Human Resource Management: Practices, Employee Relations and Law

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within an organizational context, focusing on workforce planning, employee relations, and the impact of employment legislation, using Tesco as a case study. It begins by outlining the purpose and functions of HRM in workforce planning and resourcing, highlighting the importance of employee relations and performance management. The report then evaluates the strengths and weaknesses of different recruitment and selection approaches, including internal and external recruitment methods. Furthermore, it examines the benefits of various HRM practices for both employers and employees, assessing their effectiveness in enhancing organizational profit and productivity. The analysis extends to the significance of employee relations in HRM decision-making and identifies key elements of employment legislation that influence these decisions. Finally, the report includes a practical application of HRM practices in a work-related context, demonstrating the real-world implications of effective human resource management.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and function of HRM applicable to workforce planning and resourcing an
organisation.................................................................................................................................1
P2. Several strengths and weaknesses of different approaches to recruitment and selection. ...3
TASK 2............................................................................................................................................6
P3. Explain benefits of different HRM practices within organisation for both employer and
employee.....................................................................................................................................6
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity. ...............................................................................................................8
TASK 3............................................................................................................................................9
P5. Analyse the importance of employee relation in respect to influences HRM decision
making.........................................................................................................................................9
P6. Determine key elements of employment legislation which impacts HRM decision making.
...................................................................................................................................................10
TASK 4..........................................................................................................................................11
P7. Application of human resource management practices in a work related context..............11
CONCLUSION..............................................................................................................................14
REFERENECES............................................................................................................................15

INTRODUCTION
Human Resource Management is one of the most important department in an
organisation (Alexander, 2013). It is basically an operation in companies which is designed to
maximise employees overall performance in order to meet established goals of the business
organisation. Moreover, the prime focus of HRM is on people within the respective company
and emphasizing on several polices. It is a process which usually involves recruiting and
selecting employees. As well as providing proper induction and orientation in order to make
them comfortable in organisation. Furthermore, it also includes employees assessment like
encouragement, providing proper compensation as well as benefits, performance appraisal,
employee safety and many other. Scope of HRM is very wide. It consists of all functions which
are covered under the name of human resource management. This report is based on Tesco
which is an British Multinational Company. Its headquarter are in England, United Kingdom
which was founded by Jack Cohen. Tesco is an grocery and general merchandise which is the
third largest retailer in terms of gross revenue. Moreover, the purpose of this report is to
determine several function of human resources management applicable for planning and
resourcing an organisation. It will also include strengths and weakness of different approaches
of recruitment and selection. Moreover, evaluation of HRM practices which benefits employers
and employees will be covered that helps in raising organisational productivity as well as its
profitability. Analysation of employees relations and identification of key employment
legislation which impacts HRM decision making is also considered under this report.
TASK 1
P1. Purpose and function of HRM applicable to workforce planning and resourcing an
organisation
Human research management can be refers as a process of recruiting and selecting right
employees as well as conducting various activities for welfare of employees. This department
majorly work for improvement of employees performance which help organisation to achieve
goal and objectives (Alvesson and Willmott, 2012). There are various functions of HRM
applicable which leads to increase in performance of employees and improving overall
productivity of organisation. Human resource purpose is to motivate employees by maintaining
1

effective relationship with them and providing positive and healthy work environment so that
employees can work with their full potential. Workforce planning refers to a process of which
help in aligning the needs and priorities of company as well as people who work in organisation.
This process will ensure the organisation have enough current and future availability of human
capital. This is very important for effective and efficiency of organisation. Purpose and function
of Tesco company which helps in workforce planning and resourcing of organisation.
Purpose of HRM applicable
Enhancing employee relationship: Human resource department of Tesco company's
purpose is to manage employees and enhancing employees relationship with organisation. HRM
works to provide positive and healthy environment to employees of organisation so that each and
every employee can work with their full ability and potential (Ansoff and et.al , 2018). This play
a major role in workforce planning and resourcing of Tesco organisation. HR department is
responsible for planning of various activities which leads to motivating workforce of employees.
Performance management: This department of Tesco company have to plan regarding
performance management of employees. The purpose of human resource management is to
management performance of each and every employees in order to identity their contribution in
overall objective of organisation. This department plan to evaluating performance of employees
and as well as conduct various activities for improving performance of employees.
Functions of human resource management
Recruitment and selection: Human resource department function is find and hire right
employee for organisation. Recruiting and selecting right candidate at right place is very
important function of organisation. In recruitment process, HR department of Tesco company
role is to attract and stimulate high skilled employee within organisation. Selection is a process
of identifying and choosing right candidates with required ability for fill vacant job position in
company. HRM department have to develop effective and efficient recruitment and selection
plan so that company can hire right skill set in organisation.
Training and development: Training and development function play a essential role in
improving skills and ability of employees so that it leads to increase on overall productivity of
Tesco company. Human resource department will develop a plan for training employees and
identify best methods which help in development of employees. There are various methods of
2

