HRM Practices: Workforce Planning, Employee Relations, and Legislation

This report provides a comprehensive overview of Human Resource Management (HRM) practices within an organization, focusing on workforce planning, organizational resourcing, recruitment, and employee relations. It begins by defining HRM and its importance, highlighting key functions such as job design, training, performance appraisal, and workforce planning. The report discusses both internal and external recruitment sources, evaluating their strengths and weaknesses. Furthermore, it examines various HRM practices, including training and development and performance management, detailing their benefits for both employees and employers. The significance of employee relations and the impact of business legislation on HRM decision-making are also explored, emphasizing the importance of aligning organizational priorities with workforce needs. The report concludes by applying HRM practices to enhance productivity and profitability, underscoring the role of HR in achieving organizational goals.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Function and purpose along with their implement in workforce planning and organisation
resourcing...............................................................................................................................3
P2 Recruitment and selection approach along with their strength and weakness..................4
TASK 2............................................................................................................................................7
P3 HRM practices and their benefits for employees and employer.......................................7
P4 HRM practices to increase productivity and profit of business........................................8
TASK 3............................................................................................................................................8
P5 Significance of representative relations to impacting HRM basic leadership..................8
P6 Key components of business enactment and their effects on HRM basic leadership.......9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices........................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

EXECUTIVE SUMMARY
Human resource department help to carry out and manage all task in proficient manner in
order to utilise abilities and expertise in right manner. Goals and objectives of organisation are
also achieved in proper manner through understanding strength and weakness of Human resource
department. Along with this implement and converse of HRM practices also escalate company
profits by performing all task in proper manner as well as to retain employees and human asset
by managing them in organised and proper manner.
INTRODUCTION
The term Human asset the executives can be characterized as the capacity that intends to
upgrade the presentation of workforce by giving right preparing to employees. The fundamental
capacity of Human asset the board is to sort out or deal with all capacities and tasks of
association by enlisting ideal people for playing out all activities viably. Additionally, HRM
division and its models likewise drives the executives to designate right jobs to opportune people
for achieving hierarchical objectives and targets in indicated timeframe. This report is composed
from the point view of which is working their business in retail industry. In this report, consider
an instance of the organization seeing the globalization as organization need to extend their
business tasks at worldwide level. Alongside this the point of report is to understand purpose and
functions of Human resource department as well as strength and weakness of HRM department.
In the last, importance of employee relation and its influence on decision making and employee
legislation impact on workforce organisation.
TASK 1
P1 Function and purpose along with their implement in workforce planning and organisation
resourcing
About organisation: Tesco is multinational retailer which was founded by Jack Cohen in
1919 as group of stalls at London, UK. the Main objectives of selected business are to provide
goods and huge services online. The core mission of Tesco is to make what matters better and
together. Goal of same retailer is to develop online shopping experiences and gain objectives.

Meaning and definition of HRM: HRM is defined as strategic approach for managing
people effectively in business so to gain various competitive advantages. Moreover, it means
practice to recruit, hire, train, deploy and manage employees of a company such as Tesco.
Importance of HRM: At Tesco, HRM is important for dealing with people, developing
company, maintaining workplace culture, creating opportunities, employing skills, utilising
humans effectively, increasing job satisfaction, creating feeling of belongingness among
workforce and many more.
Human asset is significantly worried about the powerful usage of workforce and people
who are occupied with association. Arranging, sorting out, checking and controlling are
significant capacities which are performed by HR supervisor for achieving authoritative
objectives viably.
Function and purpose of human resource department
 Design and analysis of job- This is essential for organisation to understand the
requirement of vacant seat such as aptitude, skills and ability that is required by
employees for performing roles and responsibilities in effective manner. HR divisions of
design and analyse job from future perspective also in order to recruit right employees
that also manage employees retention rate.
 Development and training- HR department of organisation is totally concerned about
the functions and operations performed by different departments of . So to match
employee performance with the decided benchmark HR manager organise effective
training and development classes for its workforce for getting better consequences from
organisation operations.
 Performance appraisal and management- Employee’s and workforce input huge
efforts to make an organisation success and to retain at top position in market. So it is
also compulsory for to share company benefits with employees. Therefore, by
performance appraisal it is easy to demonstrate and appraise employee’s exertions. In
context of HR division offer monetary benefits to organisation.
To overcome from the hole of low skill and aptitude of employees, HR manager of
implement hard and soft approach in majority of functions and operations. This result it is
easy for organisation to analyse the need of workforce with Hard approach so it is easy to
converse employee need with authorities of . On the other side, to motivate and retain

