HRM Practices, Employee Relations, and Legislation: Unit 3 Report

This report provides a comprehensive analysis of Human Resource Management (HRM), exploring its purpose and functions in workforce planning and resourcing. It examines different recruitment and selection approaches, evaluating their strengths and weaknesses, with specific examples from Tesco. The report also discusses the benefits of various HRM practices for both employers and employees, assessing their effectiveness in raising organizational profit and productivity. Furthermore, it analyzes the significance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and its impact. The report concludes with illustrations of HRM practices in a work-related context, using specific examples to demonstrate practical applications of HRM principles.

Unit 3
Human resource
management

Table of Contents
INTRODUCTION................................................................................................................................2
TASK 1................................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation. .............................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.. . .3
TASK 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
TASK 3.................................................................................................................................................6
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.............................................................................................................................................6
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making...............................................................................................................................7
TASK 4.................................................................................................................................................7
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples..........................................................................................................................................7
CONCLUSION....................................................................................................................................9

INTRODUCTION
Human resource refers to the sources which are available in a organisation, business sector or
economy in the form of labour, manpower, associates and in many other forms. There is need for
every organisation to manage the resources in a manner which tends to increase the profitability and
productivity of that organisation. It refers to a strategy which is used for increasing the effectiveness
of the management to gain a importance in market. The main purpose of human resource is to
ensure that organisation is able to achieve success and business objectives set by the organisation.
In this report, importance of employee and employer relationship is mentioned, legislation related to
decision-making of HRM department, application of HRM practices with example, purpose and
functions of HRM , strength and weaknesses of different approaches of recruitment in context with
Tesco along with conclusion.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
It is a process concerned with maintaining workforce, motivating, hiring, communicating and
administering on a organisation in a competent manner. Every organisation have its human resource
management department which is responsible for employee's benefits, reward management,
performance appraisal and many other functions. In context with Tesco Human resource department
plays an crucial role. Every department in a organisation has a purpose behind its working. The
purpose of human resource department of Tesco is to ensure that process involved to nurture human
and support employee welfare shall leads to business growth. It is the function as well as
responsibility of HR department in a business enterprise to find highly skilled people, increase
employee's productivity, planning for workforce and facilitate communication between employer
and employee. Human resource management is helpful for employees as well as employers as it
helps employees and managers to improve effectiveness of organisation(Jewell and et.al., 2020)
In relation with Tesco Human resource department of the company concerned with managing the
employees and there are many functions of the department they are:
 Recruiting and selection process: Recruitment and selection procedure of a company is an
important part of organisation. It involves screening, captivating and selecting potential and
deserving candidates for the job required of the company. Before starting the process of
recruitment Tesco execute a staffing plan which is helpful in selecting qualified employees.
 Orientation programmes: Employee orientation includes how employees can help to
achieve the goals and objectives. It is helpful to know about exact role and duties that
employee has to perform in a organisation such as Tesco. It clarifies the active role in

company.
 Good working conditions: It is the duty of Tesco's human resource department to maintain
good working conditions in the company to motivate the employees by which employees get
more dedicated to their work.
 Managing employee relation: Management of Tesco should organise activities to maintain
employer and employee relationship in the organisation. It is the key of success for every
organisation.
 Training and development of employees: Tesco can improve the current performance by
training the employees through educating them and managing development programmes for
the employees(Dewettinck and et .al., 2017)
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment : It is a process which is used by organisations to attract the suitable candidates for
the jobs. Various types of methods are used by the companies for recruitment according to needs
and demand of the company(Child, B., 2019)There are mainly two types of approaches which are
used for recruiting the candidates they are explained below:
External recruitment: It is a process of filling vacant posts of the company by recruiting new
candidates other then existing ones. There are strength and weaknesses of the external recruitment
they are:
Advertising through social media: In this type of method jobs are advertised on career sites, social
media, job boards and industry publications. The purpose behind external recruiting is to attract
suitable and fresh talent.
Strength: Companies recruit externally to provide opportunities to fresh ideas and talents into
business. External recruitment creates a pool of best qualified can be chosen easily as it provides
greater choices. This ensures quality of human resources in organisation.
Weaknesses: In external recruitment risks is included. It may take new employees to settle down in
the environment of the company. They can take more time then internal recruitment and more
expensive.
Selection: It is a process concerned with picking up the right candidates with required
qualifications and competency to the vacant position. Method used by Tesco for selection is:
Test job Knowledge: Job knowledge is tested by the company through skill assessment. A task is
given to candidate which should be completed within specified time. Accordingly candidates are
shortlisted for the job.
Strength: Tests are useful in finding out suitable person for the job. Test of knowledge provide a
uniform bases for comparing performance of candidates which is a helpful measure to select the

