Human Resources Management Effectiveness : Doc

Human Resources
Management

INTORDUCTION
HRM is a process as it helps in recruiting the right person for the job who possess enough skills,
knowledge and capability in order to achieve desired goals and objectives of the company. HRM
main function is recruiting, selecting, hiring, orientation, training, compensation, etc. HRM
helps in building motivation among employees and also helps in maintaining positive work
environment.
This study will highlight, the function and key purpose of the HRM which helps in
resourcing the organization. It will also include, approaches of recruitment & selection and also
evaluate the strength & weakness of these methods. Furthermore, this study determines the
advantages of HRM practice in relation with both employer and employee. This study also
examines the effectiveness and potency of the various HRM practice for higher operational
efficiency and productivity. This study will also examine the value of employee relations for
higher decision making. It will also determine various employment legislations and how they
affect the HRM decision making. This study further identifies, HRM practice in organization
related context.
Tesco plc. is a retail industry which was established in the year 1919 by Jack Cohen. It is
a multinational British company and is headquartered in Welwyn Garden City, Hertforshire,
England. Tesco plc. mainly deals in groceries, merchandise, clothes, electronics, toys, furniture,
telecom services, financial services, software, petrol and internet services.
LO1
P1 The function & purpose of HRM to planning of workforce & resourcing of organization.
Purpose of HRM
The main and foremost purpose of the HRM is to making coordination between Tesco
and employees for achieving the particular set of goals and objectives, fulfilling the needs of
staff and also maintained the employee's satisfaction. It also ensures that the Tesco has the
abilities, right skills and knowledge where it implements the strategies. From performing high in
Tesco it uses so many elements like diversity and job designing the management for maximising
the performance of the employees(Noe and et.al., 2017).

The main function of the HRM is to coordinating with different people of the Tesco for reaching
the goals and objectives of organization. There are different types of function of Human
resources management such as;
Recruitment & selection
Recruitment is basically a function where it searches for the required human resources
and also stimulating the employees for applying for the job in Tesco whereas, selection is a
process where it judges the suitability of so many candidates which is appropriate for the Tesco.
The term recruitment and selection relate to the overall procedure of short-listed, attracting,
appointed the right candidates, selecting for the job in the Tesco. It is a very important process of
organization where it decreases so many mistakes like unmotivated, unqualified employees and
also the engaging incompetent.
Motivating employees.
It is one of the another function and purpose of HRM where it keeps the employees
motivated for achieving the goals and objectives of the Tesco. From engaged and energetic
workforce create better outcomes because it made them realize the importance of their own
efforts in the achieving the goals & objectives of the Tesco(Keegan, 2018.).
Maintain good conditions of work
It is one of the biggest responsibility of the HRM to provide and make good working
conditions from that employees easily like the working environment and work place. It is one of
the most significant role of the HR to keep the employees motivated.
Training and development
Training generally means to provide the competencies and skills to the employees which
is required for assigning the task efficiently. It is a type of attempt where it improves the future
and current performance of employees for raising the ability of employees to perform better after
learning.
Operative function
The service and operative function of the HRM is basically concerned with the particular
activities of developing, compensating, procuring and continues maintain the effective workforce
of Tesco.
Orientation and induction

