Unit 3 HRM

Human Resource
Management
1

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Examining the main functions and purpose of HRM and its application in workforce
planning.......................................................................................................................................3
P2 Analysing the strengths and weaknesses of approaches to recruitment and selection...........4
TASK 2............................................................................................................................................7
P3 Explaining the benefits of HRM practices in relation to both the employer and employee...7
P4 Evaluating effectiveness of HRM practices in relation with profits and productivity...........8
TASK 3............................................................................................................................................9
P5 Examining the importance of employee relation and their impacts on HRM decision-
making.........................................................................................................................................9
P6 Determining key elements of employee legislation.............................................................10
TASK 4..........................................................................................................................................11
P7 Application of HRM practices..............................................................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16
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INTRODUCTION
HRM is a practice of effective management of staff, their behaviours and their actions for
which they are responsible. Human resource management is strategic approach which is used in
order to manage employee relations. Human resource management practice will emphasis on
strengths and capabilities of individuals, enabling entity to leverage it and attain competitive
advantage. This report covers several aspects of HRM practices in context of Tesco, it is a
British multinational grocery retailer. Tesco was established in 1919 by Jack Cohen and serves to
worldwide customer’s through its supermarkets, superstores, hypermarkets and convenience
stores. In this reports, main function of HRM is explained, strengths and weaknesses of different
approaches of recruitment and selection are analysed. Number of HRM practices are elaborated,
their application and effectiveness is determined on productivity and profits of Tesco.
Furthermore, HRM practice are applied in organisational context with appropriate reasons.
TASK 1
P1 Examining the main functions and purpose of HRM and its application in workforce planning
Human Resource Management (HRM)
Human resource management is a strategic technique of aligning all human resource or
workforce of company with the plans and strategies of organisation. It also, serves the company
with best talented staff in order to execute organisational strategies accordingly in order to attain
predetermined objectives.
Purpose of HRM
HRM, is an essential activity which need to take place in an organisation as it serves huge
purpose. It is an important process required by every organisation developing effective plans for
workforce and resourcing the entity with best suited individuals. HRM is to manage numerous
needs of employees of company, such as from financial to legal matters and other workforce
related task. Main purpose of HRM are explained below in context of Tesco (Boella and Goss-
Turner, 2019).
 Staffing needs- The main purpose of having a human resource is to recruit employees.
This includes announcing the vacancy for which they HR manager needs to analyse and
identify the required level of skills. Moreover, screening personnels or applicants who
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applied for the post is also, job role of HR department. They conduct a through process
for recruiting and selecting the staff (Singh and El-Kassar, 2019).
 Compensations- Salary is the huge concern for individuals and expect that the payment
system is fair and non-biased. HR department evaluates and make changes in salary
structure by gathering current data about the compensation trends. This is done with the
motive of providing employees with industry-acceptable pay-scale and also in order to
comply with federal and legal requirements.
Functions of HRM
 Human resource development- The HR departmental unit of company are responsible
for ensuring development of workforces personally and professionally. This is one of the
most important function of HRM. For doing so providing training and development to
staff is must, as it assist workforce in increasing their knowledge and skills. Moreover,
employees motivation level increases which results in maximizing firm effectiveness and
efficiency (Othman and Mahmood, 2019).
 Managing performance- Another important function of HRM is managing individuals
performances and capabilities. This function of HRM makes them concentrate on the
performance of employees who are working in organisation. Every individuals are
different having unique skill set, in order to gain knowledge about their performance
level and efficiencies HR department are responsible.
These are the few purpose and functions of HRM system which is needed to be
undertaken by Tesco HR managers for maximizing efficiency of company and achieve all targets
these functions and purposes will guide HR managers of Tesco to take appropriate action for
managing employees and motivating them to level for increasing their performances and abilities
to work. These functions and purposes of HRM enable managers in planning most suitable
workforce, fulfilling company's needs of experts and employees for the vacant positions, along
with assisting in resourcing Tesco with best talents.
