Human Resource Management Report: Recruitment, Practices, and Impact

This report delves into the core aspects of Human Resource Management (HRM), exploring its purpose and various functions within an organization, with a specific focus on workforce planning and resourcing. It examines the strengths and weaknesses of different recruitment and selection approaches, providing a comparative analysis. The report also highlights the benefits of diverse HRM practices for both employers and employees, evaluating their effectiveness in terms of raising organizational profit and productivity. Employee relations are analyzed to understand their influence on HRM decision-making, along with the key elements of employment legislation and its impact. The report illustrates the practical application of HRM practices through a work-related context, utilizing specific examples to provide a comprehensive understanding of the subject. The report uses Tesco as a case study to highlight the practical application of HRM practices.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
L.O.1................................................................................................................................................1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................3
L.O.2................................................................................................................................................5
P3: Explain the benefits of different HRM practices within an organisation for both the
employer and employee. ............................................................................................................5
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................6
L.O.3................................................................................................................................................7
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................7
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making..........................................................................................................................8
LO4..................................................................................................................................................9
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples......................................................................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management refers to those activities which are mainly concerned with
the procuring and hiring people in the operations of the business along with providing the
motivation, training and development for enhancing the skills of those people for the purpose of
achievement of organisation goals and objectives. Tesco is a UK based company which was
founded in 1919 for the purpose of dealing in the retail products such as food products, clothing
products and home essentials. The above report shows how the organisation implemented its
human resource activities in their areas of operation (Boko and et. al., 2018).
L.O.1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation.
Human resource management includes a range of functions and purpose for being implemented in
the organisation.
Purpose of HRM
 The functioning of the human resource management helps the organisation to achieve its
goals and objectives by enhancing the skills of the employees and motivating the
employees towards the work (Chowdhury, Raut and Narman, 2019).
 HR manager put efforts towards effective implementation of the skills and knowledge of
the person being employed in the organisation.
 It helps in raising the level of job satisfaction among the employees by encouraging them
in such a way so that they can realise their potential.
 The personnel involved in the activities of human resource management helps in
maintaining the quality and effectiveness of the work so that it brings satisfaction among
the employees as well as among the customers of the organisation.
 The activities included in the human resource helps in the development of healthy
relation among the employees which helps in bringing harmony and peace within the
organisation.
 It aids in bringing the highest level of development of the skills and abilities of the
personnel by imparting the appropriate training and development programs(Issac and
Baral, 2018).
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 The functioning of this aspect helps the organisation to maintain its ethical culture within
the organisation as well as among the society.
 It will be helpful for the employees to achieve their personal objectives by aligning it
with the organisation objectives which helps in career development of the individual.
 It gives an competitive advantage to the organisation by upgrading or improving the
employees of an organisation as per the change in the business environment by analysing
the factors which are transforming so that the management can implement improvement
strategies in their training and development (Kalarickal, 2019).
Tesco is organising its human resource activities in such a way that it helps the organisation to
obtain skilled labours for the organisation which aids in the overall development of the entity to
achieve higher financial results along with the customer satisfaction and job satisfaction.
Functions of HRM
Every organisation has a involvement of a range of human resource functions for the
purpose of getting and development of the personnel for the achievement of organisation goals
(Lanke, 2018).
A. Managerial functions
 Planning: This function is involved with the estimation of staff requirement by analysing
the present and future needs of the human resource in the operations of the business.
 Organising: It refers to assigning different responsibilities and duties to different
personnel as per their skills and abilities along with the delegation of authority. It is
mainly concerned with the coordination of all the activities assigned to different
employees to achieve certain objectives.
 Directing: This function is concerned with the encouraging the efforts of all the
individual to move in the same direction of performing organisation task. The leader must
ensure that all the team members must move in the right direction of achieving the
organisation goals.
 Controlling: This function involves evaluating the performance of the employees by
analysing their tasks which are being completed by them to find the deviation in
performance. If there is any deviation then finding the reason of such deviation for the
purpose of taking corrective actions(Machlis and Tichnell, 2019).
B. Operative functions
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 Recruitment: It is related to the attraction of people to apply for the vacant jobs with in
the organisation to become the potential candidates for the organisation who can be
selected by their superiors to work in the organisation.
 Training and development: It leads to enhancing the possessed skills of the personnel
along with providing and developing the new skills within the employees to improve
their efficiency.
 Remuneration of employees: Employees should be provided with the adequate
monetary benefits according the skills and abilities of the individuals so that they will be
retained at the job (McCormick and Donohue, 2019).
 Reward system: It is concerned with providing additional benefits such as incentives,
additional bonus etc. to those personnel who are performing extra ordinary within the
organisation. This helps in motivating the employees to increase their performance for
the purpose of increasing their rewards to earn more.
 Motivation: It leads to influencing the behaviour of the people at work towards the work
of the organisation so that they can put their maximum efforts towards the
accomplishment of the goals of the company.
 Record system: The HR manager is responsible to maintain the records of all the
individual who are working within the organisation for keeping track of their
performance for the purpose of taking decisions regarding promotion, firing of employee
or training requirements(Pandey, Schulz and Camp, 2018).
