Assessing HR Strategies for Boosting Organizational Performance

The report delves into the role of human resource management in driving organizational success. It evaluates various HR strategies such as recruitment, training, retention, and leadership development to determine their effectiveness in enhancing overall productivity. Key components include analyzing recruitment processes for optimal talent selection, implementing effective performance appraisals, fostering employee engagement through strategic initiatives, and utilizing data analytics to inform HR decisions. By examining case studies and industry best practices, this analysis provides insights into how well-designed HR strategies contribute to achieving organizational goals and maintaining competitive advantage.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1) State the function and purpose of Human Resource Management.......................................1
P2) State the strength and weakness of different approaches of Recruitment & Selection........2
M1 State HR Function to fulfil business objective ...............................................................4
M2 Determine strength and weakness of different recruitment & selection process .................4
External Source: .........................................................................................................................4
...................................................................................................................................4
D1 Critically Evaluate strength and weakness of recruitment and selection..............................4
TASK 2 ...........................................................................................................................................5
P3) The benefits of different HRM practices for employees and employer. .............................5
P4) Effectiveness of HRM practices in increasing productivity and growth. ............................6
M3) Different methods that are used in HRM practices. ..........................................................7
D2) The HRM practices and their application. ..........................................................................7
TASK 3 ...........................................................................................................................................8
P5) The importance of employees relation in respect to influencing HRM decision making. . .8
P6) The key elements of employment legislation and its impact in decision making. .............9
M4) The key aspects of employees relation management and employment legislation. .........10
TASK 4 .........................................................................................................................................10
P7) Different application of HRM practices in organisational context. ..................................10
M5) A rational for the application of specific HRM. ...............................................................13
D3) Employees relation and the application of HRM practices. ...........................................13
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is a vast topic and plays most effective role within an
organisation. It can be considered as a most essential process of managing human resource at
work place in order to enhancing organisational performance. It is mainly design to enhance
employees knowledge, skills and performance in respect to attaining organisational goals and
objectives (Armstrong, 2011). There are various functions that are included in the HR practices
such as work force planning, performance management, recruitment and selection. Tesco Plc is
the chosen company for this particular report and the company deals in high quality goods and
services at world wide. Tesco Plc is a third largest British multinational general and grocery
merchandise retailer company across the world and headquartered is in Welwyn Garden City,
England, Herfordshire, united kingdom. This report contents the study about the purpose and
functions of HRM that are essential in workforce planning, the strength and weakness of various
approaches to recruitment and selection, the benefits of different HRM practices within an
organisation, the effectiveness of different HRM practices in terms of increasing organisational
performance and productivity, the importance of employees relation in terms of influencing
decision making process, the key element of employment legislations will also be discussed in
detailed manner.
TASK 1
P1) State the function and purpose of Human Resource Management
HRM process deals with hiring, managing and deploying workforce so that they become
effective, valuable and constructive to the business enterprise. It mainly involves recruiting right
personnel, training & orientation, providing benefit and incentives, evaluating employee
performance, conducting job analyses, resolving disputes etc. HRM is concerned with staff
management from hiring to retirement and performs various function which raise the
productivity of its entire workforce (Bamberger, Biron and Meshoulam, 2014).
On the other hand HR Planning refers to the process of predicting future demand of
workforce in the company and also determine whether the current employees are utilizing their
capacity in an effectual way or not. This method directly links the need of personnel with
Tesco's strategic plan so that they can effectively achieve their objective & goals.
Below listed are the purpose of human resource:
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 The main purpose of HR Manager is enhance the productivity of its workforce by
providing them adequate training & development.
 It also focuses on providing better quality of working condition.
 Adhere to legal regulation & requirement.
 Manage human resource in constructive way so that they can carry out all the necessary
task in an efficient and effective way.
Listed Below are the main functions of Tesco that are directly linked with its HR Planning are
explained as :
 Recruitment & Selection: Recruitment refers to the process of stimulating and attracting
candidates so that they can apply for suitable position in the company. Selection deals
with choosing best among the pool of candidate that effectively fits in the company. The
main role of Tesco HR manager is to pick personnel that aims at achieving both short &
long term goal of the firm in a systematic way.
 Maintaining Good Working Condition: The main responsibility of Tesco HR Manager
is to develop healthy atmosphere & good working condition which motivates their
employees to put their best. Worker welfare support positive job satisfaction (Bloom and
Van Reenen, 2011).
 Managing Employee Relation: Employees are considered as the main pillars of an
organisation. It is a broader concept which involves organizing different activities
improves employee performance level both personally & professionally. Well defined
and systematic employee relation supports balanced relationship between worker &
manager.