P2 Analysing the strengths and weaknesses of approaches to recruitment and selection
Recruitment and selection is the function of HR department of an entity which is
conducted for filling a vacant position or fulfilling the workforce needs of company. Numerous
ways and methods can be used for recruiting and selecting best suited candidates and these
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approaches are defined and chosen according to the respective organisation. In this scenario
recruitment and selection approaches are explained in context of Tesco plc.
Recruitment
It is a process of creating a pool of suggested and expert candidates which are appropriate
for the firm and can add value to the company. Tesco HR manager can recruit staff from two
sources, Internal and External.
Internal recruitment
This refers to filling empty post or vacancy from within the entity. In other words internal
recruitment method is defined as the methods of filling the vacant position from existing staff
members by adopting number of approaches (Pandor and et. al., 2019). Every method has its
strengths and weaknesses which can foster or hinder main motive of company. These strengths
and weaknesses are explained below:
Strengths Weaknesses
 Internal recruitment process will enable
Tesco, HR manager to reduce time of
hiring staff along with saving lot of cost
and finances.
 Adopting this form of recruitment will
motivate workforce of Tesco, which
will increase their productivity and
efficiency.
 When company promotes or transfer
someone to fill a vacant position their
existing post gets vacant. This can
result in disrupting the operations of
business.
 Internal recruitment approaches will
limit the pool of applicants and also
creates a inflexible culture in
organisational structure. As no new
talents and fresh ideas are flowing in
company.
External recruitment
This is another recruitment approach which can be adopted by Tesco, HR managers for
bringing more talents in company. External recruitment process is defined as filling vacant
positions and adding more talent to workforce from outside the entity (Linehan, 2019). It is a
process of searching candidates outside the organisational pool of employees.
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Strengths Weaknesses
 External recruitment opens doors to
wider pool of applicants and increases
Tesco's efficiency to find the right
person for the right job role.
 It encourage Tesco's existing
employees to produce and achieve
more in hope getting promotions and
new opportunities.
 This is costly process which takes a lot
of time and HR managers of Tesco
needs more finances to conduct
recruitment process.
 External recruitment sometimes
backfires, rather than motivating
present individuals it demotivate them
and develop negative attitude in minds
of people.
Selection
This is a process of short listing appropriate candidates from the pool created while
recruiting process. Selection is a negative procedure which takes place after recruitment, where
managers had to ask people to leave. It has number of approaches which are as follows:
Interviews
It is a selection method which is conducted typically onsite of hiring company. Main
purpose of conducting interviews is to identify if the applicant is suitable for the post or not. A
selection interview is a rigorous and complicated process (Wu and Chen, 2019) .
Strengths Weaknesses
Conducting interviews can help Tesco HR
manager to judge non-verbal behaviour of the
interviewee.
Interview process is very expensive and an
hectic job as for conducting interviews Tesco,
HR managers have to undertake numerous
activities.
Assessment centres
This is a town which can be defined as a method used for evaluating and assessing attitude and
performance of group of people participating in in the selection process. This selection process is
used and applicable on group rather than individual and enable organisation to assess skills of
number of people together in one go (Shamim, Cang and Yu, 2019).
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Strengths Weaknesses
One of the biggest strengths or benefit which
Tesco will enjoy is that assessment centre
selection process enables them to compare
more number of candidates with reasonable
objectivity.
One of the weakness or drawback of this form
of selection is the managers Tesco who are
conducted this selection activity needs to be
highly experienced and skilled.
TASK 2
P3 Explaining the benefits of HRM practices in relation to both the employer and employee
HRM unit performance undertakes number of practices which assist and enables phone resource
department to fulfil their roles and responsibilities in an effective manner for attaining
organisational requirements of employees. There are number of HRM practices which are
performed by human resource team members. Few HRM practices are defined below in context
of Tesco along with their benefits to the company as well as to workforce. The most common
HRM practice are recruiting and selecting the best talent for the right job at the right time along
with providing trainings to employees for enriching there skills and knowledge. But with
changing time and business situations now human resource management team have to have
unique in separate practices in order to manage and motivate personnel’s of an organisation.