right candidate(Vystavna and et.al., 2019)
Weakness: Testing knowledge of candidates sometimes may not be correct in certain cases in which
candidates are assigned variety of tasks. Some people are competent for job but have fear to expose
which can become disadvantages for the company.
Internal recruitment: It is a process which is fast and less time consuming as in this type of
approach existing employees of the company are referred and taken into consideration for the
vacant post. There are strength and weakness of internal approach of the recruitment.
Employees referrals: Most of the companies such as Tesco adopt this internal approach of
recruitment as it is cost effective and person already employed in the organisation is assigned more
responsibilities in case of vacant post.
Strength: It is a quick process which is cheaper to recruit. As it involves recruitment of employees
within organisation by which there is less chances of selecting a wrong candidate.
Weakness: Measure weakness of the this approach is that it limits the choice of the company,
promotes unfair practices and external talents are deprived of working(Clarke and et .al., 2019)
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
Efficient use of human resource management are applied by various organisations for the
benefit of employer as well as employee. It is helpful in increasing professionalism and production
of the employees and employer of the company. This is a way to increase and accelerate the profits
of the company. The sole aim of HRM practices is to maintain resources in a manner which gives
sufficient outcome to organisation.
By using effective human resource management practices in a organisation both employee
and employer are benefited. There are various elements which explains about advantages of HRM
practices in a company. In context with Tesco it is explained as follows:
 Development and training programmes: It is an essential function performed by HRM
department in Tesco. Training programmes is performed and managed by HR department to
develop skills and knowledge in the employees which is helpful to achieve success for an
organisation. Development is inserting the skills which are required the increase results and
proficiency of an organisation(Ngo and et. al, 2020)
Benefits to employees Benefits to employer
 Tesco a British multinational corporation
deals in groceries and general
 Training and development programmes
are managed by the efforts of the

merchandise retailer provides training
and development programmes to their
employees which is helpful in
improving and developing the skills and
knowledge of the employees by which
they become capable to face any
situation and performs better for the
respective organisation.
employer by which employees become
competent to contribute towards the
organisation more efficiently. It
indirectly gives benefits to the employer
as employees become capable to increase
production and profits of the
organisation.
 Reward system: It is a practice in various business organisations such as Tesco in which
rewards in form of incentives and bonus is provided to the employees by which get
motivated and work with more efficiency.
Benefit to employee Benefit to employer
The reward system is practised in Tesco by
which employees are motivated which increase
the productivity of the employees and also they
get extra income in the form of perks and
incentives(Su and et .al., 2019)
Through this system employer is also benefited
as it motivates and increases the productivity of
the employees which gave benefit to employer
in the form of increased production and
profitability of the organisation as well as
employer.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
HRM department in a organisation is responsible to maintain peaceful relationship between
employee and employer of the company. It supports and helps in assisting the employees by which
profits and productivity of a organisation raises. In reference with Tesco various HRM practices are
followed they are:
 Flexibility in organisation: It is an important factor in context with Tesco. Flexible
working hours and conditions in a organisation fetches more productivity in the firms. By
providing good and free environment in which employees are not bounded for any activity
and can work freely according to the comfort zone of the employees can be helpful in
improving the production and proficiency of the company.
 Training and development programmes:Various development are training programmes
are managed and considered by Tesco in terms to improve skills and knowledge of the

employees. It is an crucial and effective measure which is used by Tesco to accelerate
profits and productivity of the company(Moutinho and et .al., 2018)
 Reward system: It is also an strategy which is adopted by Tesco in order to motivate the
employees of the organisation. By this method employees are inspired to work better which
results in better results for the company(Runhaar, P., 2017)
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Relationship between employee and employer plays in important role for the working and
management of a company. The process of management to establish positive relation with
employees is essential as it results in increased productivity, creativity and collaboration of
employees. Employees relationship has a crucial impact on decision-making of HRM they are
explained below:
Organisational culture: By maintaining positive relation in a organisation such as Tesco human
resource department of the company takes decision accordingly
Relief from work burden:By maintaining good relation and providing healthy environment in a
organisation they can provide some relief from the burden of work by which for sometime they can
feel stress free from the workload.
Employers of the Tesco is successful in creating and maintaining the healthy and stress free
environment which is a reason for huge success of the company. As they facilitates the employees
by which employees make efforts for improvement(Pfeffer, J., 2018.)
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
There are various laws which are implemented to the areas where it is required for the protection of
the employees. There are various legislations which are made with the intention to apply at
workplace where employee and employer relationship exists. The acts are implemented with the
aim to prohibit favouritism and ensures that everyone at the workplace must be treated equally.
There are various laws which are implemented by every organisation are as follows:
 The employment Act ,2010: According to the act it ensures about every employee must be
treated equally at workplace. It prohibits the unethical practices such as favouritism,
partiality and other practises are prohibited under the act. The HRM department of Tesco
ensures that this legislation must be implemented properly.

