Reducing Workplace Discrimination and Improving HRM

The given document provides a comprehensive analysis of the topic 'Reducing Workplace Discrimination and Improving HRM' by referencing various books, journals, and online articles. It emphasizes the significance of diversity ideologies in the United States and highlights the importance of promoting teachers' knowledge sharing through occupational self-efficacy and human resources management. The assignment also discusses the relevance of performance management concepts, skills, and exercises in a modern workplace context.

Human Resources
Management

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1. Purpose of HR function, its roles and importance to meet business objectives .....................3
2. Approaches to workforce planning, performance management, training and development,
performance management ..........................................................................................................4
3. Examine case study utilise methods of HR practices..............................................................5
4. Approach to employee engagement and employees relation .................................................6
5. Key aspects of employment legislation ..................................................................................7
6. Evaluation of employee relations and employment legislation inform decisions making .....8
TASK 2............................................................................................................................................9
7. Illustrate applications related HR practices in work related context ......................................9
8. Use of technology, online resource and social networking in improving recruitment and
selection process .......................................................................................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management (HRM) is the strategic point of view to effective
management of people in the company. This help to increase competitive advantages of business.
It is designing of different policies for improving performance of workers and achieving strategic
goals of organization. The purpose of human resource(HR) is to ensure that company is able to
accomplish success through people (Runhaar and Sanders, 2016). HR department is responsible
for designing the policies, benefits, recruitment, training and development, performance
appraisal and rewarding. This study is based on Tesco. It is the British multinational general
merchandise and groceries retailers in UK. It is the third largest retailers in the world assessed by
gross revenue. This report will explain the purpose of different functions of HR, its key
responsibilities and importance in achieving business objectives. Assignment will include
assessment of different approach to workforce planning, recruitment and selection, training and
development, performance management and rewards systems. Furthermore, examine key aspects
of employment legislation in the organization.
TASK 1
1. Purpose of HR function, its roles and importance to meet business objectives
The purpose of HRM is to manage people and improve their performance for effective
workforce planning and utilization of resources which are used by Tesco. This help to achieve
individual objectives and goals in the organization. There are many functions such as recruitment
and selection, training and development, performance management etc. that have different
purposes which help to meet objective of business.
Training and Development: It is main function of human resource management in the
workplace. This function enable to acquire new skills and knowledge to perform their job
effectively. It also prepares employees for higher level of duties (Nkomo and Hoobler, 2014).
The purpose of training and development is to enable employees to develop abilities, knowledge
and capacities which can help for improving performance in the Tesco.
Job Analysis and Design: This function of human resource manager is mainly
concerned with describing nature of job like qualification, ability, work experience needed for
specific job position. Job design involve highlighting activities, responsibilities into single work
unit to accomplish particular objective of Tesco. The purpose of job analysis is defining

qualification needed of jobholder. It is giving evidence for work technique explanation and
improvement.
Roles and Responsibilities:
 The role of HR function is to recruit and hire suitable person for right job positions in the
Tesco.
 Conducting the annual performance evaluations for improving execution of employees in
the workplace. This result effect compensation, promotion of worker in the firm
(Analoui, ed., 2018).
 The responsibility of HR function is to build relationship between the employers and
employees in the company.
Significance of HR functions:
 Human resource functions are very essential to workforce planning and resourcing in the
organization.
 Through training, employees easily develop their skills, knowledge and capabilities for
effective performance that help to meet business objectives.
 It is important to build employees relations, involvement for achieving goals and
objectives of Tesco.
 It allows controlling turnover, reduce cost of hiring and training to new employees in
Tesco.
 HR functions allow to employees for offering their skills and expertise towards
promoting productiveness and profits of organization (Marchington, 2015).
 It helps to utilization of resources capital which enable to determine special talent and
skills in the company.
2. Approaches to workforce planning, performance management, training and development,
performance management
Approach to Workforce Planning:
Workforce planning is the approach utilised by employers to evaluate needs of labour and
distribute employees motivation effectively normally with advanced HR technology. Operational
workforce planning is on peer-to-peer level and streamlines daily operations related to workers.
This approach assist in administrating developing work schedule and hours of workers to
maintaining productiveness and continuity of Tesco.

