This report highlights the importance of both employees and employers as essential components of an organization. It discusses how Human Resource Management (HRM) practices can increase employee productivity and ultimately lead to higher profits for a business enterprise.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
MANAGING AND LEADING HUMAN RESOURCE PART 1
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1. Role of HR manager and purpose of workforce planning...............................................3 P2. Strength and weaknesses of different recruitment and selection approaches..................4 TASK 2............................................................................................................................................6 P3 Benefits of different HRM Practices for both employee and employer...........................6 P4EffectivenessofdifferentHRMpracticesintermsofraisingproductivityand organisational profit................................................................................................................6 TASK 3............................................................................................................................................7 P5 Importance of employee relation in respect of decision-making.....................................7 P6 Key elements of employment legislation and its impact of HRM decision-making.......8 CONCLUSION...............................................................................................................................9 REFERENCES............................................................................................................................10
INTRODUCTION Human Resource Management (HRM) is a part of business enterprise that is mainly concerned with people dimension. It mainly deals with maintaining human relation of a company starting from hiring to Labour relation(Armstrong and Taylor, 2014). It refers to the process of recruiting and selecting personnel, providing induction and orientation, performance appraisal, traininganddevelopment,motivation,providingcompensationandbenefit,maintaining employee safety etc. The success and growth of any company depends upon how effectively their employee works. It is kind of resource centred process that is chiefly focuses on building strong employment relation among employee and employer. This report is based on TESCO which is leading multinational grocery and retailing sector in Britian. This report covers different HRM practices, importance of employee relation, key element of employment legislation, role of HR and workforce planning etc. TASK 1 P1. Role of HR manager and purpose of workforce planning Human resource management is most essential factor of any organisation. It controls all operation in organisationin order to achieve goals and objectives of organisation. HR manager plays an important role in order to monitor various operations of organisation. TESCOis organisation which deals with various types of groceries and also concerned with retail sector. In order to provide better service to customer . The manager needs to implement new an innovative training methods in order to provide better training to the employees working in the organisation which help to enhance theprofitability and productivity of organisation. HR manager plays an important role in order to maintain healthy relationship among employee and management level which help manger to establish proper coordination to accomplish different task which is assigned by management of IKEA(Bamberger, Biron and Meshoulam, 2014).There are some roles performed by HR manager to maintain healthy relationship with employee are given below:
RolesRoles and responsibility Asabusiness partner ď‚·Ithelptomanagedifferentworkactivitiesinorganisationalso monitor different activities of employee and manger of different department of organisation. ď‚·HRmanagergivetrainingtoemployeeinordertoaccomplish different types of task. Goals and objectives Asachange agent ď‚·Determine different types of administration practices with help to perform different functions of organisation. ď‚·It plays an important role in order to implement different types of change in order to stand before different rivals present in marketplace. ď‚·It also regulate different employees in order to undertake different responsibilities which help them to build better carrier. Asan Employee Advocate ď‚·HRmanagertakehelpofdifferentperformanceapproachesof feedbacklike360degreefeedbackmethodandothervarious approaches which help to gain feedback from customer. ď‚·It also handle different types issues arises while performing work at workplace. It also take initiative steps to resolve various types of issues of employee. Purpose of workforce planning :It is responsibility of HR manager to conduct various types of new and innovative training methods which help them to accomplish goals and objectives of employee in the stipulated time frame(Brewster and Hegewisch, 2017).As TESCO is developed organisation, it provide a lot of employment in order to accomplish different types of task. So it conduct interviews in order to hire applicants for organisation. P2. Strength and weaknesses of different recruitment and selection approaches TESCOconduct various selection approaches in order to select best alternative for organisation. It recruit various skilled employee where manager needs not to provide training to such employees which help them to accomplish different types of task in stipulated time period.