Purpose and Functions of HRM in Workforce Planning and Resourcing

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.......................................................................................................................4
LO1..............................................................................................................................................4
P1 Purpose and functions of HRM suitable to workforce planning and resourcing..........4
P2 Strengths and weaknesses of different approaches to recruitment and selection..........6
M1 How HR functions provide talent and skills to attain business objective....................7
M2 Strength and weakness of different approaches...........................................................8
D1 Strength and weakness of different approaches...........................................................9
LO2..............................................................................................................................................9
P3 Explain the benefits of different HRM practices in an organisation for both employer
and employee......................................................................................................................9
P4 Evaluate effectiveness of different HRM practices in terms of raising profit and
productivity.......................................................................................................................11
M3 Assess different methods used in HRM practices......................................................12
D2 Critically evaluate HRM practices and application in an organisation......................12
LO3............................................................................................................................................13
P5 Analyze importance of employee relations in respect of HRM decision making.......13
P6 Identify key elements of employment legislation.......................................................14
M4 Evaluate key aspects of employee relations management and employment legislation16
D3 Critically evaluate employee relations and application of HRM practices................16
LO 4...........................................................................................................................................16
P7 Application of HRM practices in work related context..............................................16
M5 Rationale for application specific HRM practices.....................................................17
CONCLUSION..........................................................................................................................18
REFERENCES..........................................................................................................................19

INTRODUCTION
In every organisation HRM plays vital role in recruiting and selecting right people at right
place. They hire staff at different post according to roles and responsibilities. There are
different functions performed by HR such as T&D, recruitment, performance appraisal, etc.
However, HRM is motivate staff to improve their performance. For this different practice are
applied as per culture of organisation. The main purpose of HRM is to ensure people are
recruited on basis of their skills and capabilities. It is necessary to provide growth
opportunities to staff so that they are retained. HRM is interrelated with other department to
identify number of recruitments. Furthermore, by solving staff issues it becomes easy to retain
them for long term. Moreover, policies are formed by them as per legislation laws and
regulations.
The assignment will describe about purpose and function of HRM. Also, it will be
explained about pros and cons of different recruitment and selection approaches. Moreover, it
will give insight on benefit of HRM practices for employer and employee. Besides that, the
effectiveness of HRM practices in context to profit and productivity will be mentioned. In next
section it will be described about importance of employee relation in influencing decision
making along with application of HRM practices.
LO1
P1 Purpose and functions of HRM suitable to workforce planning and resourcing
Overview of Tesco: Tesco is a British multinational groceries retailer whose
headquarter is in the UK. It was founded in the year of 1919 by John Allan. It sells variety of
products such as: furniture, toys, clothing, internet services etc.
The main aim of this retailer is to become the leading retail supermarket by providing
qualitative products at affordable prices as compare to its competitors. It also wants to become
a socially responsible company by providing high quality and standard of food products to
customers.
Vision of Tesco is to become highly valued business and improving relationship with
its customers.
Meaning of HRM: HRM is a process or may be defined as a department which
mainly responsible for recruiting, hiring and managing employees with the main aim to make
them able to accomplish company's goals. In the context of Tesco Plc, it can be said that it

follows several effective HRM functions which is the main key of its success and
effectiveness of its performance (Armstrong and Taylor 2020).
Importance of HRM department: HRM department is to only responsible for
recruiting and hiring employees as per the job requirements but also it motivates them for
working effectively, solve their problems and provide training to them. The main aim of HRM
department of an organization is to manage performance of employees, ensuring their safety,
wellness and others. So, it can be said that HRM department is employee oriented and perform
all activities for satisfying employees.
Roles of HRM functions: HRM department has to perform several functions which
has different roles and responsibilities such as:
Planning: Planning is one of the important managerial function played by HRM department.
In this function, the main role of HRM is to identify current situation of employees and
requirement of employees as per the job role (Bailey Mankin Kelliher and Garavan 2018).
Organizing: After making an effective plan, role of HRM is to organize or see whether all
employees are performing effectively or not, tasks is being allotted to them as per their skills
or not etc.
Recruiting: It is one of the most important function of HRM in which the main responsibility
of HRM department is to make a pool of skilled workforce by hiring them in an organisation
as per the requirement.
performance appraisal: After hiring, HRM is responsible to analyse employees performance
in order to increase overall productivity and motivate them.
Training: All types of employees has some areas in which they are not good and require to
improve them. After analysing performance, HRM provide training to employees and
strengthen their skills. The main aim and responsibility of HRM of performing this function is
to make them able to accomplish company['s goals (Berman Bowman West and Van Wart
2019).
Employee relations: Other main function of HRM is to maintain effective relation with
employees. In this function, the main responsibility of HRM department is to make employees
able to retain in organisation for the long run.
Workforce planning: Workforce planning refers a continuous process in which is
being developed and used to align needs of the company with employees needs. It is an

important function or part of HRM. By making an effective workforce plan, HRM can satisfy
both employers and employees needs.
Roles of HR in workforce planning: In workforce planning, the main role of HR is
To recruit employees as per the requirement and during the boom years.
Making appropriate strategies to deal with shortage of workforce at the time of boom years.
Staffing all strategies at the time of ongoing recession (Bisharat, and et.al., 2017).
So, it can be said that the main aim and role of HRM in workforce planning is to make
employees able to work with company. They also need to identify talent gaps and attract
effective workforce by making effective strategies.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment: Recruitment is a broad process as in this step, HR requires to attracting and
short-listing suitable candidates for the job. The main aim of following this function is to fill
vacant position of an organization and help company in accomplishing their goals by getting
skilled workforce.
Importance of recruitment: Recruitment is considered one of the important function as it
has several benefits such as:
Creating a talent pool in an organization.
To support an organisation in accomplishing their goals by attracting skilled workforces.
To reduce the probability of leaving the company only after a shirt period of time, once
recruited.
Approaches of recruitment: There are mainly 2 approaches of recruitment by which HRM
attract and shortlist employees as per the job requirements such as internal and external
(Brewster and Hegewisch 2017).
Internal approach: It is a process of attracting or identifying skilled workforce within
an organisation or recruiting those candidates who are currently working in an organization.
There are several methods or sources of getting internal candidates such as:
Promotion: In this type, employees are being shifted from lower position to upper as per the
requirement of the company. It happens when employees have skills to perform functions of
upper promoted position.