Unit 3 - Human Resource Management

This unit focuses on the purpose and functions of Human Resource Management, including recruitment, training and development opportunities, and the effectiveness of HRM practices in terms of organizational profit. It also highlights the importance of employee relations in influencing decision making.

Unit 3 - Human
Resource
Management

INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose and functions of Human Resource Management.....................................................3
LO 2.................................................................................................................................................4
P2 Strength and weakness of recruitment....................................................................................4
P3 Learning and development opportunities...............................................................................6
P4 Effectiveness of HRM practices in terms of organisational profit.......................................7
LO 3.................................................................................................................................................8
P5 Importance of employee relation in influencing decision making.........................................8
P6 Key elements of employment legislation and impact on decision making............................9
LO 4...............................................................................................................................................10
P7 Application of HRM practice...............................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource management is considered as a process where recruitment, training and
selection of the talented employees (Guerci .and Carollo, 2016). It is the practice regarding
managing individuals in order to achieve better performance. There are four basic functions of
HRM that are controlling, planning, directing, Organizing. Report focuses on Tesco that is
known as the British Multinational groceries within England. Tesco is known as third largest
retailer all over the world. Report also focuses on functions and Purpose of the Human Resource
management. It also highlights on evaluates various effectiveness regarding practices of HR. It
will also assist the importance of the HRM decisions while making process. It also focuses the
legislation of the employees and influence on the organisation.
LO 1
P1 Purpose and functions of Human Resource Management
Human resource management has huge roles in the company, they help to maximize the
profitability and productivity by investing on the right people. HR manger of TESCO company
recruit skilled people within their workplace and provide them training and development. HR
Department also run various function which helps in the workforce planning for the TESCO
company.
Recruitment- In this the company recruit and hire candidate that is required as per job role. The
recruitment is done through various sources such as Ads, campus placement, etc. Its importance
is that it allows in selecting right hiring right people at right place. Moreover, it ensure that all
vacancies are filled in right time.
Resourcing- According to this Tesco is involved within attracting the workers who are talented
as well as best suited within a firm. It also retains the workers in order to achieved the goals
more effectively. To hire the most talented people within a firm is purpose of the tesco so that it
enhances the productivity of the organization (Chaudhary, 2018).
Training and development- It is one of the vital thing that can be provided to the old and new
employees both. Old one are given in order to update their skill while new employees knew
about firm and develops their skills in order to work effectively. Tesco provides training timely
all the employees of the organization. As training is vital as it assist the employees to brush up

their skills as well as becomes better day by day that can be beneficial for both firm as well as
their own (Function of HRM, 2018).
Performance management- It is considered as a crucial process for the employees that are
associated with planning and also this process not only aids manager to interact the crucial
information but in addition to this help in analysis the gaps within the performance of the
employees. Thus without this analysis Managers can’t take actions that are interlinked within the
process of recruitment, training as well as development.
Employees relations- It can be maintained by providing various opportunities to the staff
members of Tesco so that it provides growth opportunities. Also open communication can be
used by managers so that they can easily recognizes the needs as well as demands of the workers.
It can also assist to evaluates them to examine the problems that are faced by workers. In
addition to analyzing the problems that can faced by the workers. Improves the relations
of the employees that can enhances the employee engagement towards the firm (Katou, 2017).
Training and development and good employee's relations can be useful functions for the
workplace planning and resource planing of the TESCO. In a training programs, employees can
develop new skills and it will also enhance motivation in them. A skillful workplace can be a
key to get success in the market and motivation in employees will autocratically increase the
productivity. Good relationship with the employees will improve the working environment
which has huge impact on the productivity and profitability.
LO 2
P2 Strength and weakness of recruitment
Recruitment and selection can be done by several methods. But at the same time it also
depends on what type of method can be chosen through them. For every method strength and
weakness both are there, however methods can be chosen by examine them within more
effective way.
Internal- Within this method hiring can be done as here only limited number of selection can be
done in order to fill the vacant position. There are several other methods also.
Promotion- within this position are filled through promoting individual from very low potion to
the high position. The job role as well as designations changes also within it.