Creating flat and egalitarian organisation- With changing time practices also changed which
enhanced duties of HR department of entity. One new practice which has highlighted in last few
years is developing a flat and egalitarian organisation. Under this practice manager of Tesco will
keep and treat all in individuals as same without discriminating. Benefit of such HRM practice
employee and employer are as follows:
 Employee- every personnel off company will enjoy same level of benefits and
organisational status. Employees of Tesco will get equal opportunities of contributing
their share in entity for moving towards success (Navarro, 2019).
 Employer- this HRM practice opens dose of Tesco towards extensive cost saving, as all
employees on different position work at same level with same resources. For example
manager of Tesco is working with other lower level staff they are not given their separate
office and furniture. This automatically saves a lot of cost of entity which can be used by
Tesco in other potential areas all sections of business.
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Making information easily accessible to those who need it- This HRM practice States that
information sharing is an essential practice. This enable organisation to understand there people
working for them and develop healthy and effective relationships. An open and free
organisational culture is developed making the environment of entity more effective for
workforce and allows them to perform their duties in appropriate manner. Benefits which this
HRM practice holds in relation with Tesco are as follows.
 Employee- for individuals this practice is effective and beneficial as it renders them
flexible working environment which is healthy and safe for them. Employees will feel
more comfortable and safe while working and rendering their services to the firm (Veth
and et. al., 2019).
 Employer- in case of Tesco this practice is beneficial as the managers of company gets
good idea about their workforce, communicate with them in better manner, involving
their contribution and engagement in company which helps them to attain all
organisational goals appropriately and in prescribed time frame.
P4 Evaluating effectiveness of HRM practices in relation with profits and productivity
In above section discussion is conducted in relation with different HRM practices which are
performed by HR manager of Tesco. These HRM practices are beneficial with prospective of
both employees and employer. Another area in which these HRM practices benefits organisation
and clears its path for reaching towards determined objectives success is productivity and profits.
The explanation for the same is given below:
 Creating flat and egalitarian organisation is basically developing a practice of treating
every individual in an entity at same level where all professionals and workforce enjoys
the same level of benefits (Christopher, 2019). This HRM practice will allow Tesco to
save a lot of cost and invest it in better profit making sections. Also, staff of Tesco will be
motivated and encouraged enough as no discrimination is taking place in company which
will directly impact on their productivity and performance level. All the mixture of these
different features of flat and egalitarian organisation will help Tesco to be more
productive and increase their profit levels with passing time and changing the
organisation into a successful business venture.
 Making information easily accessible to those who need it, basically refers to Free
Flow of information in company and its structure from higher to lower level staff and
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from lower to higher level management. Effective communication will takes place in
Tesco amongst staff present at various levels of entity and its structure. The more
effective conversation taking place more will be the engagement of employees in
company and its operations which will induce new and better productive ideas of
performing tasks and developing better systems of working which are productive from
existing systems (Rogozińska-Pawełczyk, 2019). This practice will automatically change
and increased productiveness of Tesco operations as employees productivity increases
and result in earning better profit units by the entity.
TASK 3
P5 Examining the importance of employee relation and their impacts on HRM decision-making
Employee relations are defined as the efforts which are made by HR department of an entity
to develop and manage effective relations amongst employee and employer. Organisation with
good employee relation programs provides equal opportunities to every individual booking for
them and renders equal treatment to all personnel’s. This function will make employees to be
loyal to their company and to their jobs. Therefore, developing effective employee relation is
must for HR unit of Tesco. Moreover, in order to develop employee relations they need to make
efforts which will affect decision making of HR department. So it is an important concept and
role which needs to be performed by HR department after Tesco (Wikhamn, 2019). Some
elaborated points are discussed below highlighting the importance of employee relation in an
organisation.
