Unit 3 HRM Report: BTEC HNC Business, Human Resource Management

This report provides a comprehensive overview of Human Resource Management (HRM) principles and practices within the context of a BTEC Level 4 Higher National Certificate in Business. It explores the functions, roles, and responsibilities of HRM, including workforce planning, performance management, and training and skill development. The report analyzes the benefits and weaknesses of various recruitment methods and examines the impact of HRM practices on both employers and employees. It evaluates the effectiveness of HRM activities in enhancing managerial performance and financial outcomes, while also considering the significance of employee relations and labor legislation in decision-making. The report includes a case study of Tesco, illustrating the application of HRM practices in a real-world business setting. Desklib offers this report as a valuable resource for students, alongside a wide range of past papers and solved assignments.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
TABLE OF CONTENTS................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Functions of human resource management, its roles and responsibilities and the applicability
on workforce planning.................................................................................................................1
Benefits and weakness of diverse methods.................................................................................2
Benefits of HRM practices on the employer and the employee..................................................4
Evaluating the efficiency of varying Human Resource Management activities in terms of
raising managerial performance and monetary benefits..............................................................5
Analysing significance of worker relation in impacting personnel managing authority’s
decision-making...........................................................................................................................6
Identifying essentials of recruitment and labour legislation its force on personnel management
assessment....................................................................................................................................7
Illustrating application of HRM practices in Tesco.....................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource Management (HRM) is process of managing people of company in
effective way so that competitive advantages can be achieved. It is an essential component of
organization performance which helps other departments to know their roles and responsibilities,
clear goals, etc. In modern era, it becomes important for large companies to have HRM so that
they can achieve desire position in industry by desirable way. The chosen company in the report
is Tesco which represents British multinational retail that deals in groceries. In the terms of
revenue it holds third position in world. The current report will include functions, roles,
responsibilities of HRM and purposes for workforce planning. Strengths and weaknesses related
to different approaches of recruitment and selection will also be explained in case study. The
present report will give emphasis on benefits of HR practices to employer and employee along
with effectiveness in achieving higher productivity and profitability. In addition to this, case
study will analyse impact of employee relation and employment legislation in decision-making.
Application of HRM practice in work relate context will also be included in current report.
MAIN BODY
Functions of human resource management, its roles and responsibilities and the applicability on
workforce planning
HRM is the key function for any organization and these are several important roles and
responsibility that HR of any company has to fulfil to ensure the well-being of its employees.
These are certain crucial functions, roles and responsibilities of HR:- Workforce planning:- This is among of the major functions of the HR department in the
organization where they shall be ascertaining the future needs of the company in relation
to the requirement of the employees (Delery and Roumpi, 2017). They will identify the
posts, specializations, qualifications that are vacant in the company and accordingly
recruit and select the best suited employees in the company. Performance management:- Another major role-played by HR in any organization is
related to managing the performance in the organizations and based on this performance
they shall be providing the employees with the rewards and recognition that shall be
contributing in boosting their morale (The 12 Key Functions of Human Resources, 2020).
A proper performance management system is developed so that the process of appraisal
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can be done on a routine basis so that the employees are motivated to perform for the
company. Training and skill development:- Training and skill development is the most significant
responsibility that is undertaken by the personnel working in the HR department of the
company. They shall be providing efficient training programmes that shall be assessing in
learning, skill development, operating the equipments etc. This shall also be efficient in
reducing the wastages, optimum utilizations of the resources and generating operational
efficiency. Apart from that it shall contribute in reducing the employee turnover.
 Recruitment and selection:- They are indulged in recruitment and selection of the
employees based on the vacancies that are generated in the organization. With the help of
an efficient recruitment system the HR ensures that the best employee is selected who can
contribute to the growth and development of the company. Post the process of hiring they
are engaged in planning the career of this employee as to where he must be placed, how
will the growth take place and what assistance is required by the employee.
Benefits and weakness of diverse methods
Recruitment (Enlistment) refers to hiring right candidate for appropriate position
in correct time. There are various approaches to recruitment and selection. In addition to
this, it can be done through both external and internal resources, media selection, job
specification, application,etc. Selection is the process of choosing applicant for Tesco:
Approaches Advantages Disadvantages
Internal method  It is a very quick
process as applicant are
already known to
company. They my as
well have experience in
the specific job role.
 This provides small
pool of applicants &
may not have task
experience.
