Benefits of HRM Practices in an Organisation

This article discusses the benefits of HRM practices in an organisation, focusing on recruitment and selection, training and development. It explores how these practices contribute to raising organisational productivity and profit. The article also highlights the importance of skilled employees in achieving market success and long-term sustainability.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Purpose and functions of HRM in workforce planning....................................................1
P2. Strength and weaknesses of different approaches to recruitment and selection..............2
LO 2.................................................................................................................................................5
P3. Benefits of Human resource practices within an organisation.........................................5
P4 Effectiveness of different HRM practices for raising organisational productivity and profit
................................................................................................................................................7
LO 3.................................................................................................................................................8
P5 Significance of employee relations in influencing decision making process....................8
P6 Key elements of employment legislation and its impact on decision making of HRM....9
LO 4...............................................................................................................................................10
P7 Application of HRM practices in organisational context................................................10
Application of HRM practices in an organisation................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
HRM is defined as the accumulation of business practices which are involved in
controlling and managing recruited workforce within business organisation. Department of
human resource is highly accountable for preparing ideas and then make them implemented so as
to get their business objectives achieved in desirable manner. Similarly the leading role of HR
department is to recruit people and to achieve business objectives as well. This report is prepared
for the major purpose to understand concepts of HRM with the background of Tesco. Tesco is a
multinational British retailer which is headquartered in London, UK and deals in a range of
groceries and general merchandise products. Tesco is ranked third retailer in the world when
comparison is done on the basis of gross revenue. The company has its 6,800 shops located in
more than 11 countries and employs over 450,000 employees making it the largest private sector
employer in UK. (Bratton and Gold., 2017.)
LO 1
P1 Purpose and functions of HRM in workforce planning
Overview of organisation:
Tesco is a multinational British retailer which is headquartered in London, UK and deals
in a range of groceries and general merchandise products. The company is well known for its
high quality of products and services which are offered at reasonable prices so that immense
customer satisfaction can be achieved thereby improving their living standard. Tesco is ranked
third retailer in the world in terms of gross revenue and ninth in terms of revenue (Garaus and
Müller, 2016). The company has its 6,800 shops placed in more than 11 nations and employs
over 450,000 employees making it the largest private sector employer in UK.
HRM purpose and functions workforce planning and resourcing
HRM plays an essential role in carrying the human resources of an organisation so that
the workers can be directed towards achieving company aims and objectives in an efficient
manner. The purpose of HRM in a company is to meet the staffing needs of company,
compensating workers, allocation of work among them, improving the work performance of
employees, performance appraisals etc. Thus the main intention of HRM is to maximise the
performance of workers so that the productivity of organisation can be maximised. Following are
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the functions performed by HRM so that workforce can be effectively planned and resources
within Tesco:
 Job analysis and job design: It is related with analysing the requirements of a job and
the kind of talent and skill which are needed to complete the work on time and in a
desired manner so that work can be allocated among workers. Job design is also
important so that workers can work efficiently using their skills (Berman and et. al.,
2019).
 Recruitment and selection: It is related resourcing workers in company so that right
number of people having right set of skills can be recruited and the productivity of
company can be enhanced. It also help in planning the required workforce in company so
that work can be allocated to them effectively (Maharjan and Sekiguchi, 2017).
 Training and development: It is related with providing new skills and knowledge which
is required to perform a work so that they can effectively fulfil the work requirements and
their work performance can be enhanced.
 Compensation and appraisals: The HRM is also responsible for compensating the
workers based on the work and their performance so that they can be compensated
sufficiently which can help in improving job satisfaction of employees.
HR role in fulfilling the objectives of company
The objectives of company can be efficiently achieved by a company if its workforce
effectively uses their skills and talents in completing the work in a desired manner thereby
enhancing customer satisfaction (Vivares-Vergara and Naranjo-Valencia, 2016). In Tesco HRM
plays an important role in fulfilling its objectives as the management of human resources can be
efficiently done by the HR department which help in boosting the work performance of workers.
It also helps in improvising the brand image of company in the marketplace as the demands of
customers are fulfilled effectively which is the main objective of Tesco so taht high standard of
living can be generated for its customers.
P2. Strength and weaknesses of different approaches to recruitment and selection
Within the context of human resource department major role of the department is
considered as recruitment and selection. This ensures the business to acquire required and
relevant skill set and capabilities by which new candidate can be helpful in attaining business
objectives in more skilful and profitable way.
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Recruitment: This process is defined as the process within which suitable applicants are
selected for the most suitable job designation for them. For this HR department puts a job
advertisement for the vacant job position so as to initiate recruitment process. Recruitment is
pertained with two major types and those are elaborated as under:
 Internal recruitment: Within this recruitment Tesco undertake its existent employees so
as to filling up the required job designation. This is a process in which opportunities so as
to showcase their capacities and to get the vacant job role. This approach encourages
reliance and empathy so as to enhance their efficiency and to take out better output.
