Human Resource Management Models and Software

The provided report discusses the different HR models used by organizations to manage employees and their working, as well as various Human Resources Management software programs that facilitate tracking employee records. The report highlights the importance of effective management within an organization, including recruiting and selecting employees, and provides a summary of relevant references from books and journals on the topic.

MANAGING HUMAN
CAPITAL AND
LEADERSHIP

ABSTRACT
Present study discusses human resource management in the Organization. There are many
problems that are likely to be implemented in the management of Human resources such as
leadership, organizational development and administration management such as payroll issues..
The following main conclusions are highlighted: (1) The human resource management model
and approach that companies used to manage human resources and integrate management into
organizational strategies, optimize the overall organizational development process and contribute
to excellence. In this regard, we emphasize the importance of strict coordination and
management of HR, which optimizes entire process, (2) functions and strategies of human
resource management so that attitudes of employees can be improved (3) Apart from this
evidence, most organizations practice personnel management programs that benefit the
organization.

Table of Contents
ABSTRACT.....................................................................................................................................1
INTRODUCTION...........................................................................................................................1
DISCUSSIONS................................................................................................................................1
HRM models and approach used by the company for the management of its human resources.
.....................................................................................................................................................1
Human Resource management functions and strategies to improve the HR process in the
organization.................................................................................................................................3
HRM software program which is beneficial to the organisation and their advantages...............9
Characteristics of effective leaders in consideration of issues related to HRM and the relevant
models.......................................................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource is the assets of company, HR is responsible to manage people and retain
them in the organisation for longer duration. It is the practice of recruiting , hiring, managing and
deploying the employees in an organisation. Tesco is the multinational groceries merchandise
retailers deals in retailing industry founded in 1909, by jack Cohen in London , England, UK.
This report contains the HRM models and different approaches of the company for managing
their workers. Study explains the Tesco HR functions and their strategies.
DISCUSSIONS
HRM models and approach used by the company for the management of its human resources.
Di Fabio and Peiró, (2018) stated i n Human Resource Management, four basic models
have been identified, all of which serve various purposes.
1. They provide an analytical framework for personnel management research (eg situational
factors, stakeholders, level of strategic decision making, competence).
2. They identify certain HRM practices. The main problem here is the distinctiveness of HR
practices such as there is no choice or training, but a specific approach to recruitment or training.
3. They provide human resource functions that identify variables and relationships that will be
examined.
The Fombrun model:
The first model only highlights four major elements: selection, , development, evaluation
and appreciation. It believes that these four components will contribute to the raising efficiency..
Tesco uses traditional approach to manage people which concentrates on achieving
business goal, it does not take care of neds of human resource. The traditional approach to
human resource management also focuses on policies, procedures, contracts and policies, and
efforts to stimulate employee involvement and achieve organizational goals. The success of
retailers like Tesco is very dependent on an efficient team of employee shops chosen by a
number of candidates.. Planning and recruitment personnel occur before actual recruitment for
Tesco points. For appointments is a process that will be asked where candidates are eligible, in
the newspaper, on TV, on the Internet and get information about social networks to fill the gap.
The Guest Model: This model implies that HR managers must start with specific strategies that
require special practice and deliver results when implemented. These results always emphases

