HRM Practices for Employee and Employer Benefits

This document discusses the HRM practices and their benefits for both employees and employers in increasing company productivity. It covers topics such as recruitment, selection, training, development, and performance management.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Outline of organisation...........................................................................................................1
P1 HRM functions and purpose.............................................................................................1
P2 Selection and recruitment approaches weaknesses and strength......................................4
P3 HRM practices benefits for employee and employer........................................................5
P4 HRM practices effectiveness as to increase company productivity..................................7
P5 Employee relations importance.........................................................................................8
P6 Employee legislation key elements...................................................................................9
P7 HRM practices apporaches.............................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management (HRM) is defined as method in which management of an
organisation works in consideration of personnel, staff and their produuctivity.. It is one of the
most essential process in an organisation that aim towards development of employees in order to
fulfil company's goals as well as objectives (Armstrong and Taylor, 2014). By undertaking a well
defined professional code of conduct, human resource department makes sure that work within
organisational structure is being undertaking in a well defined and ethical manner. Current
analysis of TESCO has been conducted. Firm operate its activities in retail sector and offer its
products via superstore, small shops, malls etc. and was founded in the year 1919. In this
scenario, discussion has been implemented on scope and purpose of HRM in addition with
personnel engagement and employee relations effectiveness. Along with this importance of
personnel legislation have been also taken into consider in this analysis. Lastly, report include
rationale to carry out HR practices concluding with its estimation process.
TASK 1
Outline of organisation
TESCO operate its functioning in retail segment and offer their products such as general
merchandise, groceries as well as clothes to public. Organisation is third largest retailer in terms
of gross revenue while being largest organisation in UK. Entity constantly expand their services
in international marketplace. Diversification of company's product involve furniture, electronics,
clothing, software, internet services and telecom segment. By offering quality products, TESCO
effectively serve needs and demand of their customers in best effective manner. TESCO mission
statement is “We make what matters better, together. While purpose of company is to create
value for consumers as to earn organisational lifestyle. In addition to this organisation objective
is to make significant increase in sales in order to maximise profitability.
P1 HRM functions and purpose
HR department refers to combination of wide range of operations such as recruitment,
selection, hiring, training and dismissal etc. as to achieve organisation goals and objectives in a
specified manner. (Kehoe and Wright, 2013). In this process, strategic management of human
resource is being done so as to make significant improvement in their performance and to
stimulate organisational profitability in a well defined manner. In TESCO, human resource
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department hold key essential responsibility with motive to effectively maintain workforce
within firm in a significant manner.
WORKFORCE PLANNING
It is defined as a procedure that states alignment of priorities as well as needs of entity
with that of employees (Briscoe, Tarique and Schuler, 2012). By undertaking this process into
consideration, entity aim towards recruiting potential and right candidates according to job
requirement with aim to focus on significant increase in organisation's workforce performance.
PURPOSES OF HRM
Human resource purpose in context with TESCO is being mentioned below:
 To make sure that organisational workforce conduct their operations in a secure and safe
environment.
 Ensure that employees within organisational working structure is free from any form of
discrimination, unfair practices, gender pay gap and other unethical practices.
 To make sure that each and every employee is being provided with proper supervision,
motivation and guidance as to boost up their overall work performance.
HRM FUNCTIONS
In context to TESCO, HRM function is divided into three diverse range of categories that
include operative, advisory as well as managerial:
Operative Functions:
It is one of the most difficult as well as challenging function which is being conduced by
TESCO's HRM department. In order to operate their function, large number of resource is
required. In operative function, recruitment of potential candidate is being done as to select them
and provide effective orientation as well as training with a motive to enhance their capability and
knowledge with aim to make them congenial with TESCO activities. In addition to this,
company offer its workforce with flexible work schedule, paternal/maternal leave, compensation
etc. so as to ensure their loyalty towards organisation. Thus, in order to effectively manage their
employees, it is essential for Tesco's HRM department to attain adequate information of taxation
policies and law regulating activities that are required to be implement in organisation's working
structure so as to provide employees with healthy and positive work environment.
Managerial Functions:
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This function of HRM is related to formulating policies and plan as to duly guide
workforce towards effective achievement of organisational goals as well as objectives. In
addition to this, it has been analysed that, Assistant hr officer of TESCO, undertake their
managerial function of developing adequate work structure and direct employees in regards with
fulfilment of entity desired objectives as well as goals in a efficient manner. Lastly, this function
include controlling that is being undertaken by manager as to make sure that all the functions of
organisation is being operated according to devised plan. It has been signified that Assistant hr
officer of company manage activities of employees in a well defined manner as to improve their
work efficiency while ensuring higher organisational profitability.
