Unit 03– Human Resource Management

Unit 03– Human Resource
Management

INTRODUCTION
The management of the human resource is the biggest issue that is chosen in the context
by firm. The suitable planning for the management of the resources will assist firm to improve
the effectiveness of the firm to improve measures that are been taken in the considerations by the
HR department of the firm (Gupta and Shaw, 2014). The HRM is one of the key factor that is
necessary to be managed by the enterprise. Besides this, HRM within firm will look after the
effective handling of the HRM functions which supports the firm to enhance their work
performance and other vital operations that are related to the firm. For the report, Tesco PLC is
selected which is UK based retail enterprise.
Assignment will cover the function and purpose that is been performed by a HRM
department of a firm. The strength and drawbacks of various measures of employee placement.
The effective placing employee and employer will be evaluated with proper example. Strength
and weaknesses of different approaches are been taken in the consideration. Specific job roles is
been advertised and its personal specifications are been evaluated. The importance of workforce
engagement and implementation of human resource are been taken in consideration. Besides this
the importance of the employee relation on decision making is been chosen in organizational
context.
MAIN BODY
TASK 1
P1 purpose and function of HRM
The HRM department for any firm including the retail enterprise Tesco PLC, will look
after various operations and action plans that assist firm to improve retail functions which will
help firm to enhance operations that will assist work force engagement and thereby ensures
organizational growth (Stavrou and Ierodiakonou, 2016). The major purpose of HRM
department within an organization is to have a sustainability within the firm. From assessment, it
has identified that main functions of HRM include effectual recruitment & selection, training &
development, performance management as well as conflict resolution. in the business unit, HR
manager makes their best effort for improving the performance of personnel and thereby helps in
meeting goals of the firm. This will also improve services quality that are chosen by selected
firm and improves effectiveness of services and goods.
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Other than this, there are various and wide range of operations that are been taken in
context by HRM department of an organization like resolution of any sort of conflicts,
indifference, doubts and dilemmas that can hinder the overall work performance of the firm.
There are vivid range of business operations or functions which are chosen by HRM
department in selected retail entity (Kaufman, 2014). It assist the firm to improve the
significance of services or products, motivate employees and carry out their benefits in order to
sustain them within the firm. Some of major functions that are been followed by the HRM
department of the firm at Tesco PLC are:
Managing the recruitment and training process: This is the core function that is been
followed by the HRM department of an organization like Tesco PLC. This will help the
organization to get the suitable and qualified work force and skilled labor that will see through
the handling of business activities and plans, set by retail entity. The training measures and
organizing the various seminars and workshops assists the organization to improve overall set of
skills for the work force at selected business organization
Handling the Payroll and other financial elements: the management of the Payrolls
and the other employee beneficiaries which are chosen by the firm will support selected
organization to improve the effectiveness of goods offered by the firm. Besides this, it will
support to improve employee satisfaction level. This will help the organization for the effective
and better planning and allocation of the different resources.
Implementing the employee laws within the firm: The HRM department of the organization
and the HR executives and managers will see through the proper implementation of the various
employee laws and legal obligations chosen inside the consideration in the firm. It will assist the
organization to remove any sort issues and conflicts and help the selected organization to
develop an employee supportive work environment that will improve their satisfaction level.
Team building: the HR department of the Tesco Plc will see through the retail activities or
operations which are been taken in consideration by firm. They will interact with managers of
other departments to identify the suitable team member for executing projects related functions
and activities in effective and significant manner (Snell, Morris and Bohlander, 2015).
Maintaining the workplace ethics: they will be the concerning body for the allocation of job
roles and powers. Besides this, the HR department will see through the effective planning of the
code of conduct that is been followed by the firm. It will assist enterprise to improve
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effectiveness of products and goods offered by firm. Hence, the HRM executives will see
through it that the employees or work force remain adherent to the rules and regulations of the
firm.
Work force and succession planning: this measures is been taken in the consideration for the
planning of the staff which help firm to maintain quality of products and service provided by a
firm. This will help firm to handle its operations.
HRM helps the company in attaining the greater productivity by effectively bringing
talented workforce into organization, by putting them into places and by managing the different
needs of employees.