 Training and Development: It is considered as the core function of HRM as it focuses
on enhancing exiting and future performance of their workforce by increasing their
skills, ability, knowledge to execute through learning.
P2) State the strength and weakness of different approaches of Recruitment & Selection
Recruitment can be defined as searching or looking for prospective worker. It mainly
concerned with stimulating qualified and skilled candidate to apply for job in the company. It is
bridges the gap between the one is looking for job and the one who is having job. After screening
large number of candidate, manager are required to select the best from the pool of applicant
who possess better knowledge and abilities as compared to others. Thus both Recruitment &
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Selection are considers as the core function of every organisation as it place the right person on
right job within a given time frame (DENG, ZHANG and LI, 2013). Effective and structured
recruitment & selection process decreases the overall turnover. There are two ways in which
TESCO do their Recruitment & Selection one is Internal and the other is External.
Internal Source: It normally takes place within the company as the firm believes that more
skilled & knowledgable employees can be hire from inside the organization. It normally takes
place by transfers, promotion and re-employment.
ADVANTAGES DIADAVANTGES
 Simple and reliable process
 Economical as no requirement of
induction or orientation.
 Motivates workforce so that they can
work harder and which results in
achieving higher position job.
 Enhances employee relation with their
co-worker and manager.
 Creates higher sense of responsibility.
 It decreases the overall training time.
 Discourage new capable and
knowledgable person from entering into
the company.
 All vacancies fills up with internal
people, thus scope is limited.
 Bias in terms of selecting personnel.
 The one who is promoted to higher
level, there seat will become vacant.
 No new opportunities for fresh talent.
External Sources: It means when company hires from outside the organisation. It means they hire
fresh talent from outside the company (Feng and et. al., 2014). There are various types of
external sources that TESCO uses in order to perform its Recruitment & Selection process and
they are Advertisement, Employment Exchange, Campus Placement, Employee Referrals etc.
ADVANTAGES DISADVANATGES
 Opens the door for talented people.
 New employees possess greater
knowledge and skills in terms of
creative thinking and innovative
technology.
 Enhance diversity.
 Costlier process
 Time Consuming because its process is
lengthy
 Reduces morale of existing worker.
 Chances of promotion of current
employees decreases which in turn
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 Motivates the morale of current
employees so that they can work hard.
reduce the loyalty.
M1 State HR Function to fulfil business objective
The main function of HR Manager is to improve the overall productivity of their
workforce by optimizing their effectiveness and efficiency. But first they need to recruit
personnel and put them on right place with right skill. HR department mainly manages human
resources as they are the assets of the company through which they generates their profit.
M2 Determine strength and weakness of different recruitment & selection process
Recruitment & Selection can be done in two ways one is Internally & Externally
Internal Source of Recruitment:
Strength Weakness
 Economical Process.
 Improves the morale of existing
employee's
 No new opportunities for fresh talent.
 As the person get promoted, new
vacancy creates.
External Source:
Strength Weakness
 Enhance Workforce Diversity
 More skilled & Knowledgable people
 Costlier
 Time consuming
D1 Critically Evaluate strength and weakness of recruitment and selection.
According to Anderson, V., 2013, both internal and external sources are important for the
business success and development. With the use of both approaches, an organisation can attract
large number of candidates for vacant position in the company. Their main advantage is opens
company door for fresh talent and the disadvantage is it is costlier process.
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TASK 2
P3) The benefits of different HRM practices for employees and employer.
Human resource management plays a vast role in attaining growth and success for firm at
market place. HR department perform various roles and responsibilities at work place that are
related with hiring, payroll, firing and management of performance in respect to maintain an
effective relationship with their staff members (Fuhua, 2011GU and DENG, 2012). As a large
business enterprises Tesco Plc perform various human resource practices in order to achieving
high competitive edge at market place. Human resource managers plays effective role in
promoting positive behaviour of employees an increase motivation which create value to
enhancing performance and productivity of firm. There are different benefits for employer and
employees which can be evaluated as under:
Benefits of employer:
Employer are consist as the most essential part of human resource department and plays
vast role in enhancing productivity and performance of firm through hiring well educated and
skilled people at work place. Tesco Plc has large number of work force which are effective in
gaining higher competitive edge in market. Some effective benefits for employers are evaluated
as below:
Increase employees relation: It is the most effective function which is required to perform by
employer at work place as it is essential in establishing coordination among employees. The
department of management is widely concern on bridge the gap between employees and higher
authority in respect to increasing organisational performance through applying significant work
force.
