Human Resource Management: Workforce Planning and Practices Report

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, selection, employee relations, and the impact of employment legislation. It analyzes the purpose and functions of HRM, including staff planning, recruitment, and performance appraisals, with a specific focus on the context of TESCO. The report explores the strengths and weaknesses of different recruitment and selection approaches, highlighting both internal and external recruitment methods. It also examines the benefits of HRM practices for both employers and employees, discussing topics such as employee motivation, organizational culture, and conflict management. Furthermore, it analyzes the effectiveness of HRM practices on organizational profit and productivity and emphasizes the importance of employee relations in influencing HRM decision-making. The report also identifies key elements of employment legislation and their impact on HRM. The analysis includes real-world examples from TESCO, demonstrating how these HRM principles are applied in practice.

Human
Resource
Management

Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
P1- Explain the purpose and functions of HRM that are applicable to workforce planning and
resourcing an organisations-...................................................................................................3
P2-Explain strengths and weakness of different approaches to recruitment and selections-. 5
Task 2...............................................................................................................................................7
P3. benefits if HRM practices within an organization for both the employer and employee.7
P4. Analyse the effectiveness of Human Resource Practises in the organizational profit and
productivity.............................................................................................................................8
TASK 3............................................................................................................................................1
P5. Examine the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................1
P6-Identify the key elements of employment legislation and the impact it has upon HRM
decision making-....................................................................................................................1
TASK 4............................................................................................................................................3
P7. Application of Human Resource Management practices.................................................3
Conclusion.......................................................................................................................................7
References .......................................................................................................................................8
Books and Journals.........................................................................................................................8

INTRODUCTION
Human resources management(HRM) is a function of organization which focuses on
recruitment, selection, training and development programs, performance appraisal, payroll
management of employees(Buller and McEvoy, 2016). It is a effective and essential part of
business, which helps the manager in analysing the each candidate of organization and also make
optimum utilization of the human resource effectively and efficiently as they helps in achieving
the specific organizational goal. The HR also builds the relationship between the employer and
employee’s. In other words, human resource management is a process of managing people
present in workplace.
As the manager of TESCO is focuses on the different various HRM practise and policies
as well as laws, rules and regulation. The human resource of each organization deals with
different various laws and regulation, which helps management in making decision, planning,
managing employees as well as the organization.
In context with TESCO, the manager consider the various laws such as employment
right Act, working time regulation Act, pension Act, National minimum wagers Act and so on.
Some of the HRM practices are organizational culture, recruitment & selection of employees,
training & development programs, Compensation As the HRM practices is very beneficial for
both employee as well as the employees and also helps in organization productivity and
profitability.
Task 1
P1- Explain the purpose and functions of HRM that are applicable to workforce planning and
resourcing an organisations-
The Human Resource Management is used for organising and managing demand and
supply of workforce for operating business activities in an organisations. The human resource
management should provide a healthy an safe environment for employee's, working in any
organisations(Chowhan, 2016). Also there should be accurate transparency of information
between employees while operating business activities in a firm. A strong relationship should be
created between employee-employee, employer-employee and employee-employee. The HR

manager plays an important role in communicating with other departments while collectively
achieving short and long term goal of an organisations.
Purpose of HRM in workforce planning-
The main purpose of HRM is recruiting, selections, performance appraisals, providing
training sessions to workforce in an organisations(Cook and Forde, 2016). If it is talked about
TESCO, HR manager mainly focuses on managing the workforce, fulfil the demand and supply
of human resource, satisfying need of workforce at individual and at organisational level for
collectively achieving short term goals, as well as improve efficiency in business activities to
improve brand value across the globe.
Functions of HRM in workforce planning:
There are various functions of HRM like staff planning, recruitment, selections,
performance appraisals, reducing conflicts, compensation, monetary and non-monetary benefits
that are been given to every employee's of an organisation(Donate and Sanchez de Pablo, 2016).
When talking about TESCO, HR manager effectively uses these functions for attaining
competitive advantage for growing and exploring business at global market. Some of the key
functions are mentioned below:
Recruitment and Selections: It is very important function in allocating right human
resource, at right time and at right place depending on the requirement of vacant job profile in an
organisations. A recruitment procedure is said to be positive approach whereas selection is
negative approach. Every team leader uses various methods for selecting and recruiting human
resource in their organisations. If it talked about TESCO, HR manager critically uses recruitment
and selection process for hiring right candidate on the basis of requirement at specific job profile
in an organisation. Thereafter, the leaders have given emphasis on recruiting employees from
external source for hunting talented applicants through various effective platforms. These
initiatives taken by HR manager will help in hiring productive employee's in an organisations.
Training Sessions: While applying this functions in work culture helps leader to improve
the performance of every staff at individual and at team level, for increasing sense of loyalty
towards an organisation. When talking about TESCO, HR executive could introduce training
sessions through various activities that engage every employee in a team, which allow workforce
to show their hidden talent in front of everyone in working environment. The leaders should give
emphasis on providing a culture where employee build strong relationships between every

