This report discusses the purpose and functions of HRM applicable to workforce planning and resourcing an organisation. It also explores the strength and weakness of different approaches of recruitment and selection. Furthermore, it highlights the benefits and effectiveness of HRM practices in Tesco.
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HUMAN RESOURCES MANAGEMENT
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TABLE OF CONTENTS INTRODUCTION..........................................................................................................................3 LO1..................................................................................................................................................3 P1. Purpose and functions of HRM applicable to workforce planning and resourcing an organisation.................................................................................................................................3 P2. Strength and weakness of different approaches of recruitment and selection.......................5 LO2..................................................................................................................................................7 P3 Benefits of different HRM practices.......................................................................................7 P4 Effectiveness of HRM practices.............................................................................................8 LO3................................................................................................................................................10 P5 Importance of employee relations........................................................................................10 P6 Key elements of employment legislation.............................................................................11 LO4................................................................................................................................................12 P7 Application of HRM practices in a work-related context.....................................................12 CONCLUSION..............................................................................................................................15 REFERENCES..............................................................................................................................16
INTRODUCTION Human resource management (HRM) function plays a very product role to each business in market place. Currently most businesses are trying to make their human resource management function very much effective to gain excellent outcomes in market place. Basically, this HRM function helps to company or ventures in providing a workforce of many effective employees. Currently HR department within most businesses conducts different practices and methods, like; recruitment & selection, training & development, employee relations etc. In this situation, these all practices of this department are enough to a company for boosting its performance, profit and productivity within market place (Dede, 2019). This report discusses HRM aspect of Tesco. The Tesco is the leading retail venture within the United Kingdom which currently has workforce of thousands of employees. This report has discussed different key practices of human resource as well. Some key factors also have been included in this report which will show the effectiveness of different HRM practices. LO1 P1. Purpose and functions of HRM applicable to workforce planning and resourcing an organisation. Human Resource Management HRM is an approach by which human capital of the organization is managed effectively in such a way they add on to organization's productivity. Tesco is a British multinational groceriesandmechanizerretailerthathaveitsheadquartersinWelwynGardenCity, Hertfordshire, England, UK. It has expanded in other segments like clothing, electronics, furniture, financial services etc.and have its subsidiaries such as Tesco bank, mobile, family dining Ltd etc. HRM process of Tesco includes workforce planning, recruiting and selecting, inducing and imparting them training and development (Stewart. and Brown, 2019). It also includes appraising the employees performance and deciding their compensation. Make the employees follow basic values and ethics is also one of the purpose of Tesco HRM. Purpose of HRM The main purpose of HRM is to ensure that the most appropriate and suitable candidate should be hired and retained. The purpose of Tesco HRM is to make strategy of the need of human capital in the organization and how these needs can be met. To carry out their basic processes of workforce planning, recruitment, selection and training. Their purpose is also to
identify employees source of motivation and applying different motivational techniques to motivate them. Functions of HRM Workforce planning It is the process of by which analyses and forecasting of the employees is done to meet the future needs in the organization. Tesco also follows these following steps of workforce planning: first they analyse the total number of demand of the workforce in the organization. The second step is to analyse the supply of the workforce which are existing and can fit in the job role. After analysing and measuring the demand and supply the gap is identified and solution are drawn from that. The purpose of workforce planning is to identify number of employees needed in the organization and how the positions can be filled by right person at right job. Recruitment It is the process of attracting prospective candidates and stimulating them to apply for the job. Tesco recruits from two sources which are internal and external. Internal sources include transfers, promotions re-employment and ex-employment. It is a positive process as it creates pool of applicants. External sources include