P2 Types of placement and recruitment approaches
The placement processes which are chosen within organization assist a firm to improve
the significance to have good, knowledgeable or skilled labor force that will help the selected
business enterprise in much suitable way. This supports firm to improve the quality and have a
good management of placement process that is executed at the organization in a very effective
way (Baum, 2015). This will help the fir to have the work force which is skilled and thus will
improve effectiveness of operation and activities in effective manner. Some of recruiting and
selection measures chosen by firm are:
Internal Placement: This is type of selection of employees within the firm that will help
the organization to cut short the selection process that is chosen in firm, that will assist
organization have the appropriate candidate for a post from within the organization (Friend,
2017). This includes the following processes and procedures:
Promotions: This is the most accepted and well know process of internal recruitment,
that is adopted by an organization. This involves the improving or increasing the job role of an
individual, based on his capability in order to have a good performance. This will encourage the
work force to work effectively and better.
Strength of the process: It helps firm top have the best employee for selected job role. It will help
in improving the work efficiency. Besides this, placing an effective person on the job role
improving effectiveness of products and goods that are been chosen in firm (Stavrou and
Ierodiakonou, 2016).
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Weakness of the process: the major weakness of this process will include the competition and
thus, may involve the in appropriate workplace politics and competition, affecting ambiance or
environment of selected retail entity.
Employee referral: It is most cost effective activity of the recruiting which can be taken
in the consideration by the organization. In this, an existing worker in the firm will recommend a
candidate for vacancy or post within the organization.
Strength of the process: The major advantage of this process of recruitment is that it helps the
firm to improve operations or activities which are chosen in selected firm. Besides this, it is a
very cost effective and time saving activities that will help organization to improve quality of
business operations or activities (Clark and et.al., 2016).
Weakness of the process: The major weakness of the drawback of the business process is that it
has an uncertainty and susceptibility about the knowledge and skills of the potential candidate for
the job role in selected organization.
External recruitment: This is the process, in which the selected organization will see
through the effective and significant scheduling of operations and functions to opt from
candidates from outside the selected business organization. This will include the following
processes and activities of employee selection and recruitment.
Job agencies: This are the firms which keeps the details and profiles of the various
vacancies and the candidates or employees accordingly. They will suggest the firm a suitable
candidate as per their requirements of skill sets. They screen and shortlist the candidates for a
firm, reducing the utilization of time and resources on the recruitment process (Tyson, 2014).
Strength of the process: the major advantage of this process is that it reduces the time of the
recruitment process and saves the resources that will be spent on the screening and shortlisting
process followed by the organization.
Weakness of the process: the major drawback or issue related to this process that these agencies
and portal ask for the high sum of fees and commission from both the employee and employer.
This affects the business operations of the organization to a greater extent.
Direct recruitment: This is the most common practice of placement that is been
followed by the firm. It will include the screening and selection of an individual according to the
set requirements criteria and thus will help the organization to get appropriate and skilled
employee for a job role.
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Strength of the process: The major advantage of this process is to get the best and most
appropriate employee as per the requirements of the firm (Paillé and et.al., 2014).
Weakness of the process: This is a very long, time and resource consuming process that
may affect the duration and budget of the project. It involves the one to one interview, panel
interview , ability tests etc.
Thus, every method of recruitment have some strengths and some major weaknesses that
put the HR managers in dilemma in applying those methods. So direct method needs to be
applied where employee for higher position is required whereas outsourcing hiring function
could be undertaken by for employing individuals for lower positions.
P3 Benefits of recruiting measures to employees and employer
The various placement within organization will help firm to carry out the firm which will
improve business activities or business operations that lead the organization to improve
effectiveness of services offered by the firm. These activities and functions which is chosen by
organization to improve effectiveness of retail activities in a very effective way. The HRM
department the organization that helps the cited organization to improve the functionality of
organisation (Taylor, Doherty and McGraw, 2015). Some of major benefits of the HRM
practices which assists the growth and development of the firm such as:
Managing the recruitment and training process
Benefit for the employer: this will help the organization to have the best and skilled
labor force to carry operations and projects in effective and significant way. This will encourage
the firm to have effective management retail operations and actions that are been taken by the
cited retail enterprise. It will also help the firm to increase their productivity and profitability.
