Unit 3- Human Resource Management

Unit 3- Human
Resource
Management

Table of Contents
INTRODUCTION.......................................................................................................................3
MAIN BODY..............................................................................................................................3
TASK 1 .......................................................................................................................................3
P1 The purpose and function of HRM, application to company planning and resourcing to an
organisation.................................................................................................................................3
P2 Strength and weaknesses of different approaches to recruitment and selection....................4
TASK 2........................................................................................................................................7
P3 Advantages of various HRM practices and methods in context of employer and employee.7
P4 Evaluation of effectiveness of HRM methods for increasing profitability and output of the
company......................................................................................................................................8
TASK 3......................................................................................................................................10
P5 Significance of employee relations in impacting HRM decision making............................10
P6 Major component of employment legislation and their impact on HRM decision making
process.......................................................................................................................................10
TASK 4......................................................................................................................................12
P7 Utilisation of HRM in context of various operations that are conducted at the company...12
CONCLUSION ........................................................................................................................14
REFRENCES............................................................................................................................15

INTRODUCTION
Human resources management is the strategic management function of the organisations
which include the various role of the HR manger. This is the functional area where HR manger
of the organisation have to focus on the company requirements related to the Human resources,
then they have to hire the best performance team for the organisation with different process of
recruitment. Along with this HR have to mange the employee performance and productivity in a
way which helps the company accomplish various organisational goals and puts the enterprise in
a beneficial place in their industry . TESCO is the British company having the multinational
chain of the groceries and journal product retailer store. HRM functional roles and their benefits
for the UK based corporation TESCO is discussed in this report along with strength and
weaknesses of various hiring methods. Importance of the employees relationship, with in the
analysis of important employment laws application of HRM in context of various organisational
activities is provided in this report.
MAIN BODY
TASK 1
P1 The purpose and function of HRM, application to company planning and resourcing to an
organisation
Human resources management refers to the process of management of human as a
resources that are working towards betterment of the workforce. The management of an
organisation takes care of various resources being used in their respective operational activities.
Human as a resources working in the firm is treated as one of the important resource as they are
the one that are responsible for converting valuable resources of the work structure into finished
goods. Nevertheless success and effectiveness of an organisation is being defined on the basis of
effectiveness of it's human resource working together for achieving organisational goals and
objectives (Aktar and Pangil, 2018) . With regards to chosen organisation i.e. TESCO, it can be
said that management of the company makes their plans and policies flexible enough as per
marketing trends and are customer demands oriented. The department of HRM in workforce
aims at achieving organisational objectives keeping in mind individual personal goals of
employees working in an organisation. It highly serves as motivation to respective staffs of an
organisation and enables the management of firm to extract best out of their abilities towards

completion of allotted job task. The functions of HRM department towards companies planning
and resourcing to an organisation are as follows:
Job design and analysis: It is one of the important function of HRM department that
includes process of allotment and explaining job duties with respective responsibilities for
conduction of operational activities of an organisation (Al-Musadieq and et. al., 2018) . On the
other hand job analysis involves describing job requirements and provides proper understandings
of job roles by arranging effective training and development programs for conduction of day to
day job task with maximum productivity.
Hiring and selection: It is one of the primary function of HRM department. The main
aim is conduction of recruitment and selection activities of the business firm effectively. It
focuses on hiring right employee at right place.
Training and development: It refers to setting up of various training and development
programs to meet maximum of employees abilities for conducting their respective job roles. It
helps the firm to smooth conduction of it's respective business activities and helps planning
authorities to implement new plans and policies as per changing environment of the business. It
enhances performance of respective staffs working in an organisation and enables them to work
out of their comfort zones (Armstrong and Taylor, 2020) .
Performance management: HRM department of the firm keeps track of their respective
staffs working in the workforce. It analysis various performance of employees and takes
necessary steps regarding their performances. If an employee proves to be less productive
management arranges additional training camps and also provides gives incentives, appraisals to
best performers that serves as motivational factor to respective employee and boost their moral
which contributes for extraction of best of their abilities for achieving organisation goals and
objectives.
P2 Strength and weaknesses of different approaches to recruitment and selection
Recruitment in corporate sense refers to filing up vacant job profiles with a motive to
initiate growth in the workforce. It includes processes of attracting, identifying, screening,
interviewing and short-listing appropriate candidates as per job requirements. It is one of the
most important activity which is been conducted in an organisation and huge chunk of resources
are been invested in order to get best recruitment for hiring best candidates for the offered job
(Chelladurai and Kerwin, 2018) . On the other hand process of selection involves selecting