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Selection is process in order to select applicant from pool different candidates from different resources like from colleges, with help of advertisement notices publish by government. Organisation needs to provide effective training to such candidates which help them to perform their task in effective manner. This is procedure in which HRmanager of Tesco plays an important role in order to select best alternative for the organisation. Tesco has start hiring human resources by the help of Internal and External Sources. Internal Source Recruitment and Selection:Organisation select different types of employees from the workplace of organisation(Bratton and Gold, 2017). They hire various employees from organisation itself by giving promotion and transfers to employee and also by giving different responsibilitiesofemployeesinordertohiredifferentemployeeswhoareworkingin organisation. StrengthWeaknesses ď‚·It help to build morale of employees by giving them new responsibility. ď‚·Organisationdonottakeanyharsh decision in order to remove existing employees working in organisation. ď‚·It is less time consuming processes. ď‚·It help existing employees to develop the skills and knowledge of employee who are working in organisation. ď‚·It reduce chance ofthose employee who wants to join this organisation. ď‚·Lack ofimplementation ofnewand inspiringactivitiesinorderto performing activities in organisation. ď‚·Itisnotnecessarythatexisting employeesthattheyarewellaware about different advance technology. External Source andrecruitment and Selection:This method concerned with hiring applicant from different colleges, employment exchange, publishing advertisement in newspaper or by direct employment and many other methods(Decker and et. al., 2012). StrengthWeakness ď‚·It aids to recruit new and innovative talent. ď‚·Lesstimeconsumingandless expensive. ď‚·Lack of communication between new and existing employee in organisation. ď‚·It may leads to reduce the morale of existing employees.
TASK 2 P3 Benefits of different HRM Practices for both employee and employer There are various responsibilities of HRM department of TESCO, starting from protecting the interest of both employee and employer. For employer they need to manage employee relation and determine ways to shred labor cost(Dowling, 2015).For personnel, the role of HRD is to protect their rights and ensure that they operate within the range of labor and employment law. Following are the benefits of different HRM practices: Conflict Resolution:HR Department assist in solving the conflict arise between personnel and worker. They carefully listen point of view of both parties and then draw conclusion that satisfies the interest of both manager and personnel in an appropriate manner. Training and Development:Helping personnel with training and development is another important responsibility of HR department. TESCO organise various training program for their workers and identify correct methods that provide training as per the needs of worker. For example: Mentoring, Shadowing, Job Rotation are some of the example of TESCO's training program. Promoting Positive Behaviour:A successful business creates healthy working environment and generate favourable benefit for both manager and worker by keeping them productive and happy. If employer are satisfied with the HRM practices, he further co-ordinate and co-operate with employee in an effective manner. Building a Flexible workplace:HRM practices aid in satisfying employee and support them to contribute effectively towards firm's intellectual assets. Knowledge and skills of worker can increase competitive advantage of business(Dyer, 2016).TESCO provides valuable resources for employee training and education and promote chances higher chances of sharing knowledge. P4 Effectiveness of different HRM practices in terms of raising productivity and organisational profit Human Resource Management has been effective for TESCO in context of raising organisational productivity and profit. Starting from HRM implementation in referred firm, these
practices aidin accomplishing huge profit and productivity in below mentioned following perspective: InnovativeandHighPerformingEmployee:TESCOHRMpracticessupportinnovative environment and encourage their worker for better facilities like advance training session. All these initiatives aid in increasing the overall profit and productivity of referred firm. Updating employee's skill to maintain productivity:In this competitive world, it is essential for firm to update the skills and knowledge of their workforce as per the current requirement of the market. In order to deal with intensive or global competition, TESCO has generated a massive space of change that ensures continuous modification of current skill set of both employee and employer(Freeman, 2012). The role of HR Manager is to determine the personnel with minimal optimal skills so that more emphasize should be given on increasing them. Non-monetary factors to improve employee:TESCO's leaders, team workers and mangers also providevariousnon-monetaryfactorsthatraiseworkerenergy,excitement,loyaltyand motivation. These factors mainly involves recognition, praise, feedback, learning opportunities, exposure and challenge. All these factors assist in raising overall efficiency and productivity of both employee and organisation. Effective direction execution and setting:Managers and leaders plays crucial role in setting purpose, direction, goals, roles and priorities of the workforce. HRM help TESCO to hire appropriate manager for right place at right time. They lead the firm to superior place with productivity and profit. TASK 3 P5 Importance of employee relation in respect of decision-making Employees working in organisation are the most valuable factor of employees who put their effort in order to attain goals and objectives of organisation in a systematic manner. It also aids to maximise level of profit of organisation. Equal distribution of task leads to accomplish work in time. HR manager of Tescocontrol over the allotment of task among different employees working in organisation in order to increase productivity and reduce workload from different employees(Fulton and et. Al, 2011).It help to perform different task in st0ipulated time frame. Reduce conflicts among employee working in organisation.