Strengths
 The manager is also aware about the ability and skills of each and every employee. Thus,
vacancy is fulfilled quickly.
 No cost is incurred in it.
Weakness
 Morale and satisfaction decreases of existing employees decreases
 It restricts entry of new talent
Transfer- Here individual transferred from one place to another but at the same time their
position is also same. There can be no changes within their job roles as well as duties
Strengths
 here one of the strength is vacant position can easily be filled (Huang. and Lin, 2017).
 No cost incurred within it.
 There is no requirement of training.
Weakness
 It restricts entry of new talent
 It also leads to the dissatisfactions among the staff members of the firm
External sources- These are such methods where candidates can be hired from various external
sources as it enables within entering of new talent in the organization. It also contains more time
to recruit individual and huge cost from such sources. Also termed as mention
Ads- Here ads can be published within newspaper, T.V regarding for specified job. It also
attracting more and more people.
Strengths
 New talent is attracted through it that brings in new ideas and creativity
Weakness
 There is huge cost incurred in it
 It is also a time consuming process
Campus recruitment- Within this, firms and business directly hire form colleges and University.
This result within large recruitment of individuals.
Strengths
 Young talent are hired here that brings in creativity
 It also results in recruiting diversified work force

Weakness
 There is need to analyse CV of each candidate that takes a lot of time.
 Training is to be given to candidate.
Selection methods
Telephone interview- in this method interview is taken on telephone to find out candidate is
interested in job or not
Strength
 It saves time as well as cost
 It can be identified whether person possess required skills or not
Weakness
 The ability of candidate is not evaluated
 There are chances of talking to fake candidate.
Face to face interview- here applicant interview is taken face to face to analyse skills and
capabilities.
Strength
 Best candidate is easily selected
 Ease in decision making for HR
Weakness
 It is time consuming process
 It may leads to favoritism
P3 Learning and development opportunities
1) Training and development
It is termed as at a consistent process where people capable of learn from expertise and
apply several ideas regarding improvement. The opportunities as learning as well as developing
gives both the employees and organization in order to increase or improves the performance and
in addition to this it also assures the profitability. It is also applied within firm in more effective
way as it aids to develops several skills of the staff members. Therefore, mention below within
more context manner.
For employees

Improved performance of staff members- It creates opportunities for employees that aids the
analysis the present performance of the individual.
Improving weakness- When there is a lack in understanding the current situation as well as
performance , it also aids to identify the weakness. Thus, self analysis can be also done by the
helps of the staff members during the training.
For employer
Increment within productivity- Within a process as it assist the organization to undertake each
firm working in more right direction. Thus, employees of the Tesco also become more
professional that can also enhances the productivity of the organization.
Improvement in sales- Sales of the organization can be enhanced if all the workers to the firms
find out various measures that aids in order to meet the needs of the consumers.
Reduction in employers turnover- If all the organization offers the training and learning platform
to the employees as they can feels more valued and also contributes maximum amount of the
organization.
2) Reward management
Reward management is the common practices which planned by the HR manager of the
company. It helps to motivate employees and improve the companies productivity and
profitability.
For employees
Increase in employees motivation and financial reward can be used for their personal
spending.
For employer
Employees put effort in the task to get the reward which increase the productivity. It has
direct benefit to the employer.
3) Performance management
Performance management is the ongoing process of communication between the
companies supervisor and employees of the tesco, this occurs throughout the whole year, in the
support of a accomplishing the companies objectives and their goals.
For employees
Helpful for the company to identify the right employees for the promotion on the
higher level.

For employer
Performance management helps them to find-out skillful employees.
P4 Effectiveness of HRM practices in terms of organisational profit
There are various types of HRM practices which is practices in Tesco. They are done on
basis of needs of organisation. Thus, there are some effectiveness as well of those HRM
practices which is defined as below
Reward and performance management- it is a HRM practice which is done to evaluate
performance of employee and on basis of that giving reward to them. here, it is found that Tesco
can attain success only when employees are hired on basis of their skills and knowledge. Apart
from that, there are certain factors which allows in motivating employees. One of them is
reward. Thus, it staff is given various benefit and reward on basis of their performance then it
result in increasing their efficiency. Thus, organisational goals and objectives are attained in
effective way. So, by continuous giving reward led to increasing organisational profit (Santoro.
and Usai, 2018).
Training and development – this is another HRM practice in which employee are given training
and development. This is given on basis of their needs and skills. Through that it becomes easy
to reduce gap between them and enhancing ability of employee. It is stated that when training is
given then it increase productivity of employees. They are able to perform task in better way and
attain goals in efficient way. Besides that training bring in creativity in their work and they
become expertise in their field. This also results in their professional growth and development.
Development of career- this HRM practice develop career of employee by providing them
growth opportunity (Chaudhary, 2018). They are able to grab those and pursue their career.
Along with that, when employee grow they gain knowledge and also learn new skills. With that
it led in their personal growth as well. thus, they apply knowledge in their work within Tesco. in
this way it increases their productivity and goals are achieved in effective way.
Flexible learning- It is also a practice of HRM which allows employee to learn in flexible way.
they work with each other and attain goals. besides that, flexibility allows staff to work freely
and in stress free manner.
Hence, these are practices of HRM which enhances Tesco profit and efficiency of
employees. Also positive culture is developed through it and goals are accomplished in efficient
way.