Approach to Training and Development:
Training and development is educational procedure which includes sharpening of
abilities, concepts, changing of attitude and developing more knowledge to increase performance
of employees. A systematic approach to training and development is advantageous to prioritizes
objectives and goals of company before starting training (Bal and De Lange, 2015). This
approach ensures that training start and ends with needs of Tesco. In this approach, HR manager
require determining needs of training, formulate objective of training, selecting the method and
assess results of training of employees in the organization. By utilising systematic training
approach, they provide knowledge and resources to employees for achieving goals of company.
Approach to Recruitment and Selection:
Recruitment and selection is the process of recruiting, hiring and selecting the suitable
candidate to particular job position in the organization. Recruitment approach involve different
steps such as in-house recruiters, employees referral, outsourcing, employment agencies, internal
recruitment services like promotion, transfers etc. The strength of internal recruiting is to save
time and money. There is no getting new ideas and innovation from outside company. The
advantage of external recruiting is to pool lots of talent, new skills and qualification to candidate.
The disadvantage is to take large amount of time and money.
There are two approaches of recruitment such as internal and external recruitment used in
the firm.
Internal Recruitment:
Promotion:
It refers raise of worker to upper level placement, carrying large status, salary as well as
responsibilities. It is interior source of recruitment which have some advantages and
disadvantages.
Strength:
 It helps to reduce the requirement of training policies of company to existence employees
within the Tesco.
Weakness:
 Existence employees are taking large pay and advantages to the Tesco.
External Recruitment:
Campus Placement:

It is simple source that help to discover appropriate applicants. By this concept, Tesco
can discover physical and competitive applicants for proper vacancies.
Strength:
 There are large, concentrated body of applicants in universities.
Weakness:
 There is limited to entry level placement in the company.
Approach to Performance Management:
Performance management is the procedure of preparing work environment and setting in
which people are allowed to act to the best of their abilities in the Tesco. Quality approach is
important for management of performance to employees in the organization. Performance
management system planned with powerful quality orientation which assess both person and
system factors management system.
Approach to Reward System:
Rewards system is the group of neurotic structures responsible for incentives salience and
positively-valences emotions, particularly ones which includes pleasures as core elements
(Cardy and Leonard, 2014). The total reward approach is to report rewards strategy bringing
together all investments to create workforce in Tesco. This approach involves engagement,
benefits and base pay. Through this, employees are improving quality of work, create chances
and improving performance in the company.
3. Examine case study utilise methods of HR practices
Best practices are set of HRM process and activities that work existence. HR practices
are strategic in nature. They represent wider guidance system that coordinate with executive plan
of organization. There are many human resource practices such as selective hiring, self managed,
effective team, build employees relations etc. that are performed by HR manager in the Tesco.
For example: the workers of Tesco are taking legal actions against their employers on evidences
of age and gender discrimination after that supermarket slashed pay rates for night and weekend
shift to employees. Long serving group of 17 employees who are united Tesco before 1999, that
are warring to cut wages introduced in this year (Tesco workers take company to court over
alleged discrimination, 2016). Organization declared changes and they had been agreed in
consultation with trade union of shopworkers, Usdaw and representatives. Firm said attach to
pay rise to per hour made. It is one the largest payers in the retail industry.

But workers who utilised to receive double time for Sunday or Bank holiday shift saw
their pay cut to time and half. In this context, It is necessary to understand all policies and
procedures, rules and regulations related to sex-discrimination in the workplace. Also, it is
needed to give and rise employees pay rates and benefits by Tesco according to regulations. In
relation to that, company needs to treat all employees fairly and equally for any kind of
discriminations such as age, gender, race, religions, sex etc. in the workplace (OsBorne, 2018).
Therefore, human resource manager must have changed company policies and giving training
about discrimination regulations for removing problems of discrimination of people in the
workplace. After this case, human resource manager make sure that follow all rules and laws
which help ton run the business smoothly and carefully, because this impact positively on image
and reputation in retail industry.
4. Approach to employee engagement and employees relation
Approach to Employee Engagement:
Employee engagement is the key concept of effort of employees and to determine as well
as describe nature of relationship among employees and company. It is workplace approach
resulting in right situations for all employees to give their best to firm (Nguyen, 2016).
Employee engagement is based on trust, integrity, two way commitment and interaction between
members and Tesco. It is the approach that raise opportunities of business success, contributing
to individual and organizational performance, productiveness and well-being. HR manager use
different approaches such as rewards schemes, communication, leadership development, team
building etc. for employee engagement in the Tesco.
Leadership Development Approach: Leadership development is one of the most
important approach to increase employee engagement in the firm. The company needs people
with leadership skills. This impact good performance, promote creativity and simplicity
succession planning (Buettner, 2015). Leadership practices involves effective management of
performance, fair evaluations of execution, management through effective delegation, coaching
and mentoring actions to provide honest feedback by superior and people in the workplace.
Leaders also ensure that create flexible work environment and increase flexible work practices in
the Tesco.
Approach to Employees Relation:

