Effective HRM Practices in Achieving Organizational Goals

The project report delves into the strategic importance of Human Resource Management (HRM) in realizing business objectives through effective recruitment and fostering strong employee relationships. It highlights key HR functions including planning, staffing, directing, evaluating, rewarding, and development activities as outlined by Anderson (2013). The significance of staff retention is emphasized, with studies indicating a direct correlation between low turnover rates and enhanced organizational performance (Anderson, 2013; Cascio & Boudreau, 2010). Recruitment strategies are examined through diverse methods such as advertising, headhunting, referrals, campus recruitment, and online searches, each tailored to meet specific business needs (Aswathappa, 2013). The report further discusses the impact of legal frameworks like TUPE on employee relations during mergers or acquisitions. It underscores that positive employee relationships, cultivated through effective HR practices, significantly boost motivation and productivity, contributing to overall organizational success (Anderson, 2013; Brewster & Hegewisch, 2017). By integrating strategic HRM approaches, organizations can ensure a highly skilled workforce committed to achieving business objectives.

Human resource management
Table of Contents

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Explain purpose and functions of HRM for effective workforce.....................................1
P2 Explain the strengths and weaknesses of recruitment and selection process....................3
Task 2...............................................................................................................................................5
P3 Explain benefits for employee and employer from HRM practices..................................5
P4 Evaluate the role of HRM practices for raising profits and efficiency of an organisation6
Task 3...............................................................................................................................................7
P5 Identify the importance that influence the HRM decision-making in employee relations7
P6 Identify employment legislations elements and their impact decision-making of HRM .8
Task 4...............................................................................................................................................9
P7 Illustrate HRM practices application in work related context...........................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management (HRM) is generally concerned with management of people
within organisation and focus on policies or system. In this defined various processes including
recruitment and selection, motivations, training and development, remuneration etc. It helps in
enhancing knowledge and skills of employees for effective workforce by utilising appropriate
manpower or human resources. Its main objective is to attract new talent and retain key
personnel to achieve company's goal and objectives (Anderson, 2013). This assignment is based
on Tesco company that is multinational merchandise retailer in the UK. It will define human
resource management functions which are applied on the workers within firm. This will also
helps to know about strengths and weaknesses of recruitment and selection approaches. Apart
from these, benefits of HR practices for the employer and employees also discussed. This
assignment will describe about the HRM activities and support in identifying key elements that
affect the decision making for human resources.
TASK 1
P1. Explain purpose and functions of HRM for effective workforce
HRM is an important aspects in Tesco company which includes several process in which
recruit and train to the person and develop their skills or knowledge for effective organisation.
Some major task including the planning, developing and designing any programmes as well as
policies to utilise available human resources within firm. It generally focuses on maintaining
relationship with people for better workforce which helps in achieving the organisation’s goals
and targets.
Objectives of HRM
 Proper utilisation of manpower or human resources
 Building and maintaining healthy relationship in between members and organisation
 Focusing on individual’s development
 Development of each employee for achieving desired goals and objectives of an
organisation
Functions in human resource management
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various functions are performed in HRM which are applied on workers in Tesco
(Aswathappa, 2013). Its main purpose is to identify and enhance worker's skills, knowledge and
abilities to attain the business goals and targets in an effective manner. There are some major
functions such as:
Human resource planning: It is an important function of HRM as in this includes
research process in which data or information gather that shows the number of employees which
are required within organisation for accomplishing company's goals properly (Brewster and
Hegewisch, 2017). In such activity, various strategies can be developed for effective staffing and
managing of people.
Identify job opportunity: The function helps in identifying jobs that are requires for
fulfilling on time. In this process involves as recruitment of skilled, knowledgeable and
experienced holder persons which are required to complete task. HR manager make or prepare a
job description that is a statement which describe about duties and activities of a employee. So, it
helps in hiring the best and talented candidates as per the job requirements.
Staffing: This function describe as the process of recruitment and selections for fulfilling
the vacancy within the firm. It identifies suitable candidates for the job position. Recruitment is
an activity in which qualified persons can be attracted whereas selection is related to choose the
most suitable candidates and reject others who are not appropriate.
Orientation: In this function, newly appointed persons introduce and meet with old
employees as it helps them to adjust with the new working environment. It is best method in
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Illustration 1: HRM functions
source: Human Resource Management Functions 2018

which manager provides information to the employees regarding their pay role system, benefits,
perks, commissions, working hours, rules and regulations of an organisation.
Learning sessions: It concern with employee’s development as it supports in enhancing
the skills, knowledge and abilities of employees for achieving particular tasks and objectives
(Cascio and Boudreau, 2010). It includes organising training and development programmes for
increasing the work productivity and personal growth of workers.
Performance appraisal: This HRM function is related to monitor regarding employee's
performance by using appraisal methods. It helps to identify any barriers or inefficiencies in their
task performance and take actions for resolving such kinds of issues with motivating employees
to do work hard for improving their performance.
Compensate: It consider the pay roll system and remuneration of workers as in this
determine hope much to paid for specific job. Human resource department always try to generate
high performance so they have to pay for this to the employees as it is a cost for company.
