Human Resource Management Practices at Wilko Retailer Ltd.

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Human Resource Management

Contents
Introduction......................................................................................................................................4
Task 1...............................................................................................................................................5
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................5
M1: Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................8
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................9
M2: Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.....................................................................................................................................12
P3: Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................13
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................14
M3: Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.................................................................16
D1: Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples..........................................................................17
P5: Analyse the importance of employee relations with respect to influencing HRM decision
making.......................................................................................................................................18
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision making.........................................................................................................................20
M3: Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context................................................22
Task 2.............................................................................................................................................23
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................23
M5: Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................26
D3: Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context.....................................................27
Conclusion.....................................................................................................................................28
Reference:......................................................................................................................................29

List of Figure
Figure 1: Planning process............................................................................................................6

Introduction
Human resource management is the key process of the organizations which manages an effective
workforce. Being an assistant manager of Wilko Retailer Ltd. Is British high street chain which
operates households and homeware goods. The main aim of this report is defining the principal
and its objective in terms of proving an effective resource to the resource. Human resources play
a role for employees of the organization and also for departments which are responsible for
resource management. This report is including the role of human resources in the life of students
and how they are connected with it. This report has the techniques which are used to reduce the
work of employees. Being appointed as an assistant in the Wilko Retailer Ltd. This report has an
objective that shows the importance of human resource in any organization. The importance of a
good employee is showing in this part of the report and shows the need for a good employee.
Human resource management is required an efficient working team for an organization. Human
resource management is used to create an effective background for any organization.

Task 1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human resource management is the key to the success of an organization with the quality
workforce. The major HRM activities include planning, recruiting, developing, and maintaining
employee relationship. It includes developing, acquiring and maintaining the business resources.
Human resource is the main function of business which is focused on the aspects of people.
Following are the purpose of HRM:
Purpose of human resources:
Human capital: Wilko Retailer Ltd. HRM assists in planning of workforce with the aim to
obtain the right people for the right job role to achieve strategic and desired goals of the
organization.
Employee engagement: One of the strategic objectives of HRM is to improve employee
engagement to eradicate poor performance, low productivity, and workplace conflict. It includes
raising enthusiasm for contributing to the organizational goal (Mayhew, 2019).
Succession planning: The most important objective of Wilko Retailer Ltd. Retail HRM is
succession planning for employees for ensuring the workforce to meet future staffing needs. This
is the career planning of employees and assigning new roles as per their skills.
A function of Human Resources:
 Function of Management
 Operative function
Management function: These functions of Wilko Retailer Ltd. HRM is related to planning and
organizing of a business plan. The methods which are related to management function:
 Planning: Planning is the primary function of management of an organization. Planning
includes identifying and analyzing process for organization (Berman, et. al., 2019).

 Organization: In this process arrange the member according to their skills of workers.
 Direction: This process is required to allow the employees activities to their different
levels of work (Berman, et. al., 2019).
 Controlling: Performance of the employees is reviewed in this process of management.
Operative function: Operating function is used to create an employee’s process the business
organization.
 Hiring: hiring process is conducting for select employs for business organization
according to their efficiency.
 Design and analysis: this process including the qualification and work experience of
employees according to specific job (Brewster, et. al., 2018).
 Performance: Appraisal for performance is providing motivation for employees and
support to increase their performance.
 Training: this method is necessary for employees to learn new technologies and skills of
business.
 Labour relation: this relation is showing the coordination of employees as a team.
Figure 1: Planning process

Source: (Brewster, 2018)
The Role of human resources in Organization:
Meeting customer needs: the human resource organization is providing a long team for
profitability. The stakeholder wants the profit for their investment means meeting is required for
showing profit of services and product.
Retaining employees: the organization is retaining their best people because retaining
experienced employees are cost-effective for organization.

