Human Resource Management: A Review

This assignment delves into fundamental principles of Human Resource Management. It examines various aspects such as recruitment and selection processes, different types of training (on-the-job and off-the-job), the influence of human capital on competitive advantage, and the relationship between performance management and employee engagement. The provided readings offer insights into these topics, shaping a comprehensive understanding of modern HR practices.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM practices applicable in workforce planning.......................3
P2 Strength and weakness of different approaches of recruitment and selection.......................5
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices with in organisation for employer and employee........6
P4 Effectiveness of different HRM practices to raise organisational productivity and profit....7
TASK 3............................................................................................................................................8
P5 Importance of employee relations influencing HRM decision making.................................8
P6 Key elements of employment legislation and its impact on HRM decision making ............9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices with certain examples.........................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resources means employees working in organisation. They are the asset for
company through which company can achieve its target. There are varieties of personnel having
different diversification. It is important to make policies for upliftment of employees. There are
many problems faced by manager in planning policies for subordinates (Barney, Ketchen Jr and
Wright, 2011). Human resource manager has to keep record of its employees and there are some
rules and regulations which are attached with employment. In this report TESCO, large retail
chain store having large number of personnel. This report enhance knowledge about HRM
practices, functions, strength and weakness of approaches of selection and recruitments,
effectiveness of HRM practices in organisational profit and production. There is important role
of employees relations in decision making, rules and laws framed for safeguarding interest of
staff. This is also discussed that there is proper practical implementation of policies related to
workers.
TASK 1
P1 Purpose and functions of HRM practices applicable in workforce planning
Functions of HR department is important in TESCO. As TESCO has various department
so it is important to create policies after analysing all the internal as well external factor of
company. There will be important role of HR manager in selecting and recruiting personnel. In
initial days there was not much functions which has to be performed by them, these days to
improve performance of employees there will be training, performance appraisal, etc. are also
part of HR manager. TESCO has numerous employees with different mindset so it important to
perform activities with full diligence.
Purpose of HR manager are as follows: Optimum utilisation of resources- There are many utilisation of various resources in
organisation, so it is important to utilise them in best and appropriate manner. These days
there is concept of CSR activities which targeted to give back to society, there is
important role of manager in taking care there must be proper use of natural as well
official resources (Batt and Colvin, 2011). Good environment in organisation- Environment is office will encourage personnel to
work with full efficiency, this will help to get work done in best and appropriate manner.
There will be important role of environment in creating goodwill in industry. Good

surrounding will lead to reduces labour turnover and absenteeism. Hence, this is
important function of HR manager in framing strategies for smooth running of business
operations.
 Entertainment related activities- Employee working in company also want entertainment
related operations, this will boost their energy and refresh the. It is important that these
activities must be plan in such a way that every personnel get chance to participate. These
policies are to be framed and communicated in company by HR manager (Bolman and
Deal, 2017).
Functions of HR manager are: Training- These days there area many things which has to be performed by HR manager
to train their employees. It is important to make strategies as per requirement of
employees. There is involvement of internal as well as external source to train
employees.
 Planning- There are many Decision related to employees which has to be taken by HR
manager to insist them to work in appropriate manner. Many times there are chances that
employees does not satisfied with policies so it is duty of HR manager to resolve all the
queries. Induction- When there is some new joining in TESCO, there is requirement of
introduction program of new candidate with different department. This has to be done HR
manager to introduction him/ her. This will help new person to feel familiar with
organisation and this will reduce communication gap (Bröckermann, 2012).
 Employee motivation- This is responsibility of HR manager to motivate employees to
perform well, this affects image of company in positive manner. HR manager makes
policies of performance appraisal, this will help of encourage them to perform in better
manner.
Purpose of workforce planning-
This is important for TESCO to plan their workforce requirement, this will help them to
plan further what policies has to framed for filling vacant places in company. This planning will
help HR manager to analyse which option is best and appropriate. This planning can only
possible with the cooperation among different departments of TESCO.

