INTRODUCTION Human resource management is the sum of those practices which are used by the business in order to employ controlling and management measures so as to manage all the employees within organisation. Human resource department is highly responsible for making plans and properly implementing them in order to achieve business objectives in desirable manner. On the other hand this department is having major role to recruit those candidate which are having appropriate skills so as to make the company more inclined towards business goals and objectives. This report is made in order to understand all these concepts of recruitment and selection and the company taken for this is Tesco(Obeidat, 2016). Tesco is one of the largest retailers in UK and the company is dealing in clothing, books, toys and financial services. They are having more than 45000 employees within their global level operations in 13 countries. This report includes description of HRM functions and strengths and weaknesses of recruitment and selection approaches. Along with this the report includes advantages of human resource practices in business with employee relationship significance. Within the last part of report application of HRM practices are includes which are helpful for the business to have effective flow of information and creating path to attain business goals in considerable manner. TASK 1 P1. Purpose and function of HRM Human resource management is the process in which various dimensions are included such as recruitment,selection,induction,orientation,traininganddevelopmentwithinabusiness organisation. Human resource department is having major role to manage workforce in such a way that maximum output can be taken out from them which could be helpful in goals accomplishment. Tesco is a supermarket chain which is having their operation around the globe and dealing in supermarket chains. In order to manage these operations in effective manner the human resource is working with another department so as to ensure that customer are highly satisfied with the product and services of the company. HR manager of Tesco is required to work upon several functions so as to manage whole workforce in desirable manner(Bratton and Gold, 2017). These functions are enumerated as under: 1
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Recruitment & Selection:This is one of the prominent functions of HR department to ensure that appropriate candidate has been selected for the right designation.This is advantageous for the business to have high edge on accomplishing their overall goals in significant manner. For this HR manager of Tesco is having role to recruit skilled candidates and manage the process of recruitment and selection in considerable way so to enhance operational efficiency and quality as well. Training & Development:This is another well-known function of HR department is to train and develop organisational employees in order to enhance personal and business efficiency and performance. Within this employees are ensured with proper leadership guidance and for this various sessions are organised by HR department. These sessions are helpful for the workforce in enhancing their knowledge so as to modify internal operation as per the market change without any hassle. The HR manager of Tesco is arranging several training sessions so as to enhance workforce skills in order to have business development(Russell and Brannan, 2016). Purpose:- The major purpose of Human resource management is to ensure that business operations are performed in most effective manner so that high productivity and profitability can be attained by the business. When human resource team is highly active in the business then this leads the business to het distinct competitive edge within marketplace. In the context of Tesco the Human resource manager of Tesco is having aforementioned major purpose: Law compliances:The major function of human resource manager is to all the business operation are under the virtue of legal framework that means legal standards are obey appropriately so as to avoid any law suits and legal obligation within working. For this HR manager of Tesco is required to have thorough knowledge of all the applicable laws within company so as to enhance efficiency of business operation which results in high business standards. Performance appraisal:The human resource department of a business is measuring individual and team performance of workforce so that any performance gap can be determined and fulfilled before time (Stewart and Brown, 2019). Within this context HR manager of Tesco must examine performance of their employees on regular basis so that 2
