Importance of Employee Relation in HRM Decision Making

This article discusses the importance of employee relations in influencing HRM decision making. It explores how employee relations impact HRM practices and decision making, and highlights the benefits of maintaining positive employee relations.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1) Purpose and functions of HRM in workforce planning and resourcing..........................3
P2) Strengths and weaknesses of approaches of recruitment and selection...........................5
TASK 2............................................................................................................................................6
P3) Benefits of different HRM practices................................................................................6
P4: Effectiveness of HRM practices for profit and productivity of company........................7
TASK 3............................................................................................................................................9
P5 : Importance of employee relation in influencing HRM decision making........................9
P6 : Elements of employment legislation and its effect on HRM decision making...............9
TASK 4..........................................................................................................................................11
P7: Application of HRM practices the context of work.......................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
HRM is a basic function of the organisation that aims to maximisation of the employee
performance of employees so that overall objectives can be achieved. It is for responsible for the
purpose of recruitment of people and further retaining them in the organisation in the long run.
Present report is based on HR department of the organisation for achievement of more
competitive advantage and consists of the functions of HRM department in the planning of
workforce (Kavanagh, and Johnson, Eds., 2017). Present report is based on Tesco that is a
British multinational retail having its headquarters in England, UK. There are different aspects of
HR department of this organisation that is helping in planning of workforce, strength &
weakness for various selection and recruitment and different HR practises that has benefits for
employers and employees and importance of employment legislation and employee relations.
TASK 1
P1) Purpose and functions of HRM in workforce planning and resourcing
Overview of organisation
Tesco is an international British retailer which deals in groceries and general merchandise
and has its headquarters in London, UK. The company has its stores located in more than 12
countries and is the largest employer in UK in the private sector. The company’s position is 3rd
when measured in terms of gross revenue. The company aims at creating high value to customers
by giving them high quality of products so that their living standards can be improved. This
makes the role of HRM in company very important so that the employees can be directed to
perform better and give highly efficient services to customers thereby increasing customer
satisfaction (Armstrong and Taylor, 2020).
Purpose and functions of HRM in workforce planning and resources
The purpose of HRM is to manage the employees of company so that its goals are
accomplished within time and budget. HRM of a company play various roles like meeting the
staffing needs of company, employee compensation, training and development, work design and
allotment etc. so that the tasks can be strategically completed on time and in a systematic
manner. Following are the functions of HRM which help it in planning workforce and resources
in Tesco:

 Job analysis and job design: The HRM of company plan and allot the work among the
employees of Tesco based on their experiences and qualifications so that they can
perform the tasks given to them in an efficient manner. Analysing the requirement of job
and designing work in Tesco help in improving the efficiency of work performance. Performance appraisal: HRM is also responsible in appraising the employees based on
their performance so that they can be encouraged to perform better which can help in
improving the customer experience so that more customers can be attracted and sales of
company can increase (DeCenzo, Robbins and Verhulst, 2016). Recruitment and selection: Recruiting and selecting employees based on the job role so
that right number f people having right skills to perform the job can be selected which
can help the company in having a potential workforce so that a competitive advantage
can be gained. Compensation and benefits: In order to motivate the employees so that their productivity
can be improved the HRM also give compensation and rewards to employees so that they
can perform even better. Training and development: To make the employees highly efficient in their work and to
acquire new skills to perform a work regular training and development is given to
employees in Tesco so that work can be effectively performed.
 Planning: It relates to planning the workforce structure so that appropriate number of
workers can be assigned jobs based on their skills so that work can be com0pleted on
time.
HR role in fulfilling the objectives of company
HRM manages employees of company in such a manner that their potential and skills can
be effectively utilised and their work performance can be improved so that high customer
satisfaction can be achieved (Manda and Wood, 2016). This help in improving the brand image
of company in market which help in attracting more number of customers so that sales of
company can increase. This also help in increasing the trust of customers in company as their
demands are catered efficiently and high quality of services are given to them which help in
achieving the objectives of Tesco. This also gives Tesco a competitive edge in market thereby
improving its customer base.

