Importance of Employee Relations in HR Decision Making

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 The purpose and function of HRM.........................................................................................3
P2 The qualities and the weak points of various approaches of recruitment and selection.........4
TASK 2............................................................................................................................................6
Benefits of various HRM practices..............................................................................................6
P4 Evaluation of effectiveness of different HRM practices........................................................7
TASK 3............................................................................................................................................7
P5 Importance of employee relations that impact decision making process...............................7
P6 Key elements of employment legislation and its impact on decision making of HRM.........8
TASK 4............................................................................................................................................9
P7 HRM practice applied in organizational context....................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management refers to the management of workers or employees into the
organization. Human resource department is responsible maintaining the required number of
employees and workers into the work place. Human resource department is responsible for
conducti8ng the recruitment, selection, training and development programs. They also look out
for issue which is related to employee like employee performance, promotion, reward, award,
salary, and the so on. The human resource department does play a very vital role into any
organization. For reference purpose this report has taken an example of a company, Tesco. Tesco
is a multinational retail company. It is a British company which deals in groceries and
merchandise of general nature. The company has its headquarters in Welwyn Garden City,
England. It is said to be the third largest retail company in the world.
This report discuss about the purpose and functions of HR department, strength and weaknesses
of different approaches used by the department, the benefits of different or various HRM
practices within the both employer and employee. The report also includes the importance of
employee relation with respect for influencing HRM decision making process.
TASK 1
P1 The purpose and function of HRM
HRM is characterized as the way toward enrolling, choosing, drafting, situating and
giving preparing and improvement to the representatives working inside the association. The
primary job of Human asset office is to deal with the representatives working inside the
association in a way that help in achievement of authoritative objectives. Tesco is a British
retailer which works its business all through the world by working a chain of grocery store. Thus
so as to deal with the tasks in powerful way, the administration of HR working inside the
association is basic which support in guaranteeing effective conveyance of administrations to
client (Abdelhak, Grostick and Hanken, 2014). For the administration of representatives and
successful workforce arranging, HR administrator of Tesco must play out specific capacities that
are referenced underneath:
 Recruitment and Selection:- One of the significant capacity of HR chief is to guarantee
that correct workers must be chosen for the correct situation inside the association that help in
achieving objectives or goals. The HR administrator of Tesco must guarantee that high gifted
and capable representatives must be enlisted and chosen for the empty occupation positions so
they support in improving the nature of work.
Training and Development:- It is another basic capacity where workers are being furnished
with legitimate administration and direction so as to improve current just as future execution
(Brunetto and et. al., 2012). On opposite side it should likewise center over sorting out
advancement programs which centers over improving the information on representatives based

on changes in outside condition. The HR director of Tesco must give standard preparing and
advancement program to its worker so as to guarantee improvement of their insight and abilities.
Reason:-
The motivation behind Human asset office is to guarantee that tasks must be acted in a way that
it prompts boost of profitability with the goal that upper hand can be accomplished (Cameron
and et. al.,2014). Following are the principle reason for HR chief of Tesco:
 Law compliances:- The principle reason for Human asset administrator is to guarantee
that every action must be performed by considering all the enactments and lawful norms so as to
evade any sort of legitimate compliances. The HR chief of Tesco must have a careful
information on laws and guideline related with work so viable workforce arranging can be made
by considering all the enactments detailed by government.
 Performance examination:- The HR director is liable for assessing the exhibition of
representatives for distinguishing the presentation hole and working over to improve it. Tesco
HR supervisor should normally assess the exhibition of its representatives to recognize the
presentation hole between genuine or expected and afterward amending those to improve
effectiveness.
P2 The qualities and the weak points of various approaches of recruitment and selection
Recruitment and selection is considered as most fundamental job of Human asset office
which guarantees that representatives with sufficient abilities and capacities must be situated at
opportune spot and work toward achievement of authoritative objectives (Jiang and et. al.,2012).
Recruitment:- It alludes to the way toward discovering suitable members for specific
occupation position and affecting them to apply for that opportunity by promoting about that
activity job. Recruitment essentially utilize two methodologies which are referenced underneath:
 Internal recruitment:- This methodology is utilized when Tesco search inside the
association and evaluating the ability of existing representatives so as to top off the empty
situation by putting a current laborer over higher position. Some inside recruitment methods are
move or advancement.
Strength Weakness
 Inner methodology lessens the expense
of recruitment and furthermore helps in
putting the steadfast worker over empty
position.
 Interior recruitment supports in simpler
and faster activities however this
procedure limits the ability pool by
confining the decision more than barely
any representatives.