Human Resource Management Report: Tesco and Employee Relations

This report provides a comprehensive overview of Human Resource Management (HRM) principles and practices. It begins by explaining the purpose of workforce planning and the role of HR managers, specifically in the context of Woodhill College's recruitment and resourcing. The report then delves into the strengths and weaknesses of different recruitment and selection methodologies. Furthermore, it examines the benefits of various HRM practices, particularly within Tesco, focusing on their impact on both employers and employees. The report also analyzes the effectiveness of HRM practices in boosting organizational profit and productivity. Employee relations and legislation are explored, highlighting their influence on HRM decision-making. Finally, the report concludes with practical applications of HRM practices, using real-world examples to illustrate key concepts, including the role of career counselors and the creation of job advertisements. This report is a valuable resource for understanding the complexities of HRM and its impact on organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P.1. Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing of Woodhill collage............................................................1
P.2. The strength and weakness of different methodologies of recruitment and section process
.....................................................................................................................................................3
TASK 2............................................................................................................................................4
P.3. The benefits of different HRM practices within Tesco organisation for both employer and
employee ....................................................................................................................................4
P.4. The effectiveness of different HRM practices in order to raising organisational profit and
productivity.................................................................................................................................6
TASK 3............................................................................................................................................8
P.5. The importance of employees relations in order to influencing HRM decision-making....8
P.6. The key elements of employee legislation and impact upon HRM decision-making.........9
TASK 4 .........................................................................................................................................10
P.7. The application of HRM practices in a work related context, using specific example......10
REFERENCES..............................................................................................................................13

INTRODUCTION
In this introduction part, there are several functions and practices of HRM department
which are necessary for better manage a business. In Woodhill collage recruitment and selection
program are needed to take in order to hire its new staff. In this introduction part of this
investigation, we would take a look at the purpose and function of HRM department which are
essential for appropriate workforce planning within the business. Moreover, we will discuss
about to strength and weakness of different recruitment and selection process which are useful
for Woodhill collage to select their new staff in the collage. We will also reveal about the
benefits and different HRM practices from which organisation and employee would be able to
get more benefits within the corporations. Furthermore, we will analyse the importance of
employee relation within ITV firm that could make benefits of business in several sectors. Apart
from this, importance of employee legislation in the business and also their influences upon
HRM decision-making process as well. At the last stage of this study we would give illustration
of the application of career counsellor and prepare a job advertisement of this post.
TASK 1
P.1. Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing of Woodhill collage
Human resource management is the most vital body of each organisation in order to
better manage and effective workforce planning for the business. Definition: Human resource planning is the method in which HRM functions are utilised
in order to effective recruitment and selection process within the firm(Daley, 2012).
Human resource planning involves some exercises such as job analysis and research in
the business, effective training and development program for employees to make them
efficient worker, effective recruitment and selection process for hiring fresh talent from
the market and also provide effective employee relationship within the firm. The nature and scope of strategic HRM: HRM function of Woodhill collage make a
great impact upon several elements of the business in terms of developing new
recruitment and selection process within the collage (Boxall and Purcell, 2011). HRM
department's nature define about the major roles of the HRM department such as
recruitment and selection, HRM department furnish proper training and development
program within the organisation in order to make their employees more efficient to
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increase their productivity quality in effective manner. Woodhill collage HRM
department also need to prepare a proper HRM planning which help to provide a reliable
HRM functioning in the collage in context of hiring new professor and staff on vacant
post and also improving teaching and working qualities of the collage effectively. Human resource planning: This is the most vital function of HRM practices in which
human resource department use their function to hire fresh talent to the organisation.
Woodhill collage's human resource planning also must be effective in terms of hiring
their new employee on the several vacant post which are needed to fulfll within the
collage (Armstrong and Taylor, 2014). HRM professionals of the Woodhill collage need
to prepare a proper planning of recruitment and selection program in the collage and
prepare a job analysis in terms of effective planning and a better hiring process could be
organised within Woodhill collage. They need to give a proper advertise on website of
Job.ac.uk to promote their job hiring program to approach for require candidates in the
country. This HRM practices help the collage to organise an effective recruitment process
within the collage and approach a fresh talent in the market. Job analysis and design: This is another stage of effective workforce planning within the
organisation. Woodhill collage's HRM professionals need to prepare an effective job
analysis in the collage with the help of HRM professionals assistance to implement a job
analysis program to find out appropriate vacant post within the collage and also helps to
design an effective job profile with the help of data collection from job analysis (Bratton
and Gold, 2012).Woodhill collage need to ensure that how many teachers and other staff
they need to hire and according to this prepare a proper job design of their recruitment
process in the collage. This HRM function would assist Woodhill collage to hire fresh
and relented employees to the collage and new staff of collage would fulfil the business
objectives of Woodhill collage. Recruitment and selection: This is the most essentialist role of HRM professionals to
conduct an effective recruitment and selection process within the organisation to prepare
test for their employees to know about their talent and dedication towards the job.
