HRM and Its Impact on Workplaces

This assignment requires a detailed analysis of the role of Human Resource Management (HRM) in various aspects of workplace dynamics. It involves examining the relationships between HRM practices, employee well-being, job performance, and organizational success. The assignment also considers the effects of HRM on workplace culture, social capital, and employer staffing practices. Additionally, it delves into the importance of sustainable business practices, corporate social responsibility, and environmentally friendly policies in modern workplaces.

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HUMAN RESOURCE
MANAGEMENT
Table of Contents
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HUMAN RESOURCE MANAGEMENT.......................................................................................1
INTRODUCTION...........................................................................................................................3
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an
organisation with talent and skills appropriate to fulfil business objective ……………………..3
TASK1.............................................................................................................................................4
1.1. The purpose and functions of HRM applicable to workforce planning and resourcing an
organisation......................................................................................................................................4
1.2. Strengths and weaknesses of various approaches of recruitment and selection.......................5
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation……………………………………………………………………………………….6
1.3. Benefits of different HRM practices for employees and employer..........................................7
Job Specification.............................................................................................................................8
Preparatory notes for interview :....................................................................................................10
1.4. Evaluation of effectiveness of different HRM practices for of raising organisational profit
and productivity.............................................................................................................................11
TASK2………………………………………………………………………………………….11
LO3 Analyse internal and external factors that affect Human Resource Management decision-
making, including employment legislation………………………………………………………12
2.1. Benefits of employee relations and employee engagement in respect to influence HRM
decision making.............................................................................................................................12
2.2. Key elements of employment legislation within which the organisation must work.............13
LO4 Apply Human Resource Management practices in a work-related context……………….13
2.3. Application of HRM practices in a work-related context, used specific examples. ..............14
Conclusion:....................................................................................................................................15
REFERENCES 16
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INTRODUCTION
Human resources management is the process of recruiting, selecting, training and
development of employee and it helps to achieve individual, organizational and social objectives
of the company. In this report we have discussed about the human resources management of
Tesco company which was founded in 1919 in England. It is a British merchandise retailer. In
this units we have explore the tools and techniques used in HRM to maximise the employee
contribution. And importance of training and development of employees for the organization
growth.
LO1 Explain the purpose and scope of Human Resource Management in terms of
resourcing an organisation with talent and skills appropriate to fulfil business objectives
TASK1
1.1. The purpose and functions of HRM applicable to workforce planning and resourcing
an organisation
About the organisation
Tesco is a multinational retailing company which deals in groceries and merchandise
with its headquarters in England, UK and was founded in 1919 by Jack Cohen. Tesco is ranked
as the third largest retailer in the world in regard to its gross revenues and ninth largest retailer in
globe in regard to revenues. It has its operation in countries involving UK, India, Malaysia,
Ireland, Thailand, Czech Republic, Hungary and Poland. Tesco has pool of operations in
retailing of clothing, books, electronics, petrol, financial service, software, internet services and
telecom (Shen and Benson, 2016).
Mission of Tesco : The mission statement of Tesco is 'to be the champion for customers,
helping them to enjoy a better quality of life and an easier way of living'.
Purpose of Tesco : The core purpose of Tesco is to 'Serving shoppers a little better every
day'. The strategy of Tesco reflects that serving customers is at the heart of everything they do
riding from employees in the store to those in supporting role (Koopman, Lanaj and Scott, 2016).
Objectives of Tesco : The objectives of Tesco consists of firstly to maximise sales and
increase profit. Secondly, to cut down their prices. Thirdly, to introduce more healthy eating
products in the wide range of groceries they supply. Fourthly, Tesco aim to develop a large
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internet shopping site to develop online shopping experience and lastly it aims to reduce
employment in society by providing jobs to the local community.
HRM is the strategic approach of recruiting, hiring, deploying and the management of a
company's employees (Potts and et.al., 2016).
Purpose of HR function
The main purpose of HR function is to work as a link between the top management and
the fellow employees of organisation. HRM considers employees as the organisational assets and
aid to establish job satisfaction and employee efficiency and effectiveness. It is pursued to
facilitate the most effective and efficient use of employees to achieve the goals of business
concern.
Functions of HRM function
A pool of roles and responsibilities are attached with the HR function such as :
Training and development : Tesco functions to assess the training needs of employees
and cater the personal and professional development of workforce. They develop different
programmes to nourish the skills and competencies of employees (Jabbour and et.al., 2015).