 Separation: It leads to ensuring the retirement benefits of the personnel by planning and
allotting the perks.
Tesco has been performing its functions really by analysing the demand of the personnel with
right skills and supplying them on time to the organisation so that it will lead to smooth
functioning of the business.
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment refers to the procedure of identifying the vacant jobs within the
organisation and procuring potential people to apply for the vacant job. There are 2 sources of
recruitment which are explained as follow:
A. Internal source of recruitment
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It is concerned with attracting the people within the organisation who are currently
working with the organisation (Pera, 2019). Tesco uses certain methods for this approach of
recruitment such as circulating notice on system, putting notice on notice board etc. below are
the strength and weakness of this approach :
 Strength: The main advantage of this it helps in exciting the employee for their career
growth which helps in attracting more employees from outside as well. Apart from this, it
also saves time and money of the organisation(Podolsky, 2018).
 Weakness: The company is not able to get new set of skills and knowledge within the
organisation which leads to inflexibility in the culture of the organisation.
B. External source of recruitment
In this approach, company hire new talents from outside the company which have a
different set of skills and knowledge apart from those which are already exist within the
organisation(Riccucci, Naff and Hamidullah, 2019). It uses techniques such as campus
recruitment, employment agencies etc. to get the employees.
 Strength: It helps in improving the effectiveness of the strategies and plans of the
organising by utilizing the fresh talent which are being made as a part of the organisation.
 Weakness: It increases the cost of scheduling interview drives for the organisation which
becomes a major disadvantage for the organisation to adopt this approach of recruitment.
Selection is majorly concerned with selecting the right candidate among the application
which are beneficial for the organisation by analysing the skills and abilities of those candidates.
Tesco conduct interview drives, aptitude test etc. for selecting the employees for the
organisation. Below are some of the approaches of selection:
A. Application forms
This approach is concerned with the getting the information from the candidates
regarding their skills, knowledge and experiences in a written format to select them on the basis
of analysis of this information(Shen, Dumont and Deng, 2018).
 Strength: It helps the manager to analyse the data of all the individuals at a same time
and facilitate easy comparison which leads to minimization of the efforts and time of the
manager.
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 Weakness: The drawback of this approach is that there might be a possibility that the
candidate can mislead the manager by providing wrong information.
B. Personal interview
In this, all the candidates are being evaluated face to face by the interviewer through the
use of range of questions to identify and evaluate their skills and abilities.
 Strength: It facilitates the interviewer to analyse the interviewee in an best manner as
face to face facility will make them to analyse the candidate more effectively.
 Weakness: It is costly to conduct interview drives for the purpose of getting the
personnel and it also makes the seniors to take out time from their busy schedule to make
them indulge in analysing these candidates.
L.O.2
P3: Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
There are certain HRM practices which comes with different benefits in an organisation
and some of them are elaborated below:
 Providing security to employees: This practice is concerned with the providing certain
security to the personnel such as financial security, health security, job security etc. These
benefits helps the organisation to retain their employees for a longer period of time.
 Hiring the right people: It is concerned with selecting the most suitable employees for
the organisation which will eventually helps the organisation to achieve higher level of
success.
 Developing self managed teams: It is concerned with emphasizing decision-making
ability within the members of the team so that they can take decisions on their own which
will reduce the burden on the leader(Su, Wright and Ulrich, 2018).
 Performance based compensation: This practice involves providing certain benefits
such as extra bonus, incentives etc. to those employees who are performing well in their
operations as compared to others which motivates them to become more efficient.
 Training and development: Training and development is the major aspect for the
business to develop and maintain the necessary skills and abilities of the individuals by
identifying the training requirements of the individual based on their performance.
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 Providing access to information: It is concerned with providing access to the
information of the organisation to those who are in need of it so that they can get the
necessary data for the functioning of the activities and analysing their own performance
for the purpose of achieving career development.
Tesco has been exercising its human resource practices in an most effective manner which makes
the organisation to impart job satisfaction to the employees as well as achieving customer
satisfaction by their efficiency. It also aids in bringing harmony and high performance work
culture with in the organisation.
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
Human resource practices involves certain aspects which helps the organisation to raise
its financial results in the long run as well as in the short run by improving skills, knowledge and
job satisfaction among the employees. Some of these effectiveness are elaborated as above:
 Employee retention: By making the employees retained in the organisation, the
management is able to get the benefits of the abilities of those employees for a longer
period of time. It helps in avoiding the cost involved in the training and development
activities of the organisation which will eventually raise the profits of the business.
 Leadership development: HR manager helps in developing the leadership qualities
within the employees by providing them the freedom of decision making so that they can
develop and enhance their analytical skills which helps the organisation to increase their
efficiency in operations.
 Performance management and reward system: This practice involves improving the
performance of the employees by evaluating their performance on the task and also
providing them additional benefits based on their extra-ordinary performance which
makes them motivated towards making themselves more efficient which will benefit the
organisation to generate more revenue and reducing the expenses.