Every single person shares positive relationship with their colleagues at the organization.
The relationship can be between co-workers, employees, supervisor and two members in the
management. It is essential that workers share healthy relationship with each other to present
their best performance (Deery and Jago, 2015). The workers must be comfortable with each
other for healthy atmosphere at work. It is important responsibility of supervisor and leaders to
reduce conflicts in team and increase healthy relationship between workers. There are various
approaches such as human relation, sociological, psychological etc.
Human Relations Approach: It is one of the most important approach that is utilised for
build employee relations by HR manager in the workplace. Employees wants security of
services, good pay and working conditions, identification for job well done, chance to participate
in decision making. In this context, HR manager must understand the needs, attitudes and
ambitions of employees. This approach explains behaviour of single and team at work. This aid
in changing towards accomplishment of objectives of Tesco.
5. Key aspects of employment legislation
Employment legislation is the regulation that governs employment within workplace with
every one who works. This affects employers, workers and union directly. Employment
regulation governs relationship between employees and employers (Farnham, 2015). It regulates
that employers can expect from workers and employees right at work.
Data Protection Act, 2018: Data Protection is about safeguarding essential info and
making sure it is utilised properly and legally. Data Protection Act, 2018 apply the General Data
Protection Regulations (GDPR)which came into force in May 2018. It replaces the previous Data
Protection Act 1998. All worker require to be aware of their responsibilities under law as
punishment for failure rules can be hard. The act introduces new operations that involve
knowingly acquiring personal data without consent of data controller.
Health and Safety Act, 1974: HR manager face broad range of responsibilities and
initiatives for purpose of protecting the well-being and welfare of their workers in the Tesco.
This act determines key structure and authority for boost, regulation and enforcement of health,
safety and welfare within UK. The objective of this act is to protect persons against risks to well-
being arising out and connection of actions of people at organization (D'Cruz, Noronha and
Beale, 2014). It is controlling keep usage explosive and other dangerous substances at work.

Equality Act, 2010: This Act gives both women and men right to equal pay for equal
work with women and men being legally eligible to be paid at the same rate like work,
equivalent and equal value. The act protects against discrimination, harassment in employment
which is based on various protected features such as age, gender, sex, marriage, disability, race,
religion, sexual orientation (Runhaar and Sanders, 2016). Recent years, this act has replaced
Equal Pay Act 1970, Sex Discrimination Act 1975 and other laws. Therefore, HR manager needs
to follow all regulations and rules in the workplace and give treat equally and fairly.
6. Evaluation of employee relations and employment legislation inform decisions making
Employees relations is very important for individual in relation to improve the
performance and increase productivity in the workplace. Employee relation impacts decision
making of HR manager related to employee discipline, stress and grievance in the Tesco. Strong
employees relations depends upon healthy and safe work atmosphere, involvement and
commitment of all employees in various activities in business (Nkomo and Hoobler, 2014).
Powerful employee relation discourage conflicts, reduce problem of absenteeism, increase
motivation and working together happily and effectively, so that HR manager easily take any
kind of decisions such as implement policies and procedures, setting goals and so on. Positive
employee relations is handled through effective human resource procedures, rational HR strategy
and careful management of negotiation with employees and trade unions. It helps
communications that make shared perceptive and clarity in decisions making to HR manager in
Tesco.
In this context, Employment legislation also inform decisions making and meet business
objectives. Therefore, HR manager needs to follow all laws and regulations relating to health,
safety, equal treatment and pay, protecting personal data to workers in the organization. In this
context, changes in policies and procedures related to health and safety that directly impacts on
decision making of HR manager. It includes controlling hazardous substances, giving training of
operating the advances machines in the workplace (Analoui, ed., 2018). Therefore, they need to
implement all kind of amendment in employment regulations in the organization. Also, HR
manager require treating equally to all employees and giving pay and benefits to them. If they
are treated unequal to employees, so that workers are not performed well and leave their
company. Therefore, HR manager needs to follow all regulations in the workplace.

TASK 2
7. Illustrate applications related HR practices in work related context
HR manager utilise many applications such as job description, person specification, job
offer letter, conducting interview etc. for job position related to HR Assistant in the Tesco
JOB DESCRIPTION:
JOB DESCRIPTION
TESCO
Job Title Human Resources Assistant
Date 09-02-2019
Reporting To HR Manager
Roles and Responsibilities
 Recruiting and staffing logistics.
 Performance management and improvement tracking system.
 Reporting safety, welfare and health to employees.

 Help with payroll process
 Maintaining and up-to-date human resource files.
Experience and Skills
 Proven track Recording of executing tasks relating to HR.
 Effective communication skills.
 Hands on experience working with MS office and HR software such as HRIS, HRMS
 High ethical standards and ability to display high level of confidence.

PERSON SPECIFICATION
Job Title Human Resources Assistant
Date 09-02-2019
Reporting To HR Manager
Qualification Essential Desirable
MBA in Human Resource Management √
CIPD qualification √
Skills and Experience Essential Desirable
Ability to analysis of HR information √
Excellent verbal and written communication skills √
Time management abilities √
Ability to give high level of HR support and
undertake
√
2 year experience as HR assistant √
Summary
Prepared By:
Title: HR Assistant
INTERVIEW
 Tell me about yourself.