P2 Strength and weakness of different approaches of recruitment and selection
Recruitment and selection are the main and important task which has to performed by HR
department. There will be requirement of new personnel in different department of TESCO
company, so there manager will convey this requirement to HR manager (Campbell, Coff and
Kryscynski, 2012). There are various sources of recruitment such as internal and external. It is
important to consider all the factors before choosing any options. Factors such as cost, time,
number of candidates required, etc.
Internal source-
Internal source of recruitment means candidates are place from the organisation only.
This source is cheap as compared to external source. Internal sources includes: Transfer,
promotions, job rotation,etc. There are chances that employee get hype in their salary which
satisfy employees of TESCO.
Strength of Internal source-
 This source will help to enhance knowledge of employee and there will be feeling of
satisfaction among employees that working in TESCO. This will encourage employee to
work with full diligence.
 There will be less cost and time incurred as compared to external source. This will help
HR department of TESCO to concentrate on limited candidates. There is no cost incurred
for employment agencies,etc.
Weakness of internal source-
 There is less scope of selection so HR manager has to stuck to limited staff.
 There may be feeling of dissatisfaction among employees or they think that there is
partiality in organisation which may affect performance of employees (Cloke and Park,
Eds., 2013).
 In case of internal source of recruitment there are possibilities that existing employees are
not ready to learn new things, which may cause imperfection in completing task.
External source
This means company take candidates from external medium. This will include: campus
placement, advertisement, employment agencies,etc. This will provide greater chance of choice
for organisation. TESCO can use this measure when there is more need of candidates in
company. This will help to company to employee new candidates.

Strength of external Source
 This will help company to provide chance to use new news and policies in company.
 New candidates are cheap as compared to existing employees. This will help company to
provide chance to expend less amount on salary.
Weakness of external source
 Through external source there will be greater choice will make HR person confuse and
this may create delay in appointment of candidates.
 There are chances that new employees does not like environment of working style of
company which may lead to wastage of expense of their training (Coff and Kryscynski,
2011).
TASK 2
P3 Benefits of different HRM practices with in organisation for employer and employee
Human resource practices means policies framed by HR manager for satisfying need of
company. There are many employees in organisation and it is necessary to keep them satisfied,
so such policies are framed by HR manager. There are different requirements and qualifications
for post so it must be delivered to HR. Hence there will be effective application of skills in
completion of task. These policies will beneficial for employer as well as employee in various
manner.
Benefits for employer
 Good relations between employee and employer- These HR policies will help to create
good environment in TESCO. There are numerous employees in TESCO working at
different branches. So it is important to create harmony among different departments, HR
practices must be helpful for this (Fine, 2012). Adaptable nature- These policies encourage employees to adopt new and creative ideas,
this will help to work under new techniques. This will improve performance of overall
organisation as well as employee. Some employees does not want to switch to new
working style so it is responsibility of HR manager to motivate them by telling its pros.
 Positive behaviour within organisation- TESCO is big brand in supermarket chain, so it
is important for employees to fell positive while working. This can be done with the help
of manager, he has to creates feelings of positivity among employees.
Benefits for employee

 Increase in skill and efficiency- HR helps to upgrade knowledge of employee, this will
help employee to work more efficiently. Through this TESCO can provide more and
more satisfaction to its customers. Satisfaction to staff- HR basically work for the employees working in TESCO. Through
practices of HR department employees can share their grievance and get solution.
Employees also feel satisfied that HR department is working for their welfare
(Gatewood, Feild and Barrick, 2015).
 Problem Solving platform- In case of any personal issue in TESCO, they can contact to
HR department and share it. This will provide a platform inside the organisation and HR
department also help to create good relations am,ong employees, so that there will be no
affect on their professional life.
P4 Effectiveness of different HRM practices to raise organisational productivity and profit
TESCO is an organisation having objective to maximise their profit and this can be
achieved with the help of increase in production and customer satisfaction. HR policies are
important for successful and long run industry. They work for the upliftment of employees as
well as TESCO. This will provide an path for employees to work under specified manner. There
is important role employees in uplifting production of organisation by performing their task in
best manner. Goals are setted by top level manner but it can be achieved only through joint
efforts of resources of company. Retaining qualified personnel- This will be done by manager to make good quality staff
in organisation. If qualifies employee if leaving organisation then it is necessary by HR
department to know the reason of leaving and try best to stop from leaving the company
(Gruman and Saks, 2011). Training and development- Training and development programme framed By HR
manager is effective tool for increasing profit and productivity of company. Training will
help employee to learn tools and techniques which help in reduction of production time
with minimum defects. Bridging gap between personal and organisational goal- Employees are not only
working for organisational targets, they have their aims which has to be fulfilled while
working in TESCO. So there must be relationship between company's goal and personal
360 degree performance appraisaltarget of employees. HR manager has to analyse that