The term basically involve the new employees with the Tesco and also with the work
environment and current existing employees so that they feel good and start their work
effectively(Glaister and et.al., 2018).
Performance and potential appraisal
it is one of the most essential purpose and role of HRM where it runs the systematic
evaluation of the employees with all the respect of the job performance and also for the fully
potential development of employees in Tesco.
Managing the relations of employees
it is important for HRM because employees are the tower of the Tesco where the
employee's relation is very broad function and decisive function of HRM. It basically helps the
employees for making good relations and also they have the capability for influencing the
outputs of work and behaviours as well.
Maintenance
This function is basically concern with the promoting and protecting the mental and
physical health of all the employees where it comes with so many benefits such as medical aid,
housing, facility of education that has been provided to the employees of Tesco and also the
social securities such as the gratuity, maternity fund, provident fund, pension and insurance etc.
that are also arranged by Tesco for employees(Tanaka and et.al., 2016).
Job analysis
it is one of the main role of HRM where it finds out the level and nature of the HRM
which is required for performing the job effectively and efficiently.
P2 the strength & weakness of various approaches of recruitment & selection.
From having an effective recruitment and selection of candidates for job is an art because Tesco
have different approaches of recruiting with the proactive and reactive attitudes, it basically
responds quickly for the new job vacancies that has been arises for taking the time to building
the pool of qualifying candidates earlier the open-up for new positions.
Job descriptions
It is very important that the hiring policies begins with the accurate description of job
where it should involve the detail information of all the aspects of the job in Tesco that involves
the task of job, pay ranges, responsibility of supervisory and reporting the acquirements. it also
helps the candidates to more accurately generate the interest in so many positions. It is very

important to create a job description where the employees understand their
responsibility(Donate, Peña and Sanchez de Pablo, 2016).
Strength
 It provides a big opportunity for communicating with the Tesco directions.
 It helps in covering your own legally.
Weakness
 It becomes outdated in changing, fast-paced and also customers drive the work
environment.
 It does not have flexibility so employees can do outside the container.
Skills inventory
It is basically a combination of so many skills, experiences and education of all the
current workforce. Tesco using this inventories to asses the current staff for meeting the goals
and objectives. It also understands the pool of future & current skill requirements for strategic
planning efforts in Tesco.
Strength
 It improves the valuable and valid plans of skills in Tesco.
 It helps the Tesco for achieving the goals & objectives for making better decisions of HR.
Weakness
 It always needs planning.
 Always measuring and identifying the skills.
 Always depended on the skill's data.
Job posting strategy
it is one of the developing strategy and approach of recruitment and selection where it
posted the job opening and also list the ideal skills in hand and favour outlets of job posting
which is most likely for producing the candidates for seeking. Job posting is sometimes
internally and externally where sometimes Tesco internally promote the employees and
sometimes recruit from external level(Vanhala and Ritala, 2016).
Strength
 From opening the communication channels about the qualification and job career
advancement where its easy for the growth which has been occurred and also identify the
needs which is necessary for performing other jobs.

 It is more responsive for discussing the opportunities for the growth of the professional
career with the staff members.
 It creates an organized and fair process for providing the vacancy for the qualified
candidates.
Weakness
 Not each and every posting is successful from posting the job online or may be
advertising.
 It takes huge cost while externally job posting.
Multi-step recruitment
it is generally a systematic process of interview for providing the deeper insights for the
interested job candidates that meet to the desired profile with full of skills and also for the
particular job. From conducting the multi-step recruiting it becomes much more challenging for
Tesco because they have to invite candidates for interview and also breaking the interview in two
steps which can easily save time and also helps in finding the suitable candidates for
Tesco(Hassan, 2016).
Strength
 it helps the in making the income statements for demonstrating the gross profits.
 It also allows to see the earning's ion the sales before operating the incomes which has
been considered.
Weakness
 It requires accountant for classifying each and every expense.
 It also has to perform so many calculations for determining the every type of incomes.
LO2
P3 The benefits of various HRM practices for both employer & employee
There are so many effective and efficient HRM practices which is an art of the HR
management and it is very complicated and unreachable. There are some effective HRM
practices of Tesco for both employer and employees such as;
Providing the security to employees
It is one of the based in the providing securities to the employees because life is
unpredictable and it is necessary to give security to employees because it easily retains the

