Human Resource Management and Leadership

This assignment is about the human resource department's functionality in Tesco organizations, including handling responsibilities for employees and other areas. It also discusses selection and recruitment prices, approach improvements, motivation theories, and effective leadership theories.

MANAGING HUMAN
CAPITAL AND
LEADERSHIP

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1. Relevant models and analysing the approach of company to management of its HR............1
TASK 2............................................................................................................................................3
2. Critically discussing recruitment and selection process in relation to strategic human
resource initiatives with making relevant recommendations......................................................3
TASK 3............................................................................................................................................6
3. Approach to HRD:..................................................................................................................6
TASK 4............................................................................................................................................8
4. Motivation in HRD:................................................................................................................8
TASK 5..........................................................................................................................................10
5. Characteristic of effective leadership:...................................................................................10
CONCLUSION .............................................................................................................................12
REFERENCE.................................................................................................................................13

ABSTRACT
This report focuses the HR. practices competing more effectively in the marketplace. And
this report also focus on the models which determines approaches of the company to the
management of its HR. and determines how HR. handle recruitment selection in the
organizations. This report also includes the human resource department approaches and the
characteristic of human resource management and motivation theory define how to motivate HR.
their employees in the organizations and the effective leader characteristics which defines the
strategies and working of Human resource in the organizations (Arena and Uhl-Bien, 2016).
Main aim of this report defines how HR. manage all the functionality of organizations to increase
their organizations growth.
INTRODUCTION
Managing human capital in organizations introduced the role of the HR. or HC. In
organizations and their capabilities of an organization's workforce. This role refers to HR./HC.
Responsibilities for the organization and what is that make the HR/HC role strategies for an
enterprise. In this report include Tesco HR. practices towards to organizations and how HR
perform recruitment selection in the company and different paperchase of human resource
department and how can improve human resource in their suborganization report also include the
theory of human motivations which defies how can adopts motivation in workplace and effective
leader characteristics (Baškarada and Watson, 2017). In this report mainly defines the human
resource management working in the organization what decisions and strategies make a good HR
in the company and also determines the effective leadership which operate all the functionality of
organization. Those characteristics increasing the organization's popularity and their growth as
well.
TASK 1
1. Relevant models and analysing the approach of company to management of its HR:
HR model determines the responsibilities, processes, descriptions to rights role, and job
in the organization. In any company HR responsible to take major decisions and also handled the
all the functionality in their sector. Human resources are able to handle all the problems of
employees and their solutions. HR model mainly defines the personality of the human resource
position how they adopt this opportunity in the organizations. Company HR provide analytical
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framework of the studying human resource management. HR serve as heuristic device something
to help us discover and understand the world for explaining the nature and significance of key
HR. practice. HR. model helps to understand the Tesco HR. functionality and their role in the
department. It also helps to understand the managing personality of HR. in the Tesco model
helps to take strategic decision in organizations and also determines the process of organizations.
Those models are determines the characteristics of human resource and their relations to
employees. HR. include four types of model-
 The Fombrun model- This the first model defines the HR functions and their
interrelatedness. This model helps to understand the Tesco HR functions. This model
determines the four functions appraisal, development, selections and rewards. It helps to
understand the Tesco HR functionality in the organizations. They perform selection
process for new entrance, Tesco HR. handled recruitment for the new employees they
having interview for employees. They organizations interview rounds for the employees
in the first round HR ask personal equations to the person and in the second round HR
gives some task to the person and in the third round they give final answer to person if
person select in the organizations they start salary discussion if they not selected HR
reject the person (Cascio, 2018). This the selection process in the organizations. In the
other hand appraisal processes defines the employee's promotion or increasing salary
according to their work and their performance. In the Tesco organizations HR gives
appraisal to all employees according to their performance. They give equal opportunity to
all employees in organizations. HR have right to give rewards to the employees in the
organization.
 The Harvard model- Harvard model helps to understand the HRM component in the
organizations. It also helps to understand the Tesco HRM components like interests,
situational factors, stakeholders, HRM policies, HR outcomes, feedback. Tesco HR
handled all the area in department they focus on company situational factors and also
focus on stakeholders and HRM policies those components help to understand more
working personality of HR. Those components output flow directly in to the
organizations and the stakeholders. HR. Handled the all stakeholder working in the
organizations they ensure all the financial problems in the organizations. Tesco HR
handled all the employee's salary and other responsibilities and organizational financial
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process. Company HR also handled the all the policies of HRM department. Company
offers employees to security policies which all process handled by HRM department.
