HRM in European Contexts

This assignment focuses on human resource management (HRM) in European contexts. It involves analyzing the institutional antecedents of assigning HRM responsibilities to line managers, HRM issues and outcomes in African mergers and acquisitions, and the effect of mechanical milling on soft magnetic properties. Additionally, it covers HRM and performance achievements, high-performance HRM, and strategic management in tourism. The assignment also explores leadership succession systems, barcode DNA high-resolution melting analysis, and the impact of mechanical milling on amorphous FINEMET alloy. A structured approach to project management is also discussed.

HUMAN
RESOURCES
MANAGEMENT

INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
TASK 1............................................................................................................................................1
P1.Purpose and function of HRM applicable to workforce planning and resourcing an
organisation..................................................................................................................................1
P2. strengths and weakness of different approaches to recruitment and selection:.....................3
P3. Different HRM practices in an organisation which can help employees as well as
employers.....................................................................................................................................6
P4. Different HRM practices that help an organisation to increase in profit and productivity...7
TASK 2............................................................................................................................................8
P5. Analyse the importance of employee relations in respect to influencing HRM decision
making.........................................................................................................................................8
Employee relations and engagement: A collaborative approach.........................................8
P6. Key elements of employment legislations and its impact on HRM decision making...........9
TASK 3..........................................................................................................................................10
P7. Preparation of job description and person specification for a team leader..........................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resources management is an activity which is concerned with the hiring,
motivating and maintaining workforce in the organisation. HRM play important role in dealing
with issues which is going on in the organisation which is related to compensation, performance
management, safety, benefits, training etc. This HRM is define as the process of selecting,
recruiting, providing training to the employee's for there effective performance. TESCO is
British multinational groceries and general merchandise retailer with headquarter in Welwyn
UK. TESCO is the third largest retailer company in the world measured by gross revenue. This
present report help in understand purpose and function of HRM which is applicable to workforce
planning and resourcing organisation. In this explain the strengths and weakness of different
approach to recruitment and selection. This report help in understand the benefits of HRM and
different HRM Practices. This report contain importance of employee relation which influence
HR decision and key element which affect HRM decision. At last this report contain application
of HRM in context of work.
MAIN BODY
TASK 1
P1.Purpose and function of HRM applicable to workforce planning and resourcing an
organisation.
In this human resources management is describe as the process which is used for the
management of TESCO. This procedure of HRM consist the area of planning, organising, hire
right person. This HRM play important role in maintain the workflows and issues which is going
on in the organisation. Purpose and function of HRM is explained Below:
Hire right person at the right time at right place: In this the HRM play an effective
role in the organisation. The purpose of HRM in TESCO is to assign the right person at the right
time at the right place. Right person is define as qualified to the job and perform well in the.
Recruit the person at the time when they needed in the organisation at the right place. This
effective in planning the right workforce in the organisation.
Training and development: Purpose of HRM in tesco is to train and devlop the
employee in the organisation. In this to mange the workforce planning TESCO provide its
employees proper training to perform well in the organisation and effective in achieving the
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goals and objective of the company. Training and development is the programme which
provided by the organisation for effective planning of workforce.
Compensation and performance management: in this the programme of compensation
is implemented by the HR of TESCO. In this compensation include wage, salary,bonus,
incentive programme etc. this is applicable to workforce planning. HR coordinate the
performance of the employee in the organisation with help of effective review, providing
guidelines, training and documentation for manager to make the annual staff performance
evaluation. This performance evolution can promote the employee.
Function of human resource management:
Recruitment and selection: This is the procedure of the organisation of selecting the
right candidate in TESCO. Company hire the qualified person and who is effective in achieving
the goals and objective of the TESCO. This include the workforce planning where selection,
orientation programme are present. In this TESCO manager collaborate with HRM to determine
the staffing vacancy and full fill that vacancies on time. In recruitment hiring is a process in
which the pool of prospective candidate from them select the right one. Recruiting is the
lengthy procedure of selecting candidate in TESCO. Recruitment is about finding and attracting
the potential resources for fill the vacant position in the organisation. In recruitment identify the
job requirements, review applications, screening, short-listing and selecting the right person this
steps are included.