P2) Strengths and weaknesses of approaches of recruitment and selection
Recruitment is a function of the HRM of company so that prospective employees can be
searched, attracted and motivated to apply for a job role in an organisation so that a pool of
workforce can be generated that can help in achieving company goals and objectives on time.
Following are the approaches of recruitment that are followed in Tesco: Internal recruitment: When the candidates suitable for a job role are selected from
within an organisation by the way of promotions, referrals, transfers etc. which help in
getting a pool of required workforce from the employees already working in the
company. Strengths: This process is highly cost and time effective as it can be easily
done based on the past records of the performance of employees so that job vacancy can
be filled by a talented worker. This process help in encouraging employees to work
efficiently as this will increase the chances of their promotion (Wilton, 2016). Also the
workers chosen by this method can easily adapt to the working environment of company.
Weaknesses: This method restricts the choice of suitable employees for a job role and
can also limit the entry of innovative ideas through external recruitment. Also this
method can lead to promotions due to favouritism which can increase internal conflicts.
 External recruitment: When candidates suitable for a job role are selected from outside
the organisation so that workers having new skills and talents that are required to
complete the task is known s external recruitment. The ways of doing this is by
employment agencies, campus placements, walk-ins etc. Strengths: This help in
acquiring fresh talents and skills so that innovation can be promoted in company. It also
help in improving the quality of workforce which is important in making work
performance better. Weaknesses: The process takes time and is costly than internal
recruitment. As new employees are recruited they can take time to adjust to the company
working environment (Delery and Gupta, 2016).
Tesco can use any of the above approaches as per the requirement of job role so that efficient
staff members can be recruited who can help in performing the tasks in an appropriate manner.
Selection is a process in which the candidates suitable for performing a job role are selected
based on various selection criteria like interviews, assessment tests, group activities etc. This
process helps in selecting the best candidates who can perform a job so that company goals are
achieved efficiently. Following are the selection processes applied in Tesco:

 Interviews: It is a method in which face-to-face conversation is done with the candidate
and specific generic questions related to job are asked to the candidates so that their skills
and qualities can be judged and best candidate can be selected. Strengths: This method
help in evaluating candidates based on their communication skills, confidence and their
ability to answer job related questions. Also this method help in saving time as a
candidate can be selected based on a small conversation. Weaknesses: The candidates
may fabricate their answers and provide incorrect information about them. Also the
interviewers can be biased towards some candidates who have been referred to them
(Longoni, Luzzini and Guerci, 2018).
 Assessment and selection test: This is a process in which test is conducted and the logical
and aptitude knowledge of a candidate can be judged so that candidates having the ability
of solving problem can be selected. Strengths: This help in selecting the candidates
having good knowledge and ability to solve situational based problems. Also it helps in
giving equal and fair chances to all the candidates which improves the selection process.
Weaknesses: Aptitude knowledge does not necessarily demonstrate the employability
skills of an employee which can lead to selection of wrong employees for the job. Also
the assessment process takes time as first the test is conducted, then checked and
evaluated so that best candidate can be selected (Cavanagh and Fossey, 2017).
Tesco can make use of any of these selection criteria based on the requirement of skills that
are desired in an employee to perform the job role.
TASK 2
P3) Benefits of different HRM practices
HRM practices are the approaches that are used by the HR of a company so that employees
can be attracted, developed, motivated and retained in company. These practices help in utilising
their complete potential so that they can help in achieving company objectives on time.
Following HRM practices help in benefiting of both employees and employer in following ways:
Basis Benefits to employer Benefits to employees
Performance
appraisal
When the employees are paid based
on their performance it help in
motivating them to perform better so
Performance appraisal helps the
employees in using their skills
efficiently so that they can improve

that Tesco can build strong customer
relations (Yong and Mohd-Yusoff,
2016).
their productivity which also give them
job satisfaction and help in their
professional development.
Training
and
development
Through these programmes the
employees can acquire new set of
skills and knowledge required to
complete a work which also improve
their work efficiency and improve
innovation in Tesco.
Training and development programmes
help the employees in acquiring new
skills that help in their personal growth
and also increase their ability to
perform better.
Recruitment
and
retention
Through recruitment highly talented
and skilled worker can be recruited in
Tesco which improves its
competitiveness in market and also
through retention the cost of frequent
recruitment can be saved and talented
workers can be retained.
Employees get chance to use their
abilities in an efficient manner, get
promotions and give them growth
opportunities.
Conflict
resolution
This help in improving work culture in
Tesco and build a friendly working
environment.
This help in reducing stress,
competition and conflicts among
workers leading to a good atmosphere
for working.
Thus from the above discussion it can be said that the HRM practices play an important
role both for the employers and employees in Tesco which help in managing the relations of
employees so that their performance can be improved and their quality of service can also be
improved. This benefit Tesco in giving more customer satisfaction so that more number of
customers can be attracted and string relations can be built with them (Yusliza, Othman and
Jabbour, 2017).
P4: Effectiveness of HRM practices for profit and productivity of company
HRM is with concern for effective use of human resources in organisation for the purpose
planning, directing, organising and controlling for purpose of procurement and development of
accomplishment of overall goals of organisation (Nolan. and Garavan, ., 2016).

