Benefits of HRM Practices for Employers and Employees

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
Purpose and function of HRM.....................................................................................................3
Strength and weaknesses of recruitment and selection approaches.............................................4
LO2..................................................................................................................................................5
Benefits of the HRM practices for the employers and the employees........................................5
Effectiveness of HRM practices for the organisational profit and productivity..........................6
LO3..................................................................................................................................................7
Positive Impacts of Employee Relations on HRM Decision-Making.........................................7
Key elements of employment legislation and its impact on HRM Policy.................................10
LO4................................................................................................................................................11
Application of HRM practices in work-related context............................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management refers to the strategic approach for effectively managing
the human resources, i.e. people of the organisation and aims at boosting the motivation and
performance of the employees. Recruitment and selection is a primary function in HRM which is
designed to manage employee strength and involves processes of sourcing, sending invitations
and information regarding job vacancies, screening, shortlisting and selection of the right
candidate for the right job. The selected organisation is Tesco plc, which is a UK based
supermarket and groceries retailer as well as general merchandise retailer headquartered in
Hertfordshire, England (Bailey and et.al., 2018). The project report will aim at analysing the
strengths and weaknesses of approaches to recruitment and selection process of Tesco. The
report will highlight the HRM practices of the company and its benefits to employees and
employers. The internal and external factors affecting employment legislation, employee
relations and decision making will be evaluated.
LO1
Purpose and function of Human Resource Department
Tesco's HRM plays important role in talent management and recruitment. It's HR hire
workers according to their experience and talent and hence more and more Talented and skilled
workforce can be employed in the organization. After selection and recruitment, proper training
and development programs introduce to increase quality, efficiency and productivity of the firm.
There are various similar other function of Human resource manager such as Performance and
Management, Career Planning and Function evaluation and employee’s relations.
Training and Development
Training and development has a important role in creation of skilled and talented
employee's in Tesco. After hiring, HRM of the organization gives different training related to
work and it helps employees in increasing their potential. HR Team also check performance of
employee's and needful training will be given to the person if require. This program helps firm in
gaining competitive advantage in the market.
Recruitment and Selection
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Tesco's Human resource recruit and select potential candidates for the work. They assess
different workers profile on job sites and filter it according to requirement. After short-listing,
HRM take interviews and exam and final candidates will be hired for the job. This help
organization in gaining potential workforce which will impact on growth of the firm. Company
also has reference system in selection and recruitment for example employee's reference
candidate will be given first priority. This system helps company in gaining loyalty of old
workers.
Performance Management
After selection and recruitment HRM has to analysis performance of workers for
appraisals, awards, rewards, incentives, increment and promotion. Tesco's HR manager use
various tools for performance measurement of employee's such as KPI, 360 degree feedback etc.
Company has dual benefit from this activity of HR for example It can focus on personal growth
of the employee's as well as require training will be given to poor performance workers. This
helps in achieving higher goals with skilled and talented staff and also increase loyalty of
workers by focusing on their personal growth.
Employee's relations
Employee relations refer to the efforts of the company in managing the relationship
between the employers and the employees. HRM of Tesco focus on personal growth of the
employee's which ultimately contribute in development of the organization. HR manager also
take feedback and suggestion in changes as well as in Training and development programs from
workforce. Human resource time support employee's overcoming from depression and isolation.
For example, the HRM monitors the relationship among the employees and also allot them the
tasks which can be performed by being in a team which shows their coordination and
collaboration with each other. It also ensures that each employee must support the other instead
of opposing each other's views.
Strength and weaknesses of recruitment and selection approaches
Tesco Human Resource team use both internal and external recruitment in hiring of the
employee's. It helps in exploring more skilled workers (Santhanam, 2017). This recruiting
system helps firm in gaining loyalty of old employee's and also they get amount for it which
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