Job analysis and design: In TESCO it is considered as the procedure in which HR
determining and recording all the information about the specific job. This job analysis includes
task, knowledge, skill which is required perform in the job. This is describing nature of the job
such as qualification, skill, work experience which is required for particular or specific job
position is considered as the another important task. Job design include outlining the task , duties
and responsibilities for work to achieve the goals of the organisation.
Performance appraisal: This is function of monitoring the performance of an
employee's which is is acceptable for the organisation. In TESCO, HR is the person who is
responsible for developing and administering performance appraisal system. In this actual
appraisal of employees is the responsibility of supervisor and manager. This performance
appraisal provide a basis for the pay, promotion and discipline this all are important for the
employee development. In this for improving the performance HR managers have to established
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performance standards, communicating established performance standard the performance to
their employee. HR manager of TESCO should develop a plans for fill the gaps in performance
of employee by providing them suitable training.
P2. strengths and weakness of different approaches to recruitment and selection:
In this recruitment is define as the procedure in which organisation select the qualified
candidate for achieving the goals and objective of the organisation. This is the procedure of
finding and attracting the potential resources for fill the vacant place in the organisation like
TESCO. Recruitment has its different approaches that is internal approach and the external
approach, different approaches of recruitment is explained below:
Internal recruitment: this is the procedure of fill the vacant place in the organisation by
employees within this organisation. Under this approach there are few methods that is use for full
fill human resource need of the company.
Promotion: in this if an TESCO want to fill the higher position of the organisation then
they have to promote about that. In this to fill the higher level position manager promote an
existing employee in the organisation. In this existing promoted because organisation know
about the capability of that employee who are already working in the organisation. In this when
employee get promoted in the organisation they work more effective and they are more
effective in achieving the goals and objective of the organisation.
Hire a retired employee as a contractor: In this TESCO hire the retired person person
in that is needed. In this a retired employee has the experience with an organisation of the work
and that task or work that need to be completed. TESCO feel that it is better to hire retired person
then the new person.
Strength of internal recruitment:
 Internal recruitment effective because they already have knowledge about the
existing employee who are working in the organisation.
 Employee grow within a business. This will give great opportunity which
motivate employee and employee perform effectively in the organisation.
Weakness of internal recruitment :
 Lack of the diversity in this someone of different background gender, age into the
organisation bring new perspective in business.
 In this their is the less opportunity to hire qualified candidate or less option.
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External recruitment: in this candidate is hire in the organisation from the outside of the
organisation. Employee hired who is not employed with any of the business. In this business is
uses recruiter specialized skill and large candidate pool for finding the external applicant easier.
Method of external recruitment is explained below:
Social media : this play an effective role in selecting candidate in the organisation. In
this candidate up lode its resume on online site and apply for the job. For example linked in ,
etc. . This are the many site which help in select the employees in the organisation.
Referrals: This is one of the effective way recruiting candidate through recruiting
referrals. In this organisation can find the candidate through the own networking. In this when an
organisation can keep in touch with the candidates and client they can help in refer to leads.
Strength of external recruitment:
 This is very effective in collecting the large pool from that large pool organisation
select the candidate.
 This is effective in gain the new perspective gor the organisation and this provide
more choices.
Weakness of external recruitment:
 This required the high cost in the organisation to implement this external
recruitment.
 In external recruitment this is various option to select which consume lot s of
time.
Approaches of selection:
Online screening and shortlisted: This can be define in as type that is sent to an email
or application tracking system. In this it require initial cost in implementing online screening and
short-listing. After the short-listing their is an part of selecting from that short list. This can be
effective for improving the speed of the recruitment selection processing.
