Human Resources Management: Nature, Scope, and Key Elements

Human resources management

Table of Contents.
INTRODUCTION................................................................................................................................3
LO1 .................................................................................................................................................3
LO2..................................................................................................................................................6
LO3..................................................................................................................................................8
LO4................................................................................................................................................10
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13

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
ensured 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
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. the social factor influences
due to development in the society such as cultural practices, behavioural, expectation, composition
and etc. the development in the technology factors influences the labour market due to the
development in process, products, materials, equipment, software and hardware of the computer.
The legal factors of the macro environment affect the labour market as due to changes in the
legislation of the country as well as national prospect etc. the environment factors affects the
consumer market due to the variation in local issues, movements etc (Zinovieva, and et.al., 2016).
A unit of administration which governs the prising and allocation of the labour under the set
procedures and labours in an organization is called internal labour market.
Analysation of turnover, stability and retention of the human resource management elaborates that
when an employee left an organization the company has to bear several charges in order to fill its
place or to find the replacement of the employee. Therefore, it is essential to analyse and manage