UNIT: 3 – Human Resource Management Solved Assignment

UNIT: 3 – HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION......................................................................................................................3
LO1............................................................................................................................................3
P1 Purpose and function of HRM applicable to workforce planning and resourcing...........3
P2 Strength and weakness of different approaches of recruitment and selection..................5
L02.............................................................................................................................................6
P3 Benefits of different HRM practices within an organisation............................................6
P4 Effectiveness of different HRM practices in term of raising operational profit and
productivity............................................................................................................................7
LO3............................................................................................................................................8
P5 Analysis and Importance of employee’s relation in relation with HRM decision making
................................................................................................................................................8
P6 Key element of employee’s legislation and its impact on HRM decision making...........9
LO4..........................................................................................................................................10
P7 Illustration of H RM practices in work related context with examples..........................10
CONCLUSION........................................................................................................................11
REFERENCES.........................................................................................................................12
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INTRODUCTION
Human resource management is a process by which a manager of a company will be
able to analysis the actual requirement of a company by making a complete analysis of the
interest and behave out of the employees in an effective manner. There are various kinds of
methods has been used by the manager such as motivation, leadership, rewards system etc.,
that enhance the level of workers so that they will be able to perform well in an organisation.
In this report, to analysis the role of human resource management and its approaches, Tesco
Plc has been taken as an example by analysing the various practices and approached that has
been used by the organisation in an effective manner. The cited organisation is a UK’s tope
largest retailer company that provide various kinds of goods and products to the customers in
a large scale (Reiche, Stahl, Mendenhall and Oddou, 2016). In order to manage their
operation in wide areas, it is essential for the company to manage the human resources in a
right way. This report analysis the various role of employees in the growth of a business and
also explain the key elements of HRM that helps the manger to enhance the productivity level
of the company in a positive way. Furthermore, it also explain the various key legislation that
make great impact on successful operation of a business by making focus on the different
HRMN practices which is useful for the growth and development of employees. Hence, the
whole rep ort analysis the various facts and informations that are totally based on effective
management of human resource by making focus on the operation of Tesco plc in an
effective way.
LO1
P1 Purpose and function of HRM applicable to workforce planning and resourcing
Human resource management is the procedure which involves planning, organizing,
managing the strategies and progressive plans of the working force in the organization. The
work of the HRM is related to effective allocation the human resources so that the work could
take place in an affluent manner. The key purposes of the HRM in Tesco Plc are
 Enhance the work effectiveness and competence of the working force.
 Enable healthy relation with all the working peers and management.
Particular specific development of the working force (Stone and et.al., 2015).
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Tesco Plc is one of the major retail organizations and ensures that the working place of
the organization is resourceful and competent to provide the working force will all the
amenities which will improve the efficiency of the human resource and the company will
grow in a progressive manner.
Functions of HRM
The following functions are performed by the HRM team in Tesco Plc to accomplish
the set targets and goals of the company.
HR planning
It is necessary to organize the work force in the organization’s workplace. The HR team
ensures that the working force is planned and set as pr the organizational goals and meet the
skill set, learning and capabilities to meet the requirement of the organization (Wilton, 2016).
Through effective HR Planning the retailing giant Tesco Plc will be able to meet its human
resource requirement in a more effective manner (Storey, 2014).
For this the HRM needs to recognize the different qualifications, skills sets, talents,
experience and capabilities of the human resources. The job preparation and specification
needs to done to meet Tesco Plc the demands of the company.
Recruitment and Selection
The HRM of Tesco Plc hires capable working force which ensures that the company’s
requirements are met and the human resource performs their duties well in accordance to the
company goals and vision.
Training and development
Effective training and development programs are conducted to enhance the skills of
the employees so that the performance of the employees could be increased which in turn will
increase the productivity of the company.
Compensation
In Tesco Plc the working force is paid adequately as per the company standards and
the competitive compensation rates prevailing in the job market. Tesco Plc believes that when
the employees are paid appropriately the contribution for the employees also come whole
heartedly which is essential for the growth and development of the company.
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Performance management
The HRM in Tesco Plc effectively keeps a watch on the conductions of the employees
so that their performance could be evaluated.
Employee relations
The HRM in Tesco PLC ensures that good reactions are maintained in the working
culture of the company between the employees and the employers.
P2 Strength and weakness of different approaches of recruitment and selection
Being one of the largest retail companies Tesco Plc needs a large force of working
staff to achieve the goals set for the company. The company uses internal and external
approaches for the selection process of the working force.
Internal source approach
In Tesco Plc the employees ate recruited from the company portal itself like transfer of
employees or change of role of employees or promotion of employees to available posts and
other related sources.
Strengths
 The selection process is short and easy
 There is no need of intricate interviews as being a employee of Tesco PLC no such
formalities is required and selection process takes less time.
 The company gets a set of experienced employees.
Weakness
 Selection of few employees in respective to other can create tension and unrest among
the employees.
 Lead to the generation of favouritism and unfairness (Storey, 2014).
 Restrictions on new openings and inclusion of new pool of talent.