conducting training program and its is function of human resource department to identify which
type of training will be more suitable to employee.
Compensation and benefits: HR department is responsible for developing different plans
and policies for comparison to employees. This is a function of human resource department to
identify different types of compensation and benefits that should be provided to employees. It is
responsibility of human resource to pay right and fair benefits to employees according to their
work (Cullen and Parboteeah, 2013). Each and every employee in organisation is entitled for
different benefits and compensation for their work. Human resource department function is to
develop compensation plan for each employees as well as manage all issues related to
compensations and benefits.
Human resource department of Tesco company is responsible for effective planning of
workforce and organizing all resources of organisation. This department will leads to directing
employees to achieve goals and objective of company and controlling all issues related to
employees.
P2. Several strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is a process that essentially focuses on finding and attracting potential
resources which enable a firm for filling up vacant position within an organisation. It selects the
candidates who have ability as well as requirement attitude for achieving the established
organisational objectives. Moreover, to increase the efficiency of hiring, human resource team
requires to effectively follow recruitment practices without any interruption. These practices
helps in ensuring consistency of the respective organisation. Whereas selection is basically a
process of picking the right candidates for the right king of job. It is a quite lengthy and complex
process which involves a series of steps before finally selecting of an employee. Tesco aims to
ensure all employees work together in order to drive business objectives. Moreover, it makes
sure that company has right number of people at right job (Flint and Van, 2012). To do this
effectively Tesco has structured the process of recruitment and selection which attracts
applicants for operational as well as managerial roles. There are several approaches required for
effective recruitment process.
Internal Recruitment: It a process of recruitment under which an organisation recruit
employee within the organisation for a particular job or duty. This is done when the organisation
feels that the candidates have suitable skills to fill in the vacant position. However, this
3

recruitment method is cost-effective which helps in boosting the morale of the employees. Many
organisation just like Tesco before considering their external recruitment prefer applicants
within the company for internal recruitment. In an organisation permanent employees as well as
retired employees are the main sources of recruitment. It is done through promotion,or transfer.
Currently Tesco is using promotion in order to recruitment vacant position within the company.
Following are the strengths and weakness of this kind of recruitment process:
Strengths Weaknesses
Quick decision-making is one of the strongest
strength of internal recruitment. Employees are
directly appointed by management.
Under internal recruitment the company
usually have limited pool of applicants and
they have to select employees from that pool
itself.
It is an cost-effective method of recruitment
under which least finance is required because
employees are selected within the respective
organisation.
It usually creates conflict among the colleagues
which negatively impacts morale of
employees. Due to this the employees do not
perform their allocated task with efficiency.
Less paperwork is required under internal
recruitment because all the important
documents are already submitted by employees
initially.
Moreover, the HRM will have to hire someone
to replace the person who has been promoted
or transferred to other position within an
organisation (Golicic and Smith, 2013). In
essence training for two employees would be
required.
Morale and retention of the employees at work
is increased because they feel motivated when
promoted to higher level and aim at doing
work with proper efficiency.
Internal recruitment usually faces the issue of
lack of diversity.
However, for Tesco the company make use of internal recruitment but they generally
evaluate each pros and cons of this recruitment before hiring the employees. They seek to
fulfil its vacancies primarily through internal recruitment and then to go to externally because
company's main motivate is to motivate its current staff which will tend at increasing overall
4