Advisory Functions:
In this function, HRM department of firm is engaged in the operating activities of
providing advices related to formulation of plans and policies for employees to top management.
Further, it has been identified that, this function within TESCO is being duly operated by HR
manager in which they have responsibilities related to offering advices to every departmental
head as to ensure effective workforce management. In this Manager offer proper advices to
management higher authorities as to conduct operations in a well defined manner. It also benefit
to frame policies and standards of employees with appropriate way.
Further, HR play key significant role as to acquire well effective and potential candidates
and further train them in a well effective manner as to fulfil organisational objectives on a well
defined manner.
HARD AND SOFT HRM MODEL
In TESCO, diverse range of approaches in being undertaken by HR manager such as hard
and soft models. Hard model define employees as a resource and soft model states employees as
an essential resource that lead entity towards increase their overall profitability and productivity
at marketplace while ensuring effective brand image. TESCO undertake use of both of the HRM
model as per according to the situation. For example soft hrm model is being undertaken by
entity as to increase level of motivation and morale among employees. While hard hrm model is
being undertaken by company if there is a urgent need to complete a task in a scheduled time
manner.
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P2 Selection and recruitment approaches weaknesses and strength
Recruitment refers to choosing of right candidate for the right job. It includes different
tool which is adopted by organisation according to their requirement and attributes. Some of the
tools used by the firm are external and internal recruitment.
SOURCES OF RECRUITMENT
There are different types of recruitment sources that are further covered in the heading of
internal as well as external recruitment. Some of the certain recruitment sources is being defined
below:
Internal:
Within internal recruitment, company undertake methods like transfer and promotion. It
is termed as one of the cost effective measure that also lead towards increasing motivation and
morale of present workforce in entity. It also benefit company to retain its employees for long
term that automatically decrease employee turnover ratio of entity in a significant manner.
External:
External source of recruitment take excessive fund and time of organisation. It benefit
organisation with fresh talent, potential, talented, competent and skilled employees (Pattanayak,
2018). Apart from that, it may somehow decrease morale of already existing employees within
workforce.
METHODS OF SELECTION
Selection include different form of methods which is being mentioned below:
Job Analysis by Test
In this, information and data of labour requirement of vacant position within organisation
is being analysed via (Purce, 2014). With trespect to this approach job placement can be done in
a best effective manner.
Job Description:
It include information that are mainly related to duties, roles as well as responsibilities
associated to a specific job within entity. Along with this, it also include skills and qualifications
that are required in candidates while applying for a job position.
Person Specification:
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It refers to analysis of applicants that include experience, knowledge, competencies and
skill along with attributes that are required to be have by an individual as to conduct their
operation in TESCO.
APPROACHES OF SELECTION AND RECRUITMENT
There are two types of selection and recruitment methods that TESCO HR manager
undertakes. Some of the are mentioned below-
Competency approach:
It refers to process in which recruitment is undertaken as per according to the candidates
abilities. This method mainly focus towards talent and skills that are needed as to conduct a
specific form of task at a certain level of standard. With the help of competency approach
TESCO recruit those candidates who are having effective competencies as to accomplish
company objectives as well goals in best effective manner. It further lead entity to reduce
employee turnover ratio and eliminate bias. It has been signified that this approach does not
prove that much reliable for entity. Main weaknesses of competency approach is that it mainly
focus upon immediate employer needs while having focus upon preparing learners. While major
strength of this approach is that it significantly lead towards greater motivation and engagement
of employees that automatically increase work effeciency of employees.
Contingency:
In this approach recruitment agencies collect fees form an entity as to provide them with
skilled and qualified candidates for various job positions. TESCO HR manager adopt this
approach as to hire skilled, effective and potential employees in order to fulfil goals and
objectives of entity in a appropriate. Concluding this it has been seen that contingency approach
proves to be really effective, valid and reliable for organisation recruitment and selection
procedure. Benefit of adopting this method is it effectively allows organisation management to
make significant modification in roles of employees as to effectively ensure success. While on
the other hand, weaknesses of this approach indicates that it is a complex approach and is
reactive in nature.
P3 HRM practices benefits for employee and employer
There are wide range of HRM practices with the help of which an entity can significantly
able to fulfil its goals and objectives. Practices like development, recruitment, training, dismissal
etc. are some of the significant HRM practices that has been undertaken by TESCO's manager.
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HRM PRACTICES
Some practices of HRM are defined below in context of TESCO:
Training & development
Training & development defined as providing different types of courses and development
sessions to employees that aid them to increase their skill, knowledge and competencies (Buller
and McEvoy, 2012). This practice is being duly undertaken by managers of TESCO with an aim
to increase skills and capabilities of its workforce so as to make significant increase in
organisational productivity and profitability.
