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Objectives of Human Resources Management
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Added on 2020-07-22
Objectives of Human Resources Management
Added on 2020-07-22
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Human ResourcesManagement
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Discuss objectives and functions of HRM practices.........................................................1M1...........................................................................................................................................3M2 Strengths and weaknesses of recruitment and selection approach ..................................3D1...........................................................................................................................................4P2 Strengths and weaknesses of recruitment and selection approach ...................................4TASK 2............................................................................................................................................6P3 Benefits of HRM practices for employer and employees................................................6M3 Strength and weakness of different recruitment and selection practices ........................8D2 Human resources management practise and applications................................................8P4 Effectiveness of various HRM practices to raise organizational profit and productivity.9TASK 3............................................................................................................................................9P5 Importance of employee relation and its influence on HR decision making....................9M4.........................................................................................................................................11D3.........................................................................................................................................11P6 Key elements of employment legislation and their impact on HRM decision making..11M4.........................................................................................................................................13D3.........................................................................................................................................13TASK 4..........................................................................................................................................14P7 Applications of HRM in a work-related context.............................................................14CONCLUSION..............................................................................................................................16REFERENCES .............................................................................................................................17
INTRODUCTIONHuman resource management is define as an employing people, developing resourceutilisation, compensating and maintaining their services effectively. It is also identify as amanagement function, concerned with maintaining, motivating and hiring person in anenterprise. In the organisation, main role and responsibility of human resource is to recruit andselect knowledgeable candidates who can easily achieve business goals and objectives in giventime period (Batt and Colvin, 2011). In order to increase basic skills and knowledge ofemployees on particular subject, an organisation can provide effective training and developmentsecession to them. Due to this, they are happy and give their full efforts in achievement of desireobjectives and targets of firm. This report is based on TESCO is a general merchandise retailer and British multinationalgrocery in worldwide. This project shown purpose and function of human resource managementand in this business entity role. Company adopt internal and external approach of recruitmentand selection which also describe in this study. Practices of HRM is beneficial and important forcompany because it attract large number of the candidates in less duration. Employmentlegislation also effects on business performance and decision making activity of manger.Employee relation is very important and vital part of company development and growth. TASK 1P1 Discuss objectives and functions of HRM practicesHuman resource management is an important activity in Tesco. This concept is relatedwith making appropriate utilization of manpower in order to attain goals and objectives ofcompany in effective manner. It is an concept that focusses on overall development of workerswhether it is personal or professional. This functional unit is indulged in planning, designingpolicies and strategies to make employees more efficient in their job roles. There are severalprinciples to maintain healthy relations with workforce so that they could be motivated toperform better and give better outcomes in favour of company's success (Berman and et. al.,2012). Some of the objectives of human resource department of this organisation are as follows-Develop adequate strategies to use employees in effective manner.To motivate employees in order to get higher performance from them.Hire skilled and qualified personnels that can contribute more to growth of business.1
Identify training needs in timely manner in order to enhance skills and productivity ofworkers. Functions of HRM-Human resource department plays numerous roles in developing workers of thiscompany. Main focus of this functional unit is to enhance skills and capabilities of workers sothat organisational goals could be achieved in more significant manner. Management of thisdivisions is involved in several activities. These are as follows-Planning- It is an activity of formulating strategies and policies for the development ofemployees. This is related with various activities that might take place in future. Plans are madeassumptions and forecasting by keeping past factors in mind. It also includes development ofproper policies for providing training to workforce (Boxall and Purcell, 2011). Job analysis- It is another important activity performed by this functional unit. Thisincludes process of identifying vacant job positions in company in order to fill it with skilledpeople. Manager deeply analyses the job role so that required skills and qualification can beidentified. On this basis of gathered data, job description is designed top attract talentedcandidates. Staffing- It is further activity performed by this division. This is concerned withrecruitment and selection of employees. Recruitment is the process of inviting capable people forinterviews whereas selection is activity of choosing best amongst these job seekers. Selection isdone on the basis of several parameters such as aptitude tests, interviews, group discussions etc. Orientation- This is another important function of human resource management. Tomake new employees familiar with company, this functional unit is responsible for conductingproper orientation program. Newly joined workers are explained their roles and responsibilitiesso that they can perform their tasks easily. They were also told about rules and regulations ofcompany such as working hours, dress code, pay scales, ethics etc. Performance appraisal- This function of HRM unit is related with evaluatingperformance of new and existing employees. It is very helpful in identifying their level in termsof skills and capabilities required to perform particular job role successfully. This is done onregular basis so that defects and errors in their workings could be found. These gaps betweenactual performance and standards are considered as training needs (Bratton and Gold, 2012). 2
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