Performance Appraisal : To improve the efficiency and boost the morale of employees,
Tesco review or evaluate the employee's job performance on regular basis. Tesco believes on
increasing the overall efficiency by providing rewards and recognition to employees. HR
evaluates the work of employees and provide an appropriate appraisal based on performance.
Recruitment : It is the primary role of HR function to employ right persons at right roles
at right time. The HRM department of Tesco understand the business model, catches the
requirement of the concern and puts the recruitment strategy in place (Ortiz‐de‐Mandojana and
Bansal, 2016).
Conflict Management : An organisation is a pool of different types of people with diverse
background, temperament and values. This diversity may lead to conflict between employees as
well as management. To map a solution of this conflict, HR plays a fair channel of resolution to
the problems and ensure that there is no discrimination between parties to conflict.
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1.2.Strengths and weaknesses of various approaches of recruitment and selection
.
Workforce Planning: Work force planning is the method to identify the current needs of
employees in the organisation to ensure that right people are appointed at right time at right
places. The 3 approaches of workforce planning are:
Workforce approach: It evaluates current workforce and occupations & projects the
number of jobs and number of employees needed to fill them at a point of time.
Workload Approach: It focuses on the amount and type of work company is handling at a
point of time and uses this information to project the number of people and skills needed to
perform the work (Donate and de Pablo, 2015).
Competency Approach: It identifies the set of skills and competencies aligned with
Tesco's mission, vision and objectives. It not only focus on the number of people to be employed
but to competencies employees must master for Tesco's success.
Tesco follows the approach of competency for workforce planning. This approach has
various strengths and weaknesses:
Strengths Weaknesses
Employees with high skills and competencies
are employed.
The cost of employing high skilled employees
is comparatively more.
Recruitment and selection : There are 2 approaches or sources of recruitment i.e.
internal and external. Internal sources of recruitment refers to the process of hiring employees
within the organisation internally. Promotion and Transfers are the example of internal sources
of recruitment. External Recruitment refers to the process of hiring employees from outside the
organisation (Latorre and et.al., 2016). External sources of recruitment include employment from
employment agencies, campus recruitment and professional associations. Tesco follows the
external source approach for recruitment :
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Internal recruitment approach are such methods in which companies select candidate from
internal environment through promotions or job rotation in order to fill the vacant post. It is cost
effective method and vacant post can be filled quickly but in this firm fails to get new talent in
business unit.
Externa are such methods in which candidates are selected from outside atmosphere through
recruitment agencies and newspaper or website etc. It is time consuming process but fresh and
new talent get chance to work in organisation which helps the firm in gaining more profit.
Strengths Weaknesses
The branding of Tesco increases through
external sources.
There is a greater scope of selecting the
appropriate employee from large pool of
applicants.
It is a time consuming process.
The cost of recruitment is comparatively
higher.
Training and development : The training and development of employees can be carried
out in 2 ways i.e. on the job training method and off the job training method. On the job training
method refers to the method of learning where the employ actually performs the job. On the job
training methods include job rotation, coaching. Off the job training method refers to the process
where learning is carried out outside the premises and it includes methods such as brainstorming,
vestibule schools, etc. Tesco employs on the job training method for the training and
development of its employees (Kalysh, Kulik and Perera, 2016).
Strengths Weaknesses
Improved skills of employees
Higher efficiency
High cost
Performance management : The approaches of performance management includes 360
degree, self-appraisal approach, trait and group approach. Tesco uses 360 degree approach for
the appraisal of employees.
Strengths Weaknesses
Boosts the morale of employees Time consuming
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Regulates the performance Non economical
Rewards system : Rewards are given in two way i.e. monetary and non- monetary
reward. Monetary rewards are incentives, bonus and non-monetary rewards are film tickets, gym
membership, holiday package etc (Coccossis and Mexa, 2017). Tesco follows non-monetary
approach of providing rewards.
Strengths Weaknesses
Serve as tool for motivation An additional cost for company
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in
an organisation
1.3. Benefits of different HRM practices for employees and employer
The HRM practices of Tesco are workforce planning, training and development,
performance management and rewards. The benefits of HRM practices can be explained as:
Basis Employee Employer
Recruitment Serve as a source of income.
Career development of
individuals.
Bringing new talent to the
organisation.
Fill the vacant post of job
roles.
Training & development Improve the performance of
employees.
Personal and professional
development.
Career Enrichment and
growth.
It increases the work
productivity of organisation.
