Importance of Employee Relations in HRM Decision Making

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................4
P1. Purpose and Functions of HRM............................................................................................4
P2. Strengths and weaknesses of different approaches to recruitment and selection.................5
TASK 2............................................................................................................................................7
P3. Benefits of different HRM practices for both employee and employer................................7
P4. Effectiveness of different HRM practices in relation of raising organisational profit and
productivity.................................................................................................................................8
TASK 3............................................................................................................................................9
P5. Importance of employee relations in terms of influencing HRM decision making..............9
P6. Key elements of employment legislation and its influence on HRM decision making......10
TASK 4..........................................................................................................................................11
P7. Application of HRM practices using specific examples.....................................................11
CONCLUSION..............................................................................................................................13

INTRODUCTION
Human Resource Management is the important management activity. It includes the
process of recruiting, selecting, training and development, performance appraisal and employees
relationships (Hull and Nezhad, 2016). It is a continuous process that helps to achieve individual
as well as organisational objectives. It also helps to understand that how human resource
practices can influences the companies productivity and efficiency of TESCO which is a British
multinational grocery retailer founded in 1919, England, UK. TESCO expanded with operations
in 11 other countries in the world, having many subsidiaries and it is the third largest retailer in
the world according to the gross revenues. This report covers the HRM purpose, functions and
applicability in the workforce planning and decision-making process with special reference to
TESCO. This report will include discussion on purpose and Functions of HRM with Strengths
and weaknesses of different approaches to recruitment and selection. There is also
indemnification of Benefits of different HRM practices for both employee and employer. Along
with this, Effectiveness of different HRM practices in relation of raising organisational profit and
productivity
TASK 1
Purpose and Functions of HRM
Mission Statement: To make better products with aims to contribute to continue growth
of TESCO's.
Objectives:
 To be the most recognizable brand that provide best quality of groceries, clothing and
electronics goods.
 To develop the best shopping experience, so they attract the many more customers to
boost their sales and maximize their profits.
Purpose of HRM:
 The first and foremost purpose of human resource management is to ensure their
employees should be willingly do work in an efficient manner.
 HR practices ensures that organisations objectives should be met with proper utilisation
of limited resources in such a way that they gain maximize profits.

 HRM helps to do a proper workforce planning in such a way that employment turnover
ratio should be minimum and if they need the workforce then they have the option to
recruit the correct person.
Functions of HRM:
 Workforce Planning
It is the most important management function that means to appoint a right person at right
designation. It refers to analyse the current workforce and determining future needs and
identifying the gap between present and future, and implementing solutions so that an
organisation can achieve the goal. TESCO does this function very well, they analyse the need of
workforce time to time and on the basis of needs they recruiting the individuals by taking an
interviews and other necessary functions (Budhwar and Mellahi, 2018).
 Training and development
After recruiting the right person, they need proper training and development to improve
their skills and knowledge that helps to achieve organisational objectives. TESCO gives proper
attention to their employees so that they do their jobs in a best way and integrating their
individual goals with organisation goals to achieve the ultimate objectives. This is an import rat
function which is related to performance of employees and achieving goals and objectiveness by
shaping there performance. This is helpfully in achieving business objectives and using function
inappropriate way (Saridakis, Lai and Cooper, 2017).
 Performance appraisal
Only training and development is not the only means to achieve the goals they need
appraisal also from the employer to motivate themselves for their work. TESCO arrange many
rewards and recognition programs and gives to the employees according to their performance
which helps to motivate towards accomplishing organisational objectives.
Strengths and weaknesses of different approaches to recruitment and selection
Recruitment:
Recruitment is the action of enlisting new employees in an organisation. It is the process
of identifying, attracting, screening, short listing and interviewing the suitable candidates for jobs
within an organisation. This function is performed by HR manager of TESCO to recruit the
suitable candidates with required qualifications in an organisation (Bondarouk, and Brewster,
2016).