Provide talented staff: As a biggest retail company Tesco Plc is focused on hiring well educated
and skilled people at work place as to maintain healthy relationship with customers. Human
resource department plays vast role in hiring talented people at work place and retain them for
long time through offering attractive packages and facilities (Hendry, 2012).
Reducing employees turnover: Managers and higher authorities are focused on increasing job
satisfaction among employees through providing them various opportunities and facilities.
Satisfied employees are helpful in attaining organisational desired goals and objectives in limited
period of time.
Benefits for employees:
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Employees can be considered as the most essential assets for firm as the growth of firm is
based on effective contribution of employees. Human resource practices are also effective for
employees at work place in respect to enhancing their skills and ability, some effective benefits
for employees are described as under:
Developing personal and professional skills: High level of skill and knowledge of employees
are effective for performing complex task at work place. Tesco Plc spend a huge amount of
rupee on providing effective training program to their employees in order to developing their
skills and ability for performing any task and duty at work place (Huang, 2011). Training is
effective in maximising the professional and personal skills of employees.
Promoting positive behaviour: Employees are focused on performing each and every task with
coordination as it helps in creating an effective working environment for employees in which
they work without facing any kind of issue and conflicts.
Increasing motivation: Managers or firm plays effective role in encouraging employees in
respect to enhancing companies productivity and performance at market place. People with
motivation helps in contributing their significant efforts in developing organisational
performance.
P4) Effectiveness of HRM practices in increasing productivity and growth.
In an organisation all activities and process are handled by human resource department in
which people plays vast role in managing people and their performance at work place. Each
business small as well as large organisations are concern on creating some plans and policies in
respect to increasing the performance of firm through attaining desired goals and objectives in
effective manner (Huselid and Becker, 2011). Effectively implementation of operation functions
are helps in carry out the business and its activities in well planned manner through which
company can easily attain higher competitive advantage. There are various factors which are
helpful in maximising the performance and productivity of firm in which some are evaluated as
below:
Explore complexities: It is required for each business organisation to reduce complexities at
work place in order to attaining growth and success, as issues and conflicts directly impacted on
firms productivity and performance. It is not easy for employees to work in a complex working
environment so firms are concern on reducing the risk factor from the firm. Tesco is widely
focused on resolving the issues through making effective strategy and plan.
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Information system: Human resource practices are helpful in managing organisational
performance through applying right resource at right place. Information system consist as the
process of transferring data and information from one department to another in respect to moving
forward towards right direction. An effective information system is required for establishing all
business activities in well planned manner (Jackson, Schuler and Werner, 2011). As a largest
retail company Tesco Plc is focused on recruiting well knowledge and skilled people who are
having the ability to perform various activities at work place. Tesco design an effective
communication channel by which it is easy for management department to share proper data and
information at right place. This also helps in attaining desired goals and objectives in
appropriate manner.
Talent management: In this modern era it is necessary for each business organisation to retain
well skilled and educated people at work place in order to carry out all business activities in
effective direction. Talented and trained people are able to perform each and every task in
efficient manner rather than an untrained worker. Tesco Plc conduct various strategic function in
order to retain talented and experienced people at work place who are helpful in contributing
their vast efforts in attaining goals and objectives.
M3) Different methods that are used in HRM practices.
Human resource management can be considered as the most effective part of business
organisation as it helps in managing proper human resource at work place. There are various
methods that are applied by HRM practices at work place, in which some are explained as under:
Recruitment and Selection: It is the most crucial function which is widely performed by HR
department at work place. Recruitment can be described as the process of determining the best
candidate for for any vacant profile through internal as well as external source of recruitment.
Health and safety: This is the another essential function of HRM, it is necessary for firm to
ensure their employees about safety and security at working environment. Employees safety is
must as it helps in developing organisational performance at market place. The higher authority
of firm is concern on generating effective laws and legislations that are beneficial for employees
within an organisation.
D2) The HRM practices and their application.
As per the view point of Albrech, 2011. HRM practices are important which are applied
by business firms in order to developing their performance and productivity. HRM department
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plays various activities such as Proper utilisation of human resources, selection of candidate,
providing training and development session, creating effective plans for firm, implementation of
activities in right direction etc. firm use various application like communication channel,
innovative tools and techniques in order to developing firms performance and productivity.
Communication channel helps in providing a two way process for transferring data and
information from one level to another. Innovative tools are helps in organisational productivity
which create value for achieving higher competitive advantage at market place.