 Tesco will get
disadvantage of lack of
fresh ideas in business.
External source  Tesco will get new
ideas, enthusiastic
employee's skills, large
pool of potential
candidates (Hunter and
et.al., 2017).
 New workers takes
time to settle in
business as well
expensive.
Recruitment agencies  It is often fast process
which provides
 It does not give
guarantee the best
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qualified workers in
short span of notice
also.
candidates and serves
service costly.
Applications  Tesco can get valuable
information about
applicants.
 It also assists firm to
get knowledge of skills,
experience through CV
which saves time of
both employer and
employee
 In short listing Tesco
may take little more
time than other
approaches
 Tesco may not get
suitable position holder
as informal contact is
done with one person.
Interview  It is considered to be
the bests approach as
allows company to
have face to face
interaction with
candidates which gives
better understanding of
person's personality
 It can also be
conducted in two form
telephonic and online
which provide
flexibility to
interviewer and
interviewee (Nayak and
Narayan, 2019).
 Tesco can find it more
time-consuming
procedure.
 It becomes difficult to
judge person's response
in telephonic and
online interview.
 Interruption can also be
faced due to technical
issues in such types of
processes.
Media selection  It gives opportunity to
Tesco to get vast pool
of candidates. Tesco
can also make
alteration in this type of
approach.
 Possible prospect may
not find selected media
appropriate that can
serve as a loss for
company.
Alternatives to interview
approach
 Attitude testing is the
greatest method for
getting actual
knowledge of person
 Group discussion assist
company to check
candidate can work in
team as well or not
 Tesco may not get
accurate personality
overview through such
practices (Biswas‐
Diener, Kashdan, and
Lyubchik, 2017).
 Group based activities
are can be tough for
company to conduct
for such purposes.
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Benefits of HRM practices on the employer and the employee
The HRM practices that are conducted by the HR department in an organization is both
beneficial for the employee and the employer of the company in certain ways:-
Benefits for the employee:-
 The performance appraisal system undertaken in a company shall be benefiting the
employees by booting their morale and motivation level in the company. Apart from that
it shall also meet the self-esteem and the self-actualization needs of the individual
(Kianto, Sáenz and Aramburu, 2017).
 The training and developmental sessions that are provided to the employees shall be
advantageous in grooming their overall personality and building self-confidence in them.
 The guidance and support that is provided to the employees shall assist them in working
to the best of their capabilities and enhance their overall performance in the business.
 The employees can also provide feedbacks, complaints and issues that they are facing to
the HR who shall further work to improvise the situation (Tang and et.al., 2018). This
will assist in the grievance redress-al of the employee.
Benefits for employer:-
 An effective organization culture is build up by implementing HRM activities which
increases motivation of employees that ultimately result in higher productivity company.
HRM plays crucial role in influencing structure culture in business premises. With help
of encourage workers Tesco can reach higher position in industry.
 Management of conflicts is handled by this department as no one can stop grievances
from arising but HRM can act a counsellor (Van Mierlo, Bondarouk, and Sanders, 2018).
They take appropriate course of action to ensure that everything lies within limits of
organization and does not harm any employee's interest.
 Development of faithful relationship among all departments of business help employer to
get positive attitude of workers. It leads to build strong image of company in the industry
which enhances it creditworthiness against competitors.
 Tesco can achieve various advantages through human resource exercise but biggest role
that HRM does in any business is to make a healthy and safe workplace for all levels of
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subordinates. It is implemented by formulating different types of policies that ensures
that involvement of employer and employee both are safe.
 Performance of business is dependent on employees so developing required skills and
experience among workers becomes essential. HRM act as tutor for getting right
applicants and increasing productivity through various effectual programs in turn to
encourage them for completing roles and responsibilities.
Evaluating the efficiency of varying Human Resource Management activities in terms of raising
managerial performance and monetary benefits
There are different type of methods for HRM practices which allows company to gain
desirable benefits. In addition to this, Tesco can use methods like talent management, coaching,
training and development, etc.
Performance management
It is the practice conducted to develop workers, establishing specific clear objectives and
giving feedback of efforts. It is continuous process of communication between learner and
supervisor. With respect to this, effective improvements can be made within ongoing procedure
that results in cost, time, desirable performance (Veth And et.al., 2019). Company uses this for
creating conditional environment in which subordinates are expected to give reach established
standards. Tesco utilize it for higher productivity and profitability.