any gap in performance can be identified and bridged in order to enhance business efficiency in considerable way. P2. Strength and weaknesses of different approaches to recruitment and selection In the context of human resource department recruitment and selection is considered as the major role in which business is ensured to have adequate skills and capabilities within new joining employee which could be helpful for the business in accomplishment of their business goals and objectives in skilful manner. Recruitment:This is termed as the process in which appropriate candidates are found for a job role which is the most suitable for them. For this HR department advertise for the job vacancy by which recruitment process can get started(Wilton, 2016). Recruitment is to of two major types which are discussed as below: Internal recruitment: Under this approach Tesco look after to its existing employees in order to fill up the vacant position that means existing employees are given opportunities to showcase their capabilities and acquire vacant position. In this approach trust and empathy can be created within employees that result into higher efficiency. Promotion and transfer are the type of internal recruitment in which either employee get promoted to some higher destination or can be transferred to another location for some high post. Some of the strength and weaknesses are elaborated as under: StrengthWeakness With the help of internal recruitment business can save their cost to arrange any additional setup for recruitment and training, development. Similarly this helps to build trust and empathy within employees by which harmony and output can be enhanced Thistalentgiveslimitationtotalent pool as within business may be it is possible that employees are enhanced their skills which could be fit in new vacant position. On the other side internal recruitment may result into internal conflicts due to biaseddecisionofpromotionwhich couldbeharmfulforoverallbrand image of the company in marketplace. 3
External recruitment: External recruitment is a type of recruitment which can be usedbyTescoinordertofillvacantpositionwiththehelpofpostingjob advertisement and advertisement on official websites. Under this process candidates are called from outside and given a chance to showcase their talent and capabilities, by this management can take decision about the best suitable personnel for the job as according to their skill set. There are some strength and weaknesses of external recruitment which is explained as under: StrengthWeakness Themajorstrengthofexternal recruitment is that is allows talent pool within organisation by which business may have high skill set. Similarly with the help of high skills personnel businessobjectivescan be accomplished in minimal time. Oneofthemajorweaknessesof external recruitment is that it is costly processandthismayhamper profitability of the business in adverse manner. Secondly the process is time taking so in urgent requirement to fulfil vacant position, this method is not proven to be best. Selection:This is defined as the procedure in which the most suitable and appropriate candidate which is having high skill set and capabilities being chosen for the vacant job position after going through from many screening tests. This approach is having a negative impression on candidates as all the person are having separate skills and capabilities which cannot be measured by a single dimension(El-Ghalayini, 2017). This approach is used by Tesco and contains two variations which are enumerated as under: Systematic: This approach includes various steps by which skills of the candidates are focused with main purpose to select the best from available one. Within this process several tests are taken form candidates such as psychometric test, screening test and many more. Some of the strengths and weakness of this approach is elaborated as under: 4
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StrengthWeakness Thismethodhelpsthebusinessto select the deserving candidate for the vacant job. This approach attracts talent pool so therearehighchancestogethigh skilled candidate selected. Thisisatimetakingprocessso vacancycannotberefilledinearly time. This is a negative approach so gives adverse impact on minds of unselected candidates. Unsystematic approach: This process is the procedure in which different candidates apply for the vacant position and are selected on random basis and then their capabilities are examinedinordertodecidetheirdesignationinthecompany(Hassan,2016). Examinations of capabilities are based on group discussion, interviews and other screening tests. This method is having several negative and positive points which are enlightened as under: StrengthWeakness Thisinvolveslesstimesovacant position can be filled in a very short gap of time. This is a cheap method and can be used by any of the business without facing difficulty. It is not certain that selection process is errorfreethatmayimpactbusiness efficiency if wrong candidate has been selected for wrong position. Therearehighchancestomiss deservingcandidateinrandom selection so this is not proven to be an appropriate method. TASK 2 P3. Benefits of Human resource practices within an organisation A very crucial role is played by human resource management in a business as they are working to manage workforce and manage procured resources in most effective manner so that highest utilisation can be obtained(Vanhala and Ritala, 2016). The HR manager of Tesco is requisite to 5
perform various practices so as to achieve high business efficiency and see themselves close to their organisational goals. The benefits of HRM practices to employees and employer are enumerated below differentially: 6