workforce in organisation. Henceforth, a training program should be given to new applicant as
well as to existing staff in order to improve work quality in TESCO.
Performance Appraisals: This functions includes assessment of performance of each
employee's in an organisations. The performance analysis is been done on various parameter
which could be different in every organisations(Farouk and et. al., 2016). In regards with
TESCO, the HR manager have implemented various techniques through which performance
appraisals could effectively takes place by satisfying each employee in an organisations. While
taking in consideration current scenario, managers have adopted 360 degree feedback method for
critically evaluating performance of each employee's working in TESCO. These initiative taken
by HR managers allows to motivate and encourage every employee, so that business activities
could effectively takes place in an organisation. The executive should promote productive
employee at higher designated post in an work culture. Henceforth there will be an increment in
satisfaction level of every employees by reducing conflict in working environment.
Compensation and Benefits: In this HRM functions, the manager should give emphasis
in providing compensation in form of medical aid, compensatory funds as well as monetary and
non-monetary incentives to employee's, so that they work productively in an organisation. In
context with TESCO, HR manager should provide travelling allowance, casual and privileged
leaves, medical benefits as well as provide flexible working hours in order to retain them in
organisation. These initiatives taken by manages to help in creating a sense of loyalty among
employees towards organisations.
From above detailed analysis, it has been concluded that HR manager of TESCO should
adopt performance appraisal function to satisfy and retain quality workforce in an organisation.
P2-Explain strengths and weakness of different approaches to recruitment and selections-
Recruitment: The recruitment process is positive approach for attracting pool of talented
applicant for vacant job profile in an organisations. There are two type of recruitment process
which are conducted from internal and external sources, while hiring best suited candidate for
specific job profile in any firm(Hassan, 2016) . In regards with TESCO, the HR manager have
focused on external source for recruitment process.
Strength Weakness
The recruitment process is positive approach It is time consuming. As most of the manager

which help leaders to attract skilled candidates
through various platforms. As well as
promoting existing staff within organisation.
believe that internal recruitment is beneficial as
compared with external recruitment in
particular organisations.
When talking about TESCO, HR managers
have adopted external sources like
smartphones application job portals and
developed websites, for hunting fresh talent for
an organisation. While fulfilling the gap
between demand and supply of workforce in
company
When talking about TESCO, HR manager
faced various challenges while recruiting
candidates through different portals. There are
some cases when recruitment team, have
chosen wrong online channels for hiring
candidates for required job profile.
Selection: The selection process involves screening of talented applicant through
different selection processes adopted by leaders in every firm(Kianto and Aramburu, 2017). The
screening could be done through group discussion, face-to-face interviewee and various exams
for testing candidates. In regards with TESCO, HR managers have adopted face-to-face
interviewee for selecting candidates for hiring them in an organisations.
Strength Weakness
The selection process allows manager to
screened talented applicant who possess skills,
abilities and capabilities that are matching with
requirement of vacant job profile.
It is negative approach when compared with
recruitment. Also, selection process is cost
consuming.
When talking about TESCO, leaders have
implemented face-to-face interview to have
effective two way communications with
interviewee in selection process. It will allow
applicant to build positivity in themselves
while facing interview.
The negative impact which was faced by
TESCO managers in conducting face-to-face
interview was it is very time consuming. As
well as, recruiter set very high grade standards
that are not matched with applicant
qualification and skills which demotivated
them when got rejected by interview panel.
From above detailed assessment, it has been suggested that TESCO managers should
conduct recruitment and selections process, effectively taking in considerations online channels

that are used for recruiting applicants from various websites and social media platform for
attracting pool of candidates. Also managers should monitor that true information should be
given by candidates. Thereafter strong relationship should be build up with consultancy firm for
recruiting staff from external sources. Henceforth these initiative taken by HR manager of
TESCO will help in balancing demand and supply of workforce in operating business activities
in organisation. There will be positive influence in enhancing growth and exploring business at
global market. Also improve the brand value in retail industry.
Task 2
P3. benefits if HRM practices within an organization for both the employer and employee.
Human Resource Management is consist of different HRM practices, policies and system
which helps in influencing employees view, attitude, behaviour towards the organization. HRM
involves different functions of organisation(Noe and et. al., 2017) . such as recruiting, selection,
performance appraisal,payroll, training and development as well as managing employees in all
over organization. The HRM practices is very effective and beneficial for employee and the
employer as this build the relationship between them. Some the the human resources
management practice are explained underneath:
Developing and Motivating Workers: For both employer and employee ,it is very
beneficial to them as motivation leads to do more effectively and efficiently as it increase the
productivity of each employee as leads to achieve individual goals as well as organizational goal.
The management of TESCO is motivating their employees as providing appreciation, appraisal,
awards, monetary and non monetary benefits, reducing conflicts, providing different activities in
work culture other than their job and many more.
Culture of the organization: organizational culture is knowns as the accumulation of
values, and believes, opinion, tradition about the working environment of the organization. It
consist of rules and regulation, standard with in work place(Presbitero and Chadee, 2016). The
management of TESCO abolish their standard and guidelines in their work station for each
employee, as this helps them to know about working culture of the organization. As productivity
of each individual depends on the working environment which helps bringing the high
productivity of work with greater job satisfaction.