TASK 3
P5) The importance of employees relation in respect to influencing HRM decision making.
In small as well as large business organisations are concern on creating an effective and
healthy working environment for their employee’s so that they can work with more coordination
and passion. Organisation are focused on establishing an effective relationship among employees
as it is essential for firm to creating valuable out comes and results. It is the major duty of human
resource department to maintain the relationship among employees and higher authority of firm
so that firm can gain higher position at market place (Jiang and et. al., 2012). Within an
organisation HR manager plays vast role in improving the relationship among employees
through motivating them at work place. Tesco Plc is a famous for rendering high quality goods
and services to their potential customers in order t satisfying their needs and wants. Decision
making plays effective role in creating proper judgement for resolving any kind of issue and
conflict at work place. Tesco has large number of employees who are categorised among various
departments in which department head is not able to taking any kind of decision for companies
profit as they take various suggestion from employees and workers who are very much close to
firms activities. Effective relationship among employees helps in solving any kind of issue with
coordination and compatibility. There are various importance of employees relation at work
place, in which some are evaluated as below:
 An effective relationship among staff people helps in removing misunderstanding within
organisation, so that employees are able to perform in friendly environment. Tesco Plc is
focused on establishing formal relationship with employees as it helps in providing
positive identity of employees who are performing multiple activities at work place.
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 Effective relationship with higher authority helps in encouraging employees at work
place for contributing their significant efforts in enhancing productivity and performance
of firm.
 A good relationship helps in creating an effective and formal teams at work place which
are essential for completion of organisational task and duty in specified period of time.
 It build cooperation within organisational managers and employees for effective
utilisation of resources in respect to maximising the production and sales of firm at
market place.
 Effective relationship among employees helps in generating a positive decision which is
beneficial for firms growth and success (Lengnick-Hall, Beck and Lengnick-Hall, 2011).
 In order to creating sustainability among employees Tesco Plc is concern on establishing
friendly relationship among employees. Sustainability is important for attaining long
term goals and objectives of firm.
P6) The key elements of employment legislation and its impact in decision making.
It is required for each business organisation to create some rules and legislations in order
to carry out all business activities in appropriate manner. It is necessary for small as well as large
business organisation to follow some rules and regulations that are created by government for
developing economic condition. It is required for firm to follow all rules and legislations in
respect to attaining goals and objectives in efficient manner. Rules and legislations has a vast
impact on organisational decision making which are created by higher authority of firm for by
taking suggestions from staff people who are very much close to each and every activity of firm.
As a large business enterprises Tesco Plc follow various rules and legislations that are
implemented by government or its authorities, in which some are effective legislations are
evaluated as below:
Age Discrimination Act: This act consist on some specific criteria that are based on age of
people with in an organisation (Meredith Belbin, 2011). This section emphasis that a company
needs to follow some policies like it is required for firm to hire people who are cross the age
limit of 20 as people from this group are eligible for any kind of work.
Anti discrimination Act: It is the most effective legislation which is required for each business
organisation to take into proper action as it is effective for those employees who are facing
various issues and conflicts that are arises through discrimination in terms of different elements
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like income, cast, religion, gender, race and colour. This act is applicable in each business
organisation that are having more than 20 employees and contributing their vast effort in growth
and success of firm.
Minimum wages Act: As per this act it is required for each business organisation to give
significant amount of wage to their skilled as well as unskilled employees. This act is effective in
rendering support to employees in respect to gaining wages at work place which are based on
their efforts.
Health and safety act: According to this law it is required for firm to ensure their employees
about their safety and security at work place. All business employing more than five people
needs to have a written safety and health policy statement in order to providing proper assurance
of employees safety.
M4) The key aspects of employees relation management and employment legislation.
Employees relation management and employment legislation has a vast impact on
organisational decision making, as its plays a effective role in managing healthy and positive
relation among employees. An effective employees relationship helps in increasing the
productivity of through as employees are work with more coordination. This also helps in
creating an effective decision that are beneficial for firms growth and success. It is required for
each business organisation to follow laws and legislations in respect to carry out all business
activities in systematic manner.
TASK 4
P7) Different application of HRM practices in organisational context.
The components which are related with the practices of human resource can be analysed
through the assistance of human resource model, these are evaluated as under:
Soft HRM In this employees are treated as the most essential resource in business
organisation. It is also an effective source for gaining competitive advantage.
In this method the needs of employees are considered in to proper action who
are involved in the business operation.
Hard HRM In this employees are treated simply as a resource of business, it has a strong
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