Benefit for employee: It assist the employee to improve its skill set leading the firm to
improve the operations which are been taken by firm. It improves their satisfaction level and thus
assist the enterprise to improve activities.
Handling the Payroll and other financial elements
Benefit for the employer: the proper management and recording of the payrolls will
support organization, improving the quality of retail actions that will enhance the quality of
products to be taken within the firm (Wilton, 2016). Besides this, it will assist the organization to
enhance their financial stability in a very effective manner. It will also help in proper allocation
of the financial resources of the firm.
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Benefit for employee: For the employee, it supports them to have an efficient handling
of retail activities and getting the effective and proper economic returns for the work they do at
the work place or the retail store of Tesco plc.
Implementing the employee laws within the firm
Benefit for the employer: the proper adoption and following of various employment
laws will help the selected business entity to develop and have the effective work environment.
Besides this, it will help them to enhance the retail operations in effective way. It assists them to
improve quality of retail functions that supports rise in functionality and help firm to improve
their business operations and activities in suitable and effective manner.
Benefit for employee: It will support employees or work force to have the effective
work environment that assist the firm to enhance operations which are been taken in the
consideration the firm. It makes make workforce aware about their rights and thus will lead the
organization to have a sustainable and supportive work environment at the work place (Jackson,
Schuler and Jiang, 2014).
Team building
Benefit for the employer: the proper building of the team assist the firm to have higher
level of productivity and thus will support the effective handling of wide range of retail functions
and activities which assists a firm to improve quality.
Benefit for employee: This provide them with an effective chance to increase their
potential and knowledge by interacting with others. Besides this, it will help them to enhance
their qualification and supports the building of long term interpersonal relations with other
employees.
Maintaining the workplace ethics
Benefit for the employer: it will support the firm to have work environment and thus
will support the firm top improve the quality of their work (Storey, 2014). This will lead a fir to
increase their productivity and thus support an effective rise in the business operations of the
firm.
Benefit for employee: the following of work ethics will support the development of a
trust level and loyalty towards the fir that will initiate the rise in good performance leading the
firm to enhance their operations to a greater extent.
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For instance: By organizing training & development session HR manager can persuade
personnel about technological advancements and developments. Hence, through such practice or
session HR manager would become able to enhance the proficiency level of personnel and
thereby maximizes both productivity as well as profitability.
So, it can be said that HRM practices not only prove advantageous to employer alone but
it provides benefits to employees as well. Proper training and development practices of HRM
helps an individual in the company to groom themselves in terms improved skills, experience for
effectively building their careers.
P4 Different approaches of performance management
. Performance Management: The performance management is the systematic process of
establishing suitable working conditions for employees that makes the best use of their
capabilities of performing duties in the most effective and efficient way.
Methods for monitoring performance of employees:
Random quality checks: Randomly checking the performances of employees helps in
monitoring how people in company actually manage their daily work.
360 degree feedback: Taking feedback from clients, suppliers, co-workers about the
employees helps in measuring performances. This method also helps in measuring the
interpersonal skills of employees.
Checklists: A simple checklist could be used by managers which have YES/ NO column
against different performance standards.
Types of payment and reward system: Intrinsic reward system is one where employees
internal satisfaction needs are met such as self actualization, self esteem, feeling proud of own
work etc.
Extrinsic reward system : These are rewards given by organization for out performing
tasks allotted to employees. The different rewards measure like job enrichment, recognition are
provided to employees under this method as non monetary benefits. Financial benefits include
appraisals, profit sharing, bonuses, paid holidays, paid leaves etc. that enhances employees living
standard.
Methods of determination of employee performance:
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Rating scale method is commonly used for determining the effectiveness of employees'
performance. It consists of standards that are required to meet for performing duties and are rated
on scale of 1 to 5. It helps to evaluate the efficiency but promotes unhealthy competition.
Forced ranking system where the performances of employees are compare against their
peers rather their own past performances. This method helps in building healthy competitive
environment in organization. It paves the path of promotion but may lead to indifference.
Management by objective: In this method, employee and manager set a goal and define
the responsibilities for achieving that goal. Periodic evaluation is done by manager for checking
the effectiveness of activities that are being used by employee for attaining that goal. It helps in
setting up of proper goals but required regular communication for functioning.