productivity of Tesco. Moreover, it has adopted the strategy of talent planning where employees
can apply through annual appraisal scheme for higher position.
External Recruitment: External sources of recruitment is a process of hiring people
from outside. Moreover, there are several ways through which external recruiting can be done
within an organisation. Under this firm carefully identifies and analyses vacant position and then
apply a particular method which best fills to fill in the requirements. Tesco majorly use this type
of recruitment when they are not able to fulfil the vacant position through internal recruitment.
Some of the most common methods of external recruitment are: media advertisement, recruiting,
campus placement and several other ways (Jeston, 2014). Tesco basically uses recruiting in order
to fulfil company's job requirements. External recruitment have various strengths as well as
weaknesses.
Strengths Weaknesses
External recruitment usually helps in creating
qualitative human resource under which their
is large availability of fresh talent.
External recruitment demoralise employees
because the company hires from outside
instead of promoting them. Sometimes the
existing employees resigns.
It helps in reducing the rate of unemployment
because new employees are appointed from
outside.
Under this type of selection there is huge
chances of wrong appointment. Moreover due
this effectiveness of the respective organisation
is decreased.
Under External recruitment there are chances
of facing better competition on grounds of
hiring new talent.
Major weakness of external recruitment is that
it is time consuming in nature because long
procedure of selection is followed in order to
employ right person at job.
Thus Tesco business objectives basically is to make sure that all the employees of the company
effectively helps in achieving the desired business objectives. Moreover, Tesco follows external
recruitment only when the needs of the vacant position is not fulfilled by internal recruitment
approach.
5

TASK 2
P3. Explain benefits of different HRM practices within organisation for both employer and
employee.
Human resource is a process which includes various functions such as recruitment,
selection, training and development, managing employee's performance, solving issues as well as
satisfying employees of organisation. This department is responsible for managing needs of
employees as well as motivating them to achieve goals or objective of organisation. It is very
important for developing effective strategies for maintaining healthy and safe work culture and
environment. Human resource department of Tesco company company leads to building strong
team in organisation and developing skills and ability of each and every employees. All
functions and practices of human resource management is beneficial for both employers as well
as employees. Different practice of HRM is mention below in context of Tesco company and
their employees and employers.
Recruitment and selection
This can be refer as a process which leads to attracting, screening, short listing, and hiring
employees in organisation. Recruitment is a term which consist of finding well qualified and
highly skilled employees within organisation (Kerzner, 2017). Selection is a process of choosing
right candidate for organisation. This function of human resource department is beneficial for
employee and employer. Benefits to employer: This process will help employer in getting better understating
about the requirement of candidates and identifying budget to fulfil vacant job position.
Recruitment and selection process will help employer is hiring right talent for right place
in organisation. This will also leads to deal with excess shortage resource of organisation.
 Benefits to employee: Recruitment and selection process will provide an opportunity to
current employee in getting better job. This process is helpful for current employee of
Tesco company in selecting for higher job position or getting transfer from one
department to other.
Training and developments
It is refer to various methods of improving potential and ability of employees. Training
and development of employees will leads to better performance of employees. This is the
function of human resource management which emphasize on the improvement of employees
6

performance. There are various methods of training and development which help Tesco
organisation in training of its employees. Benefits to employer: Training and development program of human resource
management will help employer and organisation in achieving overall objective of Tesco
company. By training employees will be able to work with their full potential and skills
which leads to improve in overall productivity of organisation.
 Benefits to employee: This function of human resource department will help employee in
developing their skills and ability. Training and development program conducted by
Tesco organisation will not only leads to increase in professional skill of employees but
also improve personality. Training is beneficial for employees in developing various
skills.
Performance management
Performance management can be refers to a systematic process of managing and
evaluating performance of employees. This process is very helpful in measuring task completed
by employees (Leach, 2014). There are various methods which is help in analysing and
evaluating performance of employees. Management of performance is beneficial for both
employees as well as employers. Benefits to employer: This process is beneficial for employees is setting right goals and
objective for organisation as well as for each employees. By performance management
employer can manage and coach employee's performance and motivate them to perform
better. Through this process performance of all employees can be identified and on the
bases of this rewards or benefits can be provided.
 Benefits to employee: Process of performance management will help employees in better
understanding of what they have done in particulate time period. Employees can analyse
their performance and will get various rewards or benefits from organisation for matching
with performance standards. Performance management provide equal and fair
opportunity to employees to get recognition for organisation.
Resolving conflicts
Human resource function is to deal with all types of comfits in Tesco company. In an
organisation there are different types of employees are working, these come from various
background and culture (Locke and Latham, 2013). So it is very common to have conflicts in
7