employees for longer period Soft approach is implemented by management to enhance
work performance of teams that leads to gain long term benefits.
Workforce planning- It is defined as continual process for aligning organisational
priorities with that of workforce in order to ensure that it meets all objectives. This is
characterised as the way toward breaking down, arranging and determining of faculty that are
required by various branches of association. It is important at Tesco so to ensure that alignment
of organisational needs with staff members needs helps in attaining all legislative, operations
and other objectives promptly. The primary job of workforce arranging is to investigate the gap
in human workforce, for example, skills, capabilities, aptitudes and ability that is required for
specific job and duty. The main role played by HRM in workforce planning at chosen company
is to acquire talents as per organisational requirements. With effective workforce planning,
managers will be able to increase number of manpower in organisation and gain beneficiary
outcomes.
Current workforce-In the present situation, the vast majority of the association are playing
out their work at worldwide level. From perspective of it is compulsory for HR division to
recruit right employee as activities are connected with day to day requirements as the sale food
and grocery items. So to grow business tasks it is fundamental to hire right representatives for
playing out all work in compelling way for accomplishing organisational goals specified time
frame.
P2 Recruitment and selection approach along with their strength and weakness
IN Tesco, managers plans workforce as per the determined objectives and they hires
workers through using approaches of recruitment and selections. That are discussed below:
Recruitment- The term recruitment refers to process of generating, analysing and inviting
large number of individuals for recruiting right employees. This refers HR division match the
requirement about vacant seat with right aptitude and skill personnel. Internal and external
process of recruitment which is implemented by is mention as follow:
Internal source of recruitment

With the process of internal recruitment an organisation fulfil its job opportunity by
promotion and transfer. From point view of it pointers HR division to recruit better employees
within minimum time period.
Strength/Benefits
Reduction in cost- Cost and time are decisive part of organisation as it leads
management to achieve top position in market. In the present scenario, individuals are also major
asset of that leads management to enrich productivity and performance of their operations. So by
internal recruitment cost to invite and broadcast about vacant seat position will be decreases that
work as a profitable decision for company.
Participation of employees- With better engagement of employees in operations and
functions it is claim that more value will be added in their outcomes that major concern about
enhancing production process. Moreover, employees are already familiar with internal
environment of organisation due to which better decision will be taken by engaging skilled and
capable of employees in functions.
Minimise time- The major advantage of internal recruitment from perspective of is to
recruit or hire employees within minimum time period. It also helps to perform all task and
activities related with personnel to manage their task to get better results by conforming better
candidate for vacant seat.
Weakness/Drawbacks
Limited choice- is performing their work at global level. So it is mandatory HR division
and manager to recruit right employees as the goodwill of company is stake at global level. But
due to internal recruitment has less number of candidates which is a major drawback of
organisation.
Biased decisions- There are various employees will be engaged in organisation
operations but in internal recruitment. HR manager focuses on those employees that are favourite
due to which deserve and proficient will employees will be demotivated that also impact on
overall decision of organisation.
Loss in profits- Due to implement of internal process the morale of individuals who are
not promoted decrease profits of organisation by not executing their efforts accurately towards
right direction of goals and objectives that impact on productive results.
External sources of recruitment

This is defined as a large pool of candidates who are summoned for vacant seat as the
major concern for is to fulfil their vacant seat at the globalisation level. This is possible only
with external recruitment to provide opportunity to skilled and capable employees. Some
strength and weakness related with external recruitment are mention as follow:
New concepts- Within context of , it is essential for HR manager to get new ideas and
concepts by recruiting employees from external sources. This results better and new ideas also
increases performance of organisation.
Better decision- Employer and employees are the major part for organisation which
helps the company to gain top position in market. So by coordinating between employees it is
easy to get better decisions that help to achieve desired goals and objectives.
Development and growth- Probability to recruit employees from external sources
enhance number of new ideas to perform for similar task with a unique method. This results new
talent also increase the chance of better growth in future production process.
Weakness/Drawbacks
High number of risk- External recruitment increases risk possibility to perform work as
the selected candidates demand high position but due to less experience it is risky for to
complete work in effective manner that also impact on performance of organisation.
Time consuming- Employees who are engage in must be high in aptitude and skills as
large number of individuals applied for similar job. So to monitor resume of all individuals it is a
time consuming process for organisation.
Internal dispute- In the context of external recruitment new employees will not attentive
about rules and regulations due to which mislead behaviour of personnel impact on operations
and functions.
Selection
Selection refers to the process for selecting desired and qualified individual that perform
the role and responsibility accurately for providing valuable sustenance to operations.
Interview:
Benefits Drawbacks
 The detailed information about
perception and feelings of personnel is
Interview method is time consuming and