 National minimum wages Act, 1998: The act ensures to provide minimum wages to the
workers which are prescribed by the respective government accordingly. It is the duty of the
employer that provisions of this act must be implemented at workplace. In context with
Tesco, HRM department of the company is under obligation to implement various
provisions of the act according to size and type of the company.
 Health and safety act, 1974: This act ensures the safety at workplace. In this act various
provisions are included for health and safety of the employees which involves hazardous
and risky activities at the workplace. This act also tells about the steps which must be taken
into consideration by the organisation which can harm and pollute the environment. The
HRM department of the Tesco ensures the safety and take care about the health of their
employees(Chaco and et .al., 2019)
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
Main function of HRM is to deal with management of resources in any organisation and recruitment
plays an crucial role in it. Recruitment is a lengthy and time consuming process including various
documents. Following are some documents:
Job Specification
 Title: Senior HR Manager
 Location: Edinburgh, United Kingdom
 Department: HR Department
 Working Hours: 8 hours (Monday to Friday)
 Key Accountability:
Making and developing organisational strategies
To ensure recruitment of staff on time
Maintain relation between management and employees
Making records of employees performance, benefits programs, induction, reward and recognition
 Person Specifications:
Excellent communication skills
Perform good while solving problems
Team player
Candidate should be pro active
 Qualification & Experience:

Minimum 2 years of experience in the relevant field
Postgraduate in Human Resource
Good IT skills (outlook, Excel etc.)
Creation of structured interview- HR of Burberry post advertisement of vacant position of HR
through various platforms i.e. news papers, web portals etc. Below mentioned are the questions that
HR has asked:
 How will a HR is going to drive result in organisation?
 Which type of HR system is good for such organisation?
 Explain the skills that a HR should have?
Curriculum vitae
Name- LMN
Address- WXY street, XYZ, London
DOB- xx-xx-xxxx
Summary-
Having ability to manage complete staff of organisation and motivate them to achieve the desired
results or targets having 2 years of experience as Senior HR Manager(Yeo and et .al., 2018)
Skills-
 Good Communication skills
 Creative thinking
 Flexible
Experience-
From June 2019 to Current Senior HR Manager at Alexander McQueen
From March 2018 to May 2020 Junior HR at Lulu Guinness
Education-
2015 MBA from Edinburgh University in Human Resource
2012 BBA from Edinburgh University
Hobbies and Interest- Travelling, reading books, cooking etc.
Declaration
Above mentioned information is true as per my knowledge.
Date- XX-XX-XXXX

Job Offer Letter
Mr./Ms ABC,
Address
Dear Name,
Greetings from Tesco!
We are glad to offer you profile of Senior Hr manager at Tesco. It is a full time opportunity in
which you have to work for 8 hours in a day and company is going to pay a sum of £95,000 per
year.
Along with this pay, you will get many other benefits as well. You will have to join the
organization from 25th april, 2021. Please bring your documents for completing joining formalities.
If you are agree with this offer letter, kindly revert us back with your acceptance. If you find any
difficulty, feel free to contact us.
Thanks & Regards
First and last name of Director,
Human Resource
Tesco
CONCLUSION
In this report it is concluded that there are various factors which are taken into consideration by
Tesco such as training and development, reward system and various factors are explained.
Legislations which are implemented to work smoothly and legally are also mentioned in the report.
Tesco ensures that laws which are necessary for the company must be applied properly and various
methods are adopted by Tesco which is helpful for organisation to work.

REFERENCES
Books and Journals
Jewell and et.al., 2020. Designing and implementing high-performance work systems: Insights
from consulting practice for academic researchers. Human Resource Management Review,
p.100749.
Child, B., 2019. Sustainable Governance of Wildlife and Community-based Natural Resource
Management: From Economic Principles to Practical Governance. Routledge.
Vystavna and et.al., 2019. Multi-tracing of recharge seasonality and contamination in groundwater:
A tool for urban water resource management. Water research, 161, pp.413-422.
Ngo and et. al, 2020. Land cover mapping of the Mekong Delta to support natural resource
management with multi-temporal Sentinel-1A synthetic aperture radar imagery. Remote
Sensing Applications: Society and Environment, 17, p.100272.
Su and et .al., 2019. Internationalization of Chinese banking and financial institutions: a fuzzy-set
analysis of the leader-TMT dynamics. The International Journal of Human Resource
Management, 30(14), pp.2137-2165.
Moutinho and et .al., 2018. Strategic Management in Tourism, CABI Tourism Texts. Cabi.
Pfeffer, J., 2018. Dying for a paycheck: How modern management harms employee health and
company performance—and what we can do about it.
Chaco and et .al., 2019. Employee experiences of HRM through daily affective events and their
effects on perceived event‐signalled HRM system strength, expectancy perceptions, and
daily work engagement. Human Resource Management Journal, 29(3), pp.433-450.
Yeo and et .al., 2018. CORPORATE SOCIAL RESPONSIBILITY INTERVENTION: A
CATALYST TO SMALL-MEDIUM ENTERPRISE EMPLOYEE ENGAGEMENT.
Psychosociological Issues in Human Resource Management, 6(1).
Runhaar, P., 2017. How can schools and teachers benefit from human resources management?
Conceptualising HRM from content and process perspectives. Educational Management
Administration & Leadership, 45(4), pp.639-656.
Clarke and et .al., 2019. The effects of subordinates’ use of upward influence tactics on their
supervisors’ job performance evaluations in Saudi Arabia: the significance of loyalty. The
International Journal of Human Resource Management, pp.1-30.
Dewettinck and et .al., 2017. Antecedents and consequences of performance management
enactment by front-line managers. Evidence from Belgium. The International Journal of
Human Resource Management, 28(17), pp.2473-2502.