LO 3
P5 Importance of employee relation in influencing decision making
In every organisation there is need to maintain effective employee relation so that positive
culture is built. If strong are not maintained then it results in conflicts between them, however,
there is high importance of employee relation in Tesco.
Decision making- an effective relation enable in taking proper decision and in quick way. There
may occur certain condition when decision taken has to be quick and require employee support.
So, in that case employee relation has to be strong. It will allow in taking effective decision.
However, if relation are not strong then it leads to making it difficult to take decision quickly.
This may even lead to conflicts as employee oppose it and are not willing to go with that
decision (Santoro. and Usai, 2018). TESCO is using the methods such as employees
consultation in the decision making process. In this process manager select some employees
from the lower level and take the view of those employees before taking the decision,. It helps
to create good relationship with th employees and lower level employees can have better
opinion because they are responsible to do any task.
Division of work- an effective employee relation allows in proper division of work in harsh time
when company require support of staff. through that it makes it easy for Tesco to attain goals in
such harsh time by working effectively with employees. Moreover, it is essential that both
employee and employer work together and achieve goals. The responsibilities are equally
divided and mutual decision are taken. in this way challenging goals and objectives are attained
as well.
Positive culture- this helps in maintaining in building positive culture. this is because when
employees interact with employers they share and discuss problems with them. also, it allows in
creating strong bond between them and providing flexible culture in it. thus, employer treats and
respect each employee and in this way positive culture is build
(Peccei. and Van De Voorde, 2019).
Reduction in conflict- this is the main importance of employee relation. It is said that having a
god relation between both helps in reducing conflicts. It is because employer understand view
point of employees. In addition, all problems and issues are discussed with employer and then a
solution is find out. Furthermore, employee often engage with employee in taking decision and

working on work related matters. Therefore, in this way all staff remain satisfied and are treated
fairly by employer.
Decrease in rate of absenteeism- there is another importance of employee relation. In this it is
found that employee remain stress free by sharing problem with employer. So, as it leads to
create positive culture also it reduces rate of absenteeism within employees. They like to work
together with each other (Herrera, and de las Heras-Rosas, 2020).
Trade unions – They are also important in employee employer decision making. if there occurs
any conflict then trade union help in solving those conflicts by identifying needs of employee
and discussing it with employer.
Quality circles- It is a volunteer group of people who work under supervisor. They help in
maintaining relation between employee and managers. They ensure that there is effective
communication between them.
P6 Key elements of employment legislation and impact on decision making
There are different laws and regulations which needs to be followed by HR in taking
decision. This is because these laws are formed by government and is applied within Tesco. apart
from that the laws enable in protecting against discrimination, gender inequality, and any other
type of illegal HR practise being done in organisation. So, there are various laws which are
defined as below
Health and safety 1974- this act is related to health and safety of all employees working within
Tesco. here, the organisation needs to ensured that all health and safety standards and regulations
are adhered by them and applied at workplace. this helps in ensuring healthy and safe work place
environment. Alongside, if it is found that there are no proper health and safety standards applied
then it must be reported immediately. This will enable in taking strict action against company
and doing inspection time to time regarding those measures taken. it impact decision making as
HR has to ensure all standards are followed (Cheema, and Javed, 2017).
Equality act 2010- it is most important element of legislation which state that all employees
must be treated equally and fairly. Moreover, the act also ensure that there is no discrimination
done on basis of age, gender, caste, etc and there is no gender inequality done. besides that, act
ensure that all staff are given equal opportunities of growth and development along with equal
wages and salary (Fahim, 2018). Thus, it highly impact on HR decision making as they have to

take decision on basis of it. also, if there is any change to be made in recruitment policy then this
act is to be followed in it.
Anti discrimination act 1995- this legislation is concerned with any type of discrimination done
on basis of gender or sex. If done then it is considered as illegal. Hence, it protects rights of
employees and make employer accountable for it. besides that, act also enable in giving proper
training, salary without any discrimination. HR decision is impacted due to it as they have to
provide equal opportunity to both gender (James, 2017).
Employee protection act 1978- it protect the provision and rights of employees in case of any
illegal practice done by organisation on them. for example, irrelevant termination of staff. the
company has to be follow certain guidelines in doing this. In addition to it, when a candidate is
selected then an agreement is done in which details like time period, minimum wage, notice
period, etc are written. Thus, they have to follow all rules in this doing overall process. HR
decision is impacted as they have to adhere this act while taking any decision (Tariq, Jan, and
Ahmad, 2016).
Therefore, these are all legislation of employment which exist in UK and is followed by
Tesco. it protects rights of employees and prevent illegal practice to be taken by company.
LO 4
P7 Application of HRM practice
Job specification
Job opportunity
Tesco requires an experienced marketing manager for office location in London. So, job
specification is as follow
Job title- marketing manager
Qualification-
Master degree in marketing management from a reputed university with aggregate 60%
Experience – 2-3 years experience as executive manager in MNC.
Age- between 25- 40 years

