Human Resources Management

HUMAN RESOURCES
MANAGEMENT

Table of Contents
HUMAN RESOURCES MANAGEMENT...............................................................................1
INTRODUCTION....................................................................................................................3
LO1 ...................................................................................................................................3
The nature and scope of HRM..........................................................................................3
LO2.........................................................................................................................................6
Key elements of human resource management................................................................6
LO3.........................................................................................................................................8
External and internal factors which are affect the human resource management............8
CONCLUSION.....................................................................................................................10
REFERENCES.....................................................................................................................11

INTRODUCTION
The Human resource management is the department of the organization which is
responsible for various organizational activities such as hiring, selecting. Organizational
planning, establishing healthy relationship between the employee and employer. The
human resource department is also ensuring the employee must be protected through
various employment legislation and the management also ensure that the employee must
be rewarded for its outstanding performance in a particular session (Noe and et.al, 2017).
Company is focusing on the development and the training of the employees which would
improve the performance of the employee as well. Tesco is also offering the rewards to the
employees for the performance of the employees which is motivating the employees to
improve the performance as well. The government has made the laws and the regulations
for protecting the employees of the company so the that the employees would use these
laws for protecting themselves form the company. In this report it has been discussed the
purpose and scope of the HRM in an organization, followed by the key elements of the
HRM, internal and external factors that affect the practices of HRM. Additionally, this report
described about the selection procedure of customer service manager in Tesco.
LO1
The nature and scope of HRM
AS the human resource manager I have asked restructure the department of the
organizations. It would include the effectiveness of the human resource managers and the
service of the human resource managers. It consists of the scope of the human resource
managers and the functions of the human resource managers. These are described
below:
Nature and scope of the human resource managers
The process of managing, deploying, workforce planning, hiring and recruiting of the
employees of the organization is called human resource management.
There are basically five core functions of human resource management i.e.
employee relations, health and safety of the employees, compensation, development as
well as staffing of the employees of the organization.
The various activities of the human resource management are organizational
planning, human resource planning, managing performances, motivation, training &
development, compensation & benefits, health & safety provisions as well as
organizational development.

When the competitors of the organization has greater image in the company's
reward offering than that of employees then this approach is said to be best practice
approach while best fit approach avoid this trap of competitiveness by assigning the
reward according to its employee specific needs and their preferences (Stone and
Deadrick, 2015).
The hard and soft module of human resource management can be explained by
Hard HRM majorly focus on the needs of the business and that why they recruit and
manage accordingly. Such modules tends to have strong links with the corporate business
planning such as what will be requirement for the success of the business, how will they
achieve it as well as what will be the cost the company has to bear to achieve the success.
More of modules treats the employees as one of the resource of the business.
Soft HRM mainly focus on the need of the employees i.e. their roles, rewards,
motivations etc. therefore, in this model the employees needs are considered at priority
and the planning are made accordingly. Employees over here are treated as the most
important resource for the business as well as important source for the competitive
advantages of the company (Noe, Hollenbeck, Gerhart and Wright, 2015).
Every organization is established with the planning of achieving its goals, mission
and objectives. These achievements can be achieved by the organization by proper
workforce planning. Thus, workforce planning is the process which analyses the present
workforce, determines the need of future workforces. Moreover, it identifies the gap
between the current & the future workforce needs of the organization, thus by analysing
the gap the company could implement the solution to minimize the gap accordingly.
The labour market functions through the interactions within managers & workers.
The labour economics keep the check of need of workers and the demands of the
manager for workers. Thus, the labour market tend to understand the resulted pattern of
wages, income as well as the employment.
The development of the labour market is greatly influenced by the external factors.
Those six dimensions that influences the labour market are the elements of PESTEL i.e.
political, economical, social, technology, environment and legal factors. Thus, through
efficient analysation of such macro factors companies could easily find out the various
strengths and weakness associated with business. Additionally, it helps in developing the
strategies of the business.
Various political factors that affects labour market trend of the business are political
issues of the region, local & community trends, changes, events etc. economic factors
includes local and national changes, financial condition of the people of the country etc.