This report discusses the contemporary issues and challenges associated with Human Resource Management (HRM) and critically evaluates HRM practices against emerging trends. It also focuses on designing job descriptions, person specifications, performance appraisal methods, and criteria to evaluate individual performance.
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Issues in Human Resource Management
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Table of Contents INTRODUCTION.......................................................................................................................................3 MAIN BODY..............................................................................................................................................3 A systematic Understanding of the issues & challenges associated with Human Resources Management .................................................................................................................................................................3 Critically Evaluate Human Resource Management practices against emerging trends............................5 Design job description , person specifications, performance appraisal methods & criteria to evaluate the performance of individual........................................................................................................................8 Critically evaluate approaches to performance management & people development in line with recognized best practices.......................................................................................................................10 Present information & communication effectively in a wide range of situations...................................13 CONCLUSION.........................................................................................................................................13 REFERENCES..........................................................................................................................................15
INTRODUCTION Business is a separate legal entity which generally requires a specific ideas and strategic planning which can help to create more value of the company at the marketplace. In order to gain more profit advantages, it is necessary for the company to focus on their manpower and their activities. Human resource department is dedicated towards the manpower of the firm and take care about their day to day tasks. Human resources is more concerned about their functions like recruitment,selection, induction,training, development, compensation, performance management , performance appraisal and other functions which are helpful to improve the productivity & efficiency of the employees. This report will discuss about the Human resources development and its activities of Tesco organization which is British multinational groceries & general merchandise store that founded in 1919 by the Jack Cohan.Headquarter of Tesco situated in Welwyn Garden City, England. The prime purpose of this report is to identify the contemporaryissues& challengesthatassociatedwithhuman resourcemanagementand critically evaluate the HRM practices against the emerging trends. Moreover, this report designs the job description, personal specification, performance appraisal methods to evaluate the performance of the individual. Lastly, this report evaluate the approaches to performance management & development of the people in life me with the best practices. This report also determines the information & communication effectively in a wide range of the situations. MAIN BODY A systematic Understanding of the issues & challenges associated with Human Resources Management In this time the whole scenario of human resource department in change as compared to the HR department before a decade ago. Changing market situation, regulatory demand, job market and other compliance issues can force the HR manager to pay more attention on the strategic development of the firm. It is necessary for the Manager to understand the contemporary issues which can help to understand the utilization of all the resources for taking the more advantages (Analoui, 2018).
Innovative & automation -To maintain the innovativeness in the company is contain as the big challenge for the HR manager. Human resources department mainly focus on the Innovative thinking & automation which can help me formulate the strategic planning and management of the employees. Manager of the Tesco is responsible to provide the appropriate training & development session to their employees so that they can improve their performance and develop innovative skills and competencies and provide their best efforts to obtain the business objectives (Boon, Den Hartog and Lepak, 2019).Company can focus on the technological advancements and train their people. Proper coordination with the technological developer can help to create the programming that can effectively rolled out the employees. HR department can help to roll out technological program for the training & development of the employeesChanging the regulatory issues -HRmanager need to maintain the regulatory issues and that is contained as the primary responsibility of manager. Tesco manager need to be some specific top of the changes and regulate the new laws related to the employee’s health’s and benefits. Company can follow the privacy laws that continuous require the update disclosure, training & acknowledgment. Manager need to update themselves as per the current & new regulation & laws so that company can effectively exposed to the lawsuits, penalties & potential scrutiny(Kimberlee Leonard ,2019)Strategic hiring process -Thisis also containing as the big challenge for the HRM. This contemporary issue is affecting the whole recruitment process of the company. In this time finding & keeping the high talented employees is very difficult. Company need to provide the compensation & other benefits package to their employees the attract them so that they can retain in the company for long time period. Tesco manager is responsible to follow strategic hiring process to recruit the fresh talent from the market and then provide them advancer training sessions for the development of new skills and abilities related to their job (Boon and et. al., 2018). Diversity & harmony issues - A diverse workforce is helpful for working collectively in harmony to create the strong team which can provide the better ideas and suggestions to improve the market situation and gain more customers satisfaction. Without harmony, the diverse workforce morale decrease, their productivity becomes low. It can create some issues in the company culture & structure & productivity also decreased. HR manager
