Human Resource Management in Tesco Organization

This document discusses the purpose and function of a human resource manager in workforce planning and resourcing an organization. It explores different approaches to recruitment and selection, highlighting their strengths and weaknesses. The benefits of various HRM practices for both employers and employees are explained, along with an evaluation of their effectiveness in raising organizational profit and productivity. The significance of employee relations in influencing HRM decisions is analyzed, and the important elements of employment legislation and their impact on HRM decisions are identified. The document also covers the application of HR practices in the workplace.

UNIT: 3 – HUMAN RESOURCE MANAGEMENT

Contents
INTRDUCTION..........................................................................................................................................3
LO 1............................................................................................................................................................4
P1 Purpose and function of human resource manager applicable to the workforce planning as well
as resourcing an organization..................................................................................................................4
P2.Explaining the strengths and weaknesses of different approaches to recruitment and selection.........5
LO2.............................................................................................................................................................6
P3.Explain the benefits of different HRM practices within an organization for both the employer and
employee.................................................................................................................................................6
LO3.............................................................................................................................................................7
P4.Evaluating the effectiveness of different human resource management practices in terms of raising
organizational profit and productivity......................................................................................................7
P5 Analyzing the significance of employee relation in context of influencing decision made by human
resource manager.....................................................................................................................................8
LO4.............................................................................................................................................................9
P6 Identifying the important elements of employment legislation and the impact it upon decision-
making by human resource manager.......................................................................................................9
P7 The application of human resource practices in work place related context.....................................10
CONCLUSION.........................................................................................................................................10
REFERENCES..........................................................................................................................................11

INTRDUCTION
The human resource management is considered to be as very important part of business.
It is considered to be as essential operations. Success as well as growth of an enterprise is totally
based on the human resource management. Human resource manager in an enterprise has to
perform several important business functions. One of the crucial roles is to recruit as well as hire
talented as well as skilled workforce in order to support firm in accomplishment of business
objectives. It is the duty of human resource manager to provide an organization with sufficient
amount of human resource capital. They are mainly responsible for managing people as well as
their performance within an enterprise. Function of the human resource manager in an enterprise
is to formulate plan, strategies, and policies for retaining existing employees as well as attracting
the highly skilled and talented workforce.
The purpose of the assignment is to identifying the function of human resource
management in context of workforce planning in Tesco organization. It also focuses on
emphasizing on analyzing the several approaches to selection and recruitment. Assignment will
demonstrate the significance of employee’s relations in context of decision making procedure by
human resource manager.

LO 1
P1 Purpose and function of human resource manager applicable to the workforce planning as
well as resourcing an organization
The main role of human resource manager in Tesco organization is to recruit and hire talented as
well as skilled employees. The purpose of performing this function is to help an organization in
accomplishing business objectives.
The other function of human resource manager in an enterprise is to develop effective policies as
well as create and introduce the compensation policies. The objective behind executing this task
by human resource management is to encourage employees or workers to improve their
performance and increase their participation in different business activities.
Providing training to the work is the other tasks which are required to be performed by human
resource manager in an organization. The aim of this function is to support employees in
increasing their knowledge as well as development of skills which are required for performing
various operations in an enterprise.
It is the duty of human resource manager to develop as well as maintain the strong relationship
with employees. The purpose of this role performed by human resource management is to
support firm in eliminating the conflictual situation at workplace.
Function of the human resource manager is to create as well as maintain the healthy and safe
working environment within an organization . The objective of this role is to assist an
organization in eliminating legal issues and help an enterprise in improving business
performance.
It is very much important for human resource manager in Tesco to facilities activity as well as
conducts the practices as per the laws related to the human resource management. In addition
on to above duties , function of human resource manager is to measure the performance of
workers and provide the report about the same to top level management in an organization. The
purpose of performing specific function is to support top level manager in making suitable
decisions.
Allocations as well as distribution of resources are also considered to be as one of the important
function of human resource manager in an enterprise. Objective of this function is to help firm in
smooth functioning.
Hard human resource management – the human resource management treat workers as a
resource. Such human resource professional have focus on developing the corporate plan for
helping an organization in achieving success and fostering business growth.