campus recruitment, employment agencies, labour contractors etc. The purpose of recruitment is to attract and encourage more and more candidates to apply and make a pool of application and getting a wide choice to choose from. Another purpose is to create a link between employers and employees (Sameen, 2016). Selection It is the process of choosing the most appropriate candidate among the pool of applicants received in recruitment. It is weeding the unsuitable applicants and selecting the most qualified and talented one. Tesco selects the employees by following the process starting from preliminary screening, filling application form. Various tests are taken and interviews are being conducted, after passing the interview background check and medical examination is done of the selected candidate. At last job offer is been given if everything is found appropriate (Swaney, 2017). The purpose of selection is to pick up the most suitable candidate who would the job requirement. Training and development
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It is a structured program where employees are instructed and taught various techniques and given knowledge about the job to be performed. Development is the overall holistic growth of the employee which also helps them in long term. There are various methods for training and development such as: on the job methods include – job rotation, special projects, coaching etc and off the job methods include -classroom lectures, group discussions, role-playing, solving case study, learning through management games, vestibule training, brainstorming etc. the purpose of providing training and development is to organize and facilitate learning and effective implementation of their capabilities. HRM of the firm also performs various other functions such as compensation planning, de terming health and safety measures and maintaining employee relations in the organization. P2. Strength and weakness of different approaches of recruitment and selection. Recruitment Recruitmentincludesoverallprocessofidentifying,attracting,screeningtheapplications receivedby theapplicants.Itisthepositiveprocessofmakingapoolof applications. Recruitment can be done by two sources: Internal recruitment It includes candidates chosen from within the organization to fill the positions. Tesco uses both the techniques that istransfersin which jobs are interchanged without any change in roles and responsibilities. It can also include shifting of employees from one department to another or from one location to another. The second ispromotionin which employee's cadre upgrades by evaluating their performance. It is the process of shifting the employee from lower position to higher position and it also adds on in their roles and responsibilities, remuneration, facilities and status (Trivikram, 2020). Strength:Itlowers the recruiting cost and time of the firm, by recruiting internally Tesco will be able to retain top talent in their organization and also this source is safeguard against various risk like financial and professional which can be caused if new candidates are hired. Weakness: If the firm adopts this source then it may lead to business culture stagnation and also the employees may feel lethargic as they know of fixed promotions. As some will be promoted
and transferred it will create conflicts among the colleagues. The organization will have fewer choice to chose from. External recruitment It includes candidates chosen from outside the organization to fill the positions and includesdirectfactorygaterecruitment,employmentexchange,casualcallers,campus recruitment, labour contractors, employment agencies, referrals and recommendations etc. Tesco recruits from combinations of these sources and has both strength and weakness of this source (Ahmed. and Ahmed, 2019). Strength :Infusion of new blood in the organization, fresh talent who is having knowledge of latest technology, creates a spirit of competition between internal and external employees. Weakness:Recruitingfromthissource consumesmoretime,high costisinvolvedin conducting interviews tests and intermediaries also charges commission, conflicts between management and existing employees. Selection Selection is analysing candidates by taking tests and interviews and choosing the most suitable candidate for the job. Tesco defines this as the process of hiring employees among the shortlisted candidates who suits best for the job. Selection tests Tesco conducts selection tests to uncover the information of the candidate which is unknown in applications. It conducts various types of tests such as aptitude test, personality test, interest test, intelligence test etc. Strength :the company is able to find out the suitability by properly assessing the candidate on basis of this test, tests provides a uniform basis for comparison of different candidates, reduction in labour turnover as test are taken as per the requirement of the job. Weakness :selecting only on the basis of test is unreliable because the skills and ability may not be properly judged, some candidates may suffer from fear of exposure not because they are not competent, but they don't like to be assessed through test. Selection Interview These are generally structured conversation and procedure designed to obtain information from the candidate orally. Tesco calls it one-on-one conversation between interviewer and
