Human Resource Management Report - BTEC HRM Unit 3, Semester 1

This report provides a comprehensive analysis of Human Resource Management (HRM), encompassing its nature, scope, and key elements. It delves into the core functions of HRM, including employee relations, recruitment, training, and development, and explores the impact of both internal and external factors on HRM practices. The report examines workforce planning, labor market dynamics, and the influence of technology and legislation on HRM. Furthermore, it investigates the benefits of effective HRM practices for both employers and employees, including reward management and employee retention strategies. The report utilizes Tesco as a case study to illustrate these concepts, providing insights into their specific HRM approaches and selection procedures. The report also includes discussion of the key elements of HRM, the benefits of HRM practices for employers and employees, and the effectiveness of HRM practices for raising profit and productivity. The report concludes with a discussion of reward management and the benefits of HR policies.

HUMAN RESOURCES
MANAGEMENT

Table of Contents
HUMAN RESOURCES MANAGEMENT...............................................................................1
INTRODUCTION....................................................................................................................3
LO1 ...................................................................................................................................3
The nature and scope of HRM..........................................................................................3
LO2.........................................................................................................................................6
Key elements of human resource management................