what is the expectation of employees and try to fulfil it, this will make employees also
aware that if they perform well in company they will get promoted or get hype in salary. Reward recognition- There are some employees who work for getting recognition by top
level management. This will increase their confidence and perform efficiently. HR
manager of TESCO has to make strategies for recognition of best employees twice a
year, this will fruitful for increasing profits of company (Jackson and Parry, 2011).
 Good working conditions- HR manager has to take acre of facilities of employees
where they are working. This will make them satisfied that they are important
component for organisation, and they think for them. This will ultimately impact profit.
TASK 3
P5 Importance of employee relations influencing HRM decision making
Relationship between employee and employer is important because they are components
to achieve targets of organisation. It is important HR department has to frame policies as per
requirement of environment of company. There is important role HR department to create good
environment which will give right reaction towards achievement of goals and targets. Human
resource manager make strategies for the upliftment of employees, this will be beneficial for
performance of personnel. HR manager has to modify plans and policies as per requirement.
There are sometimes change in policies related to employees so TESCO manager has to modify
its policies. This will help company to coop-up with outer world, this will increase image of
company in the market.
There are chances that there is dissatisfaction among employees but if manager take care
of employees demand, this can be reduced. It is important that manger has to take care of needs
and demand of company also. This will help in smooth running of business. TESCO is big
organisation there are many problems faced by employees so if there are good environment in
organisation there will be less dissatisfaction (Kinicki and et. al., 2014).
There are sometimes personal conflict between employees which affects business
operations so it is responsibility of manager to solve it. There are numerous employees in
TESCO from different geographical regions, so it is important to resect them which will make
employee feel safe.
If there is good relations among employees so there will be less labour turnover and
absenteeism in company. This will increase good will of organisation and employee does not

want to leave organisation. Good relationship in TESCO will make clear communication chain
and it make proper implementation of change in operations. There is important role manager to
develop policies which help to improve position of company in market. Decision related to
personnel affects performance of employees, so it is important to analyse all the aspect and then
apply changes. Change in performance appraisal policy may affect relations of employee,
decisions related to it has to be taken very carefully. This not only affects relations but also
performance (Oechsler, 2011).
P6 Key elements of employment legislation and its impact on HRM decision making
Government of UK has some laws related to employees, so that employees also feel safe
while working in organisation. There is important role of HR to apply these laws effectively.
TESCO has to compulsorily apply these acts in best way. This will make employees confident
and in case of guidance related to law must be provided by HR manager. Hence it is important
that leader has to update his/ her knowledge. In case of changes or modifications in these rules
then it is compulsory to modify plans and policies of TESCO by manager. Some acts are as
followed- Age discrimination act: This act applies on organisation having more than 20 employees.
This report says that company cannot sue employees of more than 40 years. This act is
enacted in 1967. Workplace safety act: This act states that there are many dangerous hazard things in
company while working so management of company to minimise it and provide safety to
employees. So ultimately aim of this act is to provide good working conditions for
employees in company (Ployhart and Moliterno, 2011).
 Anti- discrimination act: This act provide security from being discriminated at work
place on the basis of caste, colour, sex, creed, etc. if employee feel so then he/ she can
sue company under this act.
TESCO use these acts to provide satisfaction to employees. In UK it is necessary for
organisation to frame policies after considering laws and regulations related to employees. These
laws will help to provide employee and employer to give their in future. If TESCO does not
apply these Government of UK create hurdlence in operations.

