Human Resource Management Report: HRM in Business Context, TESCO

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on their purpose, functions, and impact within an organizational context, using TESCO as a case study. It explores various HRM functions such as staffing, compensation, and compliance, highlighting their importance in achieving organizational goals. The report delves into the strengths and weaknesses of different selection processes, including internal and external recruitment, and discusses the benefits of effective HRM practices for both employers and employees, such as conflict resolution and training. Furthermore, it examines the effectiveness of HRM in developing a strong workforce, implementing appropriate HR philosophies, and streamlining administrative tasks. The report also emphasizes the significance of employee relations in influencing HRM decision-making and the impact of employment legislation. Overall, the report analyzes the application of HRM practices within a work-related context, offering insights into how these practices contribute to business development and success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Explain the purpose and the functions of HRM.....................................................................1
P 2 Strengths
and weaknesses of different
selection process.........................................................................................................................2
LO2..................................................................................................................................................4
P 3 Benefits of HRM practices for employer and employee......................................................4
P 4 Effectiveness of different HRM practices to develop business............................................5
LO3..................................................................................................................................................6
P5 Importance of employee relations to influence HRM decision-making................................6
P6 Employment legislation
and their impact on decision making.........................................................................................7
LO4..................................................................................................................................................8
P7 Application of HRM practices in a work related context......................................................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management is a concept which helps an organisation in attaining all of
their objectives in an effective manner. They play an important role at workplace and are the
most essential part of a business entity. In the following report roles and needs of HRM practices
are discussed in detail along with their major functions which are performed by them.
Advantages and drawbacks of various selection process is also given in the given study which
gives a clear overview to select a better option (Armstrong and Taylor, 2014). Moreover, several
other aspects of same are explained in this study like their benefit at workplace and how they
contribute in decion making.
LO1
P1 Explain the purpose and the functions of HRM
In order to ensure productivity company needs to have effective work force so that it
gives more results. For this human resource management performs various functions so that
employees can work with more dedication and give their efforts towards achieving
organisational goal. Give below are the various function perform by HRM management in
TESCO.
Staffing – It is a method through which necessary number of working staff is made available to
business so that operations of same do not get affected. For this HRM ensure that process of
recruitment is started on time so that it can give required results when they are required. It is
important that they hire right person for the right job as if they fail to do so company may suffer
loss. Also making the placements on time is an another crucial function of same department as
non availability or excess of staff may also have negative impact on business.
Wages/salaries – whenever any new entry is made in a business entity, there is a need to decided
how much an individual will be paid. Therefore, management of personnel resource design the
compensation plan in which he take the decision regarding salaries of every individual which
varies with work to be performed (Boxall and Purcell, 2011).
Safety and health Development – Once an employee start working with an organisation it
becomes the duty of that organisation to take care of his safety at work place. HRM neds to take
various steps in this concern like providing training to new candidates, making him familiar with
work place so that he can be protected against any harm. Apart from this management also
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ensures that areas which are prone to accidents are made in knowledge of working staff so that
they can take care of it.
Compliance – Whenever any candidate becomes a part of TESCO the department of human
resource management ensures that no individual face any difficulty or issues at work place so
that healthy working environment can be maintained. In case worker face some issues than same
are resolved as early as possible so that it does not hamper the performance and productivity.
P 2 Strengths
and weaknesses of different
selection process
Internal recruitment : This activity is done when business looks to fill vacancy by within its
existing workforce. When any venture engages in inside recruitment, a current employee might
be given new position industry by giving him or her promotion or transfer from one position to
another. When manager thinks that inner gap can be filled by existing workforce as well as any
employee gives good response in firm that this type of activity take place in venture known as
internal recruitment.
Advantages of insider recruitment:
 Morale : As this method ensures that existing employees are given more importance over
outsider so this yield high motivation in them. By this employees do work with full
dedication as as well as help firm to achieve its goals.
 Labour relation: this type of inner placement helps in maintaining good relationship
between superior and subordinates as because worker are shifted to their desired places
in a corporation which brings best bond among them (Bratton and Gold,2012).
 Improved performance : according to various survey it is noticed worker who are
transferred from lower to upper positions are showing better work performance in
organisation. As they are known for their developed skills, knowledge and responsibility.
 Less -time: As this method required little period of time than external placements
performing. Different aspects of employees are known by company so it becomes easy to
place them on their desired position.
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 Reduce training time : as this process required less cost and time. As insider workforce
do not need more training and knowledge as they are familiar to job which are assigned
to them.
Disadvantages
 Limited choice: As company has restricted choice of talents available with them. As they
need to take worker from inside which provide them with less choice of experts. In such
situation industry is dependent on its existing work force.