gained.
 Interview provides flexibility to
interviewer.
overpriced process of selection.
The biased interviewer will impact on
decisions.
TASK 2
P3 HRM practices and their benefits for employees and employer
HRM practices means the systems through which company attracts, develops,
encourages, retains and develops personnel for ensuring effective implementation as well as
survival of company as well as its members. There are various HRM practices that are applied at
Tesco and some are discussed below:
Training and development- This is one of the HR function that helps to improve or
increase efficiency of workers by providing right training to right individuals. This refers
particular and overall task of organisation are performed in effective manner.
Benefits to employees- From the point view of employees, training and development
improves confidence of employees by improving skills and capabilities for specific role. The
HRM practice of training and development benefits employees of Tesco through developing
their confidence level and improving knowledge to work in different ways.
Benefits to employers - From perspective of employers there is reduce in employee
turnover rate due to which effective teams are put up by organisation. In context to employers of
Tesco, they are benefited with training and development practice as it improves their ways to
lead others and they gains skill sets to train employees innovately.
Performance management- This refers to the process that ensure organisation will able
to meet with goals and objectives to manage performance of employees, processes and other
departments for enlightening overall performance of organisation.
Benefits to employees- According to concern of employees of Tesco, performance
management generates positive and healthy competition between workforce of organisation that
improves performance of all employees.
Benefits to employers- On other side, employers perspective demonstrate that business
productivity and performance by increasing productivity of Tesco employers.
Reward system- It is one of the most effective system that enhance employee motivation
through offering monetary and non-monetary benefits to employees.

Benefits to employees- Employees also most essential asset for so with reward system
employees performance is directly increased by providing extra salary and compensation
benefits to employees.
Benefits to employers - Employer are benefited from reward system to achieve company
goals in specified time as it also provide healthy competitive environment in organisation.
From above information it is concluded that there are various HRM practices that are
used by Management team of Tesco. Some are training and development, performance
management and rewards system that benefits to all employees and employers in different
manner.
P4 HRM practices to increase productivity and profit of business
Training and development- The major concern of is to improve productivity of
workforce by organising right training to employees. For this HR unit of company focus on
specific skills that increase employees performance by helping individuals to overcome from less
skilled gaps. The strength of the training and development is that it increases knowledge and
skills of employees. Weakness of same practice is that it takes huge time to improve skills and
develop ways of working of Tesco employees.
Performance management- Performance of organisation is the major concern for
individuals that helps to manage all work in efficient manner. It also refers it is essential for to
enactment work productivity at global level. Strengths of performance management at Tesco is
that it coordinates all activities among employees. However, it weakness is that it forces
employees to manage their performances as per set criteria that reduces employee efficiency.
Reward system- This helps an organisation to encourage large and whole pool of
employees so that procedures of are completed in proper time period that increases overall
company profits by performing all task timely. Strengths of reward system are that it motivates
personnel to work with huge potentials at Tesco. Where as its weakness is that causes
motivational issues when similar rewards are not given to employees for similar workings.

TASK 3
P5 Significance of representative relations to impacting HRM basic leadership.
Employee relations are important foe all entities. Few of its significance for Tesco are the
followings:
Flexible association: Adaptability at Tesco work environment enables businesses just as
representatives to make sets their working conditions as indicated by their reasonableness. For
example, flexible association will benefit Tesco to complete working on time. However, with
this, employees become libera in working that can cause difficulties to make relations with
others. This will help to keep up the work life balance just as can help with expanding the
effectiveness and profitability of Tesco and good or inspiration of representatives. It expansion,
it will lessens the responsiveness of representatives and bosses because of the adaptability which
leads in tremendous expense
To perform all work in easy manner- With healthy relation among the fellow workers
Tesco and its employees ease the work to perform them in easy manner. This also refers overall
productivity will be increased because employees perform their work by delegating according to
skills of employees. It result this is easy for Tesco to accomplish goals and objectives in
minimum time period.
To decrease conflicts and confusion- Tesco is performing their work at global level so
large number of employee are engaged in organisational operations. Therefore, to perform their
operations at large level employees belong to different backgrounds and follow different culture.
So with employee relations it is easy to implement right communication channel that implement
right strategy for organisation.
Effective and efficient decisions- This is essential for organisation to implement right
decisions within minimum time period. Therefore, management must formulates positive
relations among employees in order to make right decisions within minimum time period. Tesco
easily perform work and gain better results by effective and accurate decisions for organisation
functions.
Flexible working practices: This sort of HR approach is significant for the Tesco as it
helps in expanding the better relations among representatives and manager. For example, flexible
working practices makes employees happier towards work. In contrary, they work as per their
own wish that can impact on the relations of entrance employees and company. Because of this