P2 Explain the strengths and weaknesses of recruitment and selection process
Recruitment defines the process to attracts fresh talented people with higher skills and
abilities about particular work (Chelladurai and Kerwin, 2017). Tesco generally hires its
employees by using various methods and procedures which helps in judging their ability and
attitudes towards works. There are some techniques which used in this process such as:
Internal recruitment: In this method, existing employees can be recruit for fulfilling vacant
positions within the firm. It is common method that adopted by various companies as in this
includes promotions, denotions, job rotations etc. here are some strengths and weaknesses of
recruitment such as:
Strengths-
 this method is cost effective and there is no need for spending money on advertisement to
attract outside candidates.
 It helps in identifying suitable employee for specific job as company know to their people
whom they are going to hire.
 It retain key personnels for future time period.
Weaknesses:
 It can lead conflicts among workers as they feels demotivated due to getting promotions. It prevent to get fresh talent and ideas within organisation.
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External recruitment: In this process, company hire candidates from outside. As it involves
offering job opening to the people and they give their applications to get specific job (CHUANG
and Liao, 2010). Here are some Advantages and disadvantage of external recruitment process
such as:
Strengths-
 it helps in hiring new or talented candidates from external environment who will help to
give good ideas or share new innovative things that benefit for the company.
 It support in motivating employees for doing their work in effective manner which helps
in getting promotions.
Weaknesses-
 It is time consuming activity because several procedure have to follow in this.
 It can be expensive for the company as it requires huge amount for investment in
recruitment activity. Training and development programmes requires when hiring new persons so it will be
increase cost for firm.
Selections: In this process, employee's resumes and CV are deeply analysed for understanding
the level of their skills and capabilities.
Strengths:
 This method support in understanding the abilities of candidates.
 It helps in getting background information about employees.
Weaknesses:
 It can be costly as well as expenses can be arise during selection process. It consume more time.
Interview- This technique helps in interacting personally between employer and candidates take
position (Daley, 2012). Interviewer tries to identify and analyse job seeker's skills, knowledges
and abilities through several questions.
Strengths:
 It support to meet with all candidates personally that identify their knowledge and
confidence level.
Weakness:
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 In this method, there are no written records for interview and it is time consuming
process.
Group discussion- This method is also helpful as in this, some topics are given to the
candidates and they have to discuss regarding it with in a particular team (Fulton, 2011). So it is
the best method which helps in finding the best candidate by observing their communication
skills and knowledge.
Strengths:
 It is helpful to choose best person and eliminate unsuitable candidates because it provide
information about their skills and knowledges.
Weaknesses:
 It can create conflicts during group discussion as sometimes participants becomes
dominant and aggressive while discussing about topic.
Task 2
P3 Explain benefits for employee and employer from HRM practices
There are various benefits for every people, who are working within the firm as human
resource management includes various practices which brings benefits for overall organisation.
In this includes several policies and strategies that requires for improving performance of
workplace as well as manage workforce (Glendon and Clarke, 2016). So it is very useful for both
as employee and employer in Tesco company.
Benefit to employer
Promote positive behaviour: It is very important for every organisation that to have a
positive environment for effective working place so it can be done through HRM practices
because it helps in providing motivations, workplace satisfactions and various benefits to
employees. Employer is responsible for maintaining positive behaviour in the company for
increasing work productivity.
Developing employees: It is another benefits for the organisation because HRM practice
develop the workers through encourage them for hard work. It also involves training and
development programmes which offers to the workers for enhancing their knowledges and skills
for achieving competitive advantages by higher performance.
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Dynamic workplace: Practices of HRM are very helpful in building effective and flexible
working environment by designing appropriate workplace, conditions, schedules, report, teams
and communication format. It bring high efficiency level with in firm.
Benefits to employees-
Motivate to employees: HRM practices are supportive for providing motivation to
workers as some activities are there to meet personal needs and people desires and motivate them
for performing in effective way (Guest, 2011). So it enhance the standards of performance which
is beneficial for future growth.
Learning: These aspects also involve learning sessions for enhancing employee's
knowledge and skills which helps in achieving particular task and goals.
Measuring the performance: in this includes regular measurement of performance that
helps in maintaining efficiency of workforce. It also support in increasing work productivity by
their performance level and make them for working had.
P4 Evaluate the role of HRM practices for raising profits and efficiency of an organisation
HR management play vital role in making organisation successful. It support in achieving
short term as well as long term goals and objectives of Tesco company. So this process generally
for people management for make them more efficient to contribute in business success (Knowles
and Holton, 2014). There are various benefits of HRM practices for effective organisation such
as:
Skilled staffs- HR management is generally focus on hiring highly skilled people for an
organisation that helps in making good working conditions and healthy environment so it bring
talented persons in the company.
Performance appraisal- In this method, manager ensure about the performance of
employees by measurement which helps in analysing deficiencies in their work and identify
training needs assessment. Result of this method is improved efficiency of the company and it
will support in generating revenue.
Conflicts resolution- It is important aspect for every business organisation so HRM
practices support in avoiding chances of conflicts and make positive environment at work place
where workers will will complete their task in integrity. This factor is based on coordination that
helps in maintaining relations with employees which results in better outcomes from various
department of the company.
