Human Resource Management Report: Functions, Recruitment and Selection

This report delves into the core functions of Human Resource Management (HRM), focusing on recruitment, selection, and their significance within an organization. It begins by defining HRM and its role in managing employees to achieve organizational goals, using Tesco as a case study. The report explores the purpose of HRM, including ensuring legal compliance and conducting performance appraisals. It then examines different approaches to recruitment, such as internal and external methods, evaluating their respective strengths and weaknesses. Similarly, it analyzes selection processes, including systematic and unsystematic approaches, highlighting their advantages and disadvantages. The report concludes by emphasizing the impact of these HRM practices on employee productivity and organizational profitability. The report also includes relevant references from books and journals.

Human Resources
Management

INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose and function of HRM...............................................................................................3
P2. Strength and weaknesses of different approaches to recruitment and selection...................5
REFRENCES...................................................................................................................................8

INTRODUCTION
Human resource management is been defined as those type of practices that makes an
organization control and manage employees working within an organization. As per this
responsibility over making plans and policies in an organization. These are also required in
developing of an organization in equivalent terms. They are reliable for making targets to be
achieved that has been formed by an organization. Tesco is an UK based multinational retailer
which deals over various products and services like retailing of clothing, electronics, books, toys,
furniture, financial services and internal services. Such report contains description regarding
different functions of HRM along with strength and weaknesses in recruitment or selection
process. Further in this report explanation about HRM practices upon employees and employer
that has been affecting productivity and profitability. In the end significance of employees
relations with legislation upon decision making.
TASK 1
P1. Purpose and function of HRM
Human resource management is been defined as the process which includes recruiting,
selecting, inducting, orienting and providing training with development of employees working
for an organization. Main role of Human Resource department is there to manage employees
working through organization in a way of supporting while accomplishing of organizational
goals. Tesco is a British retailer that operates business throughout the world by operating a chain
of supermarket. Hence in order to manage operations that makes recruiting, selecting, inducting,
orienting and providing training with development for making employees work in an
organization. Main role that is played by Human resource department is to make managing of
employees working in an organization in a way that support or helps in goals to be achieved that
is set by organization. For managing operations Tesco is required to have effective management
by its HRM department this is going to enhance efficiency delivery of services and customer. For
managing of employees through effective workforce planning. HR manager of Tesco should be
performed these functions are explained as follows:
 Recruitment & Selection:- This is one of the main function of HR managers that
ensures that right employees is required to be selected over position in an organization
that makes accomplishment of goal and objectives possible. HR manger of Tesco is
required to ensure high skilled and competent employees is been recruited or selected for
filling vacant position in the organization. This makes work to be improved with quality.
 Training & Development:- It is another essential function in which employees are being
provided with proper leadership and guidance in order to improve current as well as
future performance. On other side it must also focus over organizing development

programs which focuses over enhancing the knowledge of employees on the basis of
changes in external environment. The HR manager of Tesco must provide regular
training and development program to its employee in order to ensure enhancement of
their knowledge and skills. Also it increases there catch over new development taking
place within an organization like Tesco that makes enhancing of work possible with new
developments in it.
Purpose:-
Human resource department is there for ensuring that all operations is being performed in
proper and effective manner that leads towards maximization of productivity which makes
competitive edge to be attained that is to be achieved. These are main purpose of human resource
manager of Tesco is as follows:
 Law compliances:- The main purpose of Human Resource manager is there to ensure
that all activities should be performed through making considering of all legislation and
legal standards in order to avoid any legal compliances possible. HR manager of Tesco
must have through knowledge of laws that regulates with work for effective workforce
planning that is made by considering legislations formulated by government.
 Performance appraisal:- The human resource manager holds responsibility to evaluate
performance of employees to make identification of performance through gap and
working over improvisation within it. Tesco HR manager should be regular evaluating
performance of its employees for identification of gap within real or expected through
rectifying those improve efficiency.
HR management is one of the most important part of an organization like Tesco as it
helps in developing of resources that makes appropriate candidate to be selected for the position
upon which he has applied for. Also HR makes sure that fairness is followed no biasness exists
within selection process. HR makes employees motivated by providing them appraisal over there
performances. These are some important function that is been performed by Human resources
management in Tesco.
P2. Strength and weaknesses of different approaches to recruitment and selection
Recruitment with selection is considered as one of the essential role that is being played by
Human resources department that ensures employees through adequate skills and capabilities
must be positioned at right place and working towards accomplishing of all the goals and
objective that has been formed by the organization in order to gain strength and sustainability in
an organization.