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need to understand about the diversity of laws and follow proper protocol to deal specifically with the complaints (Hasan, A., 2019). Workforce planning -To obtain the organizational objective effectively it is necessary to prepare an effective workforce planning which can help to maintain the employee’s activities and operations regularly. Tesco manager is formulating the strategic planning which can help to effectiveness of the staff members. HR manager can follow effective strategy which can help to balance the working of the employees and motivate them for the better performance (Bratton and Gold, 2017).Change Management -This is also considered the massive challenge for the human resource management. Organization need to focus on the change management process which can help to reduce the chances of risk and other uncertainty and help to accept the change situation by the company employees. Tesco can adopt the change and motivate their employees about to accept the change and also make them understand about the positive benefits of the change for the company so that they can effectively accept the change.HR manager need to follow change management process which can help to decline the changes of risk factors and provide easy access of change. This challenge mainly faced by the staff members because they can face difficulty to adopt the change so it is necessary for the manager to follow the change management process properly (Cameron, E. and Green, M., 2019). Critically Evaluate Human Resource Management practices against emerging trends. HR department is following various human resource management practices which can help full in the enhancement of the organizational structure so that all the staff members can effectively improve their performance. There are various Human resource Management practices considered by the Tesco which are discussed below- Recruitment and selection -Thisis considered as the main HRM practice which is useful to conduct strategic recruitment process. With the help of this process, company can identify and recruit fresh talent from the market and select them so that they can provide their wise contribution and development of the business. HR manager of the Tesco is responsible to hire most deserving people who can able to perform well and improve the effectiveness of the firm (Choi, 2017).
Compensation & other benefits -This HRM practice is beneficial for the employees. HR manager need to pay more attention to the compensation and other benefits for the employees so that they can perform their best to obtain the objective and goals of the business. Tesco manager mainly concerned to provide various compensation and other monetary benefits to attract the customers and also provide them job security(Tang and et. al., 2018). On boarding process -This is considered as the first impression while employees first day are more significant for the on boarding period. It is necessary for the manager to inform their colleagues about the upcoming employees and provide brief information about them. Company can provide new team members and give access to every corporate programs, CSR & many other internal policies & instructions. This process is helpful to feel comfortable to the new employee so that they can easily become a part of the team and understand the requirement of the job which employee will going to perform in the organization (Caldwell and Peters, 2018).Employee’s retention -This is also containing as the most prominent HRM practices. There are various benefits to use this practice in the company like it can help to retain top talent within organization and it is also beneficial to create effective team in which all the top talented employees can work collectively to achieve the organizational goals and objective in an appropriate manner (Cooke, Schuler and Varma, 2020).Training and development -Every organization need to follow this is HRM practices which can help to improve the core competencies of the staff members. Tesco provide advanced training sessions to each and every staff member so that they can effectively develop new skills and knowledge as per their current job role and market trends. Some kindofdevelopmentprogramisalsoconductedbyTescotoprovidethecareer developmentopportunitiestotheirpotentialemployees(7HumanResourceBest Practices (A mini-guide to HRM), 2020).Self management & effective team -Company need toimprove the capability of their employees so that they can fix the problem why their own level the use of self management. Tesco manager provide some sessions to their employees continuously so that they can sharp their skills and self manage their own work complexities. Effective team also helpful to boost the productivity of the employees they can work together in the
