Human Resource Management Practices and Performance

This study guide focuses on human resource management (HRM) practices and their impact on organizational performance. It covers various HRM theories, models, and applications, including strategic HRM, high-performance work systems, employee engagement, and green HRM. The study guide also discusses the importance of HRM in achieving business objectives and improving operational performance. Relevant studies and research papers are cited to support the concepts presented.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ........................................................................................................................................1
P1. Functions and purpose of HRM ...........................................................................................1
P2. The strengths and weaknesses of different approaches to recruitment and selection..........2
TASK 2 .........................................................................................................................................4
P3. Benefits of different HRM practices within an organisation ...............................................4
P4. Evaluate the effectiveness of different HRM practices .......................................................5
TASK 3............................................................................................................................................6
P5. Analyse the importance of employee relations ....................................................................6
P6. Key elements of employment legislation and the impact it has upon HRM decision-
making ........................................................................................................................................7
TASK 4 ...........................................................................................................................................8
P7.Illustrate the application of HRM practices in a work related context..................................8
CONCLUSION ...........................................................................................................................8
REFERENCES ............................................................................................................................10
...................................................................................................................................................11

INTRODUCTION
Human resources management is one of the important department in an organisation. On
firm can work without their workforce. There are many other departments also which take place
in an enterprise. Each department is having its own importance. HR department is one the most
vital aspect of firm (Hendry, 2012). To perform any task it is essential to have human resources.
They decide company success and failure. To handle workforce separate department is there in a
firm. This department is having their own roles and responsibilities. Authorities are responsible
for hiring new people in an organisation, trained them, motivation and conduct appraisal
activities.
The company which is taken into consideration is Tesco. It is one of the largest super
market retail chain in UK. Firm is having large market share in UK and they are also planning to
invest and expand their business in other countries also. The main motive of organisation is to
provide high quality of products in lower prices.
In this different purpose and function of HRM has been discuss in this report. Different
approaches of recruitment and their strength, weakness has been be mention in this assignment.
The benefits has been discuss about employment practices. Importance of employees relations
also been describe in this project.
TASK 1
P1. Functions and purpose of HRM
Different kind of function are there which are performed by HRM. These function are
very important to perform in effective manner so that business operations can run smoothly.
Some of the functions are as follows.
 Planning: In this HRM planning about the number of employees that can be required by
firm to accomplish enterprise goals and objectives (Boxall and Purcell, 2011). For this
research has been done so that information can be collected and by this human forecast
can be done. The demand need to meet at its particular point of time for this planning and
staffing has to be done.
 Staffing: Staffing includes the recruitment and selection process. HRM department try to
appoint right candidate for right job. Recruitment is process by which qualified person
can be appointed in an organisation. In selection process development and training part is
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included. In this panel need to decide which candidate they need to select nad which one
to reject.
 Employees development: The development helps to enhance the knowledge of candidate.
By which they can perform in effective manner. The training and development gives to
those candidate who are newly appointed in firm. HRM make sure that employees
productivity should be maintain. In large organisation development program are
conducted in regular manner (Brewster and Hegewisch, 2017).
 Employees maintenance: HRM need to maintain the employees in an organisation. This
department need to solve employees problem. Understand their needs and wants by this
employees satisfaction can be improved. When workers are working for particular
company. It is responsibility of firm to take care their employees and make sure they are
not negatively affected by business operations.
Purpose of HRM
Following are the purpose of HRM
 Internal customer management: HRM make certain policies which can attract more
new candidates. So that quality of work force can be attracted.
 Matrices: HRM need to interact with every workers at different level in an
organisation. By metrics method the cost can be estimated and efficiency can be
increased.
 Employees relation: The another purpose of HRM is to build relation between
employees and employers (Daley, 2012). This department also create the awareness
about the culture which employees need to follow. They also relocate the employees
from one place to another and make sure that they can understand particular location
culture and environment.
 Laws: The another main purpose of HRM is to follow the legal laws properly. They
design compensation plans, conflict resolution schemes. All these problem need to
solve by considering legals laws.
P2. The strengths and weaknesses of different approaches to recruitment and selection
There are different types of approaches which can be used to recruit and select the
candidate for firm. Company can choose different approach according to their needs and
requirements. At the same time two or more approaches can be adopted a firm. The main motive
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of this approaches is to recruit candidate in effective manner. Following are the approaches given
below.
