Human Resource Management: Purpose, Functions, and Practices at TESCO

Human resource management
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Table of Contents
INTRODUCTION ..........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose and functions of HRM, applicable to workforce planning and resourcing...............3
P2 Strengths and weaknesses of different approaches to recruitment and selection...................4
LO 2.................................................................................................................................................6
P3 Benefit of HRM practices for employee and employer at TESCO........................................6
P4 Effectiveness of different HRM practices in increasing organization profit and productivity
at TESCO.....................................................................................................................................7
LO 3.................................................................................................................................................8
P5 Importance of employee relations in respect to influencing HRM decision-making at
TESCO.........................................................................................................................................8
P6 Elements of employment legislation at TESCO.....................................................................9
LO 4 ..............................................................................................................................................10
P7 Application of HRM practice at TESCO..............................................................................10
CONCLUSION..............................................................................................................................13
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INTRODUCTION
Human resource plays vital role in firm. It is because they are responsible for managing and
organizing overall employees. Besides that, they perform various functions such as T&D,
recruitment, selection, performance management, etc. There are various factors which influence
decision-making of HRM such as laws, culture, etc. HR select right candidate for right place. For
that they use various approaches. However, it is necessary to train them in effective way so that
tasks are performed and goals are attained (Jia and et.al, 2020).
The report will describe purpose and function of HRM. Also, it will explain pros and cons of
approaches of recruitment and selection. Besides, benefits of HRM practices will be explained
along with its effectiveness. Moreover, importance of employee relation will be discussed and
key elements of employment legislation as well.
LO 1
P1 Purpose and functions of HRM, applicable to workforce planning and resourcing.
In an organization HR perform various types of functions to attain goals. The main purpose
of HRM is to manage and organize employees. Moreover, there are various responsibilities as
well which is performed by HR. But main purpose is to enhance productivity and performance of
staff so that overall organization performance is enhanced. In addition, HR purpose is to gain
satisfaction of staff and retain them. Furthermore, there are different functions as well that is
performed. So, it is as follows : Recruitment and selection- It is major function of HRM as the select and hire staff from
various sources. Also, they are responsible for developing overall recruitment and how
staff is going to be selected. For that they find out requirement needed within
organization. Then, on basis of job role and specifications staff is hired. The HR also
conduct interview of candidate to analyse their skills and capabilities by matching it with
job role. Also, HR also ensure that on right place right candidate is recruited (Stahl and
et.al., 2020). Reward management – This is also a function of HRM in which they measure
performance of staff. It is done to measure outcomes of employees with set goals so that
their efficiency is identified. Hence, an entire reward management process is formed. HR
continuous monitor performance of staff and on basis of it training and development is
given to them. Thus, different rewards are given to them on basis of their performance. In
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addition, from starting to framing of policy to giving rewards to staff this function is
performed by HR. besides, HR also set performance indicators and criteria by which
performance is measured (Tensay, and Singh, 2020). Training and development- The function of HR is to give training to the staff which is
allows gain skills and knowledge. This is main function of HR as they need to increase
efficiency of employees. Therefore, framework is prepared by which training is given.
Along with it, HR conduct various training sessions for employees. They also identify
needs of staff and then give them training. The overall plan of T&D is developed by HR
by evaluating employees skills and abilities.
 Workforce planning- It is also function of HRM where HR do workforce planning. They
identify number of staff required within organization and what skills and knowledge they
must possess. Furthermore, they forecast and go planning of employees within TESCO.
HR also identify supply and demand of workforce and do forecast on basis of it. They
determine future needs and skills required by HR. Hence, HR follows and do this entire
process which allow in finding out requirement of HR in firm.
Hence, these all are various functions of HR which are performed by them in
organization. This enables in selecting of skilled HR for right job role in right time. They provide
effective training in order to enhance efficiency of staff.
P2 Strengths and weaknesses of different approaches to recruitment and selection
There are various approaches which is being followed by HR in recruitment and selection.
It is essential to use approach so that vacancies are easily fulfilled. Moreover, the use of
approach depends on TESCO needs. Basically, there are 2 common approach followed that is
internal and external. In that many ways are defined as :
Internal- this is approach where things are
Internal source
In this recruitment is done within the organization only. Usually, it is followed when only few
candidates are required. Also, it takes less time and cost to hire people. In this there are different
methods as well which is as below.
Transfer
It is a method that involve transfer of people in similar position from one place to another. There
is no change in roles and responsibility.
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