 Employee satisfaction- Employee engagement somehow related with employee
satisfaction. The more engaged an employee is with their organisation and its operations
the more satisfied a personnel. This situation can be just opposite which states that are
less engagement of employees is the result of they being dissatisfied. Therefore,
employee relations is an effective tool which can help Tesco to develop or just to make
efforts for keeping the workforce satisfied and motivated. This will result in in better
productivity of individual and higher performance level.
 Employee productivity- As discussed about employee satisfaction is related with
employee engagement and both of these features are related with employee productivity
(Li, Rees and Branine, 2019). Level of satisfaction which is rendered to an employee the
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most they will be engaged in operations of company which will enrich their productivity
and benefit the company in positive manner. This proves that employee relation is an
important process which involves high degree of involvement of staff and HR department
of Tesco with one another for understanding each other and working in favour of their
respective firm.
P6 Determining key elements of employee legislation
Employee legislation includes numerous laws, rules and regulations which are in favour of
personals working for or a particular firm covering large number of sections. Employee
legislation are basically developed for protecting the rights of individuals working for an
employer in a company (Lavery, 2019). Tesco also have to follow and make their policies
according to the employee legislation exist in UK. It is is the responsibility of HR managers or
HRM department of Tesco to comply with this is legal laws for keeping the company safe from
any penalties and lawsuits. Some employee legislation which are are followed by Tesco are
elaborated below:
 Maternity and family leaves right- A women working with Tesco are in title to have 6
months ordinary maternity leave and another 6 month additional maternity leave. Once
the employee is back from their maternity leaves have the right to be employed on there
position from which the left for their maternity leaves. The enjoy and holds same level of
benefits and rights in organisation as of before. Also their remuneration salary structure
are replaced by statutory maternity leave pay (Freedland and Dhorajiwala, 2019).
 Termination of employee- It is unfair and against the laws to terminate employee on
some particular reasons such as due to their pregnancy. In order to keep the rights of
employees protected termination of employee’s law is developed by the UK lawmakers
in which they prescribed that employer cannot terminate the staff against their contract
which is signed by both the employee and employer. The decision of HR manager of
Tesco is affected by this law as they will be responsible for developing the contracts of
individuals whom they are hiring for fulfilling the needs and requirements of their entity.
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TASK 4
P7 Application of HRM practices
Tesco is a multinational brand which is dealing on international level in number of
geographical locations. The company has a vacant position for the job role of customer service
executive. Tesco, HR manager is conducting recruitment and selection activities for brining the
best talented candidate in organisation for the specified job role.
Job Specification
Job Specification
Company: TESCO
Job Role: Customer Service Executive
Location: England, United Kingdom
Job Specifications:
 Developing or creating a team who is skilled enough to attain organisational goals and
encouraging team members to accomplish high level of team working spirit.
 Addressing the issues or grievances of consumer and providing them appropriate results. Ensuring all strategies and plans related with customers service or customer service
strategies are implemented appropriately.
Responsibilities:
 Respond to the queries and complaints of customers.
 Providing guidance and mentoring new employees in order to make them work
effectively.
 Developing and maintaining proper internal environment for the workforce.
Interested candidates can send their CV's or resumes at our official email or can contact on
0987654321 for further details.
Thanks and Regards
Senior HR Manager (TESCO)
England, UK
Person Specification
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PERSON SPECIFICATIONS
Job Title: Customer Service Executive
Department: Customer Service
Responsible To: Managing Customer Queries
Attributes Essentials Desirable
Core Competencies The candidate should have
good communication and
interpersonal skills in case of
resolving problems of
customers.
To handle people in an
appropriate manner providing
them solutions in person or on
telephones.
Experience The candidates should have
good experience in attending
public visiting stores and
providing them appropriate
solutions for their queries.
Experience of 6 months or more
in the similar department.
Knowledge Post-graduation degree in
same field is mandatory.
Graduate in field of management
and passed with 60% by any
certified college.
Advertisement
We're hiring
Customer Service Executive
A prosperous chance to join Tesco plc. and becomes a part of our family. Post of customer
service executive is vacant and we are looking for appropriate candidates.