M1: Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives
Human resource management is providing following objective for organization to improve
productivity.
 Hiring: It is used to obtaining an exact number of staffs for fulfilling the goal of the
organization. It is helpful in accomplishing the objectives of an effective workforce in the
organization.
 Developing organizational climate: It is helping to provide encouraging a climate for
employees for their motivation. It encourages employee to develop and utilize their skills
which focuses on maintain performance and improve productivity for organization
(Mayhew, 2019).
 Maintaining relationship: Human resource management is creating a better employee
and employer relationship. Human resources are work on the right of employees and also
include safety and privacy for employees.
 Employee engagement: Human resource management provides a creative and helping
workplace for employee which is required to build good coordination of team members.
This leads to help in achieving team goals which contribute to the success of the
organization.

P2: Explain the strengths and weaknesses of different approaches to recruitment and
selection.
Recruitment and selection are important process and function of HRM for improving workforce
of Wilko Retailer Ltd. Retail Ltd. There are various methods of recruitment and selection to
search for potential candidates for right job roles. Both steps are important equally for hiring a
potential employee and attracting talent. Following are the Strength and weakness of different
approach of requirement and selection such as:
Online website: it is a technology-based selection process for recruiting employees in any
organization.
Strength:
 It is a cost-effective process.
 It increases the speed of equipment.
 Technology is providing helps to manage the process effectively.
 It provides global research and a wide range of information (Heidary, et. al., 2018).
Weakness:
 It is not effective for a computer illiterate person.
 A bad website is showing difficulties and provides a bad impact for an organization.
Agencies: private agencies that are work for placement in an organization it is may be
permanent or not. They have high-quality employees for
Strength:
 Provide quick response from employees.
 This process provides only referred to and high-quality staff.
 All the vacancy is not in public knowledge.
Weakness:

 It is a costly process.
 Customer deals with direct to company.
 Many employees are not fulfilling the recruitment criteria. So, selection process is
become lengthy for handle by organizer (Heidary, et. al., 2018).
Social networks: social network like LinkedIn and moster.com is working on this and they are
used for recruitment process for the organization. In the research, we find that more than 40
percent of employees used social sites.
Strength:
 It is a way to reach each generation of employees.
 It includes staff related to culture.
 It is more effective to promote our brand.
Weakness:
 It does not provide a personal touch for labor intensive.
 A poor presence of employees.
Press advertising and recruitment events: press advertising and recruitment events are the
processes which are used to select employees for the organization. In the press advertising, a
notice is published in the newspaper for vacancies in the organization. The recruitment event is
the example of a placement drive in which candidates are select by face to face meeting
(Amarakoon, et. al., 2018).
Strength:
 Press advertisement is best way to build brand value.
 Provide an online package.
 Recruitment event increases organization Awareness.
 These methods are cost-effective and take short time for managing events.
Weakness:

 It is not giving the chance of shifting for employees.
 Slow process.
 It is limited because all persons are not read newspapers.
The strength and weakness of different recruitment process are mentioned above. Technology is
providing an easy way for improving all the methods of recruitment but also shows weakness.

M2: Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.
The recruitment and selection process is adopted by every organization in order to achieve the
best practice of HRM. The organization must include internal recruitment and selection for the
vacant post which offers the opportunity to alter the positions. The external selection and
recruitment lead to meet the pool of candidate and bring new talent to the organization (Picincu,
2018). Following are the two approaches to recruitment and selection:
Approaches Advantage Disadvantage
Internal sources
It is a cost-effective and quicker process. Restricts the new ideas and talent
coming to the organization.
Employees are familiar with the policies
and regulations of an organization.
No suggestive ideas can be made
outside the organization.
Internal recruitment leads to increase
efficiency of organization with
experienced employees (Picincu, 2018).
Impact the changes and development
in organization
External sources
Large pool of candidates leads fresh
lookout to industry
It is time-consuming and expensive
Motivate current employees and develop
healthy competitions
Create a conflict of interest with
candidates (Picincu, 2018).