interviewee. The firm conducts various types of interview such as structured, unstructured, situational, behavioural, panel, telephonic etc. Strength :Interviewer and interviewee can develop relationship which increases candidates understanding, interviewer is able to collect primary information about the candidate, less costly and time saving as it is one-on-one conversation. Weakness:there is no proof and record of the conversation and dealing, the success of the interview depends on the efficiency of the interviewer, sometimes interviewer may get biased. LO2 P3 Benefits of different HRM practices HRM practices are very beneficial to employer and employees of an organisation. Some key benefits of human resource management practices to Tesco’s employer and employees has been discussed below; BENEFITS FOR EMPLOYER Helps in proving effective workforce:This is the first benefit of practices to employer of Tesco that, human resource management of company helps in Tesco’s upper management or employer an effective workforce. Basically, this HR department conducts recruitment and selection practices to hire some effective employees for this retail company. The department always focuses on hiring such employees in its workplace who really has different skills and talent. That’s why practices of human resource department are very beneficial to Tesco’s employer. Managesperformanceofdifferentemployees:HRdepartmentatTescoisvery beneficial to employer in the terms of managing performance of employees as well (Rodney, Valaskova and Durana, 2019). Basically, when a business systematically manages performance of its employees, then it will enable to gain huge profit margins in market place. The HR department at Tesco is currently very efficient in managing extra-ordinary performance of people, that’s why this is very beneficial to employer of this company. Maintainseffectiveemployeerelations:Effectiveemployeerelationsalsovery positively affects to a business in market place, in which human resource management at Tesco helps to its management for maintaining effective employee relations. Basically, HR manager of this retail company organises various events where it invites both employers and employees, so
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that when employees meets with their employer in such events, then relationship between employees and employer will automatically become very excellent. BENEFITS FOR EMPLOYEES Solves issues relating to salary:HRM practices of Tesco are very beneficial for its employees as well. For example; HR management helps to employees by solving their different issues relating to salary (Regy and Malini, 2019). Currently Tesco is a very large company, so that it has thousands of employees. In this situation, here is possibility that employees can face issues relating to salary. So that, employees of this company can simply take help through human resource department for solving their salary issues. Providing different sessions of training and development:Human resource management at Tesco always takes productive step towards providing various sessions of training and development. By participating in these all sessions, an employee can simply improve its skills and talent. By improving talent and skills, employees can gain lots of growth opportunities, and that’s why this practice of human resource management is beneficial to employees. Creates safe and secure workplace:Currently each person like to work in a safe and secure workplace. In this situation, existing HR manager within this retail company always tries to provide an effective, safe and secure workplace to its employees (Otoo and Mishra, 2018). That’s why this practice is also very beneficial to employees of Tesco. P4 Effectiveness of HRM practices HRM practices of Tesco are very effective in raising its profit margins and productivity within the market place. For example; this department provides an effective workforce to this company, in which after using effective workforce, this business will definitely able to gain huge profit margin within market place. Basically, by using effective workforce, Tesco enables to improve its performance in market place, and that’s why this improved performance helps to company for generating huge profit margins in market place. On the other side, maintains effective employee relation also a key practice of HRM at Tesco in which this practice of department support to company in encouraging employees to put their huge efforts in workplace. Basically,thishumanresourcemanagementpracticeindirectlyenablestocompanyfor improving own productivity and performance in market place (Ferreira and et.al., 2017). Providing training and development sessions to employees is another key practice of human
resource department, in which this practice also helps to compony for improving organisational productivity and profit aspects. That’s why HRM practices are very helpful to Tesco in gaining huge success in market place. Methods used in HRM practices Basically, two types of methods used in human resource management practices, like; external recruitment method and internal recruitment method. These both methods have been described below; External Recruitment This is the method which used by HR department of Tesco to hire employees from external business environment of the company. Some key benefits of this method have been described below; Externalrecruitmentmethodenablestocompanyforgeneratingemployment opportunities to people, and by doing this company will enable to work in the social welfare.This method contributes in achieving new talented and skilled employees within market. Internal recruitment This is another key method which has used by the management human resource Tesco (Rahiman, Frank and Kodikal, 2018). This method generally enables to company for hiring employees from internal business environment of Tesco. HR department has selected existing employees to fulfil different vacant posts by using this method. Some major benefit of this method has been discussed below; Saves lots of time and money of Tesco. No requirement of basic training sessions. Evaluation Different practices of HRM are very beneficial to Tesco, because these practices and methods of this department enable to company in improving its sales ratio and productivity at the international level.