Interview: This is the method of selecting the candidate from the interview. In this there
are member involved in the process of interview and ask questions. In this after the round of
interview selecting the candidate for an organisation.
Strength of this approach:
 This is effective in in judging the mental qualities and ability of the applicant.
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 This reduce the time which is required for the other approaches of selection.
Weakness of this approach:
 This approach of selection requires high cost. This online strategies are less
personal then phone which turn off the qualities of the candidates.
 This consume the more time and this required effective of selecting candidate.
Methods of selection in TESCO: The HRM department of TESCO has adopted interview
assortment method for selecting the appropriate candidate from the internal and external sources
of employment. This selected process is competing in exploratory the candidate on the basis of
their abilities and the subdivision can also carry out mock test in command to recognize whether
the applicant is competent enough to work for the establishment or not. The strength and
weaknesses of Interview selection methods are as follows:
Strength Weaknesses
Any misconception and misinterpretation can
be rectified easily in the interview process.
Because the interviewer and interviewee are
actually present.
This method is a constituent part of deficient
course of action and the qualified candidates
can not only be selected by the interview
process. The on paper test is more of the
concentrate in nature than the interview.
Interview can help to save time to choose the
best appropriate candidate. Within a very short
time effective communication can be
accomplished with the interview.
Interview is the organized process of data
collection and the accomplishment of an
interview is based on the skilfulness of the
interviewer. This unskilfulness of an
interviewer can result to unreliable results.
HRM department of TESCO can also use Application form method for hiring the best suited
employees from internal and external sources of selection. The strength and weaknesses of
Application Form methods are as follows:
Strength Weaknesses
 Ease of relation for employers.
 uniform format
 proficient information of the candidate
 This method is time intense.
 Personal details can be skid to the
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can be accumulated. wrong hands.
 Details of candidates can be false.
 Some test may be complex in nature.
Approaches to work force planning
Situational workforce planning: This approach is stringer to the conventional work
force planning which evaluate the inconsistency between the actual and obligatory requirement
of the workforce. This is used to deal with specific situation of the business organisation.
Approaches to training and developments
On the job training: This preparation is provided to the workers at the time of
performing their duties, and they are well-organized in such a way that they can efficaciously
perform their task.
Approaches to reward system
Total reward approach: This encourages the employee to implement their task
effectively to accomplish more rewards. The rewards are provided to encourage them to perform
in the best form.
Approach to Performance management
Total quality approach: This is founded on the quality of work to perform by the
employees by overseeing and monitoring the employees performance effectively which
motivates them to execute good quality work and accomplish the business objectives.
P3. Different HRM practices in an organisation which can help employees as well as employers
HRM practices help in managing the organisational work in effective manner and is
considered to be the most essential practise for the organisation in modern business. It assists an
organisation in raising the relations between the employees and employer. There are several
HRM practices that is well-advised by the management of TESCO which are as follows:
 Training and Development: This practice defines that the organization is compulsory to
invest on the high level in preparation so that the human resources can modify their skills
and ability in effectual manner. It involves giving initiation sessions to recently joined
workers, by conducting training conferences for skill improvement, etc.
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 Recruitment and selection: Recruitment is the development of hiring the appropriate
candidate for the job, in a timely and cost effective manner. In case of TESCO, their
recruitment practices are frequently a part of their workplace culture. The senior
management team of TESCO follow a quite structured process for assortment as they
consider in employing suitable candidates for the unoccupied position.
Benefits to employees Benefits to employers
 Training and development facilitate in
increasing the skills and area of
awareness of the workers in TESCO.
 HRM practice are obligatory for
employees as they provide healthy
surroundings in the functioning
procedure.
 In case of employers, training and
development is accommodating in
employee ownership and also increase
the effectiveness of the establishment.
 Selecting the right candidate help
industrialist in achieving the
organisational goals surrounded by
specific time frame.