Tesco is large supermarket which operate many stores and their HRM department
handled all their employees working performance and their salary.
 The Guest model- Guest model comprised the HR. behaviour and its performance
towards organizations. This model helps to defines Tesco HR. behaviour and their
performance towards organizations employees. This model determine Tesco HR
strategies that help to make strategic decision in the organizations. This model
emphasizes the HR. outcomes, HR practices. In the Tesco HR ensure the performance of
their employees and also employees working in the organizations (Chelladurai, and
Kerwin, 2017). HR main role to solved employees problems in any area like salary,
sneaks, wash-room related problems etc. this model also focus behavioural of HR. to
their employees they speak politely to their employees and talk with well mannerly.
 The Warwick model- This model defines five elements such as HRM context, HRM
content, business strategies, outer discourse and inner context. All those elements defines
the activities take place and the process by which such changes take places and including
interactions between changes in both context and content. This model helps Tesco to
make business strategy and perform HR practices effectually. Those model helps perform
activities in the HR. Tesco human resource classified the important environmental factors
which defines human resource managing the organizations environments. All the
employees work in good environments. For the help of external and internal contexts HR
achieve performance and growth.
TASK 2
2. Critically discussing recruitment and selection process in relation to strategic human resource
initiatives with making relevant recommendations
Recruitment and selection process is finding the candidates to apply for jobs in the
organizations where selection includes the step by step candidates are screened for choose the
most suitable person for position. Recruitment
And selection process is defines the process individuals selected of particular positions of job.
Selection process determines in the Tesco HR have right to take recruitment of candidates. Tesco
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organization HR performed recruitment process in the organizations for their stores. They want
more employees to handled all their store working in the supermarket. The following steps
define the recruitment and selection in organizations handled by HR.-
 Receive a job order- When HR. receive job order form client, they get recruitment
process rolling, Tesco HR. should include information about the positions and order to
client to filling all the job description detail in form. The job description needed all the
about the job including, details description of the job, hob title, required and preferred
qualifications, salary range, locations etc. if the job description not give enough
information client directly ask to HR about their job description in the company. Tesco
organization HR (Grigg and et.al,. Martin, 2016 ). gives specific information it their
client they give all details about the job, salary, work and other facilities and policies
which are especially for the clients.
 Source candidates- Recruitment process in Tesco once the candidate fully understand the
position then next step to source candidates. It defines to find candidates is active on
online or not and also find their old record in the company. HR also directly ask about
their previous job description and also find in social media to define how many
candidates can active in social media. Source candidates suing such kind of tool like
online job boards, social media, referrals, recruiting database.
 Screen applicants- In the selection process in Tesco after the source candidates process
then HR provide the screen applicants process in this process HR more learn about the
applicants, in this process applicant introduced themself and also including their work
history and their goals. In this process HR can conduct telephones screening, and phone
interview should last about 30 minutes. This is not long and full interview this only the
simple interaction with HR and candidates.
 Shortlist candidates- In this process HR shortlist advancing few candidates. This shortlist
depend on candidate's behaviour and their qualification to their position and also depends
on knowledge of candidates. Because in the shortlist candidates HR ensure all the ability
in the applicants they think all the view of candidates which work is suit which
candidates etc.
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 Interview candidates- After the shortlist candidates HR take face-to-face interview with
their applicants. HR ask questions about the study and their personal life. This process
help to understand the client behaviour and their knowledge about the work. after the
interview HR gives rank to the applicants according to the interview.
 Conduct testing- In this process Tesco HR. conduct test process to their candidates. This
helps to determine how candidates mesh with the company. In this process HR ask
questions about the work they examine how candidate know about the company. In
conduct testing HR. examine the skills of applicants and they provide test to the client
which is 30 minutes in hour in this test HR provide some questions about their work in
company and also ask some English crammer and aptitude test questions. This testing
give result about the candidate's their knowledge, character and their behavioural etc.
 Extent a job offer- This is the final step to selection process where actually selecting
candidate's. After the selecting to the applicants HR inform to the candidate's to selects in
the organizations. After this if candidate's decline the job offer, HR go back to other and
restart the recruitment selection process.
Improve recruitment and selecting process- To improve recruitment process in Tesco HR.
have responsibilities to improve their selection process strategies. HR have right to improve
selection process in the company so the company having effective employee. Here are few ways
to improve recruiting process-
 To improve recruiting selection in the company HR. provide useful and specific details
about open rules like they ensure listing job duties about open roles. HR. prepare suitable
questions to their employees (Jiang and et.al., and Chiao, 2015).
 HR provides straightforward tittle to their candidate's, they must be clear about the role of
applicants in organizations.
 To improving recruitment section with they promote their company and describe what
make company unique form others and also give reason them.
 HR avoids unclear and inclusive language, HR always behave new entrance with politely
and well mannerly and give clear point to their employees.
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TASK 3
3. Approach to HRD:
Human resource department is the process or framework for helping employees to
develop their organizational skills, knowledge and abilities. This framework encourage
employees to developed their skills which help to motivate and retain employees. This include
employees career development, performance management, coaching, mentoring, development,
succession planning, tuition assistance and organization development. Human resource
development can be formal such in college, training, planned change effort. In Tesco human
resource department provide their employees to right direction and it helps to developed their
employees organizational skills and also developed the knowledge and abilities skills. Human
resource department motivate their clients to improve their skills so employees are retained long
time in organization. In supermarket Tesco employees knows about each and every price of
products they work efficiently. Tesco HR gives facilities to employees for proper rest and they
also give shift duties to the employees do they work in co-ordination and without nay stress.
There are following approaches define the human resource department functionality-
 Strategic HR framework approach- This approaches help to define the Tesco HR.
working functionality, in organization HR take strategic decision in their field, firstly
they handled all the recruitment in the organizations they take responsibilities of each
employees in the organizations. They ensure all the employees work right in their field
they provide meeting to getting all the information of the employees and all also try to
know the problem s of the employees and solved that. HR department take strategic for
the employees HR. give time to time rewards to their employees for excellent and hard
work.
 Integrative framework- In these approaches determines HR building organization
capabilities, and they improving customers satisfaction, a shaping customers working
skills. In this approaches human resource department of Tesco provide employees to
facilities and also procedure which help to improve their working skills and their
satisfaction(Kamoche and et.al,. 2015). In organizations HR department make sure about
the employee's satisfaction. This defines to meal break, rest leaves and rewards for work.
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For those tools HR =build organizations capabilities so employees attract with
organizations and increasing growth of the organizations.
 Human capital appraisal- Appraisal in organizations defines the employee's performance
their improvement and clarification, implementations, monitoring etc. HR performed
appraisal to employees bases of their capabilities, ability, work performance and skills.
Those all the skills HR notice to employees if employees are work according to those
skills they give appraisal to them. In the Tesco HR gives appraisals in one time in year
and increase according to employees performance.
 PCMM approach- This approaches stands for people capability maturity model. This
approaches help to improve Tesco management practice it also helps to optimizing levels
of maturity. In the Tesco organizations. This approaches gives opportunity to their
employees to work hard and work effectively. In these approaches defines the several key
process area achieve a set of goals considered important for enhancing force capabilities.
 Integrated system approach- In this approach human resource department designing and
implementation of human resource development systems. In this human resource
department focused each of point in organizations and in business. They do work
according to employees site so they satisfied for that.
 HRD score card approach- HR scorecard is method for human resource to position itself
as a strategic planing partner with manager and executives in the organizations. Human
resource HR developed HR activities that impact gone to organizational profitability. HR
mainly linked between Hr operations and company bushiness targets. Managers use a HR
scored to measure the HR functions effective s and efficiency in producing employees
behaviour which is help achieve goals.
Improve approaches of HRD-
In the human resource department HR mainly responsible for take strategic decision to
perform difficult task in organization. Human resource management is able to take risk in
organizations they handled each and every responsibility in organizations. To improve their
approaches they make planing to take strategic decision in each and every area. In the Tesco
human resource department handled all the strategic decision about their products like selling,
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supplying and de levering products. Each and every area human resource able to handled all
department of the area. To improve work functionality in organizations human source take care
all the problems of employees. Also, tenure they able to handled all the personality of
organizations. To improving the approaches HR organize the development plans in the
organizations and, make sure all the plans are beneficial for the organizations(Koryak and et.al,.
2015).
TASK 4
4. Motivation in HRD:
Motivation mainly defined the people desire, actions, needs. Those reasons motivate
people to achieve those needs in life. It defines the needs important in human life. Mainly
motivation defines needs of humans. In human resource department motivation is crucial concept
where HR. give motivation to their employees to work hard and also give motivation to achieve
goals in life. In human resource department motivation is effective tools which impact directly
goes to employees they appreciate to their employees and performed specific takes in
organizations.
Motivation theory-
Motivation theory defines the motivation in human life. If people implies motivation in
their life they get each need of in their life. Motivation increasing the need of people and also
developed working functionality in humans life. Motivation theory define different people have
different need in their life. Those theories motivate to people to achieve goals in their life.
Maslow's need hierarchy motivation-
This theory defines the needs of human and those needs are classified by five process
each of process defines the need of humans. Maslow theory mainly suggest people actual needs
and what they want to life. Following needs have been classified in to the following-
 Psychological needs- Those are the basic needs of in human life which include the air,
water, clothing, maintenance, clothing, shelter etc. those needs are important in humans
life without them human cannot survive. In Tesco organizations this helps to understand
their customer basic needs like food, cloths etc. organizations mainly provide them.
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 Safety needs- These needs also important in human life, every people want safe and
secure life and also protection to danger this needs motivate the people to provide safety
facilities to the organizations. In the Tesco their HR gives employees to security policies
and insurance facilities in their department. They provide each very procedure in the
organizations. They ensure the safety of each employees and provide them proper
facilities for food security etc.
 Social needs- Social needs defines with affections, friendship, conversations, love, human
is social animal they want all relationship in their life. Tesco organizations employees
working with friendly behavioural and worked in team. Each problems they solved in
team and shared idea in team.
 Esteem needs- This needs refers to the self respect from other and people want fame in
their life. In the Tesco each employees respect each other they talk well mannerly.
 Self-actualization needs- This needs are the highest demanding need, people who are
achieved high goals in their life they want fame in life. Tesco HR motivate their
employees to increasing growth of the company and n=make large enterprise in all the
world and also fame of the organizations.
Hybrid motivation theory-
Hybrid theory defines the motivation in employees work performance. This theory
defines the employees works and their performance according to their performance. Motivation
provides the needs for more work. This theory motivates the people to achieve goals in their life
and meet with their aim and try to develop strategic design to improve organization growth. This
theory also tells about the employees change their working style and create more efforts in their
work. In the Tesco organizations this theory helps to understand how to improve employees
skills and their working functionality towards organizations. This theory also shaping the human
resource working functionality to the shaping of organizations working performance it also helps
to define the all human resource how effective work in their department and also notice each and
every activities in their employees(Leroy and et.al,. 2018). Hybrid theory defines the each every
level of employees performance in organizations. In the Tesco organizations employees are
played important role they are mainly handled their store and customer as well. Those theories
are helps to understand the customer needs and their demands to the organizations and helps to
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understand the motivations in life. Tesco HR. encourage and motivate their employees to present
better work performance.
Compare Maslow's and hybrid theory-
Maslow define the human basic needs which are most important every human life and
hybrid theory defines developed employees skills and also motivate to do work an effectively.
Both theory gives motivation in human life but their needs are different. Mslow defines the
humans needs they achieve in every fields and hybrid needs defines to improve employees skills
and work performance. It also defines the area of employees they work their environments also
going to good and they work effectively.
TASK 5
5. Characteristic of effective leadership:
Leadership in organizations has not ability of one size fits they handled all the
functionality of organizations. Effective leader have quality to handled each every task in
organizations and also handled all the staff responsibilities. Effective leader in the Tesco handled
all the task of organizations. In the Tesco they record all the products which are had to selling
and also record to the all products or supplying. Effective leader have quality to maintained all
the area of organizations and also perform specific task in organizations. Tesco leadership have
different kinds of characteristics which help to handle all the departments in the organizations-
 Passion- Effective leader have passion to handled all the work. They passionate about the
work. They take strategic decision for the organization and improve organizational
growth. Effective leader personality to take major task and complete them they handheld
all the working performance of employees and encourage to hard work.
 Vision- Leadership have vision to achieve goals in organizations. Company vision helps
to understand the organization mission each employees see different visions in their life.
Leader responsibilities to ask their employees to suitable suggestion in their department.
In the Tesco their main vision to make organizations worked top retail's supermarket and
open their store in very country (Mahdi and Almsafir, 2014 ).
 Creativity- organizations leader have always creativity skills which help to motivate their
employees to do unique task in their fields. Organizational leader have creativity skills
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which help to understand employees organizations. Tesco organizations leader have
quality to maintained all the employees work performance and try something new in their
field.
 Confidence- leadership has always confident to their work, they do each work with
confidently. Leadership identify ll the problems of the employees and solved them they
also able to face each situation confidently. Tesco organizations leader face each situation
confidentiality and also work confidently. They always take strategic decision in theory
department.
 Communicator- Organizations leader have skills to communicate their employees to well
mannerly, they have quality to handle their customers effectively and communicate with
them very politely. Tesco leadership have skills to communicate their customer to well
behaved this the additional quality of effective refers to handled their customers very
mannerly so customer attract with their organizations and these skills retain customers
long time.
 Planner/ organizer- Effective leader have quality to make effective plane of the
organizations. They do each worked according to planes and organize each task with
proper planing. In the Tesco organizations do each work according to planes because they
haled hug of products and supplying them.
 Interpersonal skills- Effective leadership have interpersonal skills which defines the
leader characteristics how they communicate, and delegating conflict resolution skills etc.
Tesco organizations headship have interpersonal skills which helps to understand
employees internal problems and solved them like employees have disturbance and their
personal issue, all the problems solved by the leadership (Rahim 2017). Tesco leader also
handle customers problems about the products and about the material they solved them.
 Other business skills- leadership have experience for other business. They have quality to
handle all over business and also have experience about the all over business. They learn
about making business studies and also learn about how to maintained all the
functionality of human resource. Tesco organizations leader have quality to manage all
activities in the organization. Tesco leadership have experience about the other business
which opposite to retails business. They also give knowledge about the other department.
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CONCLUSION
In this above report it concluded that human resource and human capital management
abilities towards reorganizations This reports defines the Tesco organizations human resource
department functionality which handle all the responsibilities to employees and other area of
organizations. This above report defines how human resource department handle selections and
recruitment prices in organizations (Shields and et.al,. 2015). It also defines the approach of
human resource department and how can improve approaches of human resource department. In
this report classified the motivation theory this defines how human resource department motivate
their employees achieve goals in life and how to achieve basic needs in humans life. It also
defines the effectively leadership theory and which defines the character of leader in
organizations and their responsibilities.
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REFERENCE
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balance incremental and discontinuous innovation. Development and Learning in
Organizations: An International Journal.31(4). pp.13-16.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Grigg, K., Gollan, P. and Martin, G., 2016. Managing Corporate Reputations, Strategic Human
Resource Management and Negative Capabilities. In Corporate Reputation (pp. 163-
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Jiang, K., Chuang, C.H. and Chiao, Y.C., 2015. Developing collective customer knowledge and
service climate: The interaction between service-oriented high-performance work
systems and service leadership. Journal of Applied Psychology.100(4). p.1089.
Kamoche, K., and et.al,. 2015. The dynamics of managing people in the diverse cultural and
institutional context of Africa. Personnel Review, 44(3), pp.330-345.
Koryak, O., and et.al., 2015. Entrepreneurial leadership, capabilities and firm
growth. International Small Business Journal. 33(1). pp.89-105.
Leroy, H., and et.al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Mahdi, O.R. and Almsafir, M.K., 2014. The role of strategic leadership in building sustainable
competitive advantage in the academic environment. Procedia-Social and Behavioral
Sciences.129. pp.289-296.
Rahim, M.A., 2017. Managing diverse situations in organizations. In Diversity, Conflict, and
Leadership (pp. 9-18). Routledge.
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Shields, J., and et.al., 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
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