Promotion and transfer are included in internal recruitment in that employees get their
promotion within higher position so as to get organisation success. There are various pros
and cons with this methods:
Strength Weakness
 With the assistance of internal
recruitment cost may be saved by
business so as to save cost of additional
recruitment setup and training and
development cost. (Stewart and Brown,
2019)
 Similarly this is helpful in building
trust and creation of empathy with
workers by which overall output signal
cab be improvised.
 This approach lead to talent limitation
in which it is possible that employee
may not be having appropriate skills
required by the vacant position. So it
may be possible that those employees
are not having prominent skills.
 Internal recruitment can cause intrinsic
conflicts as biased judgment can be
framed by management and this can
hamper brand image in adverse manner.
 External recruitment: External recruitment is the method of recruitment in which
vacant position is advertised on official website and assistance can be received in order to
have appropriate recruitment. Within this process outside candidates are called in talent
pool in order to showcase talent and skills. With the help of this process high skilled
personnel can be selected by the management which could be helpful for the business in
gaining high success over marketplace. There are varied strengths and weaknesses which
are pertained with this methods, those are elaborated as under:
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Strength Weakness
 One of the prominent benefit of
external recruitment is that it attracts
talent pool by which advanced skills set
can be adopted by business.
 On the other side high skill personnel
are helpful in attaining business
objectives in prominent way. (Guest,
2017)
 The major negative aspect of external
recruitment is that it includes high
investment due to which business may
have to sacrifice their profitability.
 On the other hand this process is time
taking so when a business is in need of
urgent hiring this process is not proven
as advantageous.
Selection: This process is characterised as in which the candidate who is having
appropriate skills is selected by the management within the empty position after passing from
numerous screening tests. This is called as an adverse approach as on the basis of a single
dimension candidate is selected due to which sometime high skilled personnel is ignored. This
approach is undertaken by Tesco and incorporates two variants which are listed below:
 Systematic: Within this approach assorted steps are included in which candidate is
required to focus the major purpose which is best suitable form the available. In this
process there are some tests which are taken such as screening test, psychometric test and
many others. This approach is associated with some strengths and weaknesses which are
explained as below:
Strength Weakness
 This approach is assistive for the
business in selecting the best prospect
on vacant job role.
 With the help of this approach large
skill candidates can be pooled together.
 This is a comparatively time taking
process so when vacant position is
required to be filled in less time this is
not the suitable method.
 This is known as an adverse approach
by which negative implications can be
seen in the minds of those candidates
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which are not selected.
Unsystematic approach: This process includes applying within vacant position which is
selected on random approach and then capacities and skills are recognised for giving appropriate
job role in the company. On the basis of group discussions, interviews and numerous screening
tests these capabilities are examined (Brewster, Mayrhofer and Morley, 2016). This method is
associated with different positive and adverse opinions and the same are enlightened as below:
Strength Weakness
 This includes less time so vacant
designation can be occupied within
precise gap of time.
 This is an economical approach and
may be adopted by any organisational
enterprise beyond any prominent error.
 Sometimes selection process is full of
errors due to which skilled person may
be ignored.
 There are broad probabilities to avoid
commendable nominee in random
selection so this is not confirmed to be
a suitable approach.
LO 2
P3. Benefits of Human resource practices within an organisation
HR department is playing very vital role of managing manpower and managing obtained
resources in the most efficacious and advantageous mode so that these resources can be utilised
in most possible way. The HR manager of Tesco is required to execute so many business
practices in the way to get high efficacy and organisational goals as well.
HRM practices are giving benefits to employee and employer and they are explained below
differentially:
HRM practices Employee Employer
Recruitment and selection Recruitments are having
immense opportunities for the
workforce as internal
recruitment is helpful in
The managerial head of HR in
Tesco is having their major
responsibility to select and
recruit personnel who deserve
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appreciating high skills within
business premises by which
numerous employees may get
limelight and high promotion
chances. There are various
methods within internal
recruitment such as appraisals,
recognitions and many more.
With the help of these methods
employees are getting high
opportunities to showcase their
talent and cater their
organisation in a better way
(Kianto, Sáenz and Aramburu,
2017).
and holds high skills so as to
render high success to the
business and to overcome form
any major complexities. This
is having direct implications of
performance of Tesco as this is
helpful in getting competitive
edge and sustainability.
Training & Development The training and development
actions are having high
assistance in enhancing skills
within Tesco so as to gather so
as to gather essential
information so as to get
business advantages in career
development.
Employer of Tesco supports
their employee by training and
development as these
programs are having positive
implications on positive
performance. With the help of
these programs high
productivity can be obtained
by business by which market
share of Tesco can be
enhanced in prompt manner
and high business benefit can
be obtained by them in short
time period.
