Importance of HR Policies and Practices

This report discusses the importance of HR policies and practices in managing employees effectively. It explores how HR policies improve organizational culture, employee engagement, and training and development. The report also highlights the requirements of HRM policies and their impact on business performance. Case study: Tyrone Superstores Ltd.

MANAGING PEOPLE

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
QUESTION 1..................................................................................................................................1
Importance of HR Policies and Practices....................................................................................1
Employee Engagement, Training and Development..................................................................2
Requirements of HRM policies...................................................................................................4
CONCLUSION................................................................................................................................5
REFERNCES...................................................................................................................................6

INTRODUCTION
Management is the process of organising all the resources which are available in the
business organisation to increase the potential to achieve objectives. Increase in the completion
in the market it is very essential for business to develop effective human resource policies which
helps to provide better management of employees in the organisation. This report provides brief
study on Tyrone Superstores ltd which is located in UK and has many stores in the country.
Report discusses importance of HRM policies in the business to increase performance and
explanation about training and development and employees engagement to develop effective
management strategies and increase efficiency of the company to compete in the market and
attain core competency effectively.
QUESTION 1
Importance of HR Policies and Practices
Every business needs to develop rules and regulations which help to maintain a system in
the business organisation effectively (Christopher, 2019). It is very important for business to
develop policies which helps to manage the employee’s activities and provide effective
guidelines. HR policies also improve the organisational culture to increase the performance of
employees and achieve objectives effectively. Tyrone superstore has also developed effective
policies which help the company to increase the number of employees and provide effective
opportunity for the company to grow by achieve the objectives. Tyrone also has to focus on
employee relations who help to increase the productivity of the business and provide better
working environment to develop potential employees effectively. Customer experience is also
indirectly related to the Hr policies of the business which helps to increase their experience in the
store and increase their satisfaction effectively (Blom and et al., 2019). HR policies help to
provide effective communication in the organisation to develop effective structure and increase
the innovative ideas and promote more employees for their performance. Innovate culture also
increases the motivation of the employees an support them to increase the efficiency according to
their skills and knowledge. Human resource policies are also formulated according to legal
factors, laws and acts of government to reduce any legal complication. It safeguards business
from any malpractices done by the employees. Liability of any illegal activity done by
employees is not protected with the help of employer and employee contract. With the help of
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HR policies organisation also develop effective ethical standards in the organisation to
communicate and treat each other effectively. Training and development of employees is done
with the help of proper policy formulation as it is very essential to increase the performance of
employees to achieve the objectives of the company effectively. This also helps to increases the
performance consistency to formulate effective strategies to manage all the employees
effectively. However, there is lack of potential human resources in the superstore ltd which also
decreases the quality of performance of the company to increase customer relation and
experience effectively. There are also many factors which impact the working pattern of the
store. Due to increase in the completion and technology advancement it is very essential for
company to develop effective human resources policies (Van Berkel and et al., 2017). The main
requirement of Tyrone Superstore is effective information system which provides support top
level Hr managers in decision making and formulating effective strategies to increase the
productivity of business to increase sales and compete in the market effectively. Human resource
management is very effective for the organisation which helps to increase the overall
productivity by appointing right person at the right job at the right time which also helps the
business organisation to increase the profit margins and compete in the market effectively.
Employee Engagement, Training and Development
Tyrone has to develop human resource policies which help to increase the potential of
their employees to increase customer satisfaction effectively (Guerci and et al., 2017). As the
company is dependant of the part time employees and students which also impact the ethics and
morale of the business organisation. It is very important for the permanent managers provide
effective training and development to all the employees by recruiting full time employees in the
organisation. As part time employees also increases the cost and impact the workflow negatively.
Tyrone Superstores also is also impacting the brand image of the business in the market. Due to
lack of effective skills and knowledge of the employees the company is declining its goodwill
and reducing the potential to earn more profit margins. Human resource managers of each store
had to develop effective strategies to attract more potential employees and design proper training
and development activities to increase the potential to attain core competency and increase
customer satisfaction effectively (van Harten and et al., 2017). The organisation has already
grown in the local market which is why they have to increase the productivity of the products
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and provide better services. Increases in the technology integration with the training activities
also provide effective approach to increase the organisation culture of Tyron Superstore ltd
effectively. Development of effective policies with proper digital tool will provide managers to
conduct job analysis and create job description to recruit human resources which are required
according to needs of the stores to achieve the objectives effectively.
It is very essential for the Tyrone to attract more potential employees in the store and also
motivate them to increase their job satisfaction and retain them in the market effectively
(Ayentimi, 2018). There are also many factors which increased the employee’s turnover in the
organisation. Lack of effective ethical value of the business and increase the potential of business
which increases shared value of the employees to integrate it with the vision of the company.
This helps to increase the customer improve the customer satisfaction and also increase the loyal
customer. By developing hr policies company also will improve the employment benefits and
increase the job satisfaction. This increases the retention power of Tyron Superstore and reduces
the cost of the company to recruit new employees. However, employee retention of negative
individual can impact the cultural efficiency and communication channel of the company
negatively. It can also impact the quality of output of the stores and decline the sale negatively.
Company needs to develop effective team which has all the skills to achieve objectives
effectively. Hr managers has to develop effective skill gap analysis which helps to examine