team and help each other and also their performance (Fenech, Baguant and Ivanov, 2019). Digital HR certificate program -This is also a part of the HRM practices which can improve the access of technologies and considered digitalization certification in an organization. Tesco manager can start digital HR certificate programs to improve the awareness about technologies and digital work consideration within an organization so thatemployeescaneasilyenhancetheirtechnologicalskillstoaccomplishthe organizational goal (Kelm and Bush, 2020). Emerging HR trends Company can concentrate on embracing HR technology to the straightening work force capabilities, enhance employee experience, advantages and maintain data security. There are various latest emerging HR trends considered by the Tesco which are evaluated against the HRM practices are discussed below- Artificial Intelligence in Recruitment-As per the current scenario, artificial intelligence gives immense Innovation in various industries and retail industry is one of them. Company can adopt the artificial intelligence & utilize the in their recruitment & selection process. AI and its solutions can rule whole market which can help to consider thetimesaving,fastercandidatescreeningandqualityhiringoftheemployees. (Fogarassy, Szabo and Poor, 2017). Data Analytics Transforming HR-This is also considered as the latest emerging trends of Human resource Management. Most of the companies constantly adopt data analytics which can help full in decision making which are mainly made by the HR professionals for attract and retain best talent. Tesco can use data analytics to recognize specific Trends andpatternwhichmainlyapplyinemployee’sabsenteeism,frequencyofleaves, employee turnover rate(DiClaudio, M., 2019). Feedback Tools to Improve Engagement -Company can move forward with the strategic strategies to increase the workforce engagement through the HR technology innovation. On the basis of modern era, emerging Trends of HR mainly concerned about to improve and encourage employee engagement tools which can help to capture employee’sopinionsandprovidethemconstantfeedback.ForTesco,employee
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satisfaction is main which can help full to improve employee engagement and provide more profitability (Hewett and et. al., 2018). On the basis of above discussion it can be determined that human resource management practices are helpful to increase the effectiveness of the employees and also appropriate for the emerging HR trends. There are various HRM practices are discussed in term of Tesco, which can use for an appropriate against the emerging HR trends(Top 6 HR Trends in 2020 – Transforming the Future of Work, 2019). Design job description , person specifications, performance appraisal methods & criteria to evaluate the performance of individual. To conduct this strategic hiring process it is necessary to consider various document portfolios by the HR manager of the company. Basically HR manager is responsible for job design and analysis. In order to design specific job role, HR manager need to prepare a specific jobdescription,jobspecificationandmaintainperformanceappraisalmethodwhichare necessary to evaluate the performance of the individual in an organization. Tesco manager consider job design and its documents to evaluate the performance of the individual. The description of all the job design documentation are discussed below- Job description Itisconsideredasaninformativedocumentationwhichmaintainsscope,duties, responsibilities, task and working condition that are related to the job role of the employees. Job description also contains the details about the skills and qualifications of that candidate who are interested for the specific job role (Kaufman, 2019).Tesco HR manager is design job description for the post of HR executive. Example of job description for the vacant job role of HR executive are given below – Job Description Job Details Job Role- HR Executive Company– Tesco Purpose of Job
HR Executive need to analyse the whole employees related activities and also take care about their performance and development. Through specific strategies and policies, HR executive can maintain the each and every operation of the employees. HR Executive can conduct proper coordinative among employees to obtain good results. Roles & Responsibilities Formulate effective HR policies and procedures. Create effective team building. Regulate good communication among the employees. Allocate task and duties properly to the team members. Job Specification Job specification mainly considered detailed information about the vacant job and in also involved responsibilities, desired skills and abilities related to the technical & physical skills. Job specification is helpful to select the most appropriate employee for the particular job role (Anwar, Tufail and Mujahid, 2017).Tesco HR manager can consider all the essential and required responsibilities and skills which are necessary to perform the HR executive job role. The example of the job specification for HR executive are discussed below- Job Specification Job Specification PositionHR Executive LocationLondon DepartmentHR department Skills and Knowledge - Performance management of the employees
Performance Appraisal Quality management Developing organizational standards Effective teamwork building Maintain coordination Education Qualification and Experience - Obtain department motive by maintain effective team; planning & organizing operations Manage team through recruiting, selecting & training and development. Master Degree in business administration Certification in HR Three years’ experience Computer and communication proficiency Job Responsibilities - Maintain effective work environment. Develops growth opportunities. Achievestaffmemberoutcomebycommunicatingjobexpectations;planning& monitoring Performance Appraisal Method Performance appraisal is considered as the prominent framework ok and method which can help full continuous review the performance of the employees so that they can effectively improve their performance and provide their overall contribution in the development of the company. This is also known as the annual review or performance evaluation or employee appraisal which can useful to evaluate the skills, knowledge, experience and achievement of the employees in right manner. The main purpose of this method is to evaluate that how employees can effectively perform their duty. This method also maintains the record of their employees about their performance (Kim and et. al., 2019).