Management Conflicts: Management conflict is a biggest problem in the organisation,
which can arise between employees, employers and both of then employer & employee. The top
management TESCO plays an important and effective role as mediator, counsellor, supervisor,
advisor which helps in surtout the issues and conflicts arising the work place and take correct and
right decision to solve them.
Recruitment and Retention: This is very important function of organization which helps
in providing the effective workforce to the company. As the HR manager of TESCO provides the
skilled and qualified applicants to company according to their need as, this is beneficial to both
employee and employer (Psychogios and et. al., 2016). This helps the candidate to enter into the
cooperate sector to work and helps to become professional and the organization hiring the best
skilled and specialized applicant which helps in achieving organizational goals as well as helps
in enhancing the skills of the employee.
Tanning and Development: Training and development program are organized by the top
management of the organization as it is essence part of business which helps in influencing and
enriching the skills and ability of each employee, for achieving individual and organizational
goals. As the company TESCO provides the proper training to employee, for increasing then
productivity and the work efficiency as this will result profit maximization. This program is very
costly to company but it results in better better organization in effective and efficient manner.
Rewards management: In TESCO, the management is providing the compensation and
various benefits to their each employee for archiving the targeted goals. This HRM practices
motivates the employee to perform well, as results in the competition between each employee of
the organization. It can be said that it is a motivational and effective tool for employees which
motivates and influence them to perform good and also focuses on increasing the productivity of
employee, this helps employee to get more benefits and advantage in the form of rewards,
effective perks, incentives, remuneration, bonus and leads to self motivation also enhance the
productivity of individual.
P4. Analyse the effectiveness of Human Resource Practises in the organizational profit and
productivity
The Human Resource practices is a large term which gives vast impact on organization
profit as well as productivity which is very important and beneficial for the business. HR work

is to managing the employee, recruitment, maintaining the work environment for
employees(Pudelko and Harzing, 2007). There are various HRM practices which effects and
influence the productivity and the profit of the organization. In this,individual participation ,
employee empowerment, job redesign, team- based production systems, employee training and
development program, performance appraisal, compensation and benefits are used by the
management of the TESCO to improve the performance of organizations. Some of the HRM
practices used by the HR manager of company TESCO are described below:
Sharing of information: The sharing of information and the ideas is other effective and
important HRM practises which should used by manager in each and every business
organisation, which helps in sharing new innovative & creativity idea in front of top level
management of organization.(Vanhala and Ritala, 2016). The new ideas can go through with the
new effective change and gives a way towards the better growth. As the manager of TESCO is
arranging the cretin secession for their employee to get the higher productivity and the
profitability.
Recruitment and selection: this HRM practices , Recruitment ans selection is a very
important and essential process of organization which is concern with the recruiting, screening,
and the selection process of potential and effective applicants for a specified job vacancy.
The manager of TESCO follows the recruitment and selection practices according to
requirement of the work place. This influence the top level to make a effective decision
according to candidate , as employees are the assets of every organizational, as they influence
their skills and put their knowledge in productivity to achieve the individual and organizational
goal, as well as to make the profit and growth for business organisation. The HR Managers of
Tesco follow s the proper structured process for recruitment and selection of employee and
hiring the skilled and specialised candidate at right time for the right job.
Training and development: Each and every organization need skilled and trained
employee’s. As the management of the TESCO is providing the proper training to their each
employee as they can get skilled employee, so they can do their work effectively and efficiently
ans the superior get satisfied with their work performance. The main reason of providing the
training is that , the employee get the proper knowledge about the job description, so they have
effective performance which leads to very beneficial for the organization productivity and also to
active to specific objective as well as the profit maximization.

