Analysis of HRM Practices, Employee Relations, and Legislation

This report provides a detailed analysis of Human Resource Management (HRM) practices within Tesco, a multinational consumer goods organization. The report begins with an introduction to HRM, defining its purpose and functions, including recruitment, training, and performance assessment. It then delves into the strengths and weaknesses of various recruitment and selection approaches, such as online job boards, recruitment agencies, and press advertisements. The report further examines HRM practices within Tesco, highlighting the benefits of a favorable working environment, employee satisfaction, and the capitalization of employee efforts. It also assesses the effectiveness of HRM practices in terms of satisfying employees and customers, and adapting to environmental changes. The report also covers the importance of employee relations and key elements of employment legislation, followed by the application of HRM practices and a sample job description. The report concludes with a summary of the key findings and a list of references.

HRM

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
TASK1.......................................................................................................................................3
P1: The purpose and the functions of HRM...........................................................................3
P2: strengths and weaknesses of different approaches to recruitment and selection.............4
TASK2.......................................................................................................................................6
P3: HRM practices within an organisation............................................................................6
P4: effectiveness of different HRM practices........................................................................7
TASK3.......................................................................................................................................7
P5 the importance of employee relations...............................................................................7
P6: key elements of employment legislation.........................................................................9
TASK4.......................................................................................................................................9
P7: the application of HRM practices....................................................................................9
Job description.....................................................................................................................11
CONCLUSION........................................................................................................................12
REFERENCES.........................................................................................................................13
Books and journals...............................................................................................................13

INTRODUCTION
HRM practice can be defined as in function which is performed by the organisation in
order to manage the human resources. It includes different functions such as placement
recruitment hiring orientation and various others. In Context of present report the chosen
organisation is Tesco. It is a British multinational organisation which is specialised in
consumer goods.in context of present report it include discussion about HRM practices
within Tesco. The beginning of the discussion about functions of resources management. It
also include a discussion about various functions of HRM which are played by the HR
manager within an organisation. Along with this, is also discussion about various employees
legislation as well as different factors which impact the HRM practices.
MAIN BODY
TASK1
P1: The purpose and the functions of HRM
HRM can be defined as a function within the organisation which is related to
managing human resources full stop it include different functions which the recruiting
training and development placement and orientation and many others and contacts of human
resources in order to meet the requirements of organisation (Bondarouk and Brewster, 2016).
Characteristics of HRM
 Provide assistance to employees so that they can perform the functions as well as
maintain there was an objective by linking them with organisational ones.
 Use process which involves number of series in order to perform the functions of
human resources management.
 It is service-oriented function which help in fulfilling the responsibilities of different
individuals
Purpose of HRM:
Human resources management include different functions and purpose within the
organisation. Some of these purposes are discussed below.
Internal and external recruitment: This is the prime function of human resources
management within an organisation which include including the employees from internal and
external sources will stop under this purpose human resources management within test used
to perform different responsibilities help in achieving the objectives in meeting the
requirements (Budhwar and Mellahi, 2018).
Candidate selection: Selecting appropriate candidate is also a purpose of HRM in
order to fulfil the requirements of organisation. This human resources management

