Managing and Coordinating the Human Resources Function

MANAGING AND CO-
ORDINATING THE HUMAN
RESOURCES FUNCTION

Contents
Introduction......................................................................................................................................3
1.1 Organizational objectives that the HR function is responsible for delivering and how these
are evolving in contemporary organizations................................................................................3
1.2 The major theories of effective change management and how these are implemented and
evaluated......................................................................................................................................5
1.3 The business case for managing HR in a professional, ethical manner.................................6
2.1 Different ways in which HR objectives can be delivered in organizations...........................7
2.2 How the HR function varies between organizations in different sectors and of different
sizes..............................................................................................................................................8
3.1 Main criteria and methods used to evaluate the contribution of the HR function.................9
4.1- Research evidence linking HR practises with positive organisational outcomes..............10
4.2- High performance working an investment in human capital impact on organisational
practises.....................................................................................................................................12
Conclusion.....................................................................................................................................13
REFERENCES..............................................................................................................................14
s

Introduction
Human resource management is the most important part of the organisation that has some basic
functions of planning, directing, controlling and organising the companies activities and ensuring
the utilisation of workforce, staffing and recruitment. this functions help company to achieve
success within the business by accomplishing the goals and objectives of their business.
This report will cover case study of Tesco latest British multinational company who are selling
varieties of product and providing varieties of services to their customers including groceries,
Supermarkets, hypermarkets etc (Andreeva, and et.al., 2017). This company was the third largest
retailer in all over the world on the basis of gross revenue collected by them and having a good
reputation within the market.
This report will Discuss about the purpose and key objectives of the entire function in the
commentary organisations, it will include theories of change management that can help company
to overcome from the resistance of change. This report will explain the different ways in which
HR objects can be delivered in organisations and it will also analyse how the HR function are
different in different size of organisation and sectors. This report will discuss the main criteria
and methods used to elude the contribution of HR functions. in the end of this report will identify
any validity research evidence linking HR practises with positive organisational outcomes. it will
also include how high performance working and investment in human capital impact on
organisational practises.
1.1 Organizational objectives that the HR function is responsible for delivering and how these
are evolving in contemporary organizations.
Aligns the values and mission of the company-
HR of Tesco has helped them to evolve and establish their structure and form it in such a
manner that they can find ways that are effective so that they can promote their brands in a better
way. They have worked up their strategies as per their mission and vision so that they can recruit
people on the basis of that. With the help of this they are able to evolve and start up the right
initiatives to work on so that they can achieve growth in the market (Taylor and Woodhams,
2016).

Performance of Employees-
HR managers of the company look after the regular needs of the employees such as
keeping them motivated so that they are able to work up their performance and get the company
their expected results. For this they have used different methods such as offering them cars in the
form of incentives, they just expect that employees meet their target.
Adequate Staffing-
HR of Tesco understands the depth of the goal and assesses its requirement and first thing
is they observe is that the right amount of team is available with the company. This is because
they have an idea about the power of man power in the company. HR of the company makes sure
that in order to evolve in the market it is necessary that employees are trained with the new
methods and protocols of serving in the market. The role of HR is to compete in the market and
then find out the candidates that can match up to the vision and mission of the employees.
Effective Administration-
HR managers have to fulfill the role in the company that nothing must disrupt the flow of
work in the company. HR of Tesco keeps record of every employee so that they can assess their
reports and come to know who is performing well and who is lacking in which area. Also with
this they are able to meet the legal obligations that are guided by the law. The HR of the
company has set the rate of wages as per the minimum wage criteria set up by the government.
HR of Tesco has been working on making changes in their culture so that they can improve their
image in the market and evolve so that they can meet up with the level of competition.
With time the department of HR has evolved drastically as now they have advanced level
of technology available with them and various tools and platforms through which they are able to
work more efficiently. It is because of these evolutions that HR has been able to increase the
productivity of the business.
1.2 The major theories of effective change management and how these are implemented and
evaluated.
Kotter’s Change Management Model-