training employers get advantages of their roused workforce which brings about high efficiency.
Though, once in a while representatives feel languid and less responsible for the working of
association which may bring about deferrals and impact basic leadership of HRM.
Employer of decision: It is identified with the business which gives incredible culture of
working that aides in drawing in and holding representatives for longer timeframe. For example,
decisions made by employers helps employees of Tesco to work according to them. However, it
impacts on creativity and decision making skills of employees that impacts on the relations as
there are some decisions that employees do not favour. This aids in creating positive and solid
connections among representatives and manager. Yet, it might results less profitable and less
important because of the business decisions as there is no value among all which drives the
inadequate relationship just as insufficient HRM choices.
Psychological contract: It is characterized as an unwritten arrangements of desires for the
work relations since it is firmly identified with the representative business connections. It
encourages labour to realize their qualities just as jobs in Tesco in light of the fact that both keep
away from the making of unreasonable desires for every others. Here and there, it is considered
as a dubious due to there is no composed understanding between all so the HRM choices may
affected at a huge degree.
P6 Key components of business enactment and their effects on HRM basic leadership.
In tesco various business enactments are followed and at same time they all effects basic
leadership of the company. Some of enactments are discussed below in context to Tesco:
Equality and assorted variety Act, 2010: This demonstration expresses that
representatives must be similarly treated by different workers inside an association independent
of their activity position (What is the UK Enactment Around Uniformity and Decent variety
2020). It is followed at Tesco so to reduce any type of discrimination and promote equality
among workforce. It impacts the choice of HR chief with regards to expanding representative
maintenance by correcting or refreshing their current HR arrangements so most extreme
endeavour can be gotten from their workers for the accomplishment of hierarchical objectives
and destinations.
Sex separation Act: This demonstration expresses that workers must not be segregated
based on their sex or sexual orientation. With application of the act in Tesco, managers are able
to get workings done through coordination among men and women personnels. It impacts HR

administrator to refresh their current enlistment and choice procedure remembering that each up-
and-comer whether male or female ought to get an opportunity to go after the position as per
their aptitudes and capabilities (Sex Separation Act, 2020).
National least wages Act: This demonstration expresses that business is at risk to pay at
any rate the lowest pay permitted by law to their laborers according to the rules set by the
Legislature for an association. Tesco managers pays compensations as per provisions set under
the enactment that makes employees happy and motivated. It impacts HR chief to settle on a
choice in the wake of considering the guidelines and standards set by the legislature and impart
their representatives before designating them work (National The lowest pay permitted by law,
2020).
Working time: It expresses that worker ought not for over 48 hours in seven days inside
an association situated in UK. The working time of Tesco are set as per the enactment that
makes employees punctual for their workings and timings. It impacts HR supervisor to settle on
choice with respect to assignment of work and time remembering that employees privileges
ought not be abused (Working Time Guidelines and occasion: what to stay away from, 2020).
GDPR 2018: It represents General Information Insurance Regulation which implies that
an association is at risk to keep up security of each representative working for them by putting
away their own information with them as it were. It impacts choice of HR supervisor of Tesco to
refresh their current programming with certification, for example, MIS so every single
employees close to home subtleties are securely kept with an association (General Information
Insurance Guideline (GDPR) Review, 2020).
TASK 4
P7 Application of HRM practices.
TESCO is planning to hire a HR manager for the purpose of fulfilling vacant seat that can
manage and perform all the HR activities. In this regards, this enterprise have collected some
work related documents for choosing such candidate who is deserving and can perform HR
activities in an effective and efficient manner. These documents are specified in detail as
follows-
Job Specification:
JOB DESCRIPTION