individuals. When all the employees of Tesco is laid off then it usually price has been paid by
Tesco(Guerci, Longoni and Luzzini, 2016).
Selective hiring
it is one of the best practices of HRM where is selectively hiring the employees. It is basically
known as the Pre- employment test where the employees of Tesco expenses of hiring, soaring of
the turnover rates and also the raining of the employees are skyrocketing for Tesco. It generally
means that company can't hire the wrong and unsuitable candidate for the job. The main goal and
aim of the Tesco is to increasing the profits and decreasing the cost for hiring the right person at
first time.
Self management & effective teams
It is very important to having teams in organization which helps in achieving the goals and
objectives. From the higher performance of the team it comes to an effective decision. Team
work in Tesco towards the common goal and it is responsible for their own actions. Self
managing teams are more effective and productive for achieving the task of the organization. Its
responsibility of HR to encourage the team and motivating them for doing their best and work
together in proper manner.
Training in relevant skills
It is one of the best HRM practice where the Tesco invest highly in time, training and budget for
all its employees. After recruiting the best candidates it has been ensured and it also improves the
skills and knowledge of the employees. It improves their communication, planning & research
skills, self- management and also relevant experience of work etc.
Making information accessible we who is a ned it
It is very important to share all the information with each other. It is an area where some
time Tesco has to struggle and from coming out from this situation it is necessary to have an
effective and open communication between all about financial, strategies and creating operations
for the culture for making and feeling individuals trusted(Hannis Ansah and et.al., 2018).
360 performance appraisal
This is the best practice of HRM where it takes feedback from the subordinates'
employee, supervisor and colleagues where the self-evaluation by all the employees gathered by
their own in Tesco. It is one of the most development tool where the individuals not manage the
roles and it is a systematic process as well.

Recruitment and retention
it is a process where it attracts, selecting, screening for the positioning within the Tesco.
It is one of the most important and significant activity where it secures the effective employees.
Retention is one of the strategy for giving the strength about their ability to doing the business
and also attract and retain the employees of Tesco.
Management of conflicts
it is one of the best practice of HRM in Tesco where this process works as managing the
conflicts for restricting all the negative view of conflicts while raising the optimistic view of the
conflicts. The main objective of the conflict management is group outcomes, enhance learning
and it also involves the effectiveness and performance of the Tesco setting. It basically involves
the elimination, reduction, termination and all the types of conflicts and problems(Chang and
et.al., 2015. ).
P4 The effectivity of various HRM practices in term of raising the organizational profit &
productivity.
Effectiveness of the HRM practices has been relates to the outcomes which has been produced
by all the HR activities like training from learning. There are so much effectiveness of different
HRM practices which raise the Tesco profits & productivity such as;
Training system
From investing in training it comes in very effective ways because it improves the skills
and performance of the employees that helps in raising the productivity and profit of the Tesco.
Improving performance means reducing the staff turnover, reducing the breakdowns of the
equipments, lower the maintenance and also fewer complaints of customers which is effective
for Tesco to increase the profitability and performance.
Performance appraisal system
It is generally a process where it analyses, observe, identify and asses the performance of
the of Tesco. An employees' performance appraisal is work as a motivation and encouraging
them for doing an effective work and achieving goals and objectives. It is most effective HRM
practices where it clarifies the role and status of the employees in the Tesco which easily
increases the profit and productivity of the Tesco(Karanges and et.al., 2015).

Compensation system
It basically refers to the type of rewards that is the sign of gratitude for the individual
where the job had been done. From higher pay and compensation it attracts the employees for
better working and also motivating others for performing more better. Compensation system is a
effective HRM practices where it easily boosts the productivity of the Tesco and revenues as
well.
Risk and strategic management
It is generally a procedure where it asses, identify and manage the risk of the Tesco and
usually using the strategies which involves and taking the swift actions when all the risk has been
analyse. It is necessary to manage the risk because it generally realizes the probability of the risk.
HRM generally focuses on strategic planning of managing the risk for determining the long and
short term goals and objectives of Tesco.
Welcome great thoughts and ideas
it is one of the best and effective HRM practices because each and every individual is unique at
their own and from hearing each and every individuals thoughts and ideas creates a good
innovation which easily raise the profitability and productivity of the Tesco. There are so many
ideas which has been easily raise the ideas if employees such as brain storming, suggestions box,
group discussion and meeting with top-level management etc(Donate, Peña and Sanchez de
Pablo, 2016).
Participative style of management and practice transparent
it is necessary that employees are well-informed with all the aspects of the Tesco like new
contracts, losses, sales figures, objectives of Tesco and policies, all these things easily increase
the work efficiency according to the goals and objectives of Tesco which easily increase and
raise the revenues & productivity of Tesco(Noe and et.al., 2017).
LO3
P5 The value of employee relation in regard of influencing the HRM decision-making.
The relation of employee where each and every individual have to maintain the relations
in Tesco and where it is a responsibility of the HR to maintain the employees relation and also
shared among the employees of the Tesco because it makes a healthier and better work
environment. There are some importance of the employee relation in the respect of influencing
the HRM decision-making process such as;