the financial benefit to company. This model has six components: Human resources strategy,
practices, results, behavioural results, financial impacts and performance results. In retrospect,
employee performance is the benchmark for on financial performance, which in turn is caused
by action-oriented behaviour. Quality, commitment and flexibility of the workforce happens due
to behavioural results , which in turn is influenced by human resource actions. The practice of
human resources must be consistent with staffing strategies that are consistent with the
organization's strategy.
The traditional approach is used by Tesco to human resources which is directed at
motivating labour by taking assistance of various methods such as extra wages, rewards,
reduction of labour. This approach assumes that increasing satisfaction of employees help in
better performance and motivating people..
Motivational approach is used by Tesco to enhance employee motivation that plays
significant role in success of business unit. Therefore, staff development needs to be recognized
and act upon this fact. This means that Tesco must take care of the needs for job satisfaction and
fulfilment so that employees can fully realize their potential.
Human Resource management functions and strategies to improve the HR process in the
organization.
As per Chen and et.al., (2016) Human resource management is an important pillar of
many organizations. Tesco brings a plan to improve selection. As part of this plan, team training
can choose the skills needed to be improved in the organization. This is indeed a kind of home
career in a different level of functional development.
This section explains all the techniques of Human Resource Management and the
objectives of Tesco. By providing a global scope of strings, it is important that supervisors work
in a different way from workers and develop potential and shared HR strategies. This might
include strategies that change to reflect traditions and regional versions. This versatile method
for managing human resources has been unsuccessful for years and has helped companies
maintain and maintain a well-motivated team that provides clients with the vision of experts and
hence works with Tesco. Part of Tesco's human resource management technology is training and
increasing money and time. From the author's perspective, therefore, every worker has the same
opportunity to acquire important skills related to the same opportunities, as well as his capacity
to create new understandings that he can learn on his own. In the UK, experienced professionals

in conventional jobs such as fisheries and bakers can obtain recognized qualifications in their
Tesco profession, and in 2008, 97.4% of businesses and 99.9% of UK employees of Tesco were
trained to do so, 94.2% of employees have completed vocational training. This information
shows that Tesco understands the need, wants to maintain and start many experienced employees
who want to buy their team.
In short, personnel activities can be divided into the following five main functions:
recruitment & selection, HRD, motivation, performance. In each of these main functions, HR
conducts various activities. All of these activities are about caring for employees and ensuring
that Tesco handles employees in ways that provide mutual benefits to employees and the
organization.
Recruitment and selection: Staffing focus on recruiting and selecting staff for an organization.
Because human resources are a core and core function of Human Resources,. HR hires people by
looking at their skills and capabilities, Recruitment is done on equal bases without considering
any kind of discrimination. because in some countries such as the United Kingdom, United
States of America and India is constitutional and binding. Failure or contradiction leads to legal
action against such an organization, which sometimes leads to a large degree or degree,
depending on the severity of this violation. The principle of equal employment opportunities
does not apply if the reservation rules are applied.
The success of retail organizations like Tesco is very dependent on an efficient store
employee team. To attract qualified and efficient personnel for the purpose of achieving long
term goals recruitment is an initial step of employment process. Before hand Planning process
and recruitment plays a vital role in selection of employees in Tesco . Appointments are the
process by which qualified applicants are invited to be notified at various social media platform
and local platforms to fill vacancies. Recruitment is managed by both internal and external
recruitment. Internal selection is the process of filling the vacancy by offering them to
individuals involved in organizing problems or providing opportunities to existing employees.
After recruitment begins, the process of selecting employees to identify the right people, with 2-3
level of interview which includes several types of test related to the working activities of the
profile applied i.e. oral and written tests, group discussions, games, recent job experience and
background checks to verify the authenticity and credentials of candidates for cast checking
work, lying in an organization.

Training and Development (T&D): Training and development (T&D) plays a vital role in
development and growth of human resource management. Helps employee to gain knowledge
and skills to effectively overcome the difficulties coming during carrying out duties.
Organizations also provide training programs for experienced employees at the time of change in
responsibilities and duties. Large organizations organised development and training programs at
regular interval that prepare employees for greater duties within the working field.
The main objective of the training and development(T&D) department is to get the
skilled and desirable workers in an organization. Other than that there are other goals: Individual,
Organizational, Functional, and Social.
Objective of Individual- Helping employees achieve their own goals, which in return increases
their contributions to the organization.
Organizational Goals - To support organizations with the ultimate goal of achieving individual
effectiveness.
Functional Objectives - Maintain departmental input at a level that meets the needs of the
organization.
Community Objectives – To make sure that organization is responsible for fulfilling the
challenges of the community.
In the field of human resource management, training and development(T&D) are fields
related to organizational activities, main purpose of T&D to improve the work of a organisation.
T&D involves 3 vital process: training, education and development. However, for practitioners,
they include different activities:
Training: This activity focuses on work and evaluating the work that someone currently has.
When new commercial formats evaluate, changes are being made throughout the world.
Therefore, it is very important for Tesco to systematically and timely plan a training program to
improve employees' skills and abilities and aptitude to carry out new responsbilities.
Development: This activity focuses on work that someone might have in the future and is valued
higher than this job. This activity focuses on activities where the organization, which employs
people or the part where it is located, can participate in the future and whose evaluation is almost
impossible. Stakeholders in training and development are divided into several classes. Training
and development sponsors are leaders. Training and development customers are business