High productivity: This HR practises has the major influence on the business
organization, as TESCO is enchaining the productivity and the profitability. With the help of
this, performance of staff and productivity of company increases. When high productivity of
employee is present in the organization, it simultaneously increase the employee loyalty as well
as it motivates the employee accordingly it also increase the productivity of the organization,
profit maximization and the wealth maximization of company.
Compensation and other benefits: This HRM practice is very attractive for employee,
Compensation can be in monetary and non-monetary terms given to employees in return for their
work. As the management of the TESCO also also providing the many benefits to their employee
for their good and effective performance. The compensation can be given in the different form
such as, bonus, incentives, paid leaves, insurance and many more benefits. This practice of HRM
indirectly motivates the employee’s to work harder and perform well, so they can get good
incentives. It leads to increasing the productivity of each employee, which leads to organisation
productivity and profitability.
From the above information it can be said that, TESCO organization can grow
effectively and efficiently with the help of different various HRM practices and also helps in the
productivity and the profit maximization as well.
TASK 3
P5. Examine the importance of employee relations in respect to influencing HRM decision
making
Employee relations is considered as the initiative of the organisation taken for improving
relationship between employees as well as employer. This development is mainly done by the
human resource department of the company(Williams and Lee, 2016). In context of TESCO, it
has been seen that its manager is taking certain initiatives for improving their relationship with
the employees so that they work in effective manner and place their maximum efforts for
maximising the output of the company. For this, HR department also takes free and fair decisions
towards the employees in order to develop respect for the them among overall workforce. In this
regard, there are certain importance of employee relation with relation to its influence over HRM
decision making. All of these main importance are described as below:

Productivity: Effective employee relations helps in improving productivity of company
as they are feeling comfortable in working for the company in effective manner with their
highest efforts. In context to TESCO, it can be said that its HR manager is involving employees
in their decision making process which contributes in taking right decision with the help of
which manager can decide that in which area employees can give their best output. As a result, it
shows that employee relations helps TESCO in maximising their productivity level in effective
way.
Conflict resolution: Another importance of employee relations for TESCO which
influences decision making of Human resource department. It can be said that, if Human
resource department of TESCO has positive relationship with their employees then they will
definitely give their suggestion in resolving solution of the company in effective way. Along
with this, positive relationship with employees will also helps HR manager in convincing other
employees to accept their decision effectively without going through any arguments. This also
makes smooth functioning of organisational work without any conflict errors at workplace.
P6-Identify the key elements of employment legislation and the impact it has upon HRM
decision making-
There are various act laws and acts which are imposed by UK government on every firm,
organisation and industry. These regulations enhance relationship between employee, trade union
and employer within an organisations(Xing and et. al., 2016). Some of these acts are National
Minimum Wage Act 1998, Working Time Regulations 1998, Employment Right Act 1996 and
Pensions Act 1995. It is compulsory for every firm to abide these laws in order to grow business
at local and global market. In regards with TESCO, the manager have adopted all these laws in
their decision making policy to provide safe and healthy environment for workforce so that they
can effectively operate business activities. In present context, there are some laws which are
presented under beneath:
National Minimum Wage Act 1998: This law states that minimum salary should be
given to each employee working in every organisation. The UK government has imposed €8.25
wage for staff who are above 25 year of age comes under National Minimum Wage Act 1998. In
regards with TESCO, manager should take in consideration this law while deciding salary of
their employee's. While adopting this rule will give financial stability to every workforce. These

initiative taken manager will build a transparency between employee regarding salary
distributions.
Time Regulations 1998: This law states that there should be a standard working hours in
all organisations. The UK government has decided that 28 days paid holidays, reduce long
working hours for employee and break from work to staff while working in organisation. In
regards with TESCO, manager have adapted this time regulation act with 8 working hours for
every staff. While reducing working hours will allow staff members to work according to their
capacity. When adapting time regulation act in work culture will help them to gain trust of
employee towards TESCO.
Employment Right Act 1996: This rule states that leaves should be given to each
employee who are working in every organisation. The UK government have introduced paternal-
maternal leave and flexible working pattern for all employee's, it is their primal right to
effectively use these leaves depending on the requirement of occasion. If it is talked about
TESCO executive should give these leaves to their workforce to increase their satisfaction level
for operating activities for growing business.
Pensions Act 1995: This law states that minimal funds and compensations funds should
be secured in form of pension to every workforce working in private company or government
organisations. When talking about TESCO, managers should critically allocate funds in pension
scheme for their staff member in order to increase financial security of employee who will take
voluntary retirement from the company.
From above description it has been concluded that HR manager of TESCO should
implement mentioned above laws in their decision making policies for creating effective and
healthy work environment for their workforce. This will have positive impact in regards with
loyalty from employee towards TESCO.
TASK 4
P7. Application of Human Resource Management practices
Human resource department of every organisation has perform various activities through
which they can plan effective workforce in the company. With reference to the present scenario,
it can be said that human resource department of TESCO focuses uses certain kind of
documentations which helps them in fulfilling requirement of workforce at work. Some of these