It ensures optimum utilisation
of resources.
Increased profits due to trained
employees.
Performance management Boosts the morale of
employees.
Measurement of performance
Regulate and control the
performance of employees.
Evaluation of the quality and
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is the criteria to direct to a
better and improved
performance in future years
(Grizzetti and et.al., 2016).
the quantity of work done.
Rewards It provides job satisfaction.
Fulfil the personal needs.
Pursues a high standard of
living and a better lifestyle.
It enhances staff retention
It aids in maintaining work
atmosphere.
Evaluate the effectiveness HRM practice (planning, training and development, performance
management and rewards )
The main objective of HRM practices is to manage people well and retain skilled people
in organisation for longer duration (Effects of HRM on Workplaces, 2019). Recruitment is
considered as one of the essential practice, through recruitment Tesco tries to hire talented
people in firm. These people contribute well in accomplishment of organisational goal.
Furthermore, experienced and skilled employees work hard in workplace and it supports in
raising production level in business unit (Grizzetti and et.al, 2016).
Training and development is another great practice of HRM that supports organisation in
developing capabilities of its staff members (Marsden, 2017). By this way they perform well and
they commit less mistakes. By this way employees always get more promotional opportunities in
their career. It motivates them and they treat the consumers well. This helps in increasing
profitability of Tesco and minimising operational cost as well.
Reward management is the practice in which company appraise its workers for their good
work. Tesco is the leading retail firm, it pays more attention on their workers and treat them
well. It always wants to retain its talented people in organisation for longer duration. Through
incentives, bonuses, enterprise encourage its staff members. By this way they work hard or work
extra hours in workloads. This raises productivity of company and helps in enhancing its
profitability to great extent (Inkinen, Kianto and Vanhala, 2015). By offering them reward entity
minimises its recruitment cost which reduces the overall expenses of firm and increases net profit
of firm.
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1.4. Evaluation of effectiveness of different HRM practices for of raising organisational profit
and productivity
The main objective of HRM practices is to manage people well and retain skilled people in
organisation for longer duration (Effects of HRM on Workplaces, 2019). Recruitment is
considered as one of the essential practice, through recruitment Tesco tries to hire talented
people in firm. These people contribute well in accomplishment of organisational goal.
Furthermore, experienced and skilled employees work hard in workplace and it supports in
raising production level in business unit (Grizzetti and et.al, 2016).
Training and development is another great practice of HRM that supports organisation in
developing capabilities of its staff members (Marsden, 2017). By this way they perform well and
they commit less mistakes. By this way employees always get more promotional opportunities in
their career. It motivates them and they treat the consumers well. This helps in increasing
profitability of Tesco and minimising operational cost as well.
Reward management is the practice in which company appraise its workers for their good work.
Tesco is the leading retail firm, it pays more attention on their workers and treat them well. It
always wants to retain its talented people in organisation for longer duration. Through incentives,
bonuses, enterprise encourage its staff members. By this way they work hard or work extra hours
in workloads. This raises productivity of company and helps in enhancing its profitability to
great extent (Inkinen, Kianto and Vanhala, 2015). By offering them reward entity minimises its
recruitment cost which reduces the overall expenses of firm and increases net profit of firm.
1.5-Case studies examples
Internal : There are many internal factors such as capital or financial capability of business is
one of the most significant factor which affect decision making of company. If firm do not have
adequate fund, then it will not be able to make changes in its technologies which will influence
its profitability. Sainsbury has invested huge amount in new HR software whereas Tesco fails to
do the same which has affected its performance to great extent. Management structure and style
is another factor, Tesco follows tall structure it does not involve people in decision making
process hence staff turnover gets increased which affect performance of business but Sainsbury
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implements flat structure which helps in raising satisfaction level of works and they put hard
efforts to meet the organisation goal.
External: Political situations, economic condition impact on profitability of business, Tesco gets
influence by unstable political conditions. Sainsbury conduct market research and forecast future
happening which helps in managing operations properly.
TASK 2.
LO3 Analyse internal and external factors that affect Human Resource Management decision-
making, including employment legislation
2.1. Benefits of employee relations and employee engagement in respect to influence HRM
decision making.
• Increase productivity: Employees who has working with Tesco company if they have a
positive relationship with their co-workers and managers helps them to work more smarter and
efficiently. They make more efforts to get evolved in the Tesco company project. This leads to
get higher productivity and performance helps to achieve the organisation goal of Tesco
company. If the employees of Tesco have a good coordination with their whole staff than it
create a good environment which can increase the motivation power of employees and through
this the employee give more proper attention in their job task and results leads to growth of
company(Grizzetti, B and etal, 2016).