organisation due to difference in attitude and beliefs of employees. Employees also have issues
from their employer and organisation. Human resource management function in very important
for resolving issues and conflicts. Benefits to employer: By solving issues and conflicts in organisation, employees can
work in achieve goals and objective of organisation. Human resource function deals with
conflicts and handles all issues of workplace. This provide an opportunity to employer to
motivate and guide employees to work for welfare of organisation
 Benefits to employee: Human resource department will resolve issues and conflicts of
organisation and help employee by providing healthy and positive work environment. By
solving issue of employees and providing solutions to employees it will create a level of
satisfaction in employees (Maurino and et.al., 2017). Satisfied employee will always
work with their best skills and ability to achieve the target set by company.
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
Human resource management practices play a very crucial role in improving productivity
of organisation as well as earning high profits. There are various functions of human resource
management which leads to improving performance of employee and leads to achieve goals and
objective of organisation. HRM practices of Tesco company can be consider as a reason of its
success. Human resource department efficiency help each and every employee to work with their
full capabilities. Different HRM practices which leads to raising organisation profits and
productivity is mention below.
Recruitment and Selection: This is function which deal with finding and hiring
employee for vacant position of organisation. Recruitment is a team refers to the process of
attracting and stimulating high skilled employees towards company and apply for the vacant job
position. In selection process, human resource department is responsible for ensuring right
selection of candidates to perform vacant job position (Myers, 2013). Human resource
department of Tesco organisation is very important for recruiting and selecting right skill set
within organisation and motivating them to perform better. This process is very significant for
improvement in productivity and profitability of Tesco organisation. By hiring well qualified
candidates in organisation and highly skilled employees in company this will directly improve
performance of employees and productivity.
8

Training and development: Training and development is a function of human resource
department which help organisation to improve productivity and profitability. Human resource
practise includes various methods of training and development program that leads to increase
skills of employees. Different types of training and development methods leads to improve in
skills and ability of employees. By improving their skills and capabilities of employees Tesco
can improve it productivity and profitably. Employees of organisation will be able to perform
given task effectively and efficient and achieve goals and objective of organisation.
Performance management: This can be refers as a systematic process of managing
performance of employees. Performance management help in creating a work environment
which leads to analysing and identifying performance of employees. In this process, managers
set the goals and objective for each and every employee and enables them to perform them with
their best skills (Pitcher, Hart and Pauly, 2012). Performance management process set the high
standards for employees and provide them guidance or directing to achieve that work standards
of organisation. In order to achieve set standards employee work with their best skills and
performance which directly improve productivity and profitability of organisation.
TASK 3
P5. Analyse the importance of employee relation in respect to influences HRM decision making
Employee relationship is a team used to describe relationship between employees in
organisation as well as relation of employees with management of organisation. Employees
relation is very important part of organisation and it effects the overall performance of
organisation. It is very essential for an organisation to manage and maintain good relationship
between employees. Employees of Tesco company is the most important capital of organisation.
Conflicts between employees and issue of employees with company will affect the performance
and productivity of organisation. Employee relationship play a major role in taking various
decision of organisation. Relationship of employees influence the HRM decision making in
various ways.
Enhancement of profitability: All decisions taken by human resource department is
responsible for improving profits of organisation. Earning profits is the ultimate goal of Tesco
organisation and all function and employees work to improve profitability of organisation. By
maintaining positive relationship with employees company can achieve its goal and objective
9

(Shields and et.al., 2015). It is very important for providing friendly and healthy work
environment to employees in order to develop better relationship with them. Employees relation
will influence the decisions of human resource department and this department will take
decisions according to employees relation. Decision making of human resource department will
help organisation in enhancing profitability.
Minimising disputes: Relation of employees within organisation will effect the decision
making of human resource department. This department is responsible for solving issues in
organisation and managing conflicts of employee with other employee as well as with
organisation. There are different types of employees working in organisation with different
cultures and area so it is very usual to have conflicts with each other. It is very important to solve
all conflicts between employees and motivating them to focus on their work in order to achieve
goals and objective of organisation. Human resource department is also responsible for
managing and solving issues of employees with organisation (Turner, 2016). Many employee
have different issue with management of organisation and it is very importance to solve all those
issue. Disputes in organisation will directly affects the decision making of human resource
department.
P6. Determine key elements of employment legislation which impacts HRM decision making.
There are various legal legislation as well as regulation the significantly impacts the
human resource management of an organisation. However, these laws usually highlights that
employment is important for smooth functioning. These established policies are beneficial for
employees and employer both. Moreover, human resource department is considered as one of the
most important department of an organisation which is primarily responsible for hiring and firing
the employees. Before formulation of human resource the company need to check the legislation
made by the government. Therefore, it is very essential for a firm to successful evaluate each
and every aspect of HR policies in order to effectively handle legal issues. Under Tesco,
company need to implement all the laws established by government of UK in order to
successfully carry out its operations. However, some of common legislation are mentioned
below.
Health and Safety Law 1974: This law is implemented by the government of UK in 1974
with the objective of protecting the rights of employees at workplace. Moreover, main provision
of these regulations by preventing accidents at work. Tesco should aim at implementing this
10