Communication
It is one of the best way to influence the decision-making of the HRM because
communication in Tesco plays a very important role of making and healthier relationship of
employees, it makes the relation or either spoil it from negative communication. It makes
stronger the employees' relation because maintaining the efficient and effective communication
with all the employees giving the highest of Tesco because it easily improves the relation of
employees. It also helps in setting the expectation and setting the goals and objectives. It helps in
resolving all the problems and conflicts of the Tesco.
Increase the employee loyalty
From having an effective relation with employees create and generate a pleasant
environment at workplace and also encourage the employees and motivate them. When
employees having loyalty in their relation then it easy to influence the decision-making process
of Tesco(Keegan, 2018).
Reduce conflicts and problems
When employees relation are good then its easy to reduce the conflict and problems
which has been created between employees. Fewer conflicts and problems helps in concentrating
on task and goals of the Tesco. From proper guidance and good relation between employees
easily improves the productivity of the Tesco and also decrease the rate of conflicts and
problems in Tesco.
Increase morale
One of the most effective way to make good relation with employees at workplace is to
increase morale and encourage them for better working. It s a way to influence the decision-
making because from increasing morale and motivating because when it is only possible when
employee trust each other and also on management because sharing secrets and talks with
colleagues draw the line and it is necessary for having a sense of trust between employees
because it easily influences the decision-making process.
Easy delegation
Delegation is much more important and also for the team leader activities where it allows
the employees for understanding and acknowledge their weakness and strength which has been
considered from few things such as assigning the tasks and projects, assuming the responsibility
for the mistakes of the employees, not taking the credit of other employees achievements and

also expect the personnel mistakes. From maintaining the pleasant behaviour and good relation
of employees at workplace resist the stress and increase the sensitivity levels(Glaister and et.al.,
2018).
Adopt changes
Adopting means changing for the new and current situations. It basically means taking
something which is legally as own and it is important going good at something which is
profitable and increase productivity of the Tesco. The relation of the employees also influenced
by the changes which has been come in the Tesco where all the favourable relations of the top
management easily accept and adopt the changes in Tesco where it easily raises the turnover of
the employees and Tesco also providing so many opportunities for the growth and development
of their relations. Its not easy for employees to adopt the instant changes in technologies, rules
and regulation and policies as well(Hassan, 2016).
P6. Characteristic of key components of the employment legislation and its impact on the
decision-making of the HRM.
Equal Pay Act, 1970- This law states that both men and the women should receive same
pay in respect of performing the same kind of the work or is been ranked as of same value (Guest
and Clinton, 2017). It is essential for the human resource manager of Tesco to make appropriate
decisions in relation to paying the salary to the employees in compliance with this legislation. If
the manager does not take into consideration the Equal pay act then it affects the image of the
Tesco and government could cancel its licence as if it doesn't work as per the legislation.
Employment Relation or Right Act, 2003- This act facilitates a range of the contractual
exact to the employees that includes entitling a pay statement that is itemized, entitling to
National Minimum Wage, Terms and the condition relating to the working is to be set out in a
written form and protection against the unfair practices or unfair dismissal within the workplace
(Vornholt and et.al., 2018). It is the responsibility of the manager to ensure that all these right are
been provided to the employees of the Tesco or not and it plays a crucial role for the human
resource management in making effective decisions as it directly relates to the ethical aspect of
the organization.
Gender Discrimination Act, 1975- It is the employment legislation act that protects the
employees against the discrimination on grounds of the sex such as in relation to job
advertisement, in selecting employees for the job, in promoting the employees and offering the

