Human Resources Management Report: HRM Practices and Legislation

This report delves into Human Resources Management (HRM) practices, using Tesco as a case study to illustrate key concepts. It begins with an introduction to HRM, outlining its purpose and functions within an organization, including recruitment, selection, training, and development. The report then analyzes the strengths and weaknesses of different recruitment and selection approaches, such as internal and external recruitment, as well as systematic and unsystematic selection methods. It further explains the benefits of various HRM practices for both employers and employees, focusing on performance appraisal, training, and conflict resolution. The report evaluates the effectiveness of HRM practices in enhancing organizational profit and productivity. It also examines the value of employee relations and the influence of employment legislation on HRM decision-making, providing insights into their impact on organizational success.

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
TASK 2............................................................................................................................................8
P3 Explain the benefits of various HRM practices in an organization for both the employer &
employee. ....................................................................................................................................8
P4 Evaluate the effectiveness of various HRM practices in terms of enhancing organizational
profit & productivity....................................................................................................................9
TASK 3..........................................................................................................................................10
P5 Analyze the value of employee relations with respect to analyzing its influence on HRM
decision- making........................................................................................................................10
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making........................................................................................................................11
TASK 4..........................................................................................................................................13
P7: Application of HRM practices in a work-related context...................................................13
REFRENCES.................................................................................................................................21

INTRODUCTION
HRM is been characterized 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, financial services, electronics, furniture, books, toys and
internal services. Such report includes statement regarding different purpose of HRM 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
HRM is the process which includes recruiting, inducting, selecting, orienting and
providing training to employees working for an organization. Primary part of Human Resource
department is there to deal with employees working through organization in a way of supporting
while accomplishing of organizational goals. Tesco is a British retail store that is operating their
business enterprise throughout the world by functioning a chain of supermarket. Hence for the
purpose of managing of operations that makes recruiting, inducting, selecting, orienting &
offering of training with improvement 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 delivering of services to customers. For managing of
employees through effective planning of workforce. 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 that employees who are skilled & competent are to be recruited or
selected for filling vacant position in the organization. This makes work to be improved
with quality. The function of Recruitment & selection is linked with the overall objective
of organisation that is if there will be selection of competent candidates according to the
required level of performance then there will be timely achievement of the laid down
objectives in TESCO. For the purpose of achieving the laid mission and vision of TESCO
that is to gain maximum market share there is requirement of a skilled workforce who
can contribute towards high performance standards and this can be achieved by
performing the recruitment & selection function in a more appropriate manner.
 Training & Development:- It is essential aspects where employees have to be provided
with proper guidance so that they can work on improving their performance. They have
to focus on development of programs to enhance their present base of knowledge and
competence based on changes that are taking place in the external environment. In
TECSO the human resource manager is working to offer regular training & development
programs so that their skills & knowledge base can be enhanced. With instance to
TESCO core mission is to have a high level of commitment by using of a effective scale
and be a responsible retail brand. They aim at improvement of customer loyalty as a core
aspects of their business strategies that can lead to development of shopping experience
of their customers. There has been commitment of 1 billion dollars investment
programme for achievement of this strategy in order to improve their existing
competitiveness,. Sometimes the employees are lacking the required skills according to
the desired level. So in such case the human resource department is willing to set some of
the training programs that can assist the employees in development of their skills
according to required levels of development in long run. In this way the overall aims and
objectives of the organisation and the functions of Human resource department in
TESCO are completely related to each other.
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 accomplished. These are main objective of human
resource manager of Tesco is as follows:
 Law compliance:- The main intention of HR manager is there to ensure that all activities
should be performed through focussing on all legislations & legal standards in order to
avoid any legal compliance possible. HR manager of Tesco must have through
knowledge related to laws that regulates with work for effective planning of workforce
that is made by consideration of all the legislations that have been formed 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 required skills & competence 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 related to the required job role. Recruitment basically uses two kinds of
techniques that has been explained as follows:
 Internal recruitment:- Such approaches is used when Tesco is willing to identify in the
organization and assessment of the competence of present employees in for filling of the
position by placing the present workers on required position. Some of internal
accomplishment techniques is been transferred or promotion.
Strength Weakness
 Internal approaches leads to reduction
of the cost of recruitment and has been
helping in placing loyalty of employees
over vacant position.
 Internal accomplishment support in
easier and quicker actions but this
process limits the talent pool by
restricting the choice among whole
employees.
 External recruitment:- External recruitment is a tool where TESCO is using to place
advertisements on different mediums for attracting the talented workforce,. They are
willing to recruit fresh talent by using techniques website, advertisement.
Strength Weakness
 Main strength of such recruitment is
that 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 there can be large pool of
candidates from where choice can be
made according to the vacant position.
 Main associated weakness of external
recruitment is high cost and is time
consuming in the whole process of
recruitment.