Recruitment:- This is been refer as the process for appropriate participation of
participants within job position and making influencing over applicability of participants over
vacancy by advertising about job role. Recruitment basically uses two kinds of approaches that
has been explained as follows:
 Internal recruitment:- Such approaches is used when Tesco look within the
organization and assessing the capability of existing employees in order to fill up the
vacant position by placing an existing workers over higher position. Some of internal
recruitment techniques is been transferred or promotion.
Strength Weakness
 Internal approach reduces the cost of
recruitment and has been helping in
placing loyalty of employees over
vacant position.
 Internal recruitment support in easier
and quicker actions but this process
limit the talent pool by restricting the
choice over few employees.
 External recruitment:- External recruitment is one in which Tesco place several
advertisements regarding the vacant position present in organization to call people from
outside. In order to recruit fresh talent using techniques like newspaper advertisement,
official website advertisement etc.
Strength Weakness
 Main strength of such recruitment is
thaat it provides larger talent pool to be
searched over vacant position. This
makes the best candidates to be
selected
 Major strength of external recruitment
is that it provide a large pool of talent
to choose best among them for vacant
position.
 Main weakness of external recruitment
is that it cost higher and also take long
time in process of recruitment.

Selection:- This is been defined as the process of choosing that is suitable and deserve
candidate for making available through making organization required skills with capabilities
after making assessing candidate for various tests. These approaches is been used by Tesco for
making selection employees that has been explained as follows:
 Systematic:- In this approaches involve the series over steps that put more emphasis
towards evaluation of skills over candidate in order to choose the best among all the
applicants using various techniques like psychometric test and screening test etc.
Strength Weakness
 Systematic approach has been helping
in selecting for deserving candidate
according to skills and capabilities. It
makes only deserving candidates to be
selected by analysing their skills and
capabilities.
 As per the approach time and cost
required is more or very high.
 Unsystematic approach:- This is refer as the process according to which candidates
applied for vacant position is getting selected by randomly first. After this there skills is
being compared through capabilities required for filling of all the position. This is done
through group discussion and interviews with various other methods.
Strength Weakness
 It is leading for filling of all the places
of organization that is been kept vacant
or vacancies is been declared for. This
saves time and cost through making
less usage of it possible.
 The candidates is been selected through
process that is not always right and at
times most of the deserving candidates
may miss opportunity to work in best
organization that they are willing to
work for.

HRM management used various kind of above mentioned recruitment process and there
strength and weakness depends over there nature that is there in an organization. Also strength
and weaknesses helps in identifying the best recruitment process to be used by Tesco

REFRENCES
Books and journals
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innovation in SMEs. Personnel Review.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, pp.22-35.
Chaudhary, R., 2020. Green human resource management and employee green behavior: an
empirical analysis. Corporate Social Responsibility and Environmental
Management, 27(2), pp.630-641.
Liu, P., Qingqing, W. and Liu, W., 2020. Enterprise human resource management platform based
on FPGA and data mining. Microprocessors and Microsystems, p.103330.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Morley, M.J. and Heraty, N., 2019. The anatomy of an international research collaboration:
Building cumulative comparative knowledge in human resource management.
Presbitero, A., 2017. How do changes in human resource management practices influence
employee engagement? A longitudinal study in a hotel chain in the Philippines. Journal
of Human Resources in Hospitality & Tourism, 16(1), pp.56-70.
Wang, X., Feng, L., Zhang, H., Lyu, C., Wang, L. and You, Y., 2017, April. Human resource
information management model based on blockchain technology. In 2017 IEEE
symposium on service-oriented system engineering (SOSE) (pp. 168-173). IEEE.