In every organisation there are certain practises that are related to the overall profit and
revenue for organisation. Relation with Tesco there is consideration for employee performance
monitoring and overall management that is one of the most important practises in improving
employee productivity (Guest, ., 2017). There is use of 360 degree feedback that is a approach in
which employees objective in the starting of the year for the their performance is reviewed in the
and at the end. Based on the overall performance review there is comparison against the overall
objectives of organisation and different areas are identified which have the scope of
improvement so that employees can be made more productivity and goals can be accomplished.
Case of Tesco There is several training programs that have been initiated for enhancement of the
productivity and profitability. There is a website that has been set up for managers to describe
different aspects for managing employee performance.
Different Methods of HRM practices
There are different types of part of organisation related with achievement of their laid
goals. There are HRM practices such as mentoring feedback system leadership training incentive
system. Containing is a approach that is used by Tesco for the purpose of retaining of employees
monitoring of their performance and improvement of overall productivity that is linked with
higher revenues of the organisation (Danyand Torchy, 2017).
Evaluation of HRM practices
Human resource practices are very helpful for Organisation in such as recruitment of new
people fulfilment of vacant positions planning their overall monetary compensation and
associated benefits management of conflict. Apart from benefits it has certain negative impacts
like training program that leads to making of employees more competent and increasing their
skill level but again it has higher associated cost point of organisation which leads to affecting
their overall profitability level. Pictures in Tesco the 360 degree feedback approach that is
applied it's but at the same time it can sometimes lead to the motivation of employees as
managers to some sort of punishment and it can lead to lot of wastage of time part of employee
and employer.

TASK 3
P5 : Importance of employee relation in influencing HRM decision making
Employee relation is the efforts made by organization for management of overall relation with
employees (Cascio, 2015). Tesco is organization that is having good relations with all their
employees working at different levels that help them in minimization of internal conflicts
increasing the understanding level. Positive relations are important both for employee and
employer as discussed below.
1. Healthy relations are helpful in reduction of absenteeism that can make employees more
comfortable and facilitation of employees to have their focus on improving performance by
providing training and resolving of conflicts.
2. Enhancement of productivity as employees are willing to make more cooperation and
taking decisions for enhancement of revenue as production is directly linked with employee
productivity and their level of contribution.
3. Involvement and participation of employee is high when there are good positive relations
with the overall management it helps them in providing more suggestions and initiating to
take managers in performing their overall job roles and responsibilities. it further also leads
to minimization of overall level of conflict that occurs between employer and employee.
4. Employee management is very important for every organization for making the teams feel
that they are integral part of organization this is a strategy that is prepared by organization
according to some specific situation. Strategies that are related with employee engagement
in context of Tesco are.
5. Encouragement of employee’s access ability as they can make adjustments according to
their working schedules locations that they are willing to work from it leads to increasing
their loyalty and productivity level for the organization.
Human Resource managers of Tesco timely feedback that make their employees get timely
opinions for different decisions that have to be taken in the organization.
P6 : Elements of employment legislation and its effect on HRM decision making
Elements of employee legislation consist of the employee rights and modulation
relationship with their employers. For protection of employees at the workplace there are certain
elements of employment legislation related with individual employment health relationship