planners. Managers are responsible for training, resources, and work. Participants are those who
really go through the process. Moderator is an HR manager. Suppliers are experts in this field.
Each of these groups has their own programs and motivations, which sometimes conflict with
other people's agendas and motivations.
Motivation: Motivation plays a vital role in human resource management. HR managers can
only achieve company goals if employees work on purpose. In Tesco, compensation and benefits
constitute a significant part of the cost. Compensation helps employee to maintain social image,
but sometime it also creates concern for organization. The main purpose of these rewards is to
control costs and establish fair remuneration for all, Organization uses these reward as incentives
to increase employee efficiency and productivity to create a satisfying image.
As a result, the human resources departments of Tesco have clear guidelines for
employee compensation and various benefits. For the implementation of an effective
compensation plan, the HR department must know the benefits that employees have in the
organization. The attitude of employees to their employers is usually determined by how
satisfied they are with the salary they receive (Leroy and et.al., 2018). However, motivation also
arises when employees are satisfied with their basic salary. This is generally uses to satisfy
middle and lower management employees. The HR department takes care of all types of benefits
and employee income which include health insurance and dental insurance, long-term care
program and employee development program and health programs, other than that department
monitors absences and absences related to work. Staff representatives ensure that employees are
adequately informed about the rights to benefits or if benefits due to termination or termination
of employment are no longer available.
Performance: After training and motivation are selected, the HR Manager then supervises
performance of each employee using quantitative and qualitative factors (to achieve their goals).
With the help of the quantitative and qualitative factor report, HR management wants to know
how effective recruitment and recruitment are. Performance management allows access to
retailer to get reliable and timely information that leads to better solutions. The terms
Performance Management are used interchangeably by several authors and experts on this topic.
However, retailers around the world believe that performance management is a broader concept
that can include performance evaluation.
Performance management system includes the following actions:

 To develop understandable and clear description of the job description.
 Choosing the correct personnel for right job with proper use of recruitment process.
 Used in Negotiating terms and results and also standards if necessary.
 Ensure adequate training, education and employment.
 Facilitating training and ongoing feedback.
 Conduct quarterly / semi-annual discussions about performance.
 Develop a good incentive providing system for employees which rewards them for their
contributions.
 It helps in dropout interviews to known why good employees are leaving the job.
The performance appraisal program always make sure that employee performance is at
acceptable level. HR managers are the one who are responsible for developing and managing a
performance evaluation system, supervisors and executives are the one who are actually
responsible to make sure the performance appraisal of employees. In addition to the principles of
payment, promotion and disciplinary action, information on performance appraisal is important
for staff development because feedback play vital part in motivating and targeting work
improvement. To assess employee performance, HR managers must set performance standards,
communicate established employee standards, measure employee performance using a variety of
valuation methods in the workplace, and finally compare the performance of actual employees
with established performance standards (Greer, Lusch and Hitt, 2017). This provides a clear
picture of employee status. Therefore, HR managers will develop a plan to close staff gaps
through appropriate and targeted training to improve employee skills. When it comes to
employee ratings, everything differs from organization to organization. This can be annual, half-
yearly, quarterly or monthly, and Tesco carry out routine assessments, especially with the
support of human resource information systems.
Methods: There are several methods for evaluating employee work that are classified as modern
and traditional methods. It all depends on the type and type of organization that determines
which authentication system method is used, and several methods for assessing employee
performance may not be appropriate for the type of organization. One of the most commonly
used traditional methods in a certification system is the preparation of confidential reports,
especially in the form of formal organizations and government institutions such as judicial
institutions, to prepare reports on the work of their officers to be submitted by supervisors. take