HRM practicesEmployeeEmployer Recruitment and selectionRecruitment opens up various growthopportunitiesforthe employees as with the help of internal recruitment high skill set can be appreciated which giveshighchancesto employees for coming up into limelight.Therearecertain methodsofinternal recruitmentsuchas recognition,appraisaland promotions.Byusingthese methodsinternalemployees cangetchancetoshowcase theirtalentandservethe company.(Bondaroukand Brewster, 2016). The HR manager of Tesco is having responsibility to recruit and select deserving candidate at vacant position in order to givehighedgebusiness efficiency and distinct market competitiveedgeviahigh organisationalperformance. This is having direct impact on performance by which Tesco cangethighmarketplace image. Training & DevelopmentThe training and development activitiesarehelpfulforthe employeesofTescoin enhancingtheirskillsand knowledgewhichcouldbe advantageous for them in their career development. EmployerofTescois supportedbytrainingand developmentprogramsas theseprogramsworksasa catalystinenhancementof businessperformancewhich results in high productivity and thismayenhancemarket 7
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image of Tesco and employer can have tremendous business benefits as well. P4 Effectiveness of different HRM practices for raising organisational productivity and profit In order to enhance individual efficacy in business Human resource management plays a very crucial role as operation performed by an individual are examined and monitored by HR manager which is helpful for the business in enhance productivity and performance (Wilkinson, Redman and Dundon, 2017). In Tesco with the help of enhanced productivity business can earn high profits and market share which in turn in high market sustainability. Tesco used numerous HRM practices in their daily business so as to safeguard interest of their workforce and to provide them alignment towards organisational goals. These practices are having direct relation with productivity and profitability of the business and the practices used by Tesco are elaborated as under: Recruitmentandselection:Thisprocessisdefinedastheprocessof attracting, searching, evaluating, selecting appropriate candidate for the vacant position in the company. For HR, recruitment and selection is considered as one of most crucial function as this involves recruiting right person at right place from the prevailing talent pool. This function supports Tesco in development of their workforce highly capable and skilled due to which business may have high heights and growth as well. This will help Tesco in having high business productivity by which customer satisfaction can be gained in prominent manner. When a business is having efficient talent in their business then this will help them to get new business edge within market industry which leads to business development and succession for longer period. Training & Development:This is defined as the sessions which are organised by HR manager in order to improvise skills of individual working in the company and to enhance overall business performance as a whole. By properly arrangement of training and development sessions Tesco may provide guidance to their employees in order to dealwithmarketsituationinmoreappropriatemanner.Thissharpensindividual proficiency which is beneficial for them in their personal and professional career 8
development. In the context of Tesco the HR manager is regularly arranging training and development sessions which enhance their skills and capabilities to understand their job role and by this their job role can be executed in more effective manner. As in current market scenario, needs and situations are dynamic in nature so by having proper training and development sessions this helps the business to modify their operation as per the market needs by which Tesco may get high edge within competitive market and enhance their profitability(Brewster, Mayrhofer and Farndale, 2018). TASK 3 P5 Significance of employee relations in influencing decision making process Human resource department is having responsibility to formulate essential decision such as business operations, implementation of legislations, compensation to employees and many forth. On the other hand HR manager is responsible for making effective communication within organisation so this is helpful for the department to convey each and every information in considerable manner. This is essential for the business to have effective relations between organisations.Withthehelpofefficientemployeerelationsbusinessproductivityand sustainability can be improvised which can result into customer satisfaction. By this employee and employer will have a distinct bond in between. Besides this employees relationship is having impact over business policies and decision making process which is enumerated by HR departmentasthisishavingdirectinfluencewithinorganisationalcultureandworking conditions. So it is required by HR manager of Tesco to make effective relations with each employees so that any changes can be implemented by the business and support of employees can be obtained. This will exhibit the management to convey any changed policies in effective manner(Obeidat, 2016). On the contrary when Tesco does not contain good relationship with their employees then their employees will have negative impact of this and they will start behaving and reacting in an adverse manner. For instance employees will not give their full proof efforts for change management and this leads to obtain negative results thereon and voice against the management can also be raised in case of ineffective communication. This creates conflicts in the organisation by which business productivity can be decreased. So for avoiding these situations HR manager of Tesco is maintaining healthy relationship with employees in order to solve any of their 9