SOFT HUMAN RESOURCE – The human resource professional with this type of
approach are more concerned about helping Tesco organization in gaining the competitive
advantage. An individual working as the human resource manager in an enterprise emphasizes
on analyzing as well as fulfilling the needs or demands of employees in an organization (Abdul
Amid Aziz Jalloh, Habib and Turay, 2016). The intention or motive behind performing this role
is to aid firm in reducing the employee turnover rate and assisting workforce in retaining their
job for long time.
P2.Explaining the strengths and weaknesses of different approaches to recruitment and selection
Different approaches are adapted in order to carry out the recruitment process in Tesco
organization. Recruitment is basically a process which is intended on increasing the quantity and
quality of application which are invited in order to fill the vacant positions in an organization.
Recruitment aims at creating a pool of talented candidates for any vacant post in an organization.
The different approaches that can be adopted for recruitment and their strengths and weaknesses
are:
1. Internal Recruitment(Narrow Ideas): Internal recruitment is a approach where in the
candidates already present in the organization are promoted in order to fill the positions. The
strength of the approach is that no extra costs are incurred in order to find a candidate to fill the
job. The weakness of the approach is that potentially better qualified candidates from outside the
organization are restricted and which in turn affects the total talent pool and restricts an
organization in finding the better qualified and talented person to fit the job.
2.External Recruitment(Time and Expense): External recruitment is an approach which is
adapted in organizations which focus on hiring talent and better qualified people from outside the
organization and further invite applications and conduct interviews accordingly. The advantage
is that better candidates can be selected whereas the disadvantage is that to recruit candidates
from outside money has to be invested on advertising and marketing so that applications can be
invited also it requires a lot of time and diligence to screen the applications and conduct
interviews (Hammersley,2013).
3.Online(Cumbersome):Online recruitment approach is also being adopted by a lot of recruiters
these days, wherein the vacancies are posted through online medium, through job portals and
with the use of internet. The advantage is that it is less costly to post job vacancies online but on
the other hand it’s a cumbersome process.

LO2
P3.Explain the benefits of different HRM practices within an organization for both the employer
and employee.
Human resource managers play a key role in Tesco organization and take care of the
interests of both the employer and the employee. Human Resource management is important as it
sets guidelines and the course of action to be adopted in a situation of conflict or any problem
that arises within the workforce of an organization.
Human resource management has the following benefits for the employees:
1. Conflict Resolution: Human Resource managers act as a medium between the organization
and the employees and interpret the company policies and procedures and help resolve the
conflicts that may arise between the employees or between the employer and the employee. Also
they formulate the guidelines for appropriate work behavior, help regulate the work environment
within the organization.
2. Training and Development: Another responsibility of a human resource manager is training
and development so the workforce , they introduce different methods to train the workforce
depending upon their needs and requirements. To enhance their sales and customer service skills
development programs are organized within the organization
3. EmployeeRelations: if the employee feels that his human rights have been violated he can
consult the human resource manager in an organization. Anti-discrimination and anti-harassment
laws are implemented by them.
4. InformationResource: human resource managers act as a information resource to the
employees of the organization and thus help them with their doubts about employee benefits,
leave of absence, employee assistance programs and worker compensation benefits.
Human resource management benefits to the employer:
1. Organisational Culture: The organizational culture is improved which has a positive impact on
the growth n goodwill of the organization.
2. Planning for change: If a change has to be brought in the organization human resource
managers make sure that they bring it in smoothly
3. Training and Development: The more trained workforce a organization has the more the value
n goodwill of the organization increases.
4. Management of Conflicts: Human resource manager’s help resolve the conflicts so that the
employer can focus on business goals.
5. Health and Safety: Better health and safety initiatives can be taken in a company.