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P4 Effectiveness of different HRM practices for raising organisational productivity and profit
With the major purpose to enhance individual efficiency human resource management is
playing significant role as they are monitoring individual performance that could have high
implications on operations and activities. These are helpful aspects of business in getting high
business productiveness and performance. In the context of Tesco these practices are helpful in
gaining high profits and enhancing its market share so as to get long term sustainability within
marketplace (Budhwar, 2016). There are different HRM approaches that are used by Tesco in
order to safeguard their employee interest and align them to the path of goal achievement. These
practices are directly associated with business productiveness and profitability so some exercises
used by Tesco are detailed as under:
 Recruitment and selection: This activity is characterised as the procedure of pulling,
searching, evaluating, selecting skilled personnel within vacant job role in the enterprise.
For HR manager the most crucial task is considered as recruiting and selecting as within
this process form large pool of candidates they are required to choose the right one who is
having prominent skills set. This function is helpful for Tesco as with the help of capable
and efficient employees they can earn high profits and market share as well. Skilled
employees are providing positive implications to the business as in terms of productivity
and efficiency by which desired customer satisfaction can be drawn out. With the help of
prominent skills in business high market edge can be received by business which leads
them to attain market succession for greater period of time.
 Training & Development: This process is defined as arrangement of those training
sittings which are organised by HR manager in order to improvise skill and capabilities of
employees for a common purpose to improve business performance. With the help of
effective sessions of training and development Tesco is able to get high market success.
By providing proper guidance to employees capacity to deal with market condition of
employee can be enhanced in prominent manner. Further this is helpful in sharpening
individual capabilities in which personal and professional development can be improved.
In the background of Tesco HR manage is more emphasised on arranging these sessions
so as to intensify skills set and personal capacities. In the current market situation it is
highly dynamic in nature so in order to cop up with these changes operations of business
is required to be modified and for that these training sessions are having high positive
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impacts. So with the help of these training sessions high competitive edge can be
received by the business as business is having high efficiency due to which profitability
will be enhanced.
LO 3
P5 Significance of employee relations in influencing decision making process
HR department of business is having high responsibilities which are essential within
decision making of the business. These responsibilities include checking of enforceability of
laws and legislations, providing compensation to employees, providing them appraisals and
many more. On the contrary HR manager is highly accountable for establishing effectual
interaction within employees so as to render all the essential information with appropriate
channels. This is required by the business to have effective communicational relation between
employee and superior level so as to enhance productivity and profitability as well. Further with
the help of effective employee relation employee turnover can be minimised which could be
highly advantageous for the business to improve sustainability and achieve customer satisfaction
in a better way. With this employee and employer may have high end and effective internal bond
which could be distinct in nature. Along with this employee relation is helpful for the business in
to provide direct communication with employees so as to drawn out positive working
environment and to create appropriate working culture within organisation. So this is requisite by
HR manager of Tesco in making effectual dealings with their customers so as to get employee
support over the business (Kew and Stredwick, 2016).
On the other side, if Tesco is not having effective relations with their employees then this
is having high negative implications on the business and employee as well. By this employee
will not put full efforts in their working by which high conflicts can be created against to the
management which may lead to obtain negative results thereon. By increasing in conflicts this
may lead to have decrease in overall productivity. So in order to avoid these circumstances HR
manager of Tesco is keeping healthy relations with their workforce so as to provide solutions to
employee grievances in prompt manner. This is helpful for the management of Tesco to
enumerate more productive policies in business so as to get positive productiveness. Here are
several approaches those are recommended to Tesco with a view to augment relation with
employees and management:
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 The HR manager of Tesco is requisite to place their high focus on providing better
treatment to employees so as to render them high opportunities and avoid any kind of
culture of favouritism (Figueiredo and et. al., 2016).
 HR manager of Tesco is required to provide equal opportunities for appraisals due to
which goals can be accomplished in desired manner. This is assisting employees in
boosting up their performance so as to enhance market image in positive manner.
 Several training session are requisite to be arranged by HR manager of Tesco so as to
enhance skills and capabilities so as to enhance growth opportunities and to obtain high
organisation contribution by employee.
 Within the process of decision making HR manager of Tesco is required to involve their
employeesin order to make them feel valued and enhance opportunities of idea generation
which can lead the business to earn high productivity and efficacy.