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Management by Objective ( MBO ) -This is most useful appraisal method in which manager & employees can work together to recognise , plan, execute and communicate the specific objectives to concentrate on appraisal period. After the setting and flexing the clear goals and objectives, Tesco manager and their subordinates can systematically discuss the progress of the employees towards achieving the company Objective. This method is beneficial to improve the performance of the individual(Idowu, 2017). 360-Degree Feedback -Thisis a multinational performance appraisal technique which can evaluate the performance of the employees and using feedback which are mainly collected by the managers, customer, peers and direct reports. With the help of this method, Tesco can reduce the bias Hindi performance review and spread the clear understandingabouttheindividual’scompetencewhichishelpfultoimprovethe performance of the individual at the workplace. In this method there are various componentsareinvolvedsuchasselfappraisal,managerialreview,peerreview, subordinate appraisal manager, customers and client review. These entire component are beneficial to increase and evaluate the performance level of individual (Meena and Vanka, 2017).Behaviorally Anchored Rating Scale (BARS)-Thisabrasion method can provide both qualitative and quantitative advantage in the process of performance appraisal of the employees.BARScancomparetheperformanceofemployeeswiththespecific behavioral example which are anchored to the numeric ratings. Every performance level on the BARS scale is mainly anchored by the multiple BARS statement that defines the common behavior of the employees which day routinely exhibits. All these statements helpful to measure the performance of individual against the pre-determined standard which is only applicable to their specific role & job level(6 Practical Performance Appraisal Methods for the Modern Workforce (With Examples), 2020). Alltheseperformanceappraisalmethodsareessentialandhelpfultoevaluatethe performance of the employees so that they can effectively improve their performance level and enhance their productivity as per their current job role. Tesco manager are using the 360 degree andBehaviorally Anchored Rating Scale to evaluate the performance level of the employees so that they can maintain their effectiveness and improve their performance as per their previous performance.
Critically evaluate approaches to performance management & people development in line with recognized best practices. HR department is liable to practice various approaches which are work like a booster system for their employees. Performance management and people development is considered the essential approaches which are considered by the Tesco to recognize the best practices for the company. The description of both these approaches and it's practices are discussed below - Performance Management Performancemanagementisasystematicapproachwhichcanhelptoimprovethe performance of the employees in an effective manner. It is work like a mechanism which can useful to tracking the performance of the individual on the constant basis. It allow organization to ensure that employees & department in the company can work effectively towards achieving the strategic goals and objective of the business (Nieves and Quintana, 2018).There are various approaches involved in the performance management which are considered by the Tesco are discussed below- Positive working environment -This is the most important approach of performance management which can helpful to enhance the productivity of the staff members. Tesco manager can focus to provide positive working environment to their employees in which they can work effectively without any pressure and improve their performance level as compared to the previous one. HR manager can prepare a strategic plan and formulate appropriate guidelines which are mandatory to follow each and every employee that can aid to ghost their effectiveness(Bellisario and Pavlov, 2018). Development opportunities -Generatevarious growth opportunities can also be a part of performance management of the employee. This approach also so useful to provide career development opportunities to do employees who are serious about their job and want to learn and develop new skills so that they can effectively gain some chances for the promotion and career advancement. Tesco manager provide many development opportunities to their employees so that they can effectively develop new skills and competencies by the advanced training sessions (Zaid, Jaaron and Bon, 2018).