 Recruitment: It involves with identifying the empty job positions within the
organisation and attracting different people with different skills and experience to apply
for these jobs. Through this company is able to get fresh talent with their unique ideas
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which will be helpful in developing effective business strategies for the organisation
which ultimately helps in raising the profits of the organisation.
 Talent management: It is concerned with the assignment of the task and responsibilities
according to the skills and abilities of the individual so that the tasks have been
performed with maximum efficiency which helps the organisation to enhance the quality
of the work.
L.O.3
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employee relations is concerned with the relationship exist among the employees at the
workplace. Employees at Tesco are implementing this aspect really well which helps in bringing
harmony and coordination among the employees of an organisation(Tsiropoulou, Mitsis and
Papavassiliou, 2018). There are various benefits of employee relation which are explained as
below:
 It helps in making the completion of the tasks more easy as employee relations helps in
sharing of the work.
 It aids in making the work environment joyful and happy as if the employees work
together by building healthy relation then it will also built health relation among them all.
 When there is a effective employee relations have been there with employees then it
improves the issue of absenteeism within the business.
 It helps in reducing the conflicts at the work place as employee relations helps in making
decisions collectively which reduces the issue of difference of opinion among the
individuals regarding the problem which have been raised.
 It encourage them to share their work with each other and it also improves the
performance of the individuals if they are in team then it will also improve the team
performance.
 It makes it possible to develop effective communication among the members of the
organisation in various aspects of the business so that the gap between the superiors and
subordinates can also be reduced.
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 It strengthen the coordination among the employees as through employee relations
personnels can easily understand each other views and opinions effectively.
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
There are certain rules and regulation which have been developed by the government for
the purpose of protecting the rights of the employees at the workplace. Below are some of the
legislations explained:
 Civil Rights Act, 1964: This law has been created by the government to protect the
employees from the discrimination on the basis of gender, colour, religion etc. This law
helps the employees to work fairly within the organisation.
 Equal Employment Opportunity Act, 1972: This law is being established for the
purpose of providing equal opportunities to all the employees which helps the
organisation to make decision on the allotment of the work among the employees.
 Pregnancy Discrimination Act, 1978: This law have been created by the government to
form the rules and regulations for the protection of the females in the company. This
emphasize that the company should provide maternity leave to them instead of firing
them from the job.
 The Family and Medical Leave Act, 1993: This law have been created to make the
employees to have a right to take of around unpaid leaves of 12 weeks in a year for the
aspects related to the family. It also provides the right to them to take leave on the
medical issues.
Tesco has been following all these Acts in their business operations which helps the organisation
to attract talented employees in the organisation and help the business to retain these employees
for a longer period of time.
LO4
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples.
Organisation like Tesco has different work related HRM practices which helps the
organisation to enhance their areas of operation. Some of them are as follow:
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 Job specialization and job description: Job specialization refers to the requirements
which are needed to get the vacant job such as qualification, experience, skills and
certifications whereas job description refers to the information containing the job title,
duties, responsibilities and the superior they have to report.
 Recruitment and selection: This practice is concerned with getting the best talent for
performing the functions in the business by analysing the candidates in the best possible
manner.
 Job advertisement: This aspect is concerned with the designing of the job advertisement
on the basis of the requirement of the company and placing them on various platforms
such as linked in, newspapers, TV ads etc. This helps the organisation to attract a large
number of candidates to apply for the vacant jobs which helps in reducing the time of the
superiors for getting the employees.
 Impact of technology: Technology plays a major role in increasing the efficiency of the
business operations of the entity. HR manager builds and maintain the records of the
individuals who are working in the organisation. This enables the organisation to track
the performance of the employees as well.
 Interview and preparation best practice: Interview is a process of analysing the skills
of the employees through a series of question so that they can decide whether to select
that candidate or not. In an interview, certain questions are asked such as where do you
see yourself in 5 years, what are your expectations from the company, what do you know
about the company.
Job advertisement
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Vacancy Announcement
TESCO is currently looking for passionate and dedicated candidates who are interested in
contributing to assistant human resource manager role in TESCO, London, United Kingdom
branch.
Position: Assistant Human Resource Manager
Qualification and Experience
MBA ( Human Resource Management)
1 Year experience in the same field
Job Description
To assist management to
Salary:
Salary range is € 15,000 and commencement bonus
Age: Maximum 30 years
Application Process: Interested candidates are required to share their CV on www.tesco.com
CONCLUSION
From the above report, it is being concluded that Human Resource Management (HRM)
has been an crucial part for the organisation which helps the organisation to obtain skilled
personnel at affordable compensation and develop them in the respect to the business
requirements which will eventually raise the profitability of the business(Zhang and et. al.,
2018). Human resource management performs a range of functions for the purpose of the
sustainability of the organisation. The management uses the technique of recruitment and
selection in which candidates are being attracted and evaluated on the basis of their skills.
Organisation involves a range of business practices such as reward system, talent management
etc. which helps the organisation to retain their best employees for a longer period of time.
Moreover, there are certain rules and regulations made by the Government which all the
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companies has to follow for getting the employees and providing them freedom so that the job
satisfaction must exist within the organisation.
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