Woodhill collage HRM professionals need to conduct an effective recruitment and
selection process within the collage in context of hire fresh talent to their desired and
required post in the collage. HRM department need to conduit an effective recruitment
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and selection program, such as prepare an exam test to check out employee's aptitude
ability and they are also instructed about to prepare an interview program in which only
A-rated candidates would be selected in order to move forward for further process. This
HRM function helps to recruit talent and skilled employees to Woodhill collage. New
Hired employees would assist to accomplish desired gaols and objectives of the collage
effectively.
 Training and development: This is the most effective function of HRM professionals to
develop their employee towards more effective quality of their working condition. So that
an efficient workforce can be prepared with the help of training and development
program within the collage. Woodhill collage need to conduct a proper training and
develop program within the collage to provide a proper knowledge of works towards new
hired employees (Fitz-Enz and Davidson, 2012). And also provide employees to their job
role and responsibilities within the collage effectively. This HRM function would make
their employee more skilled and work effective in respect to achieve Woodhill collage
objectives efficiently.
P.2. The strength and weakness of different methodologies of recruitment and section process
There are some recruitment and selection process's strength and weaknesses are
presented which are as following:
 M.2. The strength of different approaches of recruitment and selection:
 The major strength of recruitment and selection process is, there are major involvement
of their departmental manager and staff in order to prepare a reliable job description and
advertisement within Woodhill collage (Bolman and Deal, 2017). Manager inclusion
assist the HRM professionals to know about to exact job profiles in the collage and also
provide some information about to proper skill and experiences needed for those vacant
post in the college which would help HRM professionals to conduct a proper recruitment
and selection program effectively.
 The second strength of recruitment and selection process is that, they can provide some
effective activities while recruitment process within Woodhill collage. Proactive
recruitment and selection process includes some understanding of the future appropriate
recruitment for the business in very effective manner. Effective recruitment process
furnishes some sufficient services to their employees to develop their own skilled in
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better way. So they would be able to provide more hard work for Woodhill collage. So
their business objectives could be gained effectively. This is an approach in which Woodhill collage would get to know about the candidate's
capabilities and also better examine them in order to formulate a better recruitment
process within the collage. They could guide new employees in terms of better
improvement of their skill. So that these exercises of the collage would help the
organisation to accomplish their organisational goals and objectives effectively.
 M.2. The weaknesses of different approaches of recruitment and selection processes
 Enticement from the competition could be one of the main disadvantage of the
recruitment and selection process effectively (Kraaijenbrink, Spender and Groen, 2010).
They can provide some effective services to their new fresh candidates in order to attract
them towards Woodhill collage's vacant post and recruitment and selection process.
Collage need to furnish some effective pay scale and some other allowances and health
benefits offers in vacancy. So it will increase more expenses for the collage and high
costly for Woodhill collage as well.
 Location could be disadvantage for Woodhill collage in several terms because of if they
hire some fresh candidates from current location so that some other original could not
able to effectively apply for the vacant posts within the collage (Bakker and Leiter, eds.,
2010). Local people often are not give their full dedication towards the job and it
becomes major disadvantage of the process.
 Third disadvantage of recruitment and selection process can be its hiring process.
Selection of hiring process of HRM professionals of Woodhill collage could not able to
attract their new candidates towards their vacant post and only the basis of test in
selection program can not find out reliable skill and telnet of a person . So that person
skill would not justify by recruitment program and interview program as well.
TASK 2
P.3. The benefits of different HRM practices within Tesco organisation for both employer and
employee
Each business need to provide their some effective facilities within the business in
context of promoting a positive working culture at the workplace and Human resource
department of Tesco corporation need to provide some effective facilities in the business in terms
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of developing their business quality more effective and their employees satisfaction within the
business as well (Dawson, 2011). A successful business like Tesco often promote their positive
working culture within the business in terms of better development of their employee and also
increase satisfaction level of their employee within the corporation effectively. Training and
development program of Tesco provide effective training and development program to their
employee in order to better manage their grocery goods and services and also retail outlets within
the business effectively. Tesco must need to conduct training and development program to their
employees and other staff in order to make them more efficient towards their work and also
make them friendly towards innovative technologies which can used in the business in respect of
increasing their market share effectively within the business (Jackson and Parry, 2011). Training
furnish a wide range of skill and new experience of Tesco employees and with the assistance of
this they can generate more profitability for the business and also develop their own skill more
effectively. Some of HRM practices make Tesco company's employee more flexible in the
business. So their worker would be able to work more efficiently in each critical condition of the
corporation. Effective development program can develop flexibility of Tesco employee and with
the help of this skill, their employee would be more cost effective for the business and employee
also generate their skill efficiently. Tesco company HRM department also provide some
orientation program and training program in which they try to make employees more motivated
and dedicated towards their employment and responsibilities within the business. So Tesco
would be able to collect more revenue from the business and also their employee feel better
within the business when they feel satisfy from the job facilities and services of Tesco company
and their dedication would be raised towards their job responsibilities within the corporation.