department used to perform number of activities which help in selecting an appropriate
candidate according to the requirement of job.
On board training: One more purpose of human resources management within
Tesco is related to providing training to the employees on their functions. This help in
improving the performance level of employees as well as achieve objectives in an appropriate
manner.
Employee performance assessment: Employee performance assessment is that
criteria which is also performed by human resources management in order to achieve the
appropriate objectives as well as manage employees within an organisation. in context of
Tesco, management within organisation also used to perform the functions of performance
assessment in order to meet the requirements of particular the task.
Functions of HRM
There are different functions of human resources management department within the
organisation which are played by them in context of Tesco. Some of these functions are
discussed below:
Recruitment: Recruitment activation prime function which is performed by human resources
management within an organisation. And this function management within this department
used to perform various functions which are related to wearing the talented employees on the
vacant post (Chowhan, 2016).
Job analysis and designing: Job analysis and designing is that function of human
resources management which act as an important part within TESCO. Under this coma
management within an organisation used to perform the functions which are related to
managing the employee according to the requirements and designing the job in accordance
with the needs of task. This needs to be performed in an appropriate way in order to fulfil the
job requirements.
Performance appraisal: It is also function which is performed under the approval of
human resources management. In context to this, it is identified the performance appraisal is
important within Tesco. This help organisation in meeting the requirements of customers by
increasing the performance of employees and maintaining an appropriate level of
productivity.
Training and development: Training and development is that feature and function of human
resources management which is related to providing training to the employees in order to
boost their skills and abilities. This is essential function within Tesco where management
used to perform various functions which are related to providing training to the employees
and managing them in an appropriate manner (Dundon and Rafferty, 2018).
Various functions and purpose of HRM within an organisation which are used by
Tesco in order to meet the requirement as well as performing them in accordance with the
goals and objectives.

P2: strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection can be defined as that function of human resources
department which is related to hiring in individual on the vacant post as well as selecting
them by following an appropriate process in order to maintain the productivity within the job
as well as fulfilling the vacant post with the talented employee.
Process of recruitment and selection
 Recruitment and selection can be defined as a framework which is used by the
organisation in order to identify the appropriate person by using a particular process.
There are different stages in the process of recruitment and selection which is
discussed below:
 Identifying the requirements of organisation by evaluating the needs of recruitment
 Second stage of the process involved preparing a job description and person
specification in order to identify the rule which are required to be recruiting for in the
candidate which are needed to full it.
 Third stage of recruitment process includes choosing an advertisement place where
organisation can implement the advertisement about the job. Under this shit can use
job sites internal recruitment social media and specialised supports such as
employment agencies to advertise about the requirement in the job.
 4th stage of recruitment and selection process includes reviewing the application of
different individual which are identified within the previous step of advertising.
 Conducting interview is the fifth stage of this process where after analysing the
different series of employees as a interested candidates and selecting some particular
candidates which are called for the interview process (Guerci, Longoni and Luzzini,
2016).
 Sixth stage of this process involved checking references drawing up contact and
offering the job to the individual who are interested and selected after the process of
interview.
 This is last stage of this process include placement and orientation of employee which
is selected from the previous stages and is qualified to perform the job.
The strengths and weaknesses of different approaches to recruitment and selection
Online job boards: It acts as major tool which can be used in order to hire the employees by
Tesco. Under this, organisation can advertise on their websites about the vacant post by using
the job description.
 Strength: the major strength of this recruitment method is that it provide easy access
to the organisation in order to recruit the employees by advertising on their own
website.
 Weakness: online job boards and websites are not reliable as anyone can easily
misuse these advertisements within the society in order to down the image of
organisation.

Recruitment agencies: recruitment agencies are also an approach which can be used in order
to recruit the employees from external sources all staff under this approach Tesco can recruit
employees by contacting with different employment agencies such as indeed, LinkedIn and
various other.
 Strength: the major strength of this recruitment matter to the organisation is that it
help in recruiting talented employees who are well qualified as well as have
appropriate qualifications according to the job.
 Demerit: this method of recruitment involves extra cost of hiring from recruitment
agencies which has to be paid by organisation (Hassan, 2016).
Press advertisement: advertisement is that method of recruitment which can be used by the
organisation by publishing its recruitment advertisement in newspapers televisions and
various other means of communication.
 Strength: this recruitment process is helpful to the organisation in advertising about
the job at larger level where organisation can easily communicate to number of
individuals at a point of time.
 Weakness: the major weakness of this system to the organisation is that it decrease the
chances of success where organisation will also get number of applicants who are not
according to the requirements.
TASK2
P3: HRM practices within an organisation
HRM practices act as an important part of organisational functioning which enables
the manager to use the functions and perform the activities in accordance with the nature and
requirements. It is identified that there are a number of functions which are performed by
management according to the needs and requirements. It is also evaluated that these functions
are essential to manage the roles and responsibilities and achieve the business objectives. In
context of Tesco there are different benefits of HRM practices which are discussed below:
Favourable working environment: It can be defined as a function which is
performed by HRM within organisation. This is the major benefit of human resources
management where organisation can easily maintain a favourable working environment by
implementing the concept of HRM. This is because by implementing this concept within
Tesco employees get motivated due to appropriate working and fulfilment of their functions.
Satisfying employees: This version is useful for organisation in order to satisfy the
employees. This is because by using this function employees can easily perform their
activities as well as achieve better results because of their within an organisation for stock in
relation to Tesco it help in boosting the productivity of employee because of effective
functions (Marler and Parry, 2016).
Capitalising employee effort: One more benefit of using HRM within an
organisation is that it help in collecting the efforts of employees which are performed by