Trust in leadership -Organization can adopt specific leadership style which can support the team members so that they can work effectively. HR manager need to to appoint highly motivated and influential leaders who are capable to effectively support and co- ordinate with their team members. Tesco leaders are mainly adopting supportive and participativeleadershipstylewhichcanhelpfullforthebettercoordinationand communication with the team members. Leaders are responsible to create trust among employees so that they can come and it asks about their doubts and confusion to their leaders (Shah, M. and Aman, Q., 2019).Shift in Feedback frequency -For the better performance management, it is compulsory to provide constant feedback to each and every employee. Tesco HR manager can set the the frequency of the feedback and also prepare a guideline that every leader can provide feedback to their team members so that they can effectively evaluate their performance(6 Practices of Effective Performance Management , 2017). Focus on culture -To maintain the performance management within an organization, HR manager can focus on organizational culture which can help full to maintain the values, beliefs system of the employees. An effective organizational culture helpful to increase the collective team working and it can also reduce the miscommunication and grievances so that all the employees can work effectively to achieve their day to the targets (Santoro and Usai,2018). On the basis of above discussion about the performance management approaches in context of Tesco, it is analyze that continuous feedback system, positive working environment are best practices of the performance management. Tesco can utilize all these practices to improve the performance of their employees so that they can effectively participate in the success of the company. People Development Basically people development is like a controlled process that can help to measure the development of the employees to that day can effectively manage their own task to obtain the organizational goals. People development approach also helpful to improve he productivity and effectiveness of the employees (Noe, Hollenbeck, Gerhart and Wright, 2017).There are various methods which are useful in the people development such as coaching, monitoring, workshop,
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conference and on the job development. There are some practices of people development which are utilized by the Tesco are discussed below - Formal education-Some off - site & on- site program are mainly designed for the employees. Some specific short courses can offered for the employees like executive MBA programs and employees can participate in some professional development plans which can helpful in the development of the employees. Tesco also offer various education programs to their employees (Steffensen and et. al., 2019).Assessment -This practice mainly include collective information & feedback to the employees about their skills , style , behavior and communication. You can help full to identify the managerial potential of the employees and also useful to determine the strength and weakness of the employee. Job experience -This practice is also beneficial for the development of the people in an organization. Tesco employee can also learn from their experiences so that they can effectively improve their skills and knowledge (Syed and Tariq, 2018). As per above discussion about the people development approach and their practices it is analysed that assessment and job experience is the best practices for the employees development. People development is helpful in the overall development of the Tesco employees. With the help of people development, employees can effectively shape their career and make their career bright. Managers and leaders are also responsible to improve the development of the employees. With the specific assessment and experience, employees can establish good balance in their personal and professional life which can help in the development of the people. Present information & communication effectively in a wide range of situations. There are various situations occur which can determined the various information and communication.Tescomanagercanuseappropriateinformationandapplyeffective communication process in term of various situations which are given below - Wide range of Situations Business Experience -Thissituation can require various information about the specific area and location in which company want to expand their business. Tesco need to
conduct market research and analyze the taste and preferences of the customer so that company can do some changes on the basis of customer requirement so that effectively established their market in that particular situation (Warner, 2020).With the help of specificinformationwhichcompanyreceivedfromthemarketresearcharemost appropriate and helpful in the business expansion. Manager need to prepare an effective team and conduct proper communication so that all the team members can effectively co- ordinate with each other to accomplish business expansion situation. Launching New products -To launch a new product is also require a good source of information and communication. Tesco can generate information from the market and takecustomersreviewsandfeedbackabouttheirproductsandconductproper communication to launch new product in the market. Leaders are liable to provide most possible solution to their team members so that they can perform their job effectively which can help full to give good participation to launch new products.Leaders also responsible to ask employees opinions and suggestions which can useful in the decision making process of the company (Wright and Ulrich, 2017). As per the different situation, it can be determined that Tesco manager can effectively manage all the information and establish an effective communication so that company can appropriately manage all the situational task and also maintain day to day tasks and operations. To follow proper communication is really essential for to address all the requirements of the situations. leaders and managers can effectively supports and build good coordination among the employees so that their can provide their better coordination with each and every employees so that they can perform well in every situations so communication and proper information can helpful to maintain each and every situation in the company. CONCLUSION As per this report it can be concluded that there are various contemporary issues of HRM which can affect the performance of the company. This report discussed about the many HRM practices which can user against the emerging trends of HRM. This report also determined the job description, job specification and performance appraisal method and identified that 360 degreeismostappropriatemethod.Thisreportalsodiscussedabouttheperformance
management and people development approach that can useful in the overall development of the employees. Moreover, this report used information and communication for the various situations.
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