6. Recruitment and Selection: Recruitment and Retention strategies are often developed by the
human resource managers (Stanujkic,Djordjevic. and Karabasevi, 2015).
LO3
P4.Evaluating the effectiveness of different human resource management practices in terms of
raising organizational profit and productivity
Training system – Training as well as improvement is considered to be as planned efforts by
human resource manager in an organization. The objectives of these efforts are to support
employees in developing skills as well as core competencies which are important in terms of
facilitating the various activities at workplace. Training arrangement made by human resource
manager helps workers in gaining the expertise in particular field. It also supports workers in
increasing their working efficiency.
Selection and Staffing System- Role of human resource manager in an eEnterprise is to recruit,
hire and select talented as well as skilled workface. Human resource management is accountable
for recruiting the employees and fulfilling the need of human resource capital at workplace.
Human resource manager assist business entity in eliminating the barriers which might occur in
smooth functioning of business (Wheatley, 2010).
Performance appraisal system- Role of human resource manager is to measure the
performance of employees at workplace. This practices performed by human resource manager
helps management in identifying the root cause of failure in function, poor performance of
employees at workplace.
Compensation system – Human resource manager in an organization develops as well as
implement policies and incentives system. This activity assists human resource management or
leader in inspiring people to improve their performance as well as increase their productivity.
Effectiveness of Talented management practices- Talent management in an enterprise assist
the workers in developing abilities. The workers in an enterprise can realize the needs as well as
importance of abilities as well as core competencies by seeking the advice from seniors. Or
leaders.
Conducting Workers reviews to track performance – The human resource manager in marks
and Spencer has executed the review or monitoring procedure for measuring the performance of
workers. Tracking the performance as well as monitoring system has helped employees in
managing the time. It also assist human resource manager in also improves the tracking process
to understand whether the employees are eligible to fulfill the goal.
Performance based development – the human resource manager in marks and Spencer has
formulated the strategy based on the existing performance of the workers. It is the duty of human

resource manager in an organization is to recognize the problems faced by workers and provide
them with resources. This activity also supports employees in increasing the productivity as all
hurdles are eliminated
P5 Analyzing the significance of employee relation in context of influencing decision
made by human resource manager
The relationship between workers at workplace has direct as well as significant influence
on the decision making procedure by human resource manager. Employee relation also have
great as well as major effect on the culture and working environment within an enterprise.
Maintaining the employee’s relationship at workplace is very important in order to support
business entity in achieving success (Keesing,2012). Strong relationship between workers is also
necessary in context of improving as well as increasing the firm productivity and working
efficiency.
Good relationship between employees helps an organization in avoiding or eliminating
the conflictual situation at workplace which might have negative impact on business
performance. It is required by human resource manager in marks and Spencer Company to
develop as well as maintain healthy and safe working environment. Leaders or manager in an
enterprise should provide open communication channel for employees. As this strategy will
assist employees in minimizing the cultural differences. It will also enable employee to share
their views, ideas, believes about the way of executing the task. Strong relations between
workers lead to more efficient, motivated and productive employees who further helps firm in
increasing sales and profitability.
Relationships between workers also have direct as well as major influence on the
reputation of company. It is required by human resource manager to promote team work. Good
employee relationship indicates that all the workers in an organization are motivated as well as
are positive about their identity. It is very much for human resource manager in an enterprise to
provide equal treatment to employees. As this strategy will assist business entity in eliminating
legal obligations. The manager or leader in an enterprise should facilitate continuous as well as
effective communication with workers. As this tactics or plan will help manager in developing
the strong relationship with workers. It will also help management in influencing people to work
for benefit of an organization.
The decision made by human resource manager in an enterprise is greatly influenced by
the prevailing relationship between employees. Effective as well as continuous between seniors
and employees not only allows them to develop strong relationship , but it also enables
management to get innovative solution for the different business problem. It also supports
manager in making suitable decision (Lawless and Trif,2016). Strong relationship between
employees helps managers in facilitating the effective coordination as well as cooperation
between people. It also supports management in ensuring effective as well as efficient utilization
of resources.