Job role
To conduct meeting with members and communicate goals
Set realistic target and attain it
Manage team of 8-10 people
Special attributes
Must be fluent in English
Job profile-
Manage entire marketing team
Achieve marketing goals
Provide support to staff
Develop various marketing strategies
Reporting to- GM
Candidate may e mail their resume to HR
CV
Name
E mail id-
Mobile no.
Qualification
Qualification University Year Grade
BBA UK 2009 7
Master of business
administration
UK 2012 8

Key strength
Workaholic, Leadership and diligent
Ability to work in a team, Creative thinking skills
Deterministic, Enthusiastic and Good communication skills.
Extracurricular activity
First prize in district football competition
Personal detail
Name
Father name –
DOB-
Nationality - British
Rationale-
The main purpose is to select right candidate for right job. Through this, it makes it easy
to follow a right procedure in selection.
Job offer letter
It is a letter which is sent to candidate who has been selected. In this there are several
details included in it like joining date, time etc. thus it is as
.
Date- 9-10-2020
Dear Smith…
This is to inform that you are selected for the job role of marketing manager in our company.
So, a detailed job description is attached with letter. The date of joining will be 15-10-2020 at
our site address. The reporting time is 10.00 a.m. moreover, there are some other basic
documents that has to be brought during that day. The details are attached in PDF.

You are required to get a criminal check and medical certificate on first day of work.
If you agree to accept this offer then kindly sign below and e mail a copy to HR. we look forward
to work with you.
Yours sincerely Candidate signature
HR executive
Tesco
CONCLUSION
It can be summarized that HRM is related to managing and handling of employees within an
organization. There are several functions of HRM which are training and development,
recruitment and selection, etc. alongside, it is necessary to hire right candidate for right position.
So, there are internal and external sources of recruitment such as transfer, promotion,
advertisement, etc. each one is having its own pros and cons. Moreover, there are certain HRM
practices as well that is T&D, reward management, etc. it enables in improving employee
efficiency and enhancing overall performance of Tesco. Also, in the application of HRM job
specification, offer letter, etc are included in it.

REFERENCES
Books and Journal
Chaudhary, R., 2018, December. Can green human resource management attract young talent?
An empirical analysis. In Evidence-based HRM: A Global Forum for Empirical
Scholarship. Emerald Publishing Limited.
Cheema, S. and Javed, F., 2017. The effects of corporate social responsibility toward green
human resource management: The mediating role of sustainable environment. Cogent
Business & Management, 4(1), p.1310012.
Fahim, M.G.A., 2018. Strategic human resource management and public employee
retention. Review of Economics and Political Science.
Guerci, M. and Carollo, L., 2016. A paradox view on green human resource management:
Insights from the Italian context. The International Journal of Human Resource
Management, 27(2), pp.212-238.
Herrera, J. and de las Heras-Rosas, C., 2020. Corporate social responsibility and human resource
management: Towards sustainable business organizations. Sustainability, 12(3), p.841.
Huang, C.K. and Lin, C.Y., 2017. Flipping business education: Transformative use of team-
based learning in human resource management classrooms. Journal of Educational
Technology & Society, 20(1), pp.323-336.
James, P., 2017. Total quality environmental management and human resource management.
In Greening People (pp. 35-48). Routledge.
Katou, A.A., 2017. How does human resource management influence organisational
performance? An integrative approach-based analysis. International Journal of
Productivity and Performance Management.
Peccei, R. and Van De Voorde, K., 2019. The application of the multilevel paradigm in human
resource management–outcomes research: Taking stock and going forward. Journal of
Management, 45(2), pp.786-818.
Santoro, G. and Usai, A., 2018. Knowledge exploration and ICT knowledge exploitation through
human resource management. Management Research Review.
Tariq, S., Jan, F.A. and Ahmad, M.S., 2016. Green employee empowerment: a systematic
literature review on state-of-art in green human resource management. Quality &
Quantity, 50(1), pp.237-269.
Online
Function of HRM, 2018. [Online] Available through : <
https://medium.com/@swaticbindia/human-resource-management-its-core-functions-
managerial-operative-fc0335ef616a >