External source approaches
The HRM of Tesco Plc hires employees from outside sources through giving advertisements
in newspapers, social media, online portal and other mediums.
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Strengths
 Inclusion of new pool of talent and skills in the company.
 Promotion of Tesco Plc brand imaging will be possible through external recruitment.
 The company will receive huge amount of possibilities to choose from.
 Tesco Plc will be able to maintain high productive structure.
Weakness
 The HRM of Tesco Plc will require more time to conduct the process of recruitment
and selection
 Rendering of more cost.
 Involves risk of appointing wrong employee to wrong post.
L02
P3 Benefits of different HRM practices within an organisation
Effective HRM practice helps the employees as well as the employers too. The HRM
in Tesco Plc carefully implements effective Human resource practices so that the employees
and the employers both get benefited from it. The HRM team has provided the working force
with flexibility work practices so that the employees could manage work as per their
convenience and the company receives maximum devotion form the employees in terms of
quality work. This way the employees are benefited with working flexibly which maintains
their interest and also employees get the advantage in a way that when the work force does
the duty with interest it is more effective. The HRM also provides the working force with
effective training and development opportunities so that the working force could improve on
their skills and work more efficiently to enhance their performance and increase the
productivity if the company. It helps employer in raising the productivity of business and
employees in improvising their present skills and capacities which are helpful for them in
long run. Moreover, effective Human Resource management helps to reduce the employee
turnover issues. The HRM in Tesco Plc ensures that the employee’s turnover ratio remains
low but they must be provided with all the essential facilities and services which are essential
for the development of the skills of the employees so that they could perform in a more
affluent way. The Tesco Plc also uses external sources of recruitment and hiring procedure
which ensures that the companies receives fresh pool of talent and skill in the working
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operations of the company which will ensure that the skill set of the employees get renovated
and enhanced each time with the inclusion of new employees (Stone, Deadrick, Lukaszewski
and Johnson, 2015). The employers will get a good resource of employees who acquire better
innovative talents and will benefit the company with their new skills and talents. The
company will also be able to expand its brand value to a large audience and more and more
people will get to know about the company and will connect with the company for different
retailing purposes and job purposes. With the introduction of new talent every time the
present work force is benefited with new talent from whom they can learn and implement
same in their own working and on the other hand the employees get the advantage of fresh
talent who has new ideas which can be used for business expansion.
P4 Effectiveness of different HRM practices in term of raising operational profit and
productivity
Human aid management goals to hold properly relationship with the employees on the
place of business. This powerful courting is important to increase the earnings and
productiveness of the enterprise. Effective human resource management exercise permits the
business enterprise to lessen employee turnover. worker turnover can impede the
organisational overall performance. Even, worker turnover can growth the cost of human aid
branch. Therefore, human useful resource control at Tesco plc can growth the earnings via
reducing the employee turnover. Again, decreasing turnover also continues the effective
performance of the personnel. If the employees depart the business enterprise, Tesco will lose
an experienced and skilled worker from the organisation. Consequently, the productivity of
the enterprise can be hampered. For this reasons, Tesco provides the employees with
flexibility to satisfy the personnel. This employee pride enables the employer reduce the
employee turnover. Therefore, the HRM exercise at Tesco can growth the profits and
productiveness of the organization (Purce, 2014). From above file of Tesco HRM practice, its
miles to nation that human useful resource control at Tesco can increase the profits by means
of decreasing the employee turnover. If Tesco implements outside recruitment strategy, it will
likely be able to rent revolutionary and innovative employees for the business enterprise.
Thus, human useful resource control at Tesco will make contributions in the effective logo
improvement.
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LO3
P5 Analysis and Importance of employee’s relation in relation with HRM decision making
Employee relation refers to the bond share between the employee and employer. It has
to be smooth as it leads to effective business results. It shows how company is taking efforts
to manage relationships between employers and employees. An organization with a good
employee relations program provides fair and consistent treatment to all employees so they
will be committed to their jobs and loyal to the company. different parties that are involved in
same are employer and employees. To improve the performance of the personnel at place of
work, the human aid control has to ensure the effective worker family members. Human
useful resource management at Tesco makes a speciality of the maintenance of worker
members of the family (Marchington, Wilkinson, Donnelly and Kynighou, 2016). If Tesco
fails to control accurate worker family members, the general performance of the organisation
may be deteriorated. Tesco Plc can undertake following strategies to maintain precise
employee family members-
Communication- The employer needs to offer vital facts to the personnel to hold them
updated about the operation of the corporation. For instance, Tesco has to supply data to the
employees about new arrival or products and features of merchandise to the income
employees (Chelladurai and Kerwin, 2017). This can allow Tesco employees to boom the
income by giving the client statistics. This may also help sales personnel keep precise relation
with customers. Therefore, personnel might be capable of carry out at a first-rate degree.
Career development opportunities- The employee’s paintings at the organization to
construct their expected careers. For these motives, Tesco plc ought to give the employees
profession development opportunities. It need to commit that the employees could be
triggered based at the overall performance. For this reason, the employees will have inspired
and dependable to the company. Therefore, the employee relation might be improved.