All these measures have certain advantages and disadvantages that impacts the overall
performance of the recruiting process within the organisation. The major advantage of this
approach is that it will help in getting the best candidates and skilled labor to the firm but the
biggest disadvantage is that it impacts the usage of various resources and time by the enterprise.
TASK 2
P5 Importance of employee relationship
Employee relations are HRM efforts of building and maintaining good and healthy
relationships between employees and employer. In order to have a strategic HRM relationship at
the work place. The good relations can be developed using the proper planning of needs and
demands and thus will lead to proper management of operations which will help in settling down
the conflicts and help in improving the relationship of the workforce with the organization.
Good employee relations influences HR in bringing the required changes in company for
increasing the productivity. It also helps in reducing HR's efforts of managing disputes among
the employee. Healthy employee relations affects HRM decision making regarding its
formulation of HR strategy of recruiting and managing personnel in company. Besides this, a
good employee relationship will help in improving the overall performance of the organization.
This will help in improving suitable rise in carrying out of services which will help in proper
planning of services and thus, improve quality of operations and overall planning of the work
force management measures that are been taken by the firm.
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Besides this, employee relations will help firm to enhance overall decision making with
other applications that are followed for the formulation of business policies at the selected retail
enterprise in effective and significant manner (Bratton and Gold, 2017). Along with these
applications of the different HRM policies and practices, the proper management of the firms
will help the cited business entity in much suitable manner.
Therefore, it can be said that it assists the organization to carry out the retail activities
that will lead to improve functions of firm.
P6 Effectiveness of employment legislation
Employment legislation are the rules and regulations related to employing of individuals
by an employer. These are framed out by the statutory bodies of the country. In an organisation,
various legislations and actions plans are chosen that will help the firm to enhance that will help
the selected organisation execute their retail operations in much effective and significant manner
(HR Management: Laws and Regulations, 2018). In the context of Tesco, maintenance of
employee relationship is highly significant from the perspective of high engagement, employee
satisfaction and motivation. Moreover, motivated workforce make their best efforts while
performing business activities over others. Some of major employment legal obligations that are
been followed at the work place that will help the firm to improve their work performance are as
follows:
Health and Safety Act (1974): This are the acts that are been followed at the workplace
in order to improve the operations at the organisation that assist to improve the firm that supports
to improve quality of the work situation at its store. This will help the selected retail to decide the
proper policies to develop effective measures to have effective handling of the functions and
other operations that are chosen by the firm (Marchington and et.al., 2016). The proper following
of these policies and action plans helping to improve the customer welfare and effectiveness.
Equality Act 2010: This is the legal obligations that will help the selected retail
enterprise top manage its work force and interact with them in a very effective and significant
manner. It makes the selected organisation to be liable in order to treat every employee equally,
regardless to gender, region, religion, caste, colour, age and nationality. The HR department of
Tesco plc will look after the proper following of the retail functions and activities which help
organisation to improve performance which will lead to meeting a wide range of business
operations and activities.
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Data protection Act (2018): This is the major law that will in bide the organization to
keep the personal data and other information to be secure and thus will help the firm to improve
enterprise to have quality which chosen that will help in developing the positive trust level of the
employees towards the firm. Other than this, proper policies and action plans developed on the
basis of this act are required to be followed in order to enhance the quality of business operations
and functional requirements of the chosen firm (Brewster, Chung and Sparrow, 2016).
The proper following of the policies and other legal obligations chosen by selected retail
enterprise which assists the organization to improve quality of firms product and services. This
help the Tesco plc to have a good decision making, improving its work performance. It helps
firm to carry out business operations that will help firm to enhance quality of products and
services that are been taken in consideration by firm (Armstrong and Taylor, 2014). The HRM
department of the selected organization will see through the various implementation of the
practices that supports a firm. This will lead the firm to increase the effectiveness of business
activities.
All these measures and policies, of Tesco Plc will help the fir to improve quality of goods
offered by the selected retail enterprise. It will guide the HRM department of the selected firm to
develop the positive policy to maintain these legal obligations at Tesco PLC. Hence, if business
unit will not comply with all the above mentioned laws and legislation then it may hamper brand
image and high employee dissatisfaction as well as turnover.