 In house recruitment: This approach is also called internal recruitment in this model
firm decide to recruit people from inside organisation. The main advantage of this
process is firm can recruit people those who are already part of company and they are
very familiar with firm environment and work structure. This took less time to hire
people and cost is also less (Bratton and Gold, 2012). The employees get motivated
because they are getting promotion by which their productivity can be improved. The
disadvantage of this model is firm can attract limited number of candidates no new
talent participation would be there.
 Outsourcing: This method is adopted when company is having lots of responsibility and
they are lots of activity that need to be address in this case they go outsourcing
employees for other regions. The expertise participant in this activities so that company
should get most qualifies person for their organisation. The merits of this process is that
as experts are involved they have high knowledge and skills regarding this field so that
quality of candidate should also good. This also minimise the risk factors as
professionals are recruiting for company. Firm can easily operate their business because
they do not have burden to recruit and selection of good people. The main demerit of
this model is enterprise need to bear lot of hidden cost. There is also less customer
focus this there.
 Employment agencies: This is another way by which recruiting can be done. There are
various agencies are there those who act as intermediary between company and
employees. This help employees to get their willing job and company to get their
potential candidates (Guest, 2011). As the network of these agencies are very large.
They can easily create the pool of candidate and provide required people to firm. The
agency is responsible to send right candidate to an enterprise. The main strength this
model is agencies are having large number of candidates so they can choose most
adequate person. The demerit of this model is that some times it can happen that
recruitment agencies force candidate to join particular jobs even if that job profile is
not suitable for them.
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Company follow internal and external method to recruit people. These methods are
having their own merits and demerits. Tesco is hiring people from external sources as they need
for dynamic people. So they like appoint people those who are more creative and innovative
because of this they go for external recruitments because more candidate can participate in this
activity (Chelladurai and Kerwin, 2017).
TASK 2
P3. Benefits of different HRM practices within an organisation
When an HRM practices are conducted in organisation there are many benefits take place
for employees and employers. These practices are usually performed by leader and manger. The
practices include training, development, hiring, payroll and others. These have benefits to both
employees and employers. Following are benefits of these practices to employees.
 Conflicts resolution: There are different kind of conflicts take place in an enterprise.
These conflicts are one of the major issues which firm is facing. From HRM practices the
conflicts can be solved. If there is less conflicts the coordination between workers also
improves and this make their relation more stronger. There is rules and policies which is
formed by firm and manger need to considered all these policies while taking any
decision. Different reasons are their by which conflicts take place such as change in
behaviour, attitude, poor communication, dominance and others. Manager try to
understand these factors and try to solve issues which give satisfaction to both parties.
 Training and development: The another benefit of HRM practices is training and
development. Manager design the appropriate methods by which training can be provided
this may bring new opportunities for employees and employers and they improve their
skills and productivity (Wright and McMahan, 2011). In this way enterprise can grow
and workforce engaged with company for longer run.
 Employees relation: The another benefits is employees relation. Employees and employer
are free to connect with HR department if they are facing are problem in an organisation.
This department try to solve solve their problems and understand their needs and wants.
By that issues are need to be solved.
 Information resources: Employees can get the answer of their questions directly from the
HR departments. HR department supposed give relevant information to employees and
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employers. The information can be related to benefits, compensation, leaves, programmes
and any other issues.
Following are benefits to employers.
 Building flexible workforce: By this flexibility can be generated. In this employer have
authority to take their decision. By which their motivation can be increases and they take
right decision in particular situation.
 Motivating workers: If employees are proper motivated they do work in more effective
manner. In this situation employers get time to do their task. They get chances to do their
work from employees (Storey, 2014). It may have positive impact on organisation.
 Promoting positive behaviour: As HRM practices are conducted in proper manner and
employers all queries are solved at proper time. It leads to encourage the positive
behaviour of employers. This positive behaviour leads to provide reward to employers.
That can influence their behaviour in more positive manner.
Tesco is conducting many activities in which rewards, appraisals, promotion, training
which may have positive impact on employers and employees.