Recruitment & selection
Most crucial responsibility that has been duly undertaken by HR department of TESCO.
In this they recruit skilled and potential employees for the required job position. By having
effective and efficient form of selection and recruitment, HR manager of company aim towards
strengthening workforce of entity. In addition to this, this has been evaluated that HR manager of
company take use of different types of recruitment sources like 360 degree appraisal as to
optimally execute organisation recruitment and selection process.
BENEFITS FOR EMPLOYER
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Illustration 1: HRM apporach

Timely attainment of objectives:
Effective HRM practices lead TESCO to accomplish their goals and objectives in best
effective manner while ensuring maximum profitability.
Raised profitability:
HRM practices significantly increase overall performance level of employees that
significant lead towards highest profitability ratio of company (Chelladurai and Kerwin, 2017).
BENEFITS FOR EMPLOYEES
Enhanced productivity:
By taking use of company HRM practices employees within company can enhance their
performance in a significant manner that will benefit them to accomplish their task in given
period of time.
Training and development:
With the assistance of personnel, can make effective increase in their productivity and
knowledge level that will aid them to perform their roles and responsibilities in a well defined
manner.
Flexible working practices
TESCO HR manager undertake use of best effective HRM practices. One of them is
flexible working practices this will benefit employees to conduct their job role with comfort and
ease. This will also them to provide qualitative work to entity.
P4 HRM practices effectiveness as to increase company productivity
HRM depicts to operate its functioning in a well defined manner as to ensure high
performance and profitability of both employees and entity. By taking use of effective HRM
practices, Assistant human resource officer of TESCO aim towards high performance standards
of employees:
Recruitment and selection process:
This is linked with determination of vacant job, evaluation of recruitment, overview of
application and selection of best effective individual. In TESCO, HR manager take utilization of
Internal recruitment, promotion, Events as to recruit candidates as by having skilled workforce
company can make significant increase in their profitability. Including effective recruitment and
selection TESCO can effectively able to hire potential and skilled candidates through which
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entity can significantly increase their overall productivity level that in turn lead towards higher
profitable growth.
Development and orientation:
TESCO provide numerous range of development sessions to employees with an aim to
increase knowledge and skills of employees as to guide them towards organisational goals and
objectives. Development and orientation benefit TESCO to make significant increase in
knowledge and skills of their their workforce. This will lead company to ensure higher profitable
end outcomes with significant growth.
Performance management and reward system:
It refers to measurement and assessment of employees efficiency that is done by an entity
via appraisal (Brewster and Hegewisch, 2017). In this, Assistant human resource officer of
TESCO provide effective reward and incentives to personnel as per according to their
effectiveness in order to motivate them towards effectively job performance. By managing
performance of employees, organisation can implement training session through which personnel
skills as well as knowledge will be increased that are required by them as to make significant
increase in organisational profitability. While by providing reward TESCO can increase morale
of their workforce that automatically lead company to ensure higher profitability.
P5 Employee relations importance
As to make significant improve in organisational productivity and profitability,
organisation is required to consider that there is proper engagement of employees within
organisation working structure. By engaging employees within decision-making process
organisation can make increase in organisation sales revenue.. In addition to this, it has been
identified that by engaging employees, TESCO can ensure long term sustainability of their
employees. Crucial role of employee relation is discussed below:
Organisational climate and culture:
This has been evaluated that HR manager of TESCO making significant improvement in
working environment of company as this will guide company to enhance performance of their
personnel. In organisational working structure HR manager of organisation ensure that
employees are engaged in decision-making process. This will effectively able to increase
employee satisfaction level that will automatically lead organisation to increase their overall
profitability and productivity level in a well defined manner. Thus, it has been determined that
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by providing positive and healthy work culture TESCO HR manager ensure significant increase
in probability ratio of company that will lead them to ensure their long term sustainable brand
image in marketplace. By providing healthy organisational culture to employees company can
significantly able to ensure effective relationship with employees. For example, healthy
organisational culture aid entity to frame effective decisions that in turn impact upon their
decision-making ability in a signified manner. This lead toward higher work efficiency of both
employees and entity.
Promote positive behaviour:
In TECSO working structure HR manager effectively promote positive attitude in order
to formulate effective relationship with them. As manger believes that by formulating soft bond
between management and employees overall work satisfaction can be significantly increased.