• Enhance motivation: HRM system of Tesco company has increased their moral support
and motivation to the employees and its a primary benefits of good employee relation. The
management of Tesco company pays more attention on their staff and make them feel
appreciated and empowered. And they always let them know that their opinion is
valued .Personalized feedback provide them more interest in their work. Motivation helps the
employee to boost their confidence level to achieve their self goals and organization goals as
well (Inkinen, Kianto and Vanhala, 2015).
• Increase revenue: Strong employee relation has a very positive impact on the Tesco
growth and revenue. Employees who feel motivated and engaged in the workplace leads to
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excellent results in their job roles, resulting in better production, increased customer satisfaction
and increment in sales as well .Employees are a company's most valuable assets as the total
growth and success of business is dependent on the employee and If the staff of the Tesco
company always maintain their relation with the staff and make them motivated and engaged
than the employee will stay with the company longer and feels strive to meet their expectations
(Jabbour and et.al., 2015).
Flexible models which can help the organisation and employees to achieve their independent
goals and the objectives of organization.
1.Freelancing: It is a different procedure to do work from home .Tesco company give
opportunity to the people sitting at home to do work for their company. sometimes the company
wont able to hire employees because of small infrastructure facility .Through this idea the Tesco
providing work from home which has giving benefits to employees and organisation both which
leads to increase in revenue and growth of Tesco company (Inkinen, Kianto and Vanhala, 2015).
2.Shift in timing : In this system the employees of Tesco give liberty to the employees to choose
their timing according to their choice. Through this system the employees of company have
better work life balance. And this leads to good deeper sense of teamwork, such that one might
pitch in for someone who is away and employees will be more connected with work and
company (Kalysh, Kulik and Perera, 2016 ).
Job Specification
Job Title Human Resource Manager
Report to CEO of Tesco
Roles & Responsibilities It will consist of recruitment, selection and employee on
boarding.
Candidate should be capable of imparting training and
development of employees.
To evaluate performance appraisal of employees.
To resolve conflicts in the organisation
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Organisational development and policy development
Qualification MBA in Human resource management or any other diploma in
HRM
Title of the job Human Resource Manager
Date: 11/05/2019
Qualification required Essential Desirable Met
MBA in Human resource
management with
recognized institute with
a score of 60% and above
Diploma course in
leadership /
management / business /
law / communication
Fluency in English
Basic Computer skills
Yes
Yes
Yes
Yes
Need of Experience
3 to 5 years experience
as HR manager in
reputed company
Habitat to work on ERP
softwares
Yes
Yes
Personal characteristics
& conduct
Good communication
skill
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Leadership skill
Good interpersonal skill
Good negotiation skill
Positive attitude
Good in decision-making
Conflict Management
Soft Skills
Yes
Roles and
Responsibilities
Training and
Development
Performance
management
Departmental and
organizational planning
Documentation
Recruitment and
selection
Legal knowledge, payroll
management, reward and
incentives.
Workforce Planning
Yes
Yes
Yes
Yes
Preparatory notes for interview :
 What are your payroll requirements?
 Do you know anyone who works in our company?
 Discuss your strengths and weaknesses
 Share your prior work experience
 Why do you want to work with us?
 Are you willing to travel?
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 Why do you think you will do well at this job?
 What makes you different and unique from other candidates?
Selection criteria
 Qualification and job experience matched with the requirements
 Strong communication skill with goof knowledge of software
 Should have team handling capabilities.
Score sheet
Name of candidate………
Category 1 (Poor) 2 (Good) 3 (Average) Additional
comment
Education and
experience
Supervisory
skills
Overall score
Offer letter
May11, 2019
Mr. John
England
Email: [e-mail]
Dear Mr. John
We are pleased to inform you that you have been selected for the post of human resource
manager. You will have to join from25May and you will get $100000 salary annually.
You will get benefit of medical coverage. Company offers necessary leaves to you that are
vacation, personal, causal, sick leaves.
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Sincerely
Shirley Lee
Human resource head
Evaluation of process
By preparing interview notes, score card and selection criteria HR team gets to know the
actual skills required in a person. By this way company can hire most deserving candidate on the
vacant post. Offer let supports in completing all documentation and minimising chances of
further legal issues. This letter is the agreement between employee and employer in which
obligations and rights of both individuals are clearly stated. Job specification is helpful in
knowing the actual requirement of particular department so that human resource team can hire
candidates accordingly. All such process aid in conducting operations of business smoothly and
managing people well in organisation (Geisler and Wickramasinghe, 2015).