Due to the effective or strong relationship with other people in an organization, workers
feel motivated. In safe as well as effective working environment, workers feel secure as well as
motivated which further assist them in improving their performance at workplace. A healthy
employee relation reduces the problem of absenteeism at the work place. It also supports an
organization in reducing the employee turnover rate as well as retaining the workers for long
time.
LO4
P6 Identifying the important elements of employment legislation and the impact it upon
decision-making by human resource manager
Employment protection law covers all the aspects of all which governs as well as
regulates the condition of employment. There are several types of legislations which are required
to be considered by human resource manager in an enterprise. As it is very important for human
resource manager to follow these regulation as well as norms in order to avoid legal obligation.
Few acts are discrimination act , equal opportunity , working time etc.
Equal opportunity act-As per this norm, it is very much important for employer to provide equal
opportunities of executing task.
Discrimination law- According to this legislation, which states that employees should not be
discriminated at workplace. If in case an individual feel so, then he or she has the right to file law
suit against company or employer.
Working time regulation – As per this regulation or law, there should be flexible working hours
in a company. If in case, some workers or employees in an organization are working extra hours,
then they should be provided with extra incentive or reward.
Workers conditions – As per the employment act , it is the duty of employer to provide healthy ,
safe working environment to employees. Employer is required to provide all the basic facilities
to workers. Risk management procedure should be executed by manager after implementing new
equipment at workplace. Employees should be provided with training related to the handling or
operating new technology.
Minimum wage – According to this legislation, a company should provide fair wages or salaries
to employees.
All the above laws which are formed by the government in the nation has direct as well as
significant impact as well as influence on human resource practices.
These legislation have major effect on the policies as well as system designed by human resource
manager in an organization for managing people and their work (De Becker, 2011).

P7 The application of human resource practices in work place related context
Recruitment and selection are considered to be as the most commonly conducted practices by
human resource manager in an organization. For instance In marks and Spencer there is Job
vacancy related to sales representative.
Rationale
The thinking or reason behind performing the hiring practices by human resource management is
to recruit as well as select highly talented and well qualified workforce. It is required by human
resource manager in marks and Spencer Company to follow consistent standards for recruiting
new candidates. As the changes in pattern of hiring practices can lead to the high level of
dissatisfaction in existing workers which might give rise to the other major problems at
workplace. The complete recruitment and selection procedures should be conducted in
systematic manner under the supervision of experts. When conducting the hiring practices , it is
very much important for human resource manager to consider the objective of company as well
as policies of firm (Alali, Wishah, Alali, Al-Sukkar, and Abu-Hussien, 2016). After recruiting
the candidates, it is the duty as well as responsibility of manager to collect all the essential
documents or records of new candidate and inform them about the companies policies as well as
regulation.
CONCLUSION
Project has concluded that human resource manager has important role to play in
enterprise. It has been concluded from the assignment that human resource manager in an
organization has several essential duties to perform. They have to bear the burden of
responsibilities. Study has highlighted the unique approaches which can be used by the human
resource manager in Tesco company for recruiting as well as hiring employees. Report has
clearly defined the purpose of each task which is performed by human resource professional in
an organization. It has also successfully demonstrated the significance of employee relation in
context of influencing decision made by human resource manager.

REFERENCES
Books and journal:
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'employment revolution'", Melbourne University Law Review, vol. 36, no. 1, pp. 104-139.
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RESOURCE PLANNING IN THE IMPLEMENTATION OF OPERATIONAL ACTIVITES IN
LARGE SCALE ENTERPRISES", International Journal of Information, Business and
Management.vol. 8. no. 1. pp. 252.
Hammersley, R. 2014;2013;, "Constraint theory: A cognitive, motivational theory of
dependence", Addiction Research & Theory, vol. 2. no. 1. pp. 1-14.
Stanujkic, D., Djordjevic, B. & Karabasevic, D. 2015, "SELECTION OF CANDIDATES IN
THE PROCESS OF RECRUITMENT AND SELECTION OF PERSONNEL BASED ON THE
SWARA AND ARAS METHODS", Quaestus, , no. 7, pp. 53
Wheatley, S. 2010, "Making the Right Investment – Recruitment and Selection", Legal
Information Management, vol. 10, no. 4, pp. 279-282.
Lawless, J. & Trif, A. 2016, "Managing Interpersonal Conflicts at Work by Line Managers",
Irish Journal of Management.vol. 35. no. 1. pp. 74.
De Becker, A. 2011, "The legal status of public employees or public servants: comparing the
regulatory frameworks in the United Kingdom, France, Belgium, and the Netherlands",
Comparative Labor Law & Policy Journal, vol. 32, no. 4, pp. 949.
Alali, H., Wishah, R., Alali, S., Al-Sukkar, A. & Abu-Hussien, A. 2016, "E-MARKETPLACE
LEGAL AND REGULATORY FRAMEWORK IN JORDAN: A GENERAL VIEW", Journal of
Theoretical and Applied Information Technology, vol. 85, no. 2, pp. 221.