A total of 48 hour a week across five days, for an outlet of Tesco plc, in UK.
Interested candidates can fill in before 25th February 2020.
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Preparatory notes for interviews
Interview Questions:
Q1. Are you a team player?
Q2. How do you achieve your goals and objectives?
Q3. List five roles and responsibilities of customer service executive?
Q4. How do you want to work in our organization with us?
Job offer letter
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Job Offer Letter
TESO Multinational
England, UK
20th February 2020
Mr. MNO
HR Representative
I am very grateful to inform you about offering you a post of customer service executive in our
organisation. The job is for full time for 5 working days in a week. Initial salary package and
other related information will be communicated to you once you accept our are invitation in our
company. Your other work related benefits such as leaves and insurance also be communicated
to you face to face in your orientation which will be conducted by us in order to welcome you.
The key benefits and attributes of employment which is offered by us are measurement in
employee induction booklet which you can go through.
We are eagerly waiting for your acceptance and making you apart of our family. In case of any
queries regarding the policies and procedure of employment you can contact us or write us on
official mail ID. We will definitely address your queries and support you in all possible manner.
Sincerely,
Mr. ABC
Senior HR Manager
TESCO Multinational
CONCLUSION
The above report concludes that HRM practices is a strategic concept which involves
management of workforce of company in an appropriate manner. HRM practices are applied in
relation with workforce planning and resourcing for acquiring best talented candidates. Different
HRM practice are determined which is mandatory for the firm to undertake in order to keep staff
motivated enough and rendering them best working environment to work with their full
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potential. At the end, HRM practices are applied in work-related context for attracting, recruiting
and selecting best candidates for the post of customer service executives. The HRM practices
used are job specification, person specification, advertisement, interview questions and offer
letter.
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REFERENCES
Books & Journals
Boella, M. J. and Goss-Turner, S., 2019. Human resource management in the hospitality
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Christopher, N., 2019. The effectiveness of HRM policies and practices. International journal of
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Freedland, M. and Dhorajiwala, H., 2019. UK response to new trade Union strategies for new
forms of employment. European Labour Law Journal. 10(3). pp.281-290.
Lavery, S., 2019. The UK’s Growth Model, Business Strategy and Brexit. In Diverging
Capitalisms (pp. 149-170). Palgrave Macmillan, Cham.
Li, S., Rees, C. J. and Branine, M., 2019. Employees’ perceptions of human resource
management practices and employee outcomes. Employee Relations. 41(6). pp.1419-
1433.
Linehan, M., 2019. Senior female international managers. Routledge.
Navarro, A., 2019. Strategic Human Resource Management Practices: An Exploratory
Analysis (Doctoral dissertation, California State University, Northridge).
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performance through human resource management practice: From high potential
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Pandor, A. and et. al., 2019. Delphi consensus reached to produce a decision tool for SelecTing
Approaches for Rapid Reviews (STARR). Journal of clinical epidemiology. 114. pp.22-
29.
Rogozińska-Pawełczyk, A., 2019. Significance of the psychological contract for the relationship
between highly effective HRM systems and employee productivity. Organization and
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Shamim, S., Cang, S. and Yu, H., 2019. Impact of knowledge oriented leadership on knowledge
management behaviour through employee work attitudes. The International Journal of
Human Resource Management. 30(16). pp.2387-2417.
Singh, S. K. and El-Kassar, A. N., 2019. Role of big data analytics in developing sustainable
capabilities. Journal of cleaner production. 213. pp.1264-1273.
Veth, K. N. and et. al., 2019. Which HRM practices enhance employee outcomes at work across
the life-span?. The international journal of human resource management. 30(19).
pp.2777-2808.
Wikhamn, W., 2019. Innovation, sustainable HRM and customer satisfaction. International
Journal of Hospitality Management. 76. pp.102-110.
Wu, Y. J. and Chen, J .C., 2019. A structured method for smart city project
selection. International Journal of Information Management, p.101981.
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