Selection:- This is been defined as the technique of choosing suitable and deserve
candidate for making available through making organization required skills with capabilities
after making assessing candidate for various tests. These approaches are 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 for choosing the best among all the applicants
using various techniques such as psychometric test or screening test etc.
Strength Weakness
 Systematic approach assist 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

TASK 2
P3 Explain the benefits of various HRM practices in an organisation for both the
employer & employee.
HRM practices are approaches that are part of HR department that are operated in order to attract
employees to fill the different job positions. Such practices are affecting both employee and
employer as mentioned below:
Basis Benefits to employer Benefits to employees
Perform
ance
appraisal
Employees are p[aid according to their
performance level then it will assist
them in motivating them to enhance
their level of performance.
Performance appraisal will assist
employee in utilizing the skills
efficiently so that there can be
improvement of productivity.
Training
and
develop
ment
Training programmes can assist in
acquisition of new knowledge and
skills that are required to complete the
work with higher efficiency.
Training programmes assist employees
in development of their present
competence level so that their
performance can be enhanced.
Recruitm
ent and
retention
With recruitment of skilled and
talented employees in TESCO there
can be improvement of overall
competitiveness of TESCO in the
external market. There will be
management of retention cost that will
lead to saving of recruitment cost of
new employees.
Employees can use their present
abilities and competence for their
individual growth and development
(Boon, Den Hartog and Lepak, 2019).
Conflict
resolutio
It will assist in improvement of
working culture of TESCO with
There is reduction in mental stress and
there is no presence of any type of

n higher positivity in the organisation. conflicts that leads to effective
performance on part of employees.
P4 Evaluate the effectiveness of various HRM practices in terms of enhnacing
organisational profit & productivity
Human resource management is concerned with effective use of present HR workforce so
that there can be planning, directing, organizing and further controlling function that is
performed with a objective to accomplished the laid mission and vision statements of the
organization (Brewster, 2017). In every organization there are some of the practices that are part
of the human resource department and are having a direct connection with enhancement of the
productivity and profitability of the organization.
In TESCO There are some of training programmes that have been started by their human
resource department as efforts in order to focus on marketing profitability and productivity of
their employees, it includes measures of on the job training programmed where employees will
be provided with training and they can simultaneity perform their job roles.
Different Methods of HRM practices
There are various functions of organizations that are related to the achievement of laid
business objectives. One of such practices includes the 360 degree feedback system where there
is use of this multi rate feedback system as a multi source of assessment of a individual by taking
feedback from their subordinates, superiors and colleagues. In this there is also self evaluation
that is done by employee in order to assess their present performance level.
Evaluation of HRM practices
HR practises are very helpful for a organization in recruitment of talented employees to
fill the different vacant positions in their organization. In TESCO there is use of 360 degree
feedback approach where the major focus is on motivating employees by providing them with
timely review of the overall contribution that they are making towards the organizations. The
feedback received by all the four major groups will assist in analysing the viewpoints related to
employee performance in the organization (Stewart and Brown, 2019).

TASK 3
P5 Analyse the value of employee relations with respect to analysing its influence
on HRM decision- making
Employees are one of most crucial assets for every organization and they are working under a
employment contract. It is related to the process of communication that is taking place between
the employer and employee. In TESCO it is the process of achievement of employee
commitment by establishment of communication measures. In TESCO there has to be creation of
a strong relations so that there can be enhancement of employee efforts (Zeebaree, Shukur, and
Hussan, 2019). In case of TESCO some of the benefits associated with healthy relations among
employees are mentioned below: Enhancement of employee motivation: Effective and positive employee relations are
contribution towards development of present motivation level of employees as dissatisfy
employee are tend to leave the organization which may create a situation of higher
employee turnover, TESCO is ensuring that they are able to keep a motivated workforce
by focusing on maintaining of positive relations among them. Higher retention rates: When employees are motivated they are not willing to leave the
organization. It leads to higher engaged workforce. In TESCO the overall responsibility
is divided by proper delegation of roles and responsibilities. It is leading to evenly
spreading of the work pressure among employees. The delegation of work leads to timely
strategic decisions that can be taken in the organization. Increase in productivity: Employees who posses positive relations with their co workers
are able to manage the work more effective by putting efforts towards higher productivity
and there is achievement of high performance on part of employees (Kundu, Mor and
Gahlawat, 2020).
 Higher revenue: In TESCO there is Bette relations that are formed between employer
and employees results into positive contribution of employees towards laid roles and
responsibilities. TESCO there is enhancement of employee efforts which is resulting into
fast process of decision making and there is enhancement of overall revenue on part of
organization a a whole.

P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making
There is some of the key employment legislation that is formed by the government and
have to be implemented and adopted by every organization according to the changing external
environment scenario. All the business organizations have to follow them in order to ensure that
they are having proper compliance with all the laid down rules and regulations so that there is no
situation of penalties and fines that are imposes by any regulatory or legal organization.
The law is regulating the overall relation that is present between the employer and the
employees so that there is minimum scenario of conflicts that are part of organization. These
techniques are also very crucial to ensure that there is maximum employees involvement in the
decision making process, right direction that is provided to employees with regards to
performing their assigned roles & responsibility. In case of TESCO there is proper adherence to
all such rules and regulations that are mentioned below:
National Minimum Wage Act 1998: It is a act that requires that there is a criteria set of
minimum wages that have to be compulsorily offered to employees who belong to a particular
designation. If in any case the overall pay structure does not meet this criteria then there is a
legal right of employees that they can take a legal action against their employer that they are not
provided with the minimum ages (DeCenzo, Robbins and Verhulst, 2016). TESCO has made
adequate attempts to identify the minimum wage criteria provision according to this act so that
all the compensatory policies of the organization are formed by taking all such policies and
provisions into consideration. This act has lead to motivation of employees as they are provided
with the specified minimum wages.
Health and Safety act 1974: It is a act that are related to ensuring proper safety of
employees who are employed in the organization in the extreme situations. According to the
provisions of this act it is the responsibility of employer to make sure that employees are
properly protected and if there is any type of hazard to the safety or health related issues of
employees then in such cases there is proper implementation of safety and security policies. In
TESCO there is safety of employees with high level of cleanliness, proper security of employees,
restriction on child labour (Ullah, 2017). With the present outbreak of COVID virus in all the
affected areas where TESCO is having presence there is a measures of proper sanitization