM is the most essential element for
the company in order to meet out the company set standards and goals. Above study discussed
about the HRM practices or methods of HRM in order to meet out the employment standards.
Therefore, study also concluded about Employment legislation that directly impact on the
company reputation, for the study also mentioned some essential employment legislation in order
to protect the employees’ health and saferty.
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REFERENCES
Books & Journals
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E. M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on
comparative human resource management. Edward Elgar Publishing.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European
resource management. Springer.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
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Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
Olson, E. M. and et.al., 2018. The application of human resource management policies
within the marketing organization: The impact on business and marketing strategy
implementation. Industrial Marketing Management. 69. pp.62-73.
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.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
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