P7 Importance of recruitment and selection measures by HRM
The various HRM practices like recruitment and training, maintaining the payroll and
managing the effectiveness will help the firm to enhance the work process and other retail
business related activities in a significant context (Chelladurai and Kerwin, 2017). These policies
and practices followed by firm to improve superiority of measures and thus, support business
activities and action plans which leads the organization to improve work processes that are been
carried out at the selected retail enterprise. All this measures that are been taken in consideration
by the HRM, contributing to its growth.
The recruitment and training will help the employees to have a good performance at the
organization. This assists a firm to improve proper functioning of the fir and thus will help
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organization to maintain quality of the services and products made available at its store to the
customers. The payroll and employee benefit management measures will help firm to enhance
the quality of business activities and thus will help the business operations and activities that will
help the firm to improve the quality of measures that are been taken within the organization
(Brewster and Hegewisch, 2017). The other measures like implementation of employee laws,
setting up of plans and organizing different seminars and workshop for the firm will help the
organization to improve the quality of retail operations in much suitable and significant way.
The different recruiting approaches that are chosen by firm for recruitment and employee
selection process assist cited enterprise to enhance their efficiency of work actvities which are
been taken within organization to enhance the quality of work measures to improve the quality of
services that are offered by cited retail enterprise. The measures and the practices of recruitment
including internal and external recruitment and selection process will support the selected
enterprise to enhance the effectiveness of retail functions and operations which will support
enterprise to get effective work force and thus will lead the firm to quality of retail services and
other products which chosen by Tesco plc (Brewster and et.al., 2016).
The practices like employee referral is susceptibility of the action plans that assist
enterprise to enhance the quality of retail activities. The promotion process is most controversial
and crucial process of internal recruitment and placement within the firm. If an employee is been
promoted and then gets removed from the job role will lay the adverse impact on his/her
mentality and zeal to work at the organization. Besides this, if the person is judged on the basis
of his her performance, it will cause him/her to lose the interest in the work or task allotted,
affecting the overall performance of the team and firm, as a whole.
Therefore, this can be said that the recruitment process that is been followed by the
organization to improve availability of skilled and knowledgeable work force and labor at their
stores (Albrecht and et.al., 2015). Besides this, it assists organization to improve the activities
that help the firm to improve firms capability to have vivid, skilled and efficient work force
It includes various approaches such as Job advertisement and person specification
approaches such as:
Job advertisement:
Vacancy Alert
Job role: HR Executive
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Answerable to: HR Manager, Tesco PLC, SouthHall, London, UK.
Salary: Negotiable
Work Hours: 10 AM to 7 PM
Required Qualifications:
 Masters degree in Human resource management.
 Effective communication skills (Both verbal and non verbal)
 Good knowledge of employee laws and other obligations.
 Effective knowledge of various IT tools and techniques to be used within the firm.
Interested Candidates can apply by 10 of this month at Tesco Plc store, Southall, London.
The candidates are required to come up with their photographs.
Person Specification: The person specification for the role of HR executives at the Tesco PLC
will include the following elements:
 Good communication skills in both verbal and non verbal way.
 Effective knowledge of employee legislation and other obligations.
 Effective knowledge of IT tools and technologies.
 Having an effective soft and interpersonal skills.
 Have an effective time and resource management qualities.
CONCLUSION
Depending on evaluation executed at the firm, it can be said that HRM functions are the
major function that is followed by the firm. This will assist an organization to mainatin the
sustainability of retail operations. The report evaluated the purpose and functions of the HRM for
the selected organization. Strength and weaknesses of the recruitment and selection process is
been taken in consideration. Other than this, the effectiveness of the different work force
management measures. Other than this, advantages and disadvantages of various approaches of
recruitment and selection is been taken in the consideration. A job advertisement for the role of
HR Executive and its personal specification is been evaluated. A rationale on application of
HRM practices and the impact of employee relations and HRM practices on the decision making
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of the firm is been evaluated, improving the knowledge about functionalities of HRM at the
selected firm.
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REFERENCES
Books and journals
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