TASK 4
P7 Application of HRM practices with certain examples
Above studied all things are theoretical but in this some practical approaches of HR
pract8ics are discussed. It is important that understand the basic function of HR i.e. to activities
related to selection and recruitment. There are many activities before and after selection of
employees. Some are- advertisement, interview, training, induction, etc. placing is not easy task
in TESCO, there is requirement of different qualities and skills are need (Seibert, Wang and
Courtright, 2011).
E.g. There is requirement of marketing manager in TESCO, so there is requirement of job
specification, job description which will convey the need of organisation. When there is
interaction with candidate then he/she will come with CV which tell person.
Job specification- this is document used within organisation to know what are roles and
responsibilities for vacant post. The competencies and skills required in candidates are also
discussed under job specification.
Job specification
Company: TESCO
Vacant position: Marketing manager
Qualification: MBA (marketing specialisation)
Requirements:
 Must have good communication skills.
 Good command on English and Regional language.
 Capable of travelling at different places to generate leads.
 Capable of handling queries related to product and services and deliver it to concern
department. 360 degree performance appraisal
Criteria:
 1-3 years experiences
 Convincing power
 Pleasing personality

Job description- It is required to tell what are roles and responsibilities of company and then
selections will be done accordingly.
Job description
Organisation: TESCO
Department: Marketing
Vacant position: marketing manager
Location: Berlin
Summary
TESCO wants a desired marketing candidate with desirable skills. This company will give
greater scope of growth and development.
Role
 Capable of work in dynamic environment.
 Create new prospect for company.
 Good in market research and can analyse need of environment.
After telling requirement by company there are number of applicants applied for the post.
There is assessment test , in which few candidate will drop, after it there will be Group
discussion in the group of 10-10 persons. These levels will company to scrutinise persons. After
GD selected candidates will go forward for personal interview. In this there is requirement of
CV.
CURRICULUM VITAE
Kerry Velle
45C, V.K. Road, California
Contact: 6589745
Mail: [e-mail]
Profile Summary
MBA in marketing with 3 years experience wants to be part of reputed organisation to get
growth in prospective career. I possesses good computer knowledge and presentation skill.
Qualification:
 Bachelor of Bushiness Administration

 Master of Business Administration (Marketing)
Declaration
I declare that above mentioned all the details are true and fair.
Date:
Place:
HRM PRACTICES
Recruitment and selection: It is another important practices of human resource
management. It is used by each and every organisation in terms to provide accurate training to
employees who have lack of knowledge about business products, services and process. It is
essential and significant for the development and success of company within predetermined time
duration.
Performance appraisal: It is another important practice of HRM which is use by
company to appraise their employees as per its performance. It is a systematic evaluation of the
workers performance and to known the capabilities of an individual for further development and
growth. Main objective of the company for applying this practices is to retain record to identify
wage structure, compensation packages, salaries raises and many other. In this company use
360 Degree Performance Management Feedback System- Performance appraisal is one of the
important task performed by HR managers of the company.
Flexible working hours: It is another essential HRM practices which is followed by the
company to maintain better relationship with employees. Company use flexible hours or
flexitime schemes: for example: a worker works from 9 a.m. rather than from 5p.m. When
workers arrive at various times period in the morning. They also provide part-time work benefits
to the employees so that they are happy and give their full contribution in achieving better
results.
CONCLUSION
Above discussed points tells about important role of Human resource management. In
initial day there was less scope but in current scenario role of HR manager is increasing day by
day. Company has to make policies to upliftment employees skills. There are many policies
related to employees but their effective application is important. In initial days there was less
options for recruiting personnel but these days there are many options. HR manager has t take

care of employees training also so that they can get best candidate at appropriate place. Though
there are many pros and cons of such options for employer as well employee. There is
involvement of cost as well as time so it is important to analyse requirement properly and then
apply it. This report also talk about improvement so skills of employees, which help to improve
quality of product and satisfaction. It is important to create good environment in organisation
which help to frame favourable policies for them. Employer and employee relations within
organisation will help in achieving target more efficiently.

REFERENCES
Books and Journals
Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
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Cloke, P. and Park, C.C. Eds., 2013. Rural Resource Management (Routledge Revivals).
Routledge.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Kinicki, A. and et. al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
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Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
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584.
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Online
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<https://hr.ucr.edu/recruitment/guidelines/process.html> .
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