overall working conditions working hour’s remuneration father other benefits such as Trade
Union and overall Industrial Relation (Matsumoto, 2019). The overall impact of employment
legislation on Human Resource Management for the purpose of decision making is discussed
below.
1) Data Protection Act: It is the act of UK that is for the purpose of controlling age of person
information by the organisation for protecting individual interest of data actually belongs. For all
organisations we can store the data according to their will that is both on online or offline
sources it has a impact on the overall decisions that they have to make employees (Sokolov,. and
Zavyalova, 2019.). It is mandatory for all organisations including Tesco that they have to
maintain overall quality of data and try to keep it in a form that is that it cannot be leaked to
anyone without the organisation.
2) Anti discrimination law: Is a lot of UK that is promoting that there must not be any indirect
or direct discrimination that should take place in a workplace and it is covering basically three
aspects that is discrimination based on race sex or disability and that consists of marital status
nationality gender colour education access to facilities etc. This is the act that is influencing the
overall process of decision making of human resource managers in Tesco while they are being
recruited so that there can be no discrimination among employees on any grounds (Hui, 2017).
Critical evaluation of overall employment legislation
Employee relations are one of the most important aspects that is beneficial both for employer and
employee. In case of Tesco, organisation culture has to be made so comfortable that employees
are willing to make higher contribution and their overall engagement can be increased working
in our environment that is full of positivity more contribution compared to the present level
(Mandaand Wood, 2016). When organisation is following all the rules that have been formed by
government and it gives a sense of satisfaction to the Employees and they feel that they are
working in a protected and controlled environment which is having a direct impact in a positive
way to their overall contribution which they do towards fulfilment of their responsibilities.

TASK 4
P7: Application of HRM practices the context of work
Human resource practices basically are applicable in various activities of organisation.
The person specification that has been developed to show the example of how it is used and the
purpose of its development for a organisation (Bailey and et. al., 2018). Specification basically is
a document which consists of knowledge experience skill abilities and qualities possessed by a
particular person for performing a specific job. It is mostly derived from the job specification
that is prepared for a particular kind of job. Specification is for identifying the specific needs of a
job and it consists of all the attributes that must be measurable and justifiable at same time.
This is a document that helps a recruiter for analysing the different candidates and selecting the
best suitable according to the job requirement.
Job Advertisement:
This is the first step of hiring a employee in organisation where a organisation is placing their
advertisement in order to attract maximum individuals. It is very crucial for human resource
department of every organisation to design a job advertisement in order to attract competent
individuals according to a particular vacant position in a organisation.
Job Advertisement
HR manager required
Administrative department
Applicants are being invited for post of a HR manager in the human resource department of
Tesco.
Eligible candidates must have following skills to apply-
 Graduated with a minimum of 60% from recognised university.
 Working experience of minimum 1 year.
 Must posses effective communication skills.
Time-scales
Inviting applications from candidates 20 - 25 June, 2020
Short listing of applications 7- 9 July, 2020
Interview date 15-18 July, 2020
Job description:

This is the second step where Job description is used for purpose of describing the basic key
requirement of a job according to available vacant position.
JOB DESCRIPTION
Organisation: Tesco
Section: Administration division
Designation: - Human resource manager
Job Address: England, UK
Job summary
A competent candidate is required who can handle all roles and responsibilities assigned by
senior HR managers. Form and lead team working on specific projects. Using a particular
leadership style for purpose of managing teams and all subordinates.
Role: -
Coaching & managing employees
Analysing employee requirements
Conflict resolving
Problem solving
Other nob specified responsibilities assigned by senior human resource managers
Job Specification
In the third step job specification is prepared to specify the key requirement of a job. Below
discussed is the Job specification for the post of HR manager of Tesco.
Job information
Position: Human Resource Manager
Organisation: Tesco
Job Purpose: Human resource department of Tesco has a vacant position for HR manager who
has effective management and communication skills necessary for critical thinking and proper
time management skills.
Roles and Responsibilities:
Making procedure and action plan for employee selection for different job positions.

Maintaining employee relations.
Organising activities like recruiting and selecting of individuals.
Key Requirements:
 Completed graduation having specialisation in HRM
 Minimum of 2 years of work experience as HR manager or working in HR department.
 Adequate knowledge of application of theoretical approaches and human resource
practises.
.
Person Specification
 Post: Human resource manager
 Department: HR Administration
 Key: it reflects the evidence of a post in the process of recruitment :
(A) : Application form, (I) : Interview, (R) : Role
Attributes Essential Desirable
Qualification &
Experience
 Graduation completed
 Post graduation with
specialisation in HR
 Minimum 1 year experience
in HR department
 Additional diploma courses
 More than 2 years of
experience
Skills or
Abilities
 Interpersonal skills
 Software operating skills
such as excel, outlook etc.
 Experience in conducting a
project and leading a team
 Analysis of prospective risk
 Ability to mentor all the
subordinates

CV:
A CV helps in seeking a person according to required specific criteria of job. It helps in
establishing direct communication of a prospective employee by a organisation. Below
mentioned is the CV for the post of HR manager in Tesco.