 Implementation of traditional system : As there is nothing new in system so company
remains unchanged as well as works in ancient ways so therefore this method provide no
change in system.
 Limited internal sources : Supply of manpower is limited with industry so when any of
employees promoted then previous seat becomes vacant which again require some
process to fill that vacant seat.
External recruitment : This method provide company with a pool of candidates to company.
People are called from outside for filling the vacancy in company. It is a process of searching
skilled and experienced person from outside of organisation.
Advantages of this process is explained below :
 Inducement of fresh talent : This method provide industry with fresh and latest talent in
industry. By such new as well as innovative person's company reaches to its objectives
quickly as they do not need such tanning they are clear with their duties in advance .
 Pool of employees: It provides company with pond of human force. As such performance
brings opportunity to company to select best from alternatives.
 Highly qualified and experienced person: This process gives company skilled and
talented people. Therefore, organisation does not need to give extra training to employees
(Daley, 2012).
Disadvantages are explained below:
 Time consuming and costlier: Before conducting such selection company need to arrange
activities related to process which takes much of time and expenses for company.
 Reduce morale of existing workers : Seats are occupied by outside person so this activity
can harm internal working employees of firm.
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 Chances of decrease in fecundity : This activity can degrade productivity of business as
existing employees are not satisfied by which productivity of firm can be decreased.
 Third Party Method: In this company seek helps from other sources like private
employment agency, management consultants, other contractors, employees
recommendation to provide them desired as well as required people.
Merits
 Temporary solutions: When employees leave their jobs in between the projects it
becomes difficult to find the right person. In this third party provide shortly solutions to
the company so that work can be continued in that situation.
Demerits:
 Expensive method : As third party charges high commission for their services from both
the parties it becomes a costly method of recruitment.
LO2
P 3 Benefits of HRM practices for employer and employee
There are various advantages of having an effective system for managing the personnel
of an organisation as it helps in raising working environment. It can be better understood under
various heads like:
 Conflict resolution – When people from distinct backgrounds and culture work together
under same roof, it is normal that issues may arise due to different thinking and attitudes.
In that case HRM practices help much in solving the matter by developing effective
communication and trust among them (Harzing and Pinnington, 2010). This system takes
care that controversial activities are avoided and friendly environment is established so
that everyone can bring forward their problems without hesitation.
 Training and development – Recruitment is a process that take place on continuous
basis. Therefore it is important that everyone is provided with required knowledge before
actually starting with the work. Through the system of HRM practices employees are
benefited by various learning programmes that help in their personality development and
also in increasing their skills. Not only in case of fresh entry bust also the existing
workers may take advantage of this system to develop and get extra skills to perform
their duties (Hendry, 2012).
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 Information resource – TESCO is a big business entity in which various decisions are
taken on regular basis. Hence, there is need to inform everyone concern with the same so
that they can act accordingly. There are various levels in the same organisation and it is
not possible for top management to communicate with the the font line working staff. In
this case HRM helps in transforming the various information to the interested parties.
 Employee relation –Main benefit of HRM practices is that it helps in developing good
relation between management and workers which further leads to develop the overall
business. System of human resource management provide everyone with require
resources and proper training so that they can develop more. Safety of employees at work
place are ensured and also much care is give to the various activities so that practices like
discrimination and unfair trade can be avoided (Huselid and Becker, 2011).
P 4 Effectiveness of different HRM practices to develop business
In order to ensure growth it is important that activities of human resource management
are carried out in a manner that the are capable of giving desired results. Some of them are given
below:
 Developing advance work force – to get the desired results it is necessary that the
management carry out its activities in accordance to set strategies against each. Discipline
should be ensured so that everyone works with maximum dedication and sincerity. This
way wastage of resource can also be eliminated.
 Implementing right HR philosophies – Environment of organisation should be such
that it is capable of manufacturing more. Hence management of human resource should
adopt such techniques which are capable of giving desired results to business and also
regular check should be done so that in case of improvements required they can be
implemented at the same time.
 Reducing administrative work for HR business partners – The practices of human
resource should be such that they can provide the top management with suggestion so
that they can take more effective decisions (Jackson and et. al., 2011).
 Implementing Flexible HR organisation design – Business surroundings keeps on
fluctuating and therefore it is required that the activities of human resources management
are capable of responding to change that take place. Administration department of
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personal should have the quality to convince their employees to accept change so that
they can compete in external competition with more efficiency.
 Clear delegation of task – Different duties are performed at distinct levels. Therefore if
an individual is made clear to what is expected out of him than he perform his duty with
more efficiency. This is also done by management of employees as allotments are made
clear and targets are set against each. This also help in measuring performance of each
individual which further assist in taking corrective actions.