grievances in prominent manner. This helps them to manage any implemented change in more effective manner which results in high profitability and productivity. Here are some methods whichare suggested to Tesco with a view to enhancerelationshipwith employeesand management: The HR manager of Tesco is required to put their emphasis on treating their employees in fairmannersothatcultureofopportunitycanbecreatedthisavoidscultureof favouritism. Employees are required to appraise by HR manager for all their good deeds for their additional efforts which are obtained by them towards goal accomplishment. This assists employees to boost up their performance by which market image of Tesco can be improvised(Kirwan, 2016). In order to enhance skill set and capabilities Tesco is requisite to organise several training sessions by which high growth opportunities can be enumerated by employee for enhancing their career and contribution to the business as well. In the process of decision making HR manager should try to enhance involvement of employees by which new ideas and opinion can be gathered for success. This helps employees to enhance their trust towards business and this result in higher productivity and efficiency. P6 Key elements of employment legislation and its impact on decision making of HRM Human resource management is the heart of the organisation, this act as an essential departmentwhicharehavingtheirmajorroletoformulatestrategiesandappropriately implement them in considerable manner. For making effective strategies HR manager is required to adapt all the legislation requirements in order to avoid any law suits and to protect interest of all the stakeholders. There are some basis employment legislations which are formed by UK government and as UK is very strict over enforceability of these laws so Tesco is required to obey these laws without nay considerable error. Below are some laws which are to be followed by Tesco: Health & Safety law:This law is associated with health and safety of employee within workplace so as to safeguard interest of employees and protect them for any misconduct.Byimplementationofthislawthismakestheemployerhighly 10
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responsible for creating such environment at which employees can work without any threat and fear of their life and any prominent injury. This law is having high impact over decision making of HR within Tesco as these guidelines and rules are to be includedwithintheirformulatedstrategiesthatcreatehealthyworkplace environment. By implementing this law Tesco may get high productivity because by this law their employees are contributing to their fullest capacity(Bustinza and et. al., 2019). Anti-discrimination Law:According to this employer is having responsibility to equalise their employees that means they are not allowed to pursue any kind of discrimination based on age, gender or any other dimensions. This is having huge impact over decision making of HR personnel as they have to ponder about these guidelines when policies are farmed in relation to promotion and any other activities. This law is having major impact over Tesco as they can obtain trust of their employees by which high productivity can be enrooted. TASK 4 P7 Application of HRM practices in organisational context Human resource manage is having responsibility to perform numerous activities by which business objectives can be achieved in considerable manner. The foremost practices of HRM are mentioned below: Application of HRM practices in an organisation. PersonSpecification Position: HR manager Functional unit: HR department Reporting to: Administrative Manager AttributesEssentialDesirable Qualification & ExperienceThe candidate is requisite to completethe post-graduation gradefromarenowned university with approx. 60% The Applicants who has post completedpost-graduation andhaving1yearof employment experience from 11
marks. The applicants should haveatleast1yearof experience in HR field. a recognized industry would be additional desirable. Skills or KnowledgeThecandidatemusthave efficient communication skills and spoken skills so that they canconnectwithclient commendablyandcanalso formulate effective strategies. (Donate, Peña and Sanchez de Pablo, 2016) Theapplicantsmusthave managementcapabilityin varioustaskswithhigher potentiality.Theyalsomust have well IT and writing skills which is essential to sustain thevariousoperation departments. Questions from a business manager Q 1) What is the major role of HR manager? Q 2) How may you formulate various strategies within departments? Q 3) How can you improvise recruitment procedure within an organisation? Q4)Statemeaboutyourskillsandcapabilitiesthatcanaugmentourestablishment development? Q 5) Which vision and mission you would desire for enhancement in business? 12
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CONCLUSION From the above detailed report it can be concluded that HRM plays a vital role in business and their success. This department is responsible to manage employees and take out effective output form them. For managing employees it is essential for HR manage to hold effective relations with employees so as to support the business on getting high productivity and proficiency. Besides this HR manager is responsible to recruit personnel according to their skill set so as to provide better talent in the business which may enumerate success. In order to form strategies all the legislative framework should be included in decision making so as to safeguard employees and enhance their trust towards company(van Esch, Wei and Chiang, 2018). 14