P6 Key elements of employment legislation and its impact on decision making of HRM
HRM is termed as heart of the business as this is the most necessary act within an
organisation of formulating strategies and implementing them in most profitable manner. In
order to make effective strategies HR manage is required to enforce some laws within their
decision so as to avoid any kind of law suit and law avoidance. There are some laws and
legislations which are basic in nature but at the same time highly essential for the business as
they are formed by government of UK (Tweedie and et. al., 2019). This can be said that UK is
very strict to these rules and laws so Tesco is requisite to enforce these laws without any
avoidance and error. There are some laws which are required to be adopted by Tesco,
explanation is given below:
 Health & Safety law: This legal document is related with safety and health
measurements of workforce within working premises as this act protects any sort of
misconduct and avoidance in health and safety. This act renders highly safe environment
to employee where they can work without any threat and problem regarding their health
and safety. On the other side this law is having high repercussions on decision making by
HR manager in Tesco as these guidelines are required to be undertaken by the manger in
creating healthy and safe environment. With the help of implementing these laws
productivity of the business can be intensified in which employee will perform with their
full capableness and calibre.
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 Anti-discrimination Law: This law states to render equal responsibilities to employees
irrespective of any discrimination which is based on time of life, gender, disability and
any other area. This aspect is having large impact of decision making of HR manager as
due to this law policies formed regarding promotion and appraisals will be free from any
biasness due to which employee will render their trust towards the company and perform
to their level best. By which Tesco is able to achieve high productivity and business
efficacy (Rana and Malik, 2016).
LO 4
P7 Application of HRM practices in organisational context
There are numerous roles, which are delegated and required to be performed by Human
Resource Management, and are important to achieve the desired organisational goals. Some of
the activities of HRM are as acknowledged below:
Application of HRM practices in an organisation.
Person Specification
Designation: HR manager
Structural unit: Department of HR
Coverage to: Functional Manager
Attributes Essential Desirable
Qualification & work
Experience
The applicant is required two
have two prerequisites i.e.
Post graduate degree from
renown college with marks
above 60% and minimum
experience of 1 year in HR
Field.
Those candidates are desirable
who have completed their 1
year of experience post their
post-gradation course.
Skills or Knowledge It is required for a candidate to
have effective and
efficient communication
skills and commendable
The applicant must possess
with good management skills
as they are going to be the one
who would be managing the
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presence so that they can
communicate with client
more effectively and
make most out of it.
other resources of
organization with available
resources.
Questions from functional manager
Q 1) What are the prominent roles of HR manager in Organization?
Q 2) How various strategies can be formulated within departments?
Q 3) What type of Improvisation could be brought in recruitment procedures of Organization?
Q 4) Skills and Capabilities possessed by you that can heighten our organisational growth?
Q 5) Which vision and mission would you inclined additionally for improving business
performance.
JOB DESCRIPTION
Organisation: Tesco Plc.
Designation: - HR manager
Job Address: west side street, London
Summary for the job role
The organisation is in search and requirement of applicant for the post of HR who can take over
and negotiate all operational departments smoothly and is comfortable in some handgrip over
desk works in some contexts.
Role: -
Maintenance of employee work registry.
Restructuring, Issuing and changing policies in company.
Organize multiple events aids enhancing employee satisfaction.
Job Advertisement
Department of Customer relationship Management
11

The candidates are enticed for the post of HR Manager. This role requires the applicants to have
skills to communicate with the customers and employees in an efficacious and efficient mode.
Service Manager
Prerequisites to be possessed for candidate eligibility -
 Post-graduation degree from prominent university with above 60% marks.
 Minimum experience of 1 year in area of HR
 Effective verbal and written communication skills.
Time-scales
Inviting applications from applicants 01 - 04 June, 2020
Listing of applications 13- 16 June, 2020
Interview date 21-24 June, 2020
Selection benchmark
 Establishing their collective work capabilities to adjust proper proficiency and also
improve and adjust the low quality resource and work department.
 Effective Communication and time management skills in functional departments.
 Accomplishing economic desires and reforms by gaining the fruitful results from their
interpersonal skills.
Job offer letter
30th June 2020
Harvey Spector
Tesco
Dear Harvey Spector,
We are astonished with your expertness and contextual background and delighted to offer
you to join as HR manager for Tesco on 30th June 2020. So request you to join us on our journey
on the date specified. Request you to bring all your certified documentations along with you on
the joining date.
We are vigorous to greet you.
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Best regards,
Rachael Green
CONCLUSION
From the above elaborated report it can be deduced that HRM is having critical role in
business and its overall attainment. This department is highly responsible for managing overall
employees and to obtain high end results from them. In order to manage employees it is essential
for them to maintain effective relations with them and for this numerous policies are framed by
HR manager. Besides this HR manager is having responsibility to recruit applicant in business so
as to enhance skill set and chances of overall success. At last within the process of formulating
those strategies the entire legal framework are to be taken into mind so as to avoid any law suit
and get trust of employee as well (Rogers and et. al., 2016).
.
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champions. The International Journal of Human Resource Management, 27(3), pp.355-
381.
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through<https://www.cipd.co.uk/knowledge/fundamentals/emp-law/sex-discrimination>./
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