Training and Development
Training Development
It is provided by companies for developing
skills, competencies and experience a part of
their job
Company give this for the purpose of
developing overall growth of employee.
Firm uses this for short term for attaining
present objectives
Tesco can implement it for longer duration and
with objective of achieving future goals
Business establishes training programs related
to specific job
It is career oriented activity.
These strategies are very effective for improving performance of employees. There are
several types of organization that is competing with each other for gaining higher market share,
profitability and reducing production cost. In addition to this, it can be achieved by obtaining
such productive subordinates that can contribute their full potential. In case of wining market,
Tesco should implement training programs so that workers can be motivated that company is
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putting efforts for their personal growth. These types of activities enhance loyalty and lovingness
feeling among workers. It is also referred as satisfied employees tend to provide higher level of
satisfaction to customers that in turn increases customer base.
There are different ways for providing training and development which comprises safety,
team, managerial, time management, soft & quality skill, etc. Tesco is multinational company so
it needs to train its staff attributes like effective communication, problem solving, analytical,
team handling, feedback mechanism, etc. Whenever resources are spent on attaining better
potentials of employees it outcomes in greater productivity and sustainability of organization
(Ahmed, Ahmad and Jaaffar, 2017). The result of respective HR practice can be evaluated by
comparing actual performance with standards. Tesco can use activity to obtain desire level of
skills and attributes for achieving success.
Analysing significance of worker relation in impacting personnel managing authority’s
decision-making
Employee relation (ER) refers to connection between the business and subordinates. In
addition to this, it is efforts made by an organization to create and maintain positive attitude of
employees towards company's activities. Moreover, it becomes essential for firm to developed
relationship with its subordinates so that conflicts can be avoided. There are various other
reasons that make crucial for enterprise to formulate healthy working scenarios such as employee
engagement, better firm, culture, improves trust & confidence, lesser grievances, enhanced
motivation, worker loyalty, etc.
Fewer chance of Disputes
The main reason behind the unsuccessful organization is constantly arising conflicts in
business. It occurs because there is differentiation in view points of employees and employer.
The only solution to this is to having better relationship with subordinates. In case of bad image
of business in mind of workers it becomes difficult for HR to convince them to follow
established rules and regulations (Lopez-Cabrales and Valle-Cabrera, 2020). Tesco's operations
decision-making efficiency can be increased by reducing conflicts through having good
relationship.
Heightened employee loyalty
Workers give commitment to business for longer duration when they are satisfied with
working condition of business. Ignoring opportunities to build connection with subordinates
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affect firm financially as well it suffers from bad reputation. Furthermore, it should aid them
chance to grow their career with company's development which outcomes in loyalty of workers.
Tesco should make its HRM practices so reliable that it gives opportunities for personal
development that ultimately consequence in job satisfaction.
Better workforce engagement
It refers contribution of business in making working culture suitable for employees so
that they can cope up effectively (7 Human Resource Best Practices, 2020). It is enhanced by
HR activities like clearing goals, roles and responsibilities of each worker, allowing participation
in decision-making process (Hauret, and et.al., 2020.). This is a activity that aids business to
obtain innovative and creative strategies for product levels, market expansion, etc. It influences
decision-making process in positive direction that assist business to gain competitive advantages.
Team work
Encouraging HR activities motivates employees to generate positiveness within business.
Effective decisions related to operations of firm can only be taken when subordinates are ready
to corporate with other workers Collaborative working is an essential component which leads
business to success. It is one of the reason Tesco should make employee relationship. These are
HR activities that allow organization for having employee relationship with in firm.
Identifying essentials of recruitment and labour legislation its force on personnel management
assessment
It means all employment standards, compensations, pay for hours of working, human
rights, occupation, safety, hygienic environment, labour regulations, etc. The business should
keep in mind while taking decision for human resource because all other practices get affected
from it (Podgorodnichenko and et.al., 2020.). There are various factors that are related to
employment legislation such as working time & condition management, social security, safety,
remuneration, equivalent growth opportunities, etc.