P4. Evaluate the effectiveness of different HRM practices
HRM practices have great impact on enterprise revenues and productivity. By HRM
practices right Tesco is able to hire right candidate for right position. Person get interest in their
job because they are working in their particular field. When candidate is getting proper training
and development. They learn more knowledge and enhance their skills. By this their productivity
can be increased (Renwick, Redman and Maguire, 2013). By this bottom line employees are
improving their efficiency and by this they serve their customers in more better ways. This tends
to gain customer satisfaction and firm can get growth. This tend to earn more revenues.
Another problem is conflicts which is occurs in an organisation. By HRM practices this
problem can be solved. This tends to improve the coordination between employees. If the team is
working in coordination the cost and efficiency can be improved and operation activities can
done in smother manner. As employees are getting motivation from their superior. The worker
do their task in more dedication manner. All these activities provide success to an enterprise.
By proper training , motivation the employees engaged which company for longer period.
As they work in effective manner the cost can be also reduce, less wastage should be there. This
leads to brings more profits in an business unit. In context to Tesco their all employees are very
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high qualified so they they serve their customers in proper manner. This is one of reasons that
firm is having high growth, high profit and high market share. Tesco is conducting program in
which employees get training of new technology which comes into marketplace. In this training
session all workers are sharing their knowledge and skills. Which tends to increase their
effectiveness. By this it is concluded that HRM practices are very important for every
organisation (Alfes and et. al, 2013). This not only grow the individual in an enterprise but also
provides overall growth to an firm. HR department need to monitor these activities proper so that
employees have their own particular direction to follow. They should have proper concentration
on their work. By this objectives of firm can be achieved in particular time and in effective
manner.
TASK 3
P5. Analyse the importance of employee relations
Employees relation is very important topic in an organisation. Mangers and leaders are
working on this concept so that healthy relation can be established. When their healthy relation is
their between employees any problem solved automatically. Employees learnt a lot from each
other and if cooperate with each other they can improve their mistakes and enhance their skills.
Strong relation tends to provide good customers services. For example when an customer is
visiting any store of Tesco and staff of company is treating them in very good manner like help
in finding product customers wants. Solve their queries and bill their products without much
waiting time. By this customer retain to firm and brand image can be improved. The conflicts
can be reduce which can be arise in business unit.
Strong relation bring healthy environment in an organisation. There is large influence of
employees relation on HRM business decision. This concept help HR to take decision and solve
problems accordingly. There are different kind of decision need to take by HR. This strong
relation help to adopt proper strategy by HR department. As there is good relation employees
gives good assistant to new candidates which join the company. These new people get more too
learn and it can be easy for them to cope with their seniors. As they get good treatment it can
increase their motivation and their efficiency (Jabbour and et. al, 2013). This tends to make them
to bring new ideas and creative innovations by which problems can be solved in its easiest way.
As good relation is their the workers feel good about their atmosphere. There are certain
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situation can be happen in which in relation can be hampered in this stage the proper action need
to make so that no negative impact can be occurs on business environment.
Tesco always make their strategy by concerning that their should strong relation can be
build among employees. There are many is session which is conduct by firm in this employees
get chance to interact with their staff. Lot many question being asked in which employees can
express their problem which they are facing in an organisation. These activities help firm to build
strong relation with their staff members also to make certain strategies and policies regarding
enterprise. When there is strong relation between employees following are the benefits which
company gets (Kehoe and Wright, 2013).
 Productivity: Strong relation bring healthy environs in an organisation. This improves
the productivity of employees. They staff used to make good quality of products
according to given standard. The ground staff handle customers in proper manner. By
this firm can earn more revenues and achieved its planned objectives.
 Employees loyalty: Motivation help employees to bring loyalty towards organisation.
As all problem of employees are getting solved it tends to give them satisfaction and if
they are satisfied the loyalty can be improved. By the employees retention can be
improved. The employees turnover can be reduce. Firm do not need to hire people
again and again.
 Team work: When there is proper coordination is there it tends to decrease conflicts
among workers. By this task can be completed in proper given time. By this
productivity can be improved and more task can be attain in particular day.
Tesco is having their major focus on human resources activities. In every decision
making there is main concern of human resources are there. Management also give freedom to
their employees so that worker feel free to share their problems.
P6. Key elements of employment legislation and the impact it has upon HRM decision- making
There are different laws which company need to implement in their organisation. These
laws have great impact on management and operations. Some of the laws are given below.