Imaginative and prescient- Tesco has evolved its vision in such way that it stimulates
the personnel to give the better performance of the personnel. This imaginative and prescient
has been designed aligned with the targets of the employees (Cascio, 2018).
Motivation- worker must be influenced to keep excellent relationships with the
employers. If Tesco motivates the employees, they will be extra effective to their overall
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performance. For example, it must provide personnel rewards, incentives, and promotion and
increase the earnings of the employees to preserve suitable employee members of the family.
Precise health- The employer ought to make certain the coolest fitness of the
employees. As an example, Tesco offers the personnel appropriate paintings surroundings,
safe instrument to use in addition to provide them consumption opportunities. These will
assist the Tesco to hold top worker relations (Brewster, Houldsworth, Sparrow and Vernon,
2016).
Therefore, the employee relations at Tesco will assist the company to deliver
desirable outcome for the employer. The organization will make a contribution in the
development of the worker overall performance of the organisation.
P6 Key element of employee’s legislation and its impact on HRM decision making
Extraordinary employment law that affect the choice making of human resource
control had been explained here.
Equality Act 2010: The Equality Act 2010 is the combination of United Kingdom acts which
include Race Relation Act 1976 and the incapacity Discrimination Act 1995. This act states
that the corporation need to make certain the same possibility for all of the human beings or
personnel at the employer. This act does not permit any discrimination based totally on the
intercourse, age, race, gender or faith (Brewster, 2017). Tesco Plc must additionally obey the
guidelines and law of this regulation. Otherwise, the authorities can terminate the enterprise
operation of Tesco plc whilst the law unearths on the breach of law.
Employment safety Act 1978: This act states the organization have to offer a certain structure
of salary, running hours, pension or graduation of activity. Tesco Plc human useful resource
supervisor must provide the employees with powerful revenue shape. Otherwise, the court
can declare the organisation at the breach of law.
Health and safety at work Act 1974: The organization ought to make sure the coolest health
of the employees (Bratton and Gold, 2017). For instance, Tesco plc provides the personnel
proper work environment, safe instrument to apply as well as supply them in a manufacturing
process. These will assist the Tesco to hold proper worker members of the family.
According to Health and Safety at Work Act 1974, Tesco should preserve the following
things-
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 Tesco manager try to make a good and effective environment for their employees so
that they will work freely.
 It should ensure safe access and exit for the employees.
 It should have primary treatment facility.
 Tesco should give the employees training on safety and health management.
Dismissal and employment Contracts: Each employers and personnel can terminate the
process. The employers use dismissal and personnel use resignation. But, they both should
observe the criminal policies and guidelines. As an example, the personnel should gift a
written declaration before one weak. The employers also are obliged to comply with the legal
policies and guidelines of employment (Armstrong and Taylor, 2014).
LO4
P7 Illustration of H RM practices in work related context with examples
Job description for the post of team leader in Tesco Plc is as follows:
Job Title: Team Leader
Job Purpose: To manage the operation and lead over the employees in Tesco Plc.
Communicating with employees in relation with the goals, objectives, policies and practices
which is essential for the team. Motivating the team members by making effective action for
improving the performance of the team members. Helping the company in order to make
right decision process regards with the Human resource management. Train the people so that
employees will be able to improve their operational functions in an organisation. Try to
making looking and coordination between the management and members of team regarding
with their performance.
Job Duties:
 Helping manager to control over the business activity.
 Monitoring the performance of the team members.
 Giving proper guidance and support to the employees.
 Making coordination.
 Solving issues and problems related to the team members
 Try to managing the quality of work with their employees.
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Skills and qualification:
 Experience in leadership of team.
 Skills of motivating the people.
 Good in leadership.
 As per the rules and legislation mentioned by the government for a business.
 Self-motivating
 Good in personality.
Knowledge of:
 Undersign the principles of the company
 HRM leadership principles
Experience:
 5 years experience working with t6he people as a team in a business.
 Degree of retaining and leadership
Academic Qualification:
 Degree in Hr policies and leading practises
 Master degree
 Professional institute certified
CONCLUSION
From the above detailed report it can be conclude that to manage the human resource
in an organisation is a tough task that every HT manager needs to perform. The success and
growth of a business is totally based on the development and growth of their employees. In
order to do this, there are various kinds of HTR practices and approached has been used by
the organisation and manager in order to increase the level of profitability in an effective way
(Albrecht, Bakker, Gruman, Macey and Saks, 2015). This report described the situation of
Tesco Plc and working operation that how a company will be able to manage their employees
in an effective way. It also described the various kinds of HRM approaches and its effective s
in order to manage the workforce diversity in a business. It also described the various HR
legislations in order to provide safety and security for the workers while working in Tesco
Company.
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REFERENCES
Books and Journals
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human
resource management. Kogan Page Publishers.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and
cases in international human resource management. Taylor & Francis.
Stone, D.L. and et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review, 25(2), pp.216-231.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
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