Importance of Employee Relations in HRM Decision Making

Human resource
management

INTRODUCTION
HRM is consider as an important activity of hiring, recruiting and managing employees
within the company. Mainly, it help workers in making them valuable by improving their
performance. As it deals with human relation in company that starts from recruitment to
employee relation. This will directly enhance the overall productivity of employees (Cascio,
2015). In this, manager of business organization play a crucial role in managing workers
activities by providing them better guidance and motivation to do something for attaining set
goals and objectives. Current report is based on Tesco, is a British multinational retail company
operate their business in UK for attaining success. Company has around 450000 workers who
perform for organization and its activities to accomplished set targets. Report is going to describe
purpose and function of HRM that used in managing employees activities. Various recruitment
along with its strength and weakness is also mentioned in this project. Along with this,
importance of employees relation in discussed that influence entire HRM decision making within
the company.
TASK 1
P1 Purpose and the function of HRM application to workforce planning and resourcing
HRM is refers to the strategic approach that used by company to managing their people
so that they help them in attaining agonistic advantage. Mainly, it is design to exploit the
performance of workers in order to accomplish set strategic objectives in stipulate time frame. In
this context, the main focus of HRM is to recruit right person for right job. This will positively
impact on enhancing the performance company and its employees. In this regards there are some
appropriate approaches of HRM implement by Tesco to attain their strategic objectives:
Hard and soft model of HRM:
Soft HRM is one of the effective approach of HRM as it is people focused and high
commitment. In this, the main focus of company to identify need of employees, their training,
development, motivation, strategic integration and many more (Chukwuka, 2015). All these are
may help in improving workers abilities to do something well for achieving set goals. Whereas,
hard model is relates to strategic fit and place that is based in performance management. It is task
focused and low commitment through which manager of business organization can easily attain
strategic goals and objectives.
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Workforce planning:
In an business organization, workforce planning is consider as a continual procedure that
applied to effectively align all the need and priorities of company to ensure that entire workforce
meet organizational objectives (Cooke, Saini and Wang, 2014). Along with this, it includes
various process such as analysing, forecasting and planning workforce supply and demand in
most effective way. It assist in recruiting right person for appropriate place to maximizing
productivity of workers. This will directly contribute in enhancing overall performance of the
company. In addition of this, effective workforce planning is also includes various activities like
strategic direction, supply analysis, demand analysis, gap analysis, solution implementation,
monitoring progress. All these are may support in making effective planning for keeping
workforce more strong and capable. This will impart in enhancing performance of workers and
company as well.
In this regards, there are some effective purpose of HRM in Tesco:
 Right people: It is one of the crucial aim of HRM in which manager of Tesco is focus on
recruiting right candidate for their job role. In this, company is responsible for analysing
the actual requirement of current job place.
 Right time:Under this, manager of Tesco is liable for recruiting right person at accurate
time as it help in accelerative the possibilities of attaining all the set objectives.
Recruiting right workers for right time is more effective for improving the performance.
 Right competencies: For improving performance of workers, it is crucial for manager of
Tesco to hire or recruit candidates with specified qualities to meet goals and objectives
within the company. For this, company also measure overall performance of employees
towards the set targets.
 Right place: It is significant purpose of HRM is to hire talented employee for right group
for right place so that every task will be manage effectiveley (Hornstein, 2015). This will
help in increasing effectiveness of employees and workers as well. This is the reason that
needs to focus on workers activities within the business activities.
Function of HRM:
 Recruitment and Selection: It is one of the leading function in which manager of Tesco
select candidates who are eligible for the set places an per their skills and knowledge they
are recruited (Klingebiel and Rammer, 2014). This can be beneficial for company to
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