corrective actions and actions for employees who are inactive and give awards to the best
performing employees.
The implementation of strategic changes in organizations is very dependent on the
activity perform by the company's HR management. The company's HR management capabilities
are used to motivate, train, and recruit employees for their needs, increase employee involvement
and create happier customers (Cascio, 2015). Due to the fact that Britain is a truly modern
culture, human resource management naturally plays an important role. Tesco also helps ensure
that every employee understands privileges within the company, which can even be considered a
method of promoting certain trade unions for the purpose of market organizations.
Illustration 1: Performance appraisal process
Source: Performance Appraisal Process: 6 Main Steps | Employee
Promotion,2019.

HRM software program which is beneficial to the organisation and their advantages.
As per Tam and et.al.,(2018) HRM software program is used by the HRM system or HR
information system to ensure the easy management of business process and data. This software
run easily on the desktop and it is helpful in tracking the useful things such as employee training,
performances, employees payroll, leave and attendance. There are various software programs
used by the companies are :
CoreHR HR Solutions
This software program gives the full HR solution to all the global HCM and payroll
needs. It is leading secure platform in the world where coreHR modify the whole organisation by
managing all the HR process like strategical and transactional allows them to look at their most
important asset that is the people working and associated with the organisation. Advantages of
this software is it helps in managing, retaining and develop the employees by giving them the
flexibility benefits and also provide mobile expensive management solution. It provides the
benefits to organisation to attract the top talent for join the organisation. It also allows the
organisation to engage their employees in company benefits plan from the help of employee self
service offering ton make the selection of their own lifestyle needs. It also accesses the
information such as total reward statements.
Kronos
Kronos Workforce ready solution and the management toolis the source of offering
management and capabilities of HCM. It offers the single unified platform for human capital
management with training, recruiting, on boarding, training and development, performance
management and so many other activities associated with it. Advantages of Kronos software are
work in a modern cloud (Mayo, 2016).
It has entirely reimagined that the workforce management is delivered in the cloud. As
workforce dimensions are built in advanced cloud architecture that is designed to increase and
improve the speed and efficiency at scale which provides secure access, continuous delivery and
best performance in world.
Work your way

Now the time is completely changed workforce expects familiar and instinctive
technology experience that encourage them to be productive and keep engaged during their
working. Dimensions of workforce offers all the thing which workforce needs for the flexible
working and feel, home screen etc. that allows them to work from anywhere in any device.
Workday Human Capital Management
It helps organisation to keep record of HR and Talent management at single place.. It also
embedded with analytics manager and employee self service and the experience to any other
application. It has helped in redefining the management of mobile, global and diverse human
capital. Advantages of human capital software provides an intuitive service and enables them to
use the self service in easy way and also help employees to continuously check and can request
time off. It empowers the managers and administrators to deliver the report and gives them the
ability to easily track the information of all the workers regarding leaves, worker population etc.
Tesco use the Kronos software programme which is best suited to the organisation as
they deployed large number of employees, there work will be organised by using this software as
they can easily track the record of all employees in an ease way (Nedelcu and Buşu, 2016). It
encourages the department to work smarter and solve the workforce management critical issues
which negatively affect engagement and bottom line of employees. It has the predictive
capabilities which makes the work smarter and faster the business decision. It also retains and
attract the efficient and effective talent today, as HR required the variety of professional
integrated tools for managing the organisation. From this software the Human Resource
department of Tesco can easily achieve its goal and objectives by streaming the process and
leverage their task like training, recruitment etc.
Characteristics of effective leaders in consideration of issues related to HRM and the relevant
models.
Productivity
As this software can not enhance the productivity of employees, by using this software
HR department can track the records of all employees but can not emphasise on their
productivity some it leads to an issue this may leads to an employee dissatisfaction, this can be
the challenge for any HR department. In these issues leaders can improve the efficiency and
evaluates the productivity by looking into the business practices.