This has been identified that TESCO HR manager take advantage of sociological approach. This
lead employees within working structure to freely conduct their responsibilities and roles as to
maximise organisational profitability in a well defined manner. By providing positive behaviour
company can effectively able to ensure best effective relationship with their employees. As with
the presence of positive behaviour entity Assistant human resource officer of TESCO can
undertake decisions in a well defined and effective manner.
P6 Employee legislation key elements
There are different types of laws and legislations that are being framed by government
and are required to be abide by organisation so as to conduct its functions in an ethical manner.
Main motive of all these legislations is to protect right of employees within organisational work
structure as to secure their right by offering them safe and secure work environment. Some of the
certain form of laws and legislations is being defined below:
Sex discrimination Act, 1975:
This act states that within organisational working structure, it is illegal to discriminate
employees on the basis of their gender. With the implementation of sex discrimination act 1975,
Assistant human resource officer of TESCO can provide positive and discrimination free
environment to their employees as to make increase in their performance level. By offering
discrimination free environment, company can create better work place environment for their
workforce. Sex discrimination act impact upon organisation by offering anti gender
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discrimination free work place environment that subsequently lead organisation to perform their
daily basis operations in a more effective manner.
Anti discrimination Act:
Anti- Discrimination Act 1991 aim towards protecting individual from any kind of unfair
discrimination. This has been evaluated that in TESCO HR manager of company ensure that at
the time of appraisal, employees do not get discriminated on any basis. In addition to this,
management ensure that each and every employee get fair treatment in appraisal and promotion.
Work and family Act:
Work and family act 2006 was introduced by labour government that offer labours with
right to leave and pay. This act is being implemented in workplace structure of TESCO. By
adopting this act, company can effectively able to ensure effective care of families of employees.
With this, entity aim towards increasing sense of belongingness within employees that
effectively lead towards high morale and motivation among employees. This has been evaluated
that TESCO offer different types of benefits such as health insurance of family member of
employees in order to provide them effective security. This act impact upon organisation in a
significant manner as by providing flexible work schedules and additional paternity leave
company can increase morale and satisfaction of their employees. In addition to this, it also
increases sense of belongingness with the help of which company can ensure effective work
efficiency.
P7 HRM practices apporaches
It refers to procedure that include characteristics and qualification of candidate that are
required in order to satisfy organisation job role. In TESCO, HR manager is looking for the
candidates for the job role of consumer service executive:
Job Specification
Company: TESCO
Job Role: Customer Service Executive
Department: Customer Service
Salary: Negotiable
Job type: Full Time
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Location: England, United Kingdom
Job Specifications:
 Maintain and generate proper records of the consumer enquiries.
 Effectively understand requests and complaints of customers and provide them
appropriate guidance.
Responsibilities:
1. Maintain records regularly and report the same to top management in order to conduct
organisational roles smoothly.
2.Duly ensure that all the queries of customers are investigated in a well defined manner and are
properly resolved.
3. Mentor and develop new staff in order to satisfy consumer service requirements in a well
effective way.
Interested candidates can share their CVs at [e-mail] or contact on
Mobile Number 00441722.
Thanks and Regards
MR. ABC
Human Resource Manager (TESCO)
England, United Kingdom
+00441722
Preparatory notes
Preparatory notes is known as preparation that is being undertaken by individuals while
they engage in the interview process. Within this, there are different types of questions that
effectively aid candidates to engage in the process of interview. Preparatory note by TESCO HR
manager before they take interview of candidates is being given:
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Job offer for selected candidate
Job Offer Letter
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TESO Multinational
113, Queens road
England, United Kingdom
February 20, 2020
Mr. XYZ
Human resource representative
Kings road, England, United Kingdom
We are excited to offer you Customer service executive position at TESCO multinational. You
will be reporting to the Head of HR department. Full-time job role with 5 days working a week
is offering to you with the starting salary of $55,000. Along with this, you are offered with
additional benefit of employment package. This offer letter enclosed with other essential
document. Your employment with company start by March 1, 2020. For any further you are
requested to contact to employment services procedures contact on +00441134.
Sincerely,
Mr. XYZ
HR Manger
TESCO Multinational
CONCLUSION
According to the given report this has been evaluated that, HRM is one of the most
important department within an organisation that engage in the function of managing workforce
by undertaking different HRM practices. With the help of HRM practices organisation can make
significant increase in performance level of employees that significantly lead organisation
towards higher profitability. In addition to this, it is also important for HR manager to have
proper knowledge related to legislations and laws as to conduct organisational functioning in a
safe and secure environment and increase profitability ratio of company in best effective manner.
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REFERENCES
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Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
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Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp. 43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
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Apress, Berkeley, CA.
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practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kim, S., 2012. The impact of human resource management on state government IT employee
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