LO3
P5 Importance of employee relations to influence HRM decision-making
Combined efforts are better than that of individual performance. As complex activities
are performed in business entity, it is better if judgements are done after analysing each factor
carefully. Results which are achieved under assistance of those who are concerned with same are
better than those which are made by others. Therefore, if management need assistance of its
work force to take various suggestion it is important that they share a good bond with them.
Importance of same are given in more detail below:
 Several issues occur at business which can not not be solved alone – due to dynamic
surroundings and complexity of organisation structure there are chance of
misunderstanding and issues taking place. Therefore in order to avoid those it is better
that effective connection is maintain with the working staff so that they cooperate with
the administration and assist the top authority in reaching to conclusions (Lengnick Beck
and Lengnick, 2011). When different employees participate in reaching to judgements
more facts are discovered which further helps in understanding the work place.
 Work turn out to be simple when shared – top authority already perform various
crucial tasks in TESCO. There are decisions which are of less importance and therefore
can be taken by lower management. If there is a good relation between various
employees than they will take their responsibility with more care and contribute in
development of overall business. Also, through this process the pressure on higher
authorities will be reduced and therefore they could concentrate on more important
activities.
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 Institution becomes a better place for employment – When there is a good relation
between different working staff they try to understand the situation of others. This way
they try to adjust in situations which are not necessarily in favour to them. Therefore
deciduous are than taken with more ease as less efforts are made to make employees
accept the judgement.
 Cut down absence – Once employees start liking the working environment they develop
the habit of being regular to the office. On the other hand if they dislike their work place
surroundings than they start taking leaves or making excuse to take an off. This way they
also do not take participation in distinct operations and remain isolated from whole
business (Meredith, 2011).
P6 Employment legislation
and their impact on decision making
In order to protect and safeguard employees against exploitation government has
introduced various laws so that no disturbance take place in working environment. Need for
these laws were recognised when people were treated differently by their management on
distinct basis. Obligation was made for the management to follow these rules while taking any
decision in business. Given below is the list of variety laws that are formulated by governing
authority:
 Equality act – It was made compulsory for top management to treat everyone equally
without doing any difference in employees on the basis of favouritism or other like
factors. This effected the decision making of authorities as they can not continue to
promote people they like due to having any personal relation or liking (Sparrow,
Brewster and Chung, 2016).
 Minimum wage act – According to this law workers need to be paid minimum salary
against their work done. Management can no longer take the advantage of labour need of
cash. This act gave the right to workers to be paid fairly for their efforts (Purce, 2014).
 Sex discrimination act – Earlier it was observed that males were given more priority
than females due to the mentality that they are capable of performing more effectively.
Therefore this act was passed which states that equal opportunities should be given to all
depending upon their performances. This way the system of decision making got
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effected as now business need to be more careful before allotting work to their working
staff (Wright and McMahan, 2011).
LO4
P7 Application of HRM practices in a work related context
As discussed above making the right person to work at the correct job is the most
important function performed by the human resource management in the cited company. Given
below is an example of how they participate in the process of recruitment of business associate.
Job specification
Qualification - To apply for the given job it is required that candidate must be a graduate from
economics background.
Experience – As the given entity is a big brand it can not hire a fresher therefore person
applying need to have an experience of at-least two years so that he can contribute in companies
productivity.
Training – As candidate will be new in the firm he will be requiring knowledge for the work
that needs to be done by him. It is because working criteria of each business differs from one
another.
Skills – An individual need to have good knowledge of computer and also should have effective
time management.
CV received for the post of H.R.
Name – Michel Thomas
Contact no. - 5566555343
Personal email ID – [e-mail]
Academic Qualification
Class University Percentage
BBA London University 85.00%
Higher
education
S and V international 63.00%
Secondary S and V international 61.00%
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education
Skills – Learning ability
Knowledge of computer
Controlling power
Experience – Served as a front line manager in Bark place
Achievements – Once received an award for employee of the moth
An interview is conducted for the purpose of selection. It is a process through which direct
contact between person applying for a particular vacancy and one who is responsible for
selection take place (Storey, 2014). For the given post candidate is selected who full fills the
above requirements. Process of recruitment through interview is capable of giving better results
as through personal observations management can take more effective decision. Recruitment
panel need to the following preparations before conducting the process like:
 What all questions need to be asked from the candidate
 What will be the criteria of selecting the person
Mr. Thomas is selected as he full fills all the required skills for the job and there given the
following job offer.
Above offer letter will include the following headings:
 Basic introduction of the organisation
 Name of the organisation
 Salary details
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