Unit 3 - Human Resource Management

Unit 3 - Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
LO1 Purpose and scope of HRM.....................................................................................................3
P1 -Purpose and function of HRM .......................................................................................3
P2- Strengths and weakness of different approaches to recruitment and selection...............4
LO2 Evaluate effectiveness of key elements of HRM.....................................................................5
P3-Benefits of different HRM practices for both employer and employee ..........................5
P4-Evaluate effectiveness of HRM practices........................................................................7
PART 2 ...........................................................................................................................................8
LO3 Analyse internal and external factors that affect HRM decision making................................8
P5- Importance of employee relations in respect to influence HRM decision.......................8
P6- Key elements of employment legislation and impact on HRM.......................................9
LO4 Human Resource Management practices in work related context..........................................9
P7- Job description, person specification and offer letter......................................................9
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management refers to practise of managing employees in an
organisation to achieve goals of company. It is process of recruiting, selecting, orientation,
training and development (Chai, 2020). Tesco is public limited company founded by Jack Cohen
in year 1919. Its headquarters are in Welwyn Garden City, England, UK. In present report
purpose and function of HRM is discussed, strengths and weakness of different approaches to
recruitment and selection, benefits of HRM practices for both employer and employee.
PART 1
LO1 Purpose and scope of HRM
P1 -Purpose and function of HRM
HRM plays an important role in managing and controlling employees in an organisation.
There are many functions that are performed by human resource department such as, job design,
job analysis, recruitment, selection, training and development, compensation and benefits,
performance management, maintain good relations with customer and resolve conflicts among
employees (Aburumman and et.al., 2020).
JOB DESIGN : Job design helps company in making proper structure which includes
roles, responsibilities and duties of every person.
JOB ANALYSIS : Job analysis is done to describe job requirements like, qualification
and skills that are required at workplace.
RECRUITMENT AND SELECTION : Recruitment and selection is one of the
important function of HRM, appropriate candidate is selected for vacant job. It is responsibility
of management to retain qualified employee to achieve organisational goals. Recruitment helps
in getting new and talented candidate for company.
In Tesco company HR managers follow proper process for recruiting and selecting
employees and they give benefits so that employees feel motivated. For selecting people
interview is conducted and written test are also held so that best candidate can be chosen for
organisation.
TRAINING AND DEVELOPMENT : Training and development process is arranged
by human resource management to improve efficiency of employees and accomplish

organisational gaols. To make new members familiar with environment of company orientation
program is arranged and training is given to them for good outcomes.
HR manager is responsible for deciding payroll and salary of employees, all the records
are been maintained by department. They measure performance of individual employee and
compare it with set standards. Functions of HRM provide talent and skills which is appropriate to
fulfil business objectives because HR manager performs various functions like they provide
training to employees which help in developing skills of workers to improve their performance.
When workers will have proper skills then they will do their work efficiently and effectively, this
will help in achieving business objectives and organisation can generate more revenue.
PERFORMANCE MANAGEMENT : Human resource management analyse
performance so that they can know which employee need training or want to develop some skills
to improve their performance. Performance management focuses on the work done by team not
individual. Purpose of HR department behind measuring performance is to know that if there is
need of training and development programmes (Chelladurai and Kerwin, 2018).
P2- Strengths and weakness of different approaches to recruitment and selection
Recruitment refers to process of identifying, screening, short listing, interviewing and
selecting the best candidate for vacant job. Recruitment is of two types i.e., internal recruitment
and external recruitment.
Different approaches to recruitment are:
Direct advertising – This helps Tesco company in placing advertisement on career sites, job
boards, social networking sites to find appropriate candidate. Strength of direct advertising are it
helps in building relationships with customers and attract new customers. It tests demand of
product in market. It helps in identifying which approach should be used to reach target market
or to focus on target audience. Weakness of direct advertising is that it is costly and sometimes
customers give negative feedback as wrong information is reached to people (Delery and
Roumpi, 2017).
Employee referrals- It refers to recruiting people from reference of employee who is working in
organisation. Strength is that it saves time and money of organisation and new employee know
about culture of company.