 Anti discrimination: In this laws it is specified that the recruit and selection should be
done without having any discrimination (Flamholtz, 2012). The firm do not need to hire
people on basis on race, age, sex and other. If enterprise is recruiting on all these basis
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then reputation can be affected. Enterprise have to select an individual who is having
potential capabilities.
 Wages and hour: There is an Act in which minimum wages rules are given. In Fair
labour Act. The employees entitle wages are given. HR need to check this wages list in
regular manner. So that they pay their workers according to standards.
 Leave provisions: There is medical leave Act and Federal family. In which company is
entitle to give 12 weeks of unpaid leaves in 12 months. Employees should get leave if
there is any issue in with their child, spouse.
 Medical and disability: In this the disable person are taking into consideration and
company need to give them special facilities so that their duties can be fulfil properly.
If a person is having any problem. All facilities should be provided to him in business
premises (Ployhart and Moliterno, 2011).
This all laws having impact on HR activities. When firm is making their strategies they
need to concern all these Act and then prepare their policies. So that no future complications
should take place.
TASK 4
P7.Illustrate the application of HRM practices in a work related context
There are many HR practices which is taken into consideration in Tesco. These activities
can be training and development, motivation, appraisals and many more. Tesco wants expand
their business. Their are many segments in which company is dealing so they want expand their
food market in other countries also. For this firm need to hire people for their new projects.
Tesco is having their own recruitment process. They usual update their job vacancy on company
official website (Moutinho, 2011). When there is any requirement are their that particular
department need to inform HR department so that they conduct activity accordingly. Tesco is
providing training and development to its employees so that they get knowledge about new
technology in market place. The firm also go for appraisal activities. This can be done in
negative and positive manner (Batt and Colvin, 2011).
Job description
Organization Name OMC Opportunities Ltd
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Job designation Self employed ( General labourer)
Location 39 Edrick Road, Edware
Report to Human Resource Manager
Roles and Responsibilities  My responsible is doing manual work. This
work required high physical fitness and
strength to construct building.
 I have to do physical manual work such as
foundations, fitting windows, clearing sites,
building walls.
 I need to cooperate with other professional
such as architects, plumbers and electricians
in order to construct offices, houses.
Skill Required  A strong knowledge of particular subject
 Excellent interpersonal, oral and
communication skills
 Evidence of ability to teach and to supervise
academic work by undergraduates
 Person should has ability to work
collaboratively
 Should have interactive skills so that they can
build more contacts.
Personal Qualities  Commitment to public communications
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 High quality teaching and fostering a positive
learning environment of students
Education qualification  Graduate in particular field
Salary Above 15000 pond
Working hours 10.00 AM to 8.00 PM
CONCLUSION
In this file it is mention that HRM is very important concept for every business. There are
different purpose of HRM. They have different kind of functions by which employees
productivity can improved. HRM is focus on different aspect. The main motive is to increase the
employees productivity by which organisation goals can be successfully achieved. Firm need
establish strong relation with their employees so that worker feel free to share their problem with
them. HRM practices gives benefits to employer and employees both. While making policies of
human resources different legal laws need to take into consideration. So that future consequences
can be minimise.
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REFERENCES
Books and online
Hendry, C., 2012. Human resource management. Routledge.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal, 21(2),
pp.93-104.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Alfes, K and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Jabbour, C.J.C and et. al., 2013. Environmental management and operational performance in
automotive companies in Brazil: the role of human resource management and lean
manufacturing. Journal of Cleaner Production. 47. pp.129-140.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Moutinho, L. ed., 2011. Strategic management in tourism. Cabi.
Messersmith, J.G and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
p.1105.
Batt, R. and Colvin, A.J., 2011. An employment systems approach to turnover: Human resources
practices, quits, dismissals, and performance. Academy of management Journal. 54(4).
pp.695-717.
Online
Goals of Human Resource Management. 2017. [Online]. Available
Through:<http://smallbusiness.chron.com/goals-human-resource-management-
21317.html >. [Accessed on 13th July 2017].
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Employee Relations - Importance and Ways of Improving Employee Relations. 2017. [Online].
Available Through:<http://www.managementstudyguide.com/employee-relations.htm>.
[Accessed on 13th July 2017].
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