LO3 P5 Importance of employee relations In this dynamic world, top-level management at each business has required to take action towards maintaining effective employees’ relations, because this task is very important to the management in the terms of encouraging employees to work hard in the workplace. In this situation,this factoraffectsto HR managementatTesco also for maintainan effective relationship between employees and employer (Masad and Salih, 2016). After implement this decision in workplace, the HRM will enable to encourage existing employees of Tesco to put their huge efforts in the workplace. However, before maintaining effective employee relations, human resource management should develop communication skills of different people of organisation. Basically, effective communication skills help to people to interact with each other in very proper manner. In this situation, when employer of Tesco will properly communicate existing employees, then employees will feel valued by the employer, and then they can be motivated to work hard in the workplace. That’s why effective communication skills of people play an excellent role to HRM of company for maintaining effective relations between employer and employees. HumanresourcemanageratTescomostlyhasrequiredtotakedecisiontowards arranging different events as well, like; parties, conferences, meetings etc. In these events, departmentofhumanresourceinvitesvariousemployeesandemployercompany.When employees and employer visits in these events, then they can interact with each other. These interaction values of people promote effective relations, so that taking decision of arranging events is very favourable to HR department at Tesco in the term of maintaining effective relations between employees and employer (Ma and et.al., 2017). The HR manger should have proper skills of conflict management as well, because many times lots of conflicts raises between employees and employer. In this type of situations, by taking decision of using own well- developed conflict management, the HR management can simply remove these conflicts between employees and employer. At the end, employees and employer enable to maintain effective relationship with each other. On the other hand, HR department takes decision of formulating a happy and healthy workplace also to employees. This decision of department also contributes in maintaining great relationship between employer and employees.
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P6 Key elements of employment legislation Elements of employee legislation always impacts to decision-making of this human resource management in Tesco (Yong and Mohd-Yusoff, 2016). Basically, each venture within the United Kingdom is completely responsible to adhere employee law and its various elements in own workplace. According to the business law system of this country, if any business not adheres employment law in its workplace, then that business will be penalised or punished. This is the main reason that, HR department at this company has highly required to adhere this employment law and its elements within its various practices. Equality and diversity:Equality and diversity management is a major element of employment law (Alzyoud, 2018). According to employment law, each business responsible to manage equality and diversity within its workplace, because this element contributes in providing equal growth opportunities employees within the workplace. Currently thousands of employees work in Tesco’s business environment, in which these all employees come from different background. So that, by adhering this element of employment law, the HR department influences to various leaders and managers of company for not to discriminate and abuse different employees on the basis of their background. For removing these negative elements like; discrimination and abuse, HR department of Tesco has highly required to take decision towards managing equality and diversity management in own workplace. Working time regulations:Many times, a company wants to take overtime work just because of work load. In this situation, this working time regulation element of employment legislation enables to employees for taking extra-incentives for over time work. On the basis of this element, the management of Tesco can’t force its employees for overtime working. This element completely impact of HR manager for taking decision to pay employees for their overtime work. Safe and secure workplace:Safety and security are prime needs of a person according to Maslow’s motivational theory, in which this element of employment law impact to company for taking decisions towards creating a safe and secure workplace (Beijer and et.al., 2019). On the basis of employment law, each employee at any organisation has full right to work in a safe and secure workplace. When HR manager take decision for formulating a safe and secure workplace, then it will enable to employees for performing very well in workplace. Evaluation
Some major elements of employment legislation have been described above. These all element of law highly influences to decision-making process of human resource management of Tesco. Basically, HRM at this retail company has always required to consider employment law in its workplace to make comfortable to all employees. LO4 P7 Application of HRM practices in a work-related context There are job specification, CV and job offer letter has been attached below in the term of applyingHRMpracticesinthework-relatedcontext(Ardichvili,NattochDagand Manderscheid, 2016). JOB SPECIFICATION JOB SPECIFICATION Company Name:Tesco Job Title:Production manager Qualification: Bachelor degree in the management. Master of Business Administration (MBA). Experience:Experienceoffourtofiveyearsismandatoryintheareaofproduction management. Skills:Problem- solving skills, interpersonal skills, people management competence, technical skills, decision-making skills are mandatory for the production manager post for properly managing different factors and aspects at Tesco’s production department. Responsibilities:The production manager has lots of responsibilities; Planning & creating an appropriate budget to many of resources. Work with Tesco’s administration for hiring talented and skilled employees. Interact and communicate with other functional areas of the venture. Deeply analysing targets and objectives of the business. Properly monitoring and supervising operations of production department. Characteristics:Many characteristics traits a person should have for becoming the production manager at M&S.