P4. Different HRM practices that help an organisation to increase in profit and productivity
Human resource management has a key role in developing effective management from
corner to corner in the organisational premises as it strive to communicate schooling to
employees to direct their behavioural characteristics on the way to achievement of goals and
objectives. HRM is connected with a number of practice such as hiring of a capable personnel
for the job vacancy, giving them preparation to augment their skills and competence and
formation of a strong working environment. All these when executed within an organisation
strives to stimulate the employees so that they perform in a advantageous manner towards the
realisation of goals. In this regard, TESCO also make use of efficient HRM practices to certify
an systematic conduct within the organisation and develop the overall sales and prosperity of
firm in open market. Some of these practices are described below:-
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Performance Management System: This refers to the process of reviewing and
evaluating the performance of employees in order to ascertain whether it is as per the standards
set by management. Through these systems, variance is found out between the actual and
desirable performance so as to take the essential measures to take a control over the output
delivered by staff. Leaders of TESCO create development plans which provides assistance to
workforce in relation to their career interests, goals and developing their skills and potential to
suit the organisational requirements. Employees are given the right direction, training and
feedback to derive better outcomes from them.
Sharing Information: Sharing important data across the organisational building is
necessary to ensure the success of company. This HRM practice provides aid to employees to
carry out the presentation and process as per the needs of company. TESCO possess the
capability to adopt this practice so as to ensure effective flow of in sequence and foster statement
in an appropriate manner. This also tends to reduce the standing differences between personnel
working in the organisation.
TASK 2
P5. Analyse the importance of employee relations in respect to influencing HRM decision
making
Employee relations and engagement: A collaborative approach
This approach is of the ideology that employee relations and engagement are the key to
success of an organization. When employees of TESCO are effective, this would lead to lesser
number of conflicts arising among them. By engaging employees in the decision-making
process, the top management of company strives to encourage and motivate the workforce in a
manner that they perform by utilizing their full potential (Friedman, 2017). This tends to
facilitate good employee relations across the company premises and gives an overall boost to the
process of collaborative working where coordination and cooperation serve as the prime factors
shaping the working in TESCO.
Importance of this approach:
 This provides assistance to TESCO in effectively maintaining the employee
relations thereby reducing the chances of conflicts and boosting the morale of
workforce so that they perform the tasks in desired manner.
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 This approach also tends to assist the organisation to enable collaborative working
across the organizational premises which consequently result in generation of
unique and new ideas.
Human resources within the company (employees) are the most valuable asset for an
organisation and thus fostering positive relationship among the workforce is essential for
company to ensure achievement of goals and objectives in a timely manner (Gheiratmand and
et. al., 2015). It is the prime responsibility of HR manager of TESCO to reward those employees
who deliver performance as per the set targets. This ensures that the policies made by HR
department is easily acceptable by employees without resistance.
Need analysis of the approaches. What works and what doesn’t if so why not:
This collaborative approach define as the most impotent approach in company like
TESCO. This approach work as key success for TESCO with this approach employee face lesser
conflict among them. This is effective for the TESCO because in this it is effective in solving the
problem and understand the issues and regarding that issue if any decision are required take by
the organization. There is many benefits with this approaches.
Some of the significant benefits of fostering employee relations to influence HRM decision-
making are:-
 HR of TESCO engages employees in decision making process which strives to build
confidence among them and create a sense of loyalty in their behavior towards the
organization.
 Strong relationship with employees help HR manager to gain an adequate and relevant
understanding of their basic personal and organizational needs so that these can be met to
motivate them in a positive manner. After determining these, HR of TESCO can easily
take positive decisions in the favor of employees and organization.
Thus, it can be said that HR manager of TESCO should give due consideration to
creation of a healthy working environment which emphasizes upon effective employee relations
and engagement.