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Maintain goodwill- HR practices helps in creating good market image of an organisation
as it attracts many new talented people and encourage them to come and join this firm
(Marchington, 2016). It also attract investors for investment by making good image of the
company among competitors.
Reduce employees turnover- HR practice support to retain existing customers for long
time period and it can be done by providing maximum satisfaction level to the employees at
workplace. High employee turnover can be increase more costs for the firm so it helps in
reducing these cost through effective practices.
Therefore, human resource management practices are very beneficial for an organisation
that contributes in generating profits and improve efficiency within Tesco plc.
Task 3
P5 Identify the importance that influence the HRM decision-making in employee relations
Relations of employee can be build through effective bonding between employees and
employers. In every organisation, it is required to have strong relationship among people as it
support to develop strengths for dealing with various issue that may rise within the firm. Human
resource management generally focus on managing proper coordination and cooperation among
people (Meredith, 2011). These factors helps to make any king of decisions regarding
organisation and human resource and managers also ensure about organising training and
development programs for employees that support in achieving goals and objectives. It must
requires to maintain better relations among people as because it helps in reducing the chances of
conflicts that can create barriers in obtaining such goals and objectives and these issues directly
affects on the profitability of workers because their focus on shifts for these things. To make
positive working environment, healthy relations required as well as maintain harmony among
employees. There are several strategies that Tesco company generally use for managing
employee relations.
Provide rewards- This support to maintain good relations with employees as Tesco
company manage their team workforce and employee relations by providing incentives and
rewards for good work done by them. It also helps in motivating workers for achieving goals
and objectives.
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Developing career strategies- It is important for developing employees future growth as
organisation should care about its employees and formulate effective policies for their
development. It support in boosting workers morale for increasing work productivity within the
firm.
Developing the cooperation- It play vital role in making organisation effective by
motivating people to cooperate with team members as it is an effective tool for managing
employee relations.
Maintain proper communication- It is another effective strategies in which manager
ensure about proper interaction of employees with employers and co-workers. So communication
is required for building healthy relations among workers (Purce, 2014). It will support to share of
ideas, opinion, thoughts and views which are requires for obtaining goals and objectives.
P6 Identify employment legislations elements and their impact decision-making of HRM
Employees legislation considered as the laws for employment which are formed by
government and regulatory bodies for the purpose of workers security and social care at work
place. It is necessary for Tesco company's HR manager to work according these laws and ensure
about ethical firm (Scullion and Collings, 2011). These laws can affects on decision-making
process of HRM so they have to perform all these practices under rules and regulation. There are
some legislation which affecting on the business organisation such as:
Equal wage act: In this act, it described as there must not be any discrimination about
remuneration of workers who working within organisations. Their salary should be equally
which is based on their performance and job profile and nor partiality should be here.
Act of minimum payment: In this defines as minimum wage rate of which fixed by
government for specific task and job. Firm have to pay that decided amount to the employees for
avoiding the breach of law.
Act of Employees rights: In this act, the legislation concern with employee's safety and
security while performing any task. There are some certain rights which should be given to the to
the workers within the firm.
Workmen's compensation act: This legislation is related with any injury or accidents if
workers get while doing work in the company so they have to compensate this issue by providing
appropriate amount to them.
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These are some legislation that affects HRM practices because its rules and regulation
influences the decisions making for human resource. Organisation made all policies and plans for
its employees by keeping these acts in mind (Daley, 2012). Apart from these, trade union is also
a fig factor one of them which influence the process of decision-making in HRM.
Task 4
P7 Illustrate HRM practices application in work related context
HR management play effective role within organisation as it includes various process
such recruitment, selections, performance appraisal etc. in this activity involve recruitment of
people and ensure about their working style in order to achieve company's goals and objectives
in effective manner. Tesco company can apply these HRM practices in several process such as:
Analysing Job vacancy: In such process, it identify job positions and prepare a job
description for attracting suitable candidates.
JOB DESCRIPTION
Company name
Tesco
Job profile
HR Management
Area/region
London, United Kingdom
Report to
HR Administration
Duties and Responsibilities
 Policies Maker.
 Record and maintain the attendance of workers.
 Measuring the performance of workers.
 Assisting process of recruitment and selection.
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 Provide learning sessions to the newly appointed candidates.
Qualification Criteria
Master degree in business administration (MBA)
Required experience
3 to 8 years
Salary structure
Remuneration for initial 8 to 11lac p.a..
Posting the job advertisement, HR manager will gets candidate's resumes and CV. There is a
template which such as:
Curriculum Vitae (CV)
Name of candidate:
Permanent Address:
Phone number:
Email Id:
Career objectives: To identify the human resource opportunities and utilise my skills and
knowledge for achieving future growth.
Qualifications of academic:
Graduation
Master in Business Administration (MBA) in HR
Experience Required:
2 year experience in human resource management field.
Personal skills:
effective communication skills
Leadership skills
Hard worker
Problem solver
Motivational skills
Declaration:
I hear by declare that all above informations are true according to my knowledge and skills.
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