Curriculum Vitae
Address : 681, Rover street, London
Phone no.: 12544797412
Email id: [e-mail]
Objectives
Looking for a opportunity that can help in adequate use if my present skills & knowledge level in
utilising for a attractive job opportunity in filed of HR.
Work Experience
 Worked for a period of six month in HR department of Atlantic, London, 2016-2018.
 Having a 1 year experience as HR assistant in Trans centre, London.
Qualifications
 Graduated with specialisation in HR from Rodney university, 2010
 Master's degree with HR specialisation from Delaware university,2012
 High school from Grover high school, in 2009
Certificates -
 Certificate in MS office software.
 Certification course in transactional and transformational aspect of leadership.
Personal information
Date of birth- 28 March, 1994
Hobbies- playing soccer, Calligraphy.
Key skills
 Skill leading a team and handling of all the conflicting situations
 Authoritative and effective communication skills.

Interview Questions:
After rejecting the non required and not eligible candidates there is a interview round conducted
of these individuals who are competent enough according to their present level of skills and
knowledge. Interview questions help in making a detailed assessment of candidate according to
their competence level. It also helps in detailed examination of a prospective employees
according to desired skills in a organisation. Below discussed are some questions that have to be
considered by HR manager of Tesco while they are willing to hire for the position of a human
resource manager.
1. Tell me something about yourself apart from the information mentioned in your CV?
2. Why do you want to work with Tesco and your specific expectation from the available profile?
3. How are you going to keep yourself motivated while working towards organisational
objectives?
4. Which is the most appropriate management style and why?
5. How will you deal with various conflicts and issues that are arsing in the course of regular
workplace functioning?
Job offer:
This is the last step of hiring suitable candidates where the most suitable candidate
according to above steps and the face to face interview round is selected by the organisation.
There is a offer letter sent to inform the selected candidate and get the confirmation where a
competent candidate is select individual is joining or not.
Job Offer Letter
Mr./Ms,Last-Name
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
Tesco is privileged in offering you position of HR Manager. You posses appropriate s
experience & skills according to requirement of our organisation.
Roles and Responsibilities:
 Performing all the HR functions.
 Supporting head HR managers and HR executives in managing of human resource

functions
 Making recruitment & selection plans for employees.
Joining date: 20 July, 2020
working hours: 09:00 AM to 6:30 PM
Salary: £250,000 per annum
Compensation benefits: medical insurance, accommodation, conveyance facility and food
facility
If you are accepting this offer then let us know by sending us a copy of your acknowledgement
and confirmation mail. If you face any query contact us on the same mail or contact by contact
number on our website.
Sincerely,
First-name,Last-Name
Director,Human-Resources
Tesco
____________
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------

Main objective of preparation of all above mentioned documents is to help human
resource department in the overall interview process that helps in removing any kind of business
in analysing all the candidates in a fair manner. Actually need for making a analysis of a
candidate according to the job requirements for a particular position and then applications only
from the candidates that possess skills according to set specific requirement and there are no it
relevant candidates

CONCLUSION
It can be concluded from above discussed that human resource management refers to one of
the most important functions for achievement of overall goals of organization and performing
different associated activities that help in management of human resource of organization across
various different levels. Employee is ultimately responsible for performing all the functions and
achievement of objective that have been laid by the top departments of the organization so a very
important that is placed by HR practices in increasing the contribution made by employees
towards performing such assignment duties and responsibilities according to their position they
hold. Also there are different human resource practices that have to be taken care of for men
positive and healthy employee relations with leads to reduction of internal conflicts and
maximization of effectiveness of employees’ contribution. There is use of various techniques
like job advertisement, job specification for the purpose of hiring candidates according to
specified requirement and there is further interview questions that are developed to asses a
candidate based on results drawn form such interview sessions. After this there is presentation of
a offer letter to intimate the Candidate according to the result of interview.

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