Positive attitude Developed communication skills. Problem solver Decision-maker Excellent leadership quality Reliable Questions of interview: Do you know the actual role of a production manager within a retail venture? Do you have proper skills, competencies and abilities for dealing with lots of challenges in company’s production department? Can you aware us about your any incident where you have created any positive change within the production department of a company? Explain your ways, methods, strategies of management? What's your major weaknesses? Rationale: The HR manager at Tesco recruits & selects people who have excellent knowledge & experience in area of production function management. A candidate needs to have knowledge of different operations' management approaches, so that it will simply prepare for making its different practices of production very much effective (Rasool and et.al., 2019). There are well- developed competencies of communication too mandatory in a candidate, because it will need to communicate with various decisions, budget and information within the department of production at Tesco. CV (CURRICULUM VITAE) CV NAME:Oliver Thomas Contact: olivertthomas96@gmail.com Qualifications and experience: MBA Production manager in a highly reputed venture for the last five years.
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Hard skills: Technical knowledge Proper knowledge of production management software Production department’s data understanding Work with latest and modern technologies for monitoring and control effective quality of customer service. Soft skills: Communication skills Effective leadership ability Appropriate working potentialities Problem-solving skills Ability decision-making People management capabilities Time management competence JOB OFFER OFFER LETTER Dear Oliver Thomas, We are really happy while informing you that Tesco has been selected you on the post of production manager. Oliver, your date of joining the department will be confirmed on 20th October 2020 by considering of company’s various terms & conditions. You need to agree for adhering, following Tesco’s different terms & conditions. You have been entitled for the CTC of£2700 each month. You should have passing certificate or mark-sheet of your graduation and post-graduation with a legal identity card along with own a passport size photo for the purpose of proper verification. Kindly send confirmation of yours quickly. Thank You! HR Department,
Tesco CONCLUSION On the basis of above findings, it can be concluded that currently different practices of human resource management play an excellent role in Tesco’s all over growth. Nowadays, this retail company has an effective workforce just because of various practices of HRM. On the other side, this HR department is very beneficial to both employer and employees, because this department conducts many productive operations which always very positively affect to different employees of the company as well as employer. It can be also concluded that elements of employment legislation highly affect to decision-making of HRM. Basically, HR department at Tesco is always responsible to adhere employment law and its element to ethically and legally run its various practices. Lastly, a job specification, CV and offer letter also has been attached above for applying HRM practices in work-related context.
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Yong, J. Y. and Mohd-Yusoff, Y., 2016. Studying the influence of strategic human resource competenciesontheadoptionofgreenhumanresourcemanagement practices.Industrial and Commercial Training. Online Trivikram, S., 2020.Internal and External Sources of Recruitment. [Online]. Accessed through<https://myventurepad.com/internal-external-sources-recruitment/>