Importance of Employee Relations in HRM Decision Making

Human Resources
Management

Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 purpose and the functions of HRM.......................................................................................3
P 2 strengths and weaknesses of different approaches to recruitment and selection...................4
LO 2.................................................................................................................................................6
P 3 Merits of practices of HRM...................................................................................................6
P 4 effectiveness of different HRM practices for raising organizational profit and productivity
.....................................................................................................................................................7
LO 3.................................................................................................................................................8
P 5 importance of employee relations in respect to influencing HRM decision making............8
P 6 key elements of employment legislation and its impact on HRM decision making.............9
LO 4...............................................................................................................................................10
P 7 Applications of human resource management practices in work related context.............10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management is the department in a company which helps to look after their
employees and manage them on behalf of the company. There are many responsibilities of a
human resource department and some of them are staffing, employee compensation and benefits,
and complying the work. Tesco, is a British origin company who deals in the line of
multinational groceries and general merchandise retailer and the base of operations commenced
in Welwyn Garden City, United Kingdom. It has successfully attained the position of becoming
the third-largest retailer in the world on the basis of revenue they earn and the ninth-largest
retailer across the world. This report includes topics such as purpose and functions of HRM.
Strength and weakness of recruitment and selection. Benefits and effectiveness of HRM. Key
elements and legal constraints of HRM and application of HRM practices in the company
(Jabbour and de Sousa Jabbour, 2016).
LO 1
P 1 purpose and the functions of HRM
HRM is concerned with management of employees and the path from retirement to recruitment.
Recruitment-
Recruitment is known as the process of looking for those people who meet the eligibility
criteria of the company. This process has a purpose and a objective and that is to attract those
people who are more than qualified and possess the skill set required to work for the company.
Other than this it helps companies such as Tesco to give importance to only those people who
match the criteria instead of attracting all people. It is necessary that Tesco makes an effective
plan which consists of all the factors such as how many employees are required. Budget should
be set up so that right amount of employees can be provided with fair package. This aspect helps
the company to save its cost, removes people from the list who does not match up the criteria
(Soltis, Brass and Lepak, 2018).
Orientation-
Tesco needs to understand the importance of orientation as it highlights the brief
introduction of the company and its working patterns. Other than this goals and objectives of the

company with the way that how it can be attained by the employees. Orientation will help the
new employee to get convenient with the structure of the company. This is considered as one of
the most important and necessary functions of HRM. Employee must be clearly guided at this
stage about his role in the company, his position and the duties that are assigned to him.
Maintaining the condition of work-
Human resource department of Tesco needs to be concerned about the management of
conditions related to work. This will improve the level of flexibility for employees and the
environment for work will be better. Also human resources of Tesco need to motivate their
employees in order to get full and more of the efforts from the employees so that they can
complete their task more efficiently. HR department of the company needs to provide employees
with the benefits according to their preference such as financial and non financial as it improves
their level of satisfaction and helps them to retain for a long period of time (Kaufman, 2019).
Employee relations-
It is necessary that the HR department of the company maintains relationship with their
employees as it helps to know about the whereabouts of employee on a personal as well as
professional level. In order to be successful HR department needs to work so that relation
between the employer and employee is maintained (Guest, 2017).
P 2 strengths and weaknesses of different approaches to recruitment and selection
The process of recruitment and selection has totally changed because of the
modernization and advancement in technology. Now it is not necessary for the HR management
of the company to take routes that consumes their lot of time and effort, now they can go online
and recruit people. This helps the company to save their costs and this whole process is known as
internal recruitment.
Internal recruitment-
This type of recruitment can be done by the company in with the help of enabling
promotions or transfers. In this aspect sometimes company allows them to switch their role that
is from full time to part time or permanent (Boella and Goss-Turner, 2019).