training and the development opportunities relating to career. In some situations this act doesn't
apply is at time of genuine occupational qualifications. For instance- it is been regarded as
legitimate in order to advertise for the male attendant and the actress for playing their part in the
film (Fagan and Rubery, 2018). It affects the HRM decision-making as the managers has to
remain unbiased in case of gender within the work environment as per this legislation and if he
remains biased then legal actions could be taken by the government. Therefore, he must have to
take decisions by keeping in mind the desire of both men and women working at the workplace.
Health and Safety Act,1974- It is the act that calls for securing health, welfare and the
safety of the persons at the work, for controlling use of the dangerous substance, preventing
against the unlawful possession, controlling emission into atmosphere for preventing from air
pollution and to develop provisions relating to the medical services in the employment (Donate,
Peña and Sanchez de Pablo, 2016). A human resource manager before taking any decisions
regarding setting up of the new plant or machine must have to consider the health and safety act
so that proper protection could be provided to its employees.
LO4
P7. Illustrating the uses and the application of the HRM practices with example.
Recruitment and selection- This HRM practice helps Tesco in gaining the best talent
and in attracting the large no. of people to work within the organization. Recruitment enables the
company in selecting the skilled person for right time and at the right job which in turn helps in
efficient performance of the work with optimum use and increased profitability. In order to
ensure effective recruitment and selection in the enterprise, job specification and description is
been prepared.
 Job description- Job description is the document that plays and essential role as it is the
statement that describes the particular job on the basis of the findings of job analysis. It
provides for the details regarding the duties, responsibilities, purpose, working conditions
and scope of the job in addition with the job title, designation of an individual to whom
employee will report (Vanhala and Ritala, 2016). This document facilitates the defence
against the employment discrimination charges beyond process of recruiting. For
example-

 Job specification- It acts as the important document because it allows Tesco in defining
its requirement relating to the type of the person it needs for the job which in turn enables
in writing an accurate advert regarding the job. It assists the organization to assess each
and every candidate objectively and fairly. It also helps in comparing the applicants
against each other which makes the selection process much better. For example-

Training and development- Application of different methods of training and
development in Tesco helps in improving the performance of the employee and strengthen their
skills. Moreover, the development program of the Tesco brings all its employees to higher level
as they have the similar level of knowledge and the skills (Fagan and Rubery, 2018). For
example- Orientation is the training program that helps in enhancing the skills of the employees
as it trained the employees relating to the work and the job to be performed and in what manner
it is to be performed.
Performance management- It is the HRM practice that is applied by Tesco in order to
seek the increased focus for driving the results of the business and monitoring that the employees
are performing their task as per the set strategies. This helps in measuring and improving the
capabilities of the company. It provides for the rewards and the recognition so that employees
perform their work to their best potential (Donate, Peña and Sanchez de Pablo, 2016). For
example- Tools like key performance indicator and 360 degree feedback are the performance
management metrics used by Tesco which helps in monitoring and reviewing the performance of
its employees.
CONCLUSION
From this study it has been concluded that, HRM is a crucial process because it helps in
recruiting the best talented candidate who has the potential to deliver the best services for higher
results and outcomes. It has been summarized that, HRM key function is to recruit, hire, training,
payroll, maintain records, labour law and maintenance of employee relations. This study also
help in determining that, HRM practice is crucial for employer as well as employee in order to
maintain work life balance, feedback, retention and recruitment, maintenance of healthy
employee relations, management of conflicts, etc.
Further this study also evaluates that, HRM practice is important for organization growth
and success which helps in managing risk and formulating policies for smooth functioning of the
business. This study helps in understanding the importance of employee relationship in the
organization which helps in proper communication and strategic decision making. This study
helps in evaluating various legislative laws such as employment law, labour law, etc. which
largely influence the HRM decision making. Furthermore, this study concludes job specification
and other HRM practice on an organization context.

REFRENCES
Books and journals