The main aim of laws and regulation is to protect workers from unbiased behaviour of
employer. In addition to this, HR of company should comply with mentioned and many more
legislations as avoidance of it can result in penalty. While making policies related to salary and
wages human resource should consider that subordinates are getting equal by performance share
by them. In case of working hours and days of working for calculating monthly remuneration
should match with elated act of United Kingdom. Fairness and equality in company's procedure
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of handling workers grievances gives healthy and safe working scenario. It decreases industry
disputes, getting good reputation in industry, customers attentions, loan accessibility, etc.
Moreover, employment regulations and act must be complied with business's policies and
regulations related to labour management.
There are other laws also that promote responsibility employers for protecting workers
from various elements (Diaz‐Carrion and et.al., 2020). Strict laws have been formed in against of
not obeying these mentioned actions. Further, it makes fear among firm to neglect employment
legislation. From the evaluation it is identified that Tesco also fulfils it all corporate, social
responsibilities and comply with labour laws.
Illustrating application of HRM practices in Tesco
The Job specification is detailed information of a person that are required by company for
particular position. The Job specification is prepared for Tesco company's position of Finance
manager:
Specification Requirement
Job Title Finance manger
Reporting to General manager
Job summary  Planning, organizing, recording and
controlling monetary resources in
effective manner which ensures that
company's return on investment and
minimizing risk.
 Engaging in financial analysis,
budgeting, reducing cost, etc.
Working Hours and days  6 hours per day
 6 working days
Skills required Communication, leading, problem solving,
analytical, interpersonal, mathematical skills
are needed.
Qualification  Bachelor's degree in finance
 Specialize certificates of accounting
and management
Experience needed  5-8 years
Abilities required  Effectively communicating with senior
business manager
 Excellence in excel, power-point and
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other finance software
Recruitment and selection process:
Recruitment and selection is main HR practice that and organization conducts for getting
the best applicants in organization for the specific job. Recruitment is basically inviting
candidates in structure so that it can segregate between relevant skill holders among pool of
applicants (Recruitment and selection process, 2021). Once the recruiting process ends selection
procedure starts in which human resource conducts interview to know perspective of candidate
for the mentioned job. Tesco uses this practice to get the best application in the company which
is able to achieve all organizational objectives. Firm also takes initiatives to explain their roles &
responsibility through induction programs. This process has become easy due to technological
changes which permits firm for doing telephonic and online interview.
Recruitement starts with planning for candidate, sourcing and attracting talent, converting
applicants, selecting & attracting candidates, The interview process, reference check, on
boarding are main steps (Albert, 2019). This process where potential candidate are searched for
and involved. Selecting began with the preliminary interview, written or online test, final
interview, reference & background evaluation and selecting by providing job offer at the end.
This si basically related with hiring the right candidate for particular job at specified time. These
two are crucial part for the development of company as human resource is an importance
determinant of success so high consideration on it should be given.
Talent management
It is practice of attracting, retaining, managing high quality performance employees. It
aims at improving efforts of workers so that higher productivity can be achieved . There are
various elements which includes career development, succession planning, compensation,
performance management, talent acquisitions and retention, in addition to this, strategies used by
company to attain objectives of organization (Haak-Saheem, 2020). The purposes for which it is
established are goals for measuring performance, what company want to focus, how competition
can reduced, capabilities in building skills for wining market, how company track progress and
performance of company. Multinational companies like Tesco focuses on this HR practice so
that better employees can be maintained, reduction in turnover of workers. To meet changing
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requirements of customers employees need to managed so that they can cooperate with
technological changes.
Development & Training
Competitive advantages are very essential in modern business environment. Furthermore,
it is duty of HR for assuring company employer that its existing and potential workers possess
required skills. These attributes can be developed through making some suitable changing in
working situation. It assists subordinates to adapt new skills in effective pattern such as new
technologies available for doing job in less time is very crucial for company's growth. Tesco also
encourages staff to attain firm's such programs that help them for meeting their personal goal
with firm's objectives.
Curriculum Vitae
Sumamary A fully qualified accountant with strong
communicator and relationships buiders who can
develop deep business insights.
Areas of experience  Financial forecasting
 System monitoring budget management,
Accounting process and cost control.
Personal skills  Focused
 Friendly
 Disciplined
 Punctual
Work experience Retail firm (finance manager for 4 years)
Key skills and competence Have experience of working FMCG sector
Able to execute financial control environment
Excellent in financial soft wares
Duties  Preparing accurate and time management
reports and budgets
 Implementing improvement in current
financial performance, etc
Academic qualifications BS (Hons in accounting)
Contact - 677703467
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