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
HR manager of Tesco implement different strategies in order to reduce the risk which are raised during performing work at workplace. These conflicts arises due to misunderstanding between different employees while performing various work operation inside the organisation. Giving loyalty toemployees:HR manager of employees tries to give pleasant and effective environment to employee working in organisation. This help to accomplish different types of task assigned by organisation(Geringer and et. al., 2012). HR manager shouldimplement different types of performance appraisal in form of loyalty points which help to put their efforts to accomplish gaols and objectives of organisation. Build effective communication among employee HR manager of Tesco communicate with employees of different organisation so that employees working inorganisation do not feel sense of discrimination. It is duty of manger of organisation communicate with different employees in a proper manner which help to attain goals and objectives of employees. It also help to perform different types of task in a systematic manner. P6 Key elements of employment legislation and its impact of HRM decision-making Employee legislation address the legal rights of both employer and employee. It mainly elucidates the interest or rights of workforce at workplace. Following are the main elements of employment legislation: Sex Discrimination Act:Under this act, TESCO should provide equal and fair opportunity to employee irrespective of doing discrimination on the basis of sex. Thus, opportunity should be given to those who really deserve it. Proper Compensation:TESCO must properly define their compensation scheme at the time of recruitment only. They must ensure or inform their worker about policy related with minimum wages and working hours. Ensuring Equality:The referred firm must assure equality in every perspective while hiring employee. There should be equality in wages, working hour, health facilities, sex and even in other perspective as well. If there is any discrimination founds in the business practices of TESCO, the company have to bear the consequences regarding the same(Hayton, 2013). Time of Work:It is important for TESCO's HR manager to aware employee regarding their working time which means they need inform them about daily or weekly working hour, requires to complete the task. There might be chances when worker needs to do overtime, but for this
they will get the compensation. Moreover, the referred business enterprise should provide proper leave to them. This effective time distribution assist the manager of firm to take better decision which will ultimately raise their overall profit and productivity(Hedlund, 2015). CONCLUSION As per the above detailed report, it can be concluded that both employees and employer is considered as an important of organisation. Their contribution directly affect the success and growth of business enterprise. Role of HR is to protect the interest of worker and different HRM practices assist in increasing employee productivity & organisational profit.
REFERENCES Books and Journals Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bamberger, P. A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Routledge. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Brewster, C. and Hegewisch, A. eds., 2017.Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis. Decker, D. J., and et. al., 2012.Human dimensions of wildlife management. JHU Press. Dowling,P.,2015.Internationalhumanresourcemanagement:Managingpeopleina multinational context. Cengage Learning. Dyer, L., 2016. Bringing human resources into the strategy formulation process.Human Resource Management. 22(3). pp.257-271. Freeman, S. J., 2012. Organizational downsizing as convergence or reorientation: implications for human resource management.Human Resource Management. 33(2). pp.213-238. Fulton, E. A., and et. al, 2011. Human behaviour: the key source of uncertainty in fisheries management.Fish and fisheries. 12(1). pp.2-17. Geringer, J. M., and et. al., 2012. In search of “best practices” in international human resource management: Research design and methodology.Human resource management. 41(1). pp.5-30. Hayton, J. C., 2013. Strategic human capital management in SMEs: An empirical study of entrepreneurial performance.Human resource management. 42(4). pp.375-391. Hedlund, G., 2015. The hypermodern MNC—a heterarchy?.Human resource management. 25(1). pp.9-35. Kochan, T. A., Smith, M., and Rebitzer, J. B., 2016. Human resource strategies and contingent workers: The case of safety and health in the petrochemical industry.Human Resource Management. 33(1). pp.55-77.