 How do you manage conflicts among employees?
 What method you will use for training and development to employees?
 How do you build relationship between employees at work?
JOB OFFER LETTER
JOB OFFER LETTER
TESCO
Welwyn Garden City
London, UK.
Date: 09-02-2018
James Smith
HR Assistant
Tesco
London
Subject: Offer job
Dear Mr. Smith
We are pleased to offer you employment at Tesco. We feel that your skills and background will
be valuable assets to our team.
Per our discussion the position is Human Resource Assistant. You are beginning date will by
13-02-2019. The enclosed employee handbook outlines the medical and retirement benefits
offer by our organization.
We look forward to welcome you as new employees at Tesco.
Sincerely,
James Smith

8. Use of technology, online resource and social networking in improving recruitment and
selection process
Nowadays, HR manager use different technology, online resource, digital and social
networking for improving recruitment and selection process in the workplace.
Use of technology: It is necessary to use technology in recruiting and selecting process
of candidate for HR assistant in Tesco. HR manager use technology to reach talent and qualified
applicants for job role in the organization (Marchington, 2015). This also help to attract more
and more candidates who have ability to all kind information relating to human resource
management in the workplace. This help to increase productiveness and getting more strategic to
recruitment process in the workplace.
Social Network Platforms: It is needed to utilise social network such as Facebook,
LinkedIn, Indeed etc. for pool of talented and skilled candidates for job role in the organization.
These kinds of websites help to look out the best talented applicants. Social media technology
continues to develop and become more broad that presenting exciting chance for recruitment
industry. It is possible tool for recruitment. This network takes less time and complete task
Online resources: It includes Applicant Tracking System, online pre-employment tests
etc. that are utilised by HR manager for improving recruitment and selection process in the
workplace (Bal and De Lange, 2015). With this, they are tracked many applicants who are
looking for various job role. These resources help to increase retention of employees in the
workplace. Applicant tracking System imports resumes to the software. With this HR department
narrow down applicants without sorting through mound emails or paper resumes.
CONCLUSION
This report has summarised that different functions such as training and development, job
analysis and design help to developing skills and capabilities to employees in relation to achieve
objectives of Tesco. It has concluded that different approaches such as operational workforce
planning approach, systematic approach to training, quality approach to performance
management and total reward approach to rewards system used in the workplace. It has
discussed that leadership development approach to employees engagement and human relation
approach to employees relations in the firm. Furthermore, report has completed that impact of
health and safety act, equality act, data protection act and employees relations on decision
making such as welfare and well-being to employees and their relationship in the workplace. It

has concluded that different technologies and social media networking help to increase
productivity, get more strategic and improve process of recruitment and selection in the business.

REFERENCES
Books and Journals
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Bal, P. M. and De Lange, A. H., 2015. From flexibility human resource management to
employee engagement and perceived job performance across the lifespan: A multisample
study. Journal of Occupational and Organizational Psychology. 88(1). pp.126-154.
Buettner, R., 2015, January. A systematic literature review of crowdsourcing research from a
human resource management perspective. In System Sciences (HICSS), 2015 48th Hawaii
International Conference on (pp. 4609-4618). IEEE.
Cardy, R. and Leonard, B., 2014. Performance Management: Concepts, Skills and Exercises:
Concepts, Skills and Exercises. Routledge.
D'Cruz, P., Noronha, E. and Beale, D., 2014. The workplace bullying-organizational change
interface: Emerging challenges for human resource management. The International
Journal of Human Resource Management. 25(10). pp.1434-1459.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management. 27(3).
pp.453-472.
Farnham, D., 2015. Human Resource Management in Context: Insights, Strategy and Solutions.
Kogan Page Publishers.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see where
it is going longer term?. Human Resource Management Review. 25(2). pp.176-187.
Nguyen, T. H., 2016. Building human resources management capacity for university research:
The case at four leading Vietnamese universities. Higher Education. 71(2). pp.231-251.
Nkomo, S. and Hoobler, J. M., 2014. A historical perspective on diversity ideologies in the
United States: Reflections on human resource management research and practice. Human
Resource Management Review. 24(3). pp.245-257.
Runhaar, P. and Sanders, K., 2016. Promoting teachers’ knowledge sharing. The fostering roles
of occupational self-efficacy and Human Resources Management. Educational
Management Administration & Leadership. 44(5). pp.794-813.
Online

Tesco workers take company to court over alleged discrimination. 2016. [ONLINE]. Available
through. : <https://www.theguardian.com/business/2016/oct/16/tesco-workers-take-
company-to-court-for-discrimination>.
OsBorne. B., 2018. 5 Ways to Reduce Discrimination In Your Workplace. [ONLINE]. Available
through. : <https://www.justifacts.com/resources/5-ways-to-reduce-workplace-
discrimination/>.