Approaches to and effectiveness of employee relation
Psychological approach decribes the perception of person towards the job. Tesco create
good working condition and fgives attractive pay to staff which help inb developing healthy
relationship between employees and employer. This is beneficial in reducing strike and boycotts
at workplace. Human relationship approach is another method which explains that each person
has their own behaviour. Management and employees both have to understand behaviour of each
other and has to opt disciplinary nature which helps in developing relationship between
employees.
Flexible organisation/ Flexible working practice
Tesco gives flexibility to its employees to encourage them and to make them able to
make balance between personal and professional life.
Atinkson model of flexibility explains three different types of flexibility that provides by
organisation to its employees.
 Functional: This is the type of flexibility in which firm relocate its staff members so that
they can understand new jobs and can develop their skills. Managers offer flexible
working hours to its workers this motivate them and help in retaining staff to great extent.
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 Numerical: Part time, full time working flexibilities are given to staff by Tesco. In
seasonal time company hires part time workers such as students etc. By this way they get
employment opportunities and get experience of working in real firm.
 Financial: this is another flexibility in which managers provide incentives to its workers
so that they work hard. If they put extra efforts then employees can get extra income as
well.
2.2.Key elements of employment legislation within which the organisation must work
1. Health and safety act 2011 :
According to this law the Tesco company provides facilities which relates to the health safety of
the their employees such as life insurance, proper medical facilities .In case if there any
sudden accident occurs during office premises the company has the right to help their
employee financially by providing all the facilities which relates to their employees life
and health. Management of Tesco maintain cleanliness for employees because they know
that employees are assets of their company as the employee are the ones who can give
growth and revenue to their company . so they must take care of their employee health and
hygiene (Koopman, Lanaj and Scott, 2016 ).
2. Wages and compensation Act:
According to this law the Tesco always try to protect employees, and management ensure that
their employers treat them with fairness in term of payment for work done. They always
make sure that they are fulfilling their employees financial needs on time the basis of their
hard work and performance in every task. As the company knows that the employees are
the backbone of their company if they full fill their needs by giving proper wages to the
labour and salary compensation to the employee leads to increase confidence of employee
and helps to change lifestyle and make them to stay longer with company .This act gives
benefits to the company in achieving goals and objectives( Latorre and et.al., 2016).
Employment Act 1996 – It consists of the rights that organization needs to provide to workers
who are working under them. In this firm can-not terminate any worker without giving proper
dismissal order.
Equal pay Act 1970- In this act organization is bound to give equal pay to all workers who are
working on same level. Equal opportunities must also be given to them.
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Equality ACT 2010- In this act all employees working in an organization must be treated equal.
This act helps organization in retaining workers.
Sexual discrimination Act- This act implies that there must be no discrimination based on
gender, age, colour. Whether female or male must be treated equally.
LO4 Apply Human Resource Management practices in a work-related context
Marks and Spencer company who used motivation strategies in which the management
always try to give them moral support so that the employees of the company boost their
confidence level and help to achieve their organisation and independent goal. And they follow
wages and compensation act which maintain the financial conditions of their employees hard
work( Marsden, 2017).
And the Tesco company try to make them feel appreciated and empowered and always let them
know their opinion is valued. Personal feedback leads to increase in work efficiency. And they
follow law Health and safety act in which the management of Tesco company take proper care of
employees healths and safety by providing proper cleanliness and medical facilities like health
insurance. This leads to increase in development of employees and company(Ortiz‐de‐
Mandojana and Bansal , 2016).
Wolves vegan company try to maintain relationship with employees by giving them opportunity
to share and discuss their views because they know that their employees are the part of their
company and they can give a good suggestion which leads to create friendly environment for
employees and the employee of company never hesitate in front of other to speak.
And the management Tesco company arrange meetings where all the employees meet together
and do group discussion where the employees can tell about their problems and discuss about the
points which can give better results for the development of the company(Potts and et.al., 2016).
Conclusion:
According to this summary its describes how much its is important to train employees for the
growth of organization and the whole organisation is typically dependent on the employee hard
work . And also discussed about the importance of good relation in company. The management
of Tesco describe how the company can supports their employees by giving them proper
training .
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REFERENCES
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