M.3. Different methods used by Tesco in order to develop their employees
 HRM professionals of Tesco company often try to split broad positive behaviour within
the business and also provide some communicational program in which their employee
would be able to generate more association among other employees within the business.
Strength of this HRM practices is that employee can share their working experience and
working skill to other employees in order to prepare them more effective towards
accomplish organisational goals effectively (Knowles, Holton III and Swanson, 2014).
Weakness of these practices is that several time by miscommunication among employees
raise demotivation at the workplace and it makes negative impact on the business.
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 Attractive incentives and allowances and some rewards to their employee can increase
job satisfaction level of Tesco employee's effectively within the business. There are
several rewards and incentives given to their employees to improve worker's working
efficiency. The best strength of this approach is, it helps the employer to modify their
working condition and improve job satisfaction level of their employees which make
increase working condition of Tesco company (Moutinho, ed., 2011). Weakness of this
approach is that it makes raise expenses of business which give negative impact upon
revenue of Tesco corporation.
 Tesco furnish time to time some training and development program to their employee
within the firm. So their employee would be able to become more innovation friendly
and also learn various new techniques to better handle their retail outlets within the
business effectively (Flamholtz, 2012). The strength of training and development
program is that, it retrains Tesco company employee to learn new approach to manage
business and this approach helps to increase working efficiency and productivity of the
business as well. Weakness of this HRM practices is very usual that is, it makes their
employee board and tired and takes lot of time to conduct this process within the
business.
P.4. The effectiveness of different HRM practices in order to raising organisational profit and
productivity Learning, training and development: There are several HRM practices are presented in
Tessco company in which its HRM professional use these practices to business
development more effectively and generate more profit and productivity for the
corporation (Glendon, Clarke and McKenna, 2016). Learning is a process which has
never ending stage. It is a continuous process which is running in a lifetime. There are
several HRM practices like training and development program, recruitment and selection
program which help Tesco business employee to learn new things and experiences while
they are doing their job more effectively. Training and development program also give
broad guidance to their employee to learn new techniques and approach to modify their
working quality effectively. With the assistance of training and development program
there are several innovative things are touch to Tesco employee in order to modify their
employee more efficient and they would work more smartly for Tesco corporation so that
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organisation revenue generation would be increased and also raise profit and productivity
for the firm efficiently. Payment and reward system: payment and reward system is an essential section of a
business. In the case of Tesco company (Griffin, 2013). They provide several types of
attractive payment and reward system to their employees in terms of increase their job
satisfaction level in the business and also raise their motivation level as well. HRM give
some incentive to those employees who are more dedicate within the business towards
their job and giving more effective performance and dedication towards their job role and
responsibilities within the businesses. Tesco gives more effective payment system with
the effectiveness of incentives in the salary. Their employee are provided some offer to
earn more profit within Tesco business with the help of increasing their job activities and
responsibilities at the workplace. Their extra work in the company furnish effective
incentives to their employees and also dedicated employee deserve to some effective
allowances to those employees so that their employee feel more satisfied and make their
more dedication towards their job responsibilities within Tesco corporation. These
exercises would generate more profit to the business and also raise their profitability with
the help of their dedicated workers at their retail stores.
 Flexible working options: There are some HRM practices are presented for increasing
their working efficiency and also modify their employees towards flexibility working
condition at several complex condition of the organisation and also make them more
efficient to work more hard for Tesco business in the complex competition. Flexible
working condition are most necessary skill for each business in terms of accomplish
business goals and objectives more effectively (Farndale, Scullion and Sparrow, 2010).
HRM practices within Tesco corporation furnish their employee more reliable approach
to work better at the workplace and also modify quality of working condition within the
corporation as well. In Tesco company, retail sector are becoming more complicated
nowadays and so that their worker need to develop their working flexibility more
sufficiently in respect to achieve organisation objectives and targets easily. Flexible
workforce may provide huge efficient working qualities for the business. This HRM
professionals working capacity need to develop more flexibility at the workplace so that
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their business profit and profitability could be generated within Tesco corporation more
effectively.
TASK 3
P.5. The importance of employees relations in order to influencing HRM decision-making
Every business need to follow a healthy working culture within its corporation so that
provides some effective outcomes of the business by making healthy relations within firm.