P6. Key elements of employment legislations and its impact on HRM decision making
Every organisation is required to operate in a manner that they do not breach any law or
legislation which aimed at protecting the rights of employees working within the company. The
laws set by government of a country as well as regulatory bodies need to be considered as they
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tend to have a significant impact upon HRM decision-making process. Within TESCO, HR
department comply with certain laws as mentioned below:-
The Employment Rights Act, 1999 and 2003: This act of employment proposed that
every employee working within an organization must be entitled to National Minimum Wage as
well as a salary slip. Unfair dismissal in this the employee right act equips employee with the
right to not to be dismissed unfairly employee's who are working in the organization. In this
dismissal by the employer without the any fair reason to dismiss. In constructive dismissal
situation which face by employee is suddenly demoted for no reason. In this the changing hours
or place of work without agreement and without the toe contractual right to do so. It states that
employees must be given a written agreement that states the terms and conditions associated with
work environment and job role and also provides protection against any kind of unfair judgment
or dismissal at workplace (Ganopoulos and et. al., 2013).
Equality Act, 2010: This tends to be one of the most powerful acts which came in the
year 2010. With the assistance from this law, regulatory bodies of UK aim at feasibly eliminating
all kinds of unethical course of action that occurs at workplace (Discrimination, 2019). As per
this Act, men and women at workplace should be given equal treatment and also given same
salaries or wages if they are working at the same position or carrying out the same type of tasks.
Employees should be given remuneration in accordance with their job role as well as work
performance instead of as per their gender.
In this there some further which is not consider but They consider in the future and that elements
are:
 Duty to make reasonable adjustment in the common parts of lease hold and common hold
Diversity reporting by the political parties.
 Provision about the taxi accessibility.
Some element which will not be coming into force.
 In this the government has decided not to be bring this into force of reducing the cost of
regulation to business.
 Socioeconomic in inequalities under the public sector equality duty.
The above mentioned laws when applied within TESCO assists the company in carrying
out the business operations effectively and efficiently and ensuring an orderly conduct across the
organizational premises.
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TASK 3
P7. Preparation of job description and person specification for a team leader
To recruit Team leader in TESCO, HR manager need to prepare a job describing and
personal specification which provides entire details about the vacant job including roles and
responsibilities etc. It facilitate an organisation to get right candidate at right time at right
position.
Job specification
Job specification
1. Job details
Title of the job :- Team leader under sales department
Company- TESCO
2. Job Purpose
 To manage and monitor the performance level of employees.
 Providing guidance and direction to staff members to perform best towards achievement
of organisational goals and objectives.
 To adopt motivational techniques to motivate its staff members.
3. Duties and Responsibilities
 To motivate employees
 Determine performance of employees.
 Monitoring and controlling the efforts of employees.
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Person Specification
 Post: Team leader of sales department
 Department: Sales department
 Key: This show that what is required when like an evidence:
 (A): Application form, (I): Interview, (R): Role
 Attributes  Essential  Desirable
 Qualification &
Experience
 Diploma or Post-
graduation in
marketing field from
any college. Minimum
4 years of experience.
 Working experience as
team leader in sales
department.
 Experience of working
in sales departmental
field.
 Skills or knowledge  Effective
communication skills
in both written and
verbal. Exceptional
phone etiquette.
 Ability to learn new
things and motivate
staff in order to get
work done from them
in an effective manner.
CONCLUSION
From the above given report it can be concluded that HRM is the very essential aspect for
any business organisation which helps in managing the workforce in effective manner. The main
purpose is to enhance the productivity of the organisation and capabilities of the individuals.
There are different type of strengths and weaknesses of the approaches which are vert essential
for the organisation to surmount in order to intensify the growth of the TESCO. Through
recruitment and selection method the HRM department of the organisation can select the best
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suitable candidates for the job. The HRM practices are beneficial for the employees as well as
the employers. These activities will lead to increase the productiveness of the organisation.
Employee legislation determines the decision making process of HRM department as they have
to believe that the workforce has the great role in achieving the success for the company.
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