Human Resource Department Report: Job Descriptions, and Practices

This report, focusing on the human resource department, analyzes key aspects such as job descriptions, person specifications, and HR practices within an organization. It provides a detailed job description for a Senior Marketing Manager at Tesco, outlining roles, responsibilities, and working conditions. A corresponding person specification details essential and desirable qualifications, skills, and experience. The report includes a sample job offer letter and evaluates HR practices, emphasizing the importance of workforce productivity, data collection, and strategic alignment of HR goals. It also examines employee relations and relevant employment legislation, such as the Employment Rights Act, and the significance of employee engagement, flexible working arrangements, and the concept of 'employer of choice'. The evaluation further discusses how employee relations and employment legislation inform decision-making to meet business objectives, concluding that the HR department is crucial for achieving organizational goals.

Human resource department
Part 2
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Table of Contents
Introduction......................................................................................................................................3
The design of a job description for the position of marketing manager.................................3
A person specification for the position of marketing manager..............................................4
A job offer letter for the selected candidate...........................................................................5
An evaluation of the process and the rationale for conducting appropriate HR practices.....5
An evaluation summary of employee relations and employment legislation that relate to HR
practices..................................................................................................................................6
The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of choice’
................................................................................................................................................6
Employer of choice’...............................................................................................................6
Evaluation of how employee relations and employment legislation inform decision making
and meets business objectives................................................................................................7
Conclusion.......................................................................................................................................8
REFERENCES................................................................................................................................9
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Introduction
Human resource department is concerned with the aspect of managing overall workforce in the
organisation. It is important to analyse some of the aspect that are assisting in the process of
achievement of overall laid mission and vision statements (Delery and Roumpi,., 2017). Present
part 2 of report is based on analyzing the role of job description, person specification and the
evaluation of the process and the rationale for conducting appropriate HR practices
The design of a job description for the position of marketing manager
Job Description
Company Name TESCO
Title of the Job Senior Marketing Manager
Location of the Job London
Reporting person Head of the Department (Principal)
Roles, duties and responsibilities 1) Making evaluation of the changing customer
needs
2) Identification of suitable marketing strategies as
per organisation and customer requirements
3) Final implementation of marketing strategies for
enhancing present customer base.
Working Hours 10.00 am to 7:00 pm
Salary 7500 Pounds monthly
Working Facilities for employees Flexible and positive working environment.
A person specification for the position of marketing manager
Personnel Specification
 Post: Marketing manager
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 Department: Marketing department
 Key: Tit basically denotes what are the key requirements in the process of recruitment
in TESCO.
 (A) : Application form, (I) : Interview, (R) : Role
Attributes Essential Desirable
Qualification &
Experience
 Basic management degree
with specialisation in
Marketing
 Professional diploma of
minimum period of six
months
 Experience of working as a
Marketing manager on a
organisation for minimum
time period of 1 year.
 Advanced courses in
managing computer
applications
 Leading and managing whole
team
Skills or
Abilities
 Effective communication and
marketing skills
 Operating skills like outlook
excel, etc.
 Managing team and specific
marketing project
 Timely assessment of
anticipated risks with
implementation of a
particular marketing strategy.
 Provide the required guidance
to all the subordinates in a
effective manner.
A job offer letter for the selected candidate
Offer letter
TESCO, UK
June 10, 2020
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Mr. XYZ,
We are glad to inform you that you have been selected for the post of a marketing manager with
respect to the interview conducted last week. You have been selected for this post this offer letter
is regarding your acceptance for this job position. All the details are mentioned with enclosure in
this mail kindly go through and revert us back within 3-4 working days of receiving this offer
letter.
Please revert to the initial offer letter by 1 June, 2021.
HR manager,
Sainsbury’s
An evaluation of the process and the rationale for conducting appropriate HR practices
There are some of the practises that can be use for the purpose of evaluating the overall HR
function across organisations. In TESCO there is need to consider some of the steps for the
purpose of evaluating the HR functioning:
Step 1: In this there is evaluation of the workforce productivity.
Step 2: There is need to collect data and the way it is affecting employees
Step 3: The overall basic of HR has to be separated from strategic needs (Stewart and Brown,
2019). The main role is to set goals for various human resource operations that will determine
the overall fit with the organisations.
Step 4: In this there is selection and evaluation of the way HR function is handled by office
managers and administrative departments.
Step 5: HR can work towards creating of programs that can add to the values of laid corporate
goals in the organisation.
Step 6: HR function is very crucial for evaluating the overall achieved competency of present
workforce in organisations.
An evaluation summary of employee relations and employment legislation that relate to HR
practices
Employee relations and employee legislations are two perspectives of every organisation. There
are some of the employee legislations that have to be considered in this scenario by TESCO.
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Employment rights act: employment rights are an act passed in parliament of UK (Fenech,
Baguant and Ivanov, 2019). It is very important to develop understand of various labour related
laws. In TESCO all such employee regulations are used in human resource department to
manage and formulate further employee management practises.
The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of
choice’
Employee relations and employee engagement: Effectiveness of employee relations and
employee engagement is having direct relationship with each other. Such as when there are
positive relations between employer and employee.
It leads to higher employee motivation as there is maintain of good employee relations. It helps
in providing the required recognition to employees as per their level of contribution.
Flexible organisation and flexible working practices: Flexible work arrangements are where
employees are provided with flexible working options. It includes working arrangements where
there are compressed working weeks, telecommuting and job sharing. It is a system that can be
used for the purpose of retention of employees for long term it also organizations like TESCO to
have lower employee turnover and a strategic competitive advantage as compared to other
competitor brands (Chelladurai and Kerwin, 2018). It also assists employees with dealing various
changing situations across organisations.
Employer of choice’
It is a potential to recruit top talent in organisations. In a favourable organisation employee
engagement and leadership styles play a very important role. There are many dimensions for
which human resource department of organisations have to work towards having employer of
choice practises across such organisations (Bratton and Gold, 2017). There are some of the
aspects of being employer of choice in TESCO such as considering timely reward recognitions,
creating a culture of choice and focussing on work life balance. Further employer of choice is
also related with providing enough opportunities for reskilling and up skilling of employees.
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Evaluation of how employee relations and employment legislation inform decision making and
meets business objectives
Employee relations are very crucial in the process of decision making. It helps in meeting of the
business objectives in the provided time frame (Boella, 2017). There is system functioning of
organisations when all the laws and regulations of employment organisations are properly
implemented in the organisation.
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Conclusion
It can be concluded from above mentioned aspects that human resource department is one of the
most crucial functions that is assisting in the process of achieving the laid objectives in a more
effective manner. There are various employee legislations, elements of human practises that are
assisting in the process human resource functioning.
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REFERENCES
Books & Journal
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource
management in an era of digital transformation. Journal of Management Information and
Decision Sciences, 22(2), pp.1-10.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Boella, M.J., 2017. Human resource management in the hotel and catering industry. Taylor &
Francis.
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