Employees are a most important part of each business to run a business effective manner and
also done their all work more effectively within the corporation (Mitchell, 2013). ITV is a
business firm which are doing great business in their segment and using numbers of approaches
within its business to better communicate its employees within the business effectively. A
positive working culture are most necessary part to create a healthy working condition and
situation at the workplace. There are several direct communication methods are engaged by ITV
firm within its business to formulate a positive and energetic working culture by establishing
several kinds of employees relations in organisation. Employees relation are most important part
to communicate each employee with their top management and HRM departments within the
business. ITV frim use collective bargaining approaches to communicate their employee's issues
and demands to their top management. Administration of the company better understand
employee's issues with collective bargaining approach within the business effectively. Collective
bargaining is an approach in which leader and manager of ITV firm need to take collaborative
discussion among their employees within the organisation and discuss about their current
scenario of working condition in the business (Abdelhak, Grostick and Hanken, 2014). ITV
business uses a wide rage of direct communication system. An effective collective bargaining
can provide firm about some updates which are necessary to for the company such as their sales
progress within the business, working environment at the workplace and employee's
engagements with each other. ITV firm leader also ask for relevant changes within the business
to improve the quality of business working conditions. ITV firm's leader also can take
consultation program with their employees within the business. So that their employees working
condition and relation can easily find out by consulting with few senior employees within the
firm who are representing team works in the business. Company can consult with some
representative team leaders at the workplace who are selected by their workers as a
representative. There are frequent scale of changes are being done within the business by using
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innovative technologies in ITV firm (Lewis, Packard and Lewis, 2011). So that it is most
beneficial for the business management to conduct a conducting program among employee's
representative leader to take feedback from them about some relevant changes within the
business and also workers difficulties at the workplace with the help of better employee
relations. With the help of these activities' employer of ITV able to set appropriate relationship
with their employees. Suggestions of employee representative helps to modify decision-making
process of TV employer effectively (Heizer, 2016).
 M.4. The key aspects of employee relationship management
 Collective bargaining approach help to get much feedback and suggestion from their
employees within the firm. So employer must try to remove all the barriers efficiently.
Employee's advices can provide a relevant idea about some necessary changes within the
business. These ideas could help the organisation to increase their profitability and
productivity.
 ITV firm's HRM team must follow friendly behaviour at the workplace and also provide
required resources to its employees in order to keep satisfy employees towards their job
responsibilities within the business. It increases working efficiency of employee and
which prove cost effective activities for the firm (Salvendy, 2012).
 Consulting with employees can provide some development idea to employer and business
expansion thoughts which would be productive for the business.
P.6. The key elements of employee legislation and impact upon HRM decision-making
In each of the country, each states has its own some legislation rules and provisions
which make impact upn HRM decision-making process. There are some areas in which HRM
department of ITV firm should need to take full its attention while making their decision towards
whole company. There are some topics like record possession, labour relations, employee
criminal record check, discrimination at the workplace and harassment activities suspect-ion in
the business. Federal low of the country make direct impact upon the large business of the
country and there are some small business not affected by federal low legislations. This is
depended on the size of the business in the country. HRM professional of ITV firm need to
protect their rights and activities by employment law that would help to protect employees rights
and authorities within the business effectively. HRM professionals of ITV firm also ensure that
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each changing areas of the business also frequent cheeked by their authorities to provide a fair
justification to employees within the corporation.
 M.4. The key elements of employee legislation:
 There are some factors like wages, working time, payment and rewards system of
employees within ITV firm must be checked by HRM professionals frequently and
revised them according to policies of business and legal provision of the country
regarding to better pay scale of workers. HRM decision must be made by mentioning it in
the mind towards the employees (Greenberg and Colquitt, eds., 2013).
 Employee need to take leave from their work, according to this term, ITV corporation
must need provide some leave provision to its employees within the business in some
critical condition like sickness and illness of employee. There must be sick leave
provision in the company to take leave from the job for few days.
 Trade and labour union play an essential role in each country to provide protection of
employees rights at the workplace. Trade union are here from 1930's to furnish employee
equality authorities to employees in the business and labour union majorly care about
employees benefits such as better payment system, working condition within the business
and also it makes sure that employees are treated in the business with dignity and respect.
 HRM decision-making process is influenced by each state low and legislation rules
because, there are some legislation are here such as Civil right Act 1964 is a major
federal law which furnish protection about discrimination climate at the workplace like
sex, race, religion etc. Protect them effectively (Stahl, Larsson, Kremershof and Sitkin,
2011). If ITV employees feel any kind of harassment and discrimination then they can
use this Act provision to take a legal action against the guilty person. Organisation also
need to take a look at the federal law system and their amendment towards the employee
while HRM professionals making their decision.
ITV firm HRM department need to take a look at all activities which are related to the
employees within the business and also need to fulfil all requirements of employees in the firm.
While HRM departmental of ITV making their decision towards the employee within the firm
then they need to take a look at all the federal law legislation of the country and also ensure that
their decision towards employee are void according to federal law of the country.
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