them in order to meet the job requirements for staff under this function HRM enable various
kind of activities such as employees engagement and conceptualization of concepts which
help in dealing with various functions and performing these functions in order to making
efforts in a collective manner.
Achieving aims and objectives: HRM practices within an organisation also enable
form to manage the functions of individuals and using appropriate tools and techniques in
order to achieve results. This enables management to use functions and perform the activities
in order to achieve the aims and objectives. This help in managing functions according to the
requirements and performing the tools in order to achieve better results.
P4: effectiveness of different HRM practices
HRM practices are also essential for the organisation as their helpful in improving the
productivity and property level. There are different factors which are considered by the HRM
practices within an organisation suggest Tesco to improve the organisational abilities and
productivity. Some of this effectiveness is discussed below:
Satisfying employees and customer: this is a major factor of HRM practices which
help in boosting productivity and profitability. This is because there are various functions
under these practices which are performed by HR manager in order to satisfy the employees
and customers. This function include employee retention customer benefits and various other
which help in boosting organisational satisfaction as well as customer satisfaction in order to
meet the requirements.
Changes in environment and create strategies: HRM practices are also essential in
order to deal with different changes within the environment as well as creating strategies for
staff the HRM department help in creating different strategies according to the human
resources available to the organisation. This help in managing the function and achieving
better results in order to meet the requirements for staff in context of Tesco these strategies
are created according to changes in the environment and maintaining the profitability and
productivity level (O'Donohue and Torugsa, 2016).
Strong positive relations: HRM practices are also responsible for maintaining strong
and positive relations between individuals for staff under this it cover various functions
which help in establishing appropriate relations between different individuals. By the
implementation of HRM practices in organisation there is a coordinated environment
between employees which help in boosting profitability and productivity.
Effective recruitment: HRM practices are also helpful to the organisation in
managing effective recruitment system. In context to this there are different functions which
are performed by management with an HR which help in improving employee recruitment as
well as employing those individuals who can perform the different jobs. This help in
managing productivity as well as profitability because competent employee can perform
better in response to the particular situation.

TASK3
P5 the importance of employee relations
Employment relations or industrial relations can be defined as that multidisciplinary
academic field which include the relationship between employees in employer, labour and
union, employer organisation and other states.
Key dimensions of employee relations
 Employee involvement: it is a prime factor which states that there must be
involvement of employees in order to strengthen the employee relations within an
organisation.
 Employee communication: employee communication is that part of employee
relations which is related to flow of communication between employees. This help in
maintaining effective relations as better floor will strengthen the relationships.
 Employees counselling: employees also state where there must be discussion about
different factors which has to be covered in order to meet the requirements of
employee relations. There must be effective session of counselling which help in
solving the issues of employees (Rezaei and Hosseini, 2017).
 Employee rights: it is that part of employee functioning which is related toas well as
established better relations.
 Employee discipline: there must be an appropriate code of conduct which help in
maintaining employees relations for stop by following an appropriate discipline 9
organisation can easily achieve its objectives related to employee relations.
 Analysis the importance of employee relations (Internal and external
factors) in respect to influencing HRM decision-making.
There are different benefits of maintaining appropriate employee relations which are
discussed below:

Reduced absenteeism: It is identified that using an appropriate employee relation
program will help in reducing absent is. This is because by the effective relations employees
will get motivated to work as well as perform their functions in an effective manner by
establishing better relations.
Improve morale and motivation: Good employee relations will help in boosting the
morale and motivation of employees. This is because by establishment of effective relations
between different individual employee will directed toward the work as well as performed
with the motivated working environment. Appropriate working environment will also
improve their functions as well as achieve them a sense of satisfaction in their mind.
Reduce cost of training: Benefit which can be availed by organisation while using
appropriate employee relations program. This is because it is identified that there are various
functions which has to be used in accordance to the requirements for staff and this
organisation use appropriate function it will provide benefit in reducing the training cost due
to low employee turnover (Saridakis Lai and Cooper, 2017).
P6: key elements of employment legislation
Employment legislations can be defined as the rules act and laws which are
formulated by different legal authorities in order to maintain the functioning of different
organisation. These laws rules and regulations help in fulfilling the requirements of human
resources and achieving the results in better way. Some of these laws are discussed below:
Disability Discrimination Acts 1995 and 2005: This law states that there must be no
discrimination within an organisation in accordance with disabilities for stock under this act
there are various kind of rules and regulations which are considered by the legal authorities to
maintain appropriate working environment as well as provide equal opportunity to disable
employees. This has direct impact on HRM practices where organisation has to maintain an
appropriate quota for disabled employees as well as provide the employment in accordance to
the needs and requirements of organisation.
Equal Pay Act 1970: Equal pay act 1970 is related to providing equal opportunities
to the employees who are working on same level for staff under this law it states that
organisation has to pay the employees in accordance with the performance of. There must be
equal pay to both employees were performing at same level with similar work. In context of
Tesco, organisation is also following this law to meet the requirements of employee and
achieve its results (Seeck and Diehl, 2017).
Health and safety 1974: this law was formulated in order to meet the requirements of
healthy and safe working environment. This provides opportunity to the employees in order
to work their functions according to the requirements as well as maintain a system with
support better working conditions. This also helps in maintaining a separate system which
can be used to meet the requirements of health and safety at workplace.
These are some rules and regulations which are formulated by different legal
authorities within UK which has there direct impact on the performance of organisation. This

must be fulfilled by the firm in order to meet the requirements and perform its function in an
appropriate way.
TASK4
P7: the application of HRM practices
HR Approach
(Introduction)
HRM approach of your company
Draw a chart
to show the
HR process

Job
Advertisemen
t
Job
description
HR manager: the post of HR manager can be defined as that part of
organisation which is related to managing human resources within the
organisation in context of the current business environment. Under this
post, the person is responsible for managing the functions as well as
improving organisational objectives. Responsible for managing different
resources in the organisation in order to need and objectives of firm
Recruitment
process

Selection
Process
-
Training &
development
Training of 6 months is compulsory for HR manager
Performance
appraisal
360 degree feedback approach will be used in order to meet the
performance appraisal requirement for the selected post. After completion
of training there will be use of this mechanism in order to evaluating the
performance of individual on the respective job as well as final decision
will be taken according to it.
Retirement or
termination
process
The overall jobs of 15 years where the maximum serving age limit is 60.
CONCLUSION
It can be concluded from the above mentioned information that there are different
functions which are performed in order to achieve the objectives of human resources
management. It is also identified that human resources management is essential part of
organisation which play number of roles and functions in according to the needs and
requirement of organisation. Along with this, it can also conclude there are different
functions rules and regulations which have to be followed by human resources management
in order to achieve the objectives. It can be concluded that by implementing appropriate
functions of human resources organisation can achieve its goals and objectives in a timely
manner by performing an effective way.