Employee Queries and Request
HR department has to listen the queries and request from the employees and tries to
resolve it as soon as possible, queries may be of any kind such as time off, holiday time, or the
issues relating to the to organisation. Leaders of Tesco needs to come forward where the HRM is
unable to solve the issues than the leader has to find out the solution to automate the queries and
make them satisfy that there issues will be resolved
Models used by the leaders for effective HRM
Motivation
In any stage the employees of the company from any department needs the motivation. It
is the responsibility of the leader to motivate the employees and make them productive towards
their work. Tesco also adopts the theory of positive reinforcement that increases the probability
of the behaviour that is being needed in the situations and also motivates by its presence in the
behaviour as an incentive. This model emphasis to encourage the employees for their work and
become more productive towards the organisation.
Training to employees
Using the HR software can not train the employees in many cases the personalised and
verbal training is required and the HR department are more focused towards the Software. As
many programmes are designed to ensure the staff policies and procedures and the employees are
required to finish the certain certification programs (Noe and et.al., 2017). Leaders need to focus
on the implementation in training programmes and create the different training according to the
hierarchy, department and other segmentations.
Training is to be given to the HRM department as well as to the employees so that they
can be more effective in their work. Training makes the HRM to understand the procedure in the
easy and fast way. For example if any technology is changed in the software like up gradation in
that scenario department needs the training so that they can use the software in smooth way.
System model is being adopted by the Tesco so that employees can get the best possible
training to perform according to the situation. This model is having five phases that is

Analysis and identification: Analyse and identifies the training needs that is to analyse the job,
department, employees requirement, who needs the training. This step is to measure the
performance from the actual performance performed.
Designing: Design and giving the training meeting the identified needs. This step is required by
the Tesco is to develop training objective. Identify the each and every step and structure the
content.
Developing: It requires the listing activity in the training programmes this phase make
participants feel comfortable to learn, selection delivery method, training material it
accomplishes all the goals and objectives.
Implementation: This is the toughest phase to follow as one mistake leads to the failure in whole
training programme.
Evaluation: Evaluation make sure to achieve its aim in right direction.

CONCLUSION
As per the above report it has been summarised that it explains the different HR models
used by the organisation to manage the employees and their working. This report also elaborates
the different Human resource Management software programmes which make the work smooth
and easy for the organisation to track the records of each and every employee of the company.
This report highlighted the various models and the approaches which can be used by Tesco to
improve the management within the organization. It also explained the Human Resources
function which can be useful for the development of the organisation in recruiting and selection
of employees.

REFERENCES
Books and Journals
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Chen, L. and et.al., 2016. Transformational leadership, social capital and organizational
innovation. Leadership & Organization Development Journal.37(7). pp.843-859.
Di Fabio, A. and Peiró, J., 2018. Human Capital Sustainability Leadership to promote sustainable
development and healthy organizations: A new scale. Sustainability. 10(7). p.2413.
Greer, C. R., Lusch, R. F. and Hitt, M. A., 2017. A service perspective for human capital
resources: A critical base for strategy implementation. Academy of Management
Perspectives. 31(2). pp.137-158.
Leroy, H. and et.al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Nedelcu, A. C. and Buşu, C., 2016. Managing employee’s resistance to change: A conceptual
model based on human capital perspective. In Entrepreneurship, Business and Economics-
Vol. 1 (pp. 153-164). Springer, Cham.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Tam, V. C. and et.al., 2018. Developing and managing school human capital for information and
communication technology integration: a case study of a school-based e-learning project in
Hong Kong.International Journal of Leadership in Education. 21(4). pp.447-461.
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