present and expected skill of the ream members to achieve the set goals which increases the
brand value of the company and compete in the market effectively. this also increases the
motivation level of the employees which increases their participation. Increased participation of
employees in the business activity develop opportunity to gather innovative ideas from
employees to increase sales and gain more profit margins. With the help of technology HR
manager can analyse the performance of employee and also monitor them with the help of
balanced scorecard effectively. due tom increase in the potential of the employees of the
superstore it will increase the efficiency to gain better information and develop better strategies
to compete in the market (Cross, 2017). Human resource policies also include employee’s safety
and compensation benefits including their families. Employees also provide effective support to
the company to develop strategies to increase the marketing of the products and attract more
customers effectively. By appointing more potential employees in the organization company will
increase the performance if their workforce to achieve the quality of services and prove high
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salaries to increase the motivation of the employees to attain self assessment and self
development to achieve their personal goals effectively (Goldstein and et al., 2017).
Requirements of HRM policies
Human resource management plays essential roles such as planning, organizing,
coordinating and controlling in the organization. In addition, they manage group of people at the
workplace by motivating them effectively and supports them to improve working performance in
the organization. Tyrone Superstore Ltd. Is a food supermarket which has built good brand
image for quality foods in the food industry. There is various type of employee i.e. students,
female workers and others at the workplace so they help to understand customer psychology for
the taste. Organization gives scheduled job facilities i.e. full time and half time so that easy to
reduce employee turnover and motivates them to lead high productivity in their working. From
the past few years Tyrone Superstore Ltd faces various issues at the workplace such as lack of
customer satisfaction level, conflict due to low wage and poor discipline and grievance process
at the workplace which reduces employee retention rate at the workplace. These issues interpret
that organization has poor management activities or manager unable to understand needs of
customers as well as employees within company (Leisinkand Knies, 2018). HRM policy is the
best option to resolve all the issues and it helps manager to understand requirement of company
on time. HRM policies are compensation benefits, training and development, workplace
diversity, human resource research and others. These policies guide human resource to perform
effective business operation as result gets high profitability. Training and development program
are the part of HRM policy which denotes that human resource provides employment practices
which improves working efficiency of the employee and influences customer services as well.
Training and development program can interlink with HRM strategy as well. For example,
human resource can conduct training and development program per quarter months that
improves employee engagement and increase a set of skills which they can apply at the
workplace. By the HRM strategy easy to meet employees’ objectives and in return company can
get high satisfaction level of the customer at the workplace through employees supports. HR can
implement reward strategy which is an integral part of HRM policy. Incentive as reward attracts
customer to give high efforts at the workplace and maintains their wellbeing within workplace.
So, human resource can practice their strategy in their actions which supports to resolve
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employee retention issues and assist to gain short-term goals in minimum time. Tyrone
Superstore Ltd has workplace diversity because they want to meet each customer objective at the
shop. But due to poor management unable to handle workplace diversity as result conflict issues
faces by employees. So, HRM can offer anti-discrimination policy that ensures female labour
and students to work safely without prejudice and maintains their wellbeing at the workplace.
360 feedback strategy is another HRM strategy which can improve employee engagement at the
workplace. For example, 360 feedback strategies can support human resource to analyse
individual employee performance at the workplace by gathering feedbacks from customers
(Sandersonand Mujtaba, 2017). In addition, HR can gather feedbacks from the employee about
strategy which gives values to them and improves their engagement at the workplace. Thus, HR
can overcome all the identified issues through interlink HRM policy and HRM strategy within
organization. It is very essential for the company to develop effective information about all the
skills and talents in the market place and develop effective human resource policies in the
company to develop effective structure and increase the communication channel and achieve the
objectives to increase sales and improve profit margins effectively. HRM policies need to be
developed according to the ethical consideration of employees and cultural values of local
community which helps the company to increase their size and adopt with the new market
effectively. Tyrone Superstores ltd have effective understanding of benchmarking strategies
which helps to increase the consistency of product and service quality and improve the brand
image in the market to compete and attain core competency effectively.
CONCLUSION
This report concludes that it is very essential for business to analyse its internal and
external factors of business environment to develop effective HRM policies and improve the
efficiency of the company effectively. Report also provided information about different
strategies which were linked to employment relations and engagement to increase market share
of the retail chain in the market. With the help of effective internal factor audit it is also analysed
that organisational culture, skills and knowledge of employees helps to increase the potential of
the business to compete in the market and attain core competency effectively.
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REFERNCES
Books and Journal
Ayentimi, D.T., 2018. Multinationals' HRM policies and practices: Do national institutions in
less developed countries really matter?. Rainer Hampp Verlag.
Blom, R and et al., 2019. HRM Philosophies and Policies in Semi-autonomous Agencies:
Identification of Important Contextual Factors. The International Journal of Human
Resource Management. pp.1-26.
Christopher, N., 2019. The effectiveness of HRM policies and practices. International journal of
social sciences, 2(1), pp.24-32.
Cross, D., 2017. Employee Retention Strategies in the Fast Food Industry.
Goldstein, H.W and et al., 2017. The Wiley Blackwell handbook of the psychology of
recruitment, selection and employee retention. John Wiley & Sons.
Guerci, M and et al., 2017. Empirical insights on the nature of synergies among HRM policies-
An analysis of an ethics-oriented HRM system. Journal of Business Research. 71.
pp.66-73.
Leisink, P. and Knies, E., 2018. Public personnel reforms and public sector HRM in Europe.
In The Palgrave Handbook of Public Administration and Management in Europe (pp.
243-259). Palgrave Macmillan, London.
Sanderson, I.J. and Mujtaba, B.G., 2017. Applying HRM Policies and Principles in the
Subsidiary: A Comparison between Anglo-American and Chinese Cultural
Contexts. International Journal of Contemporary Applied Sciences. 4(4). pp.48-60.
Van Berkel, R and et al., 2017. Editorial introduction: An introduction to employer engagement
in the field of HRM. Blending social policy and HRM research in promoting vulnerable
groups' labour market participation. Human Resource Management Journal. 27(4).
pp.503-513.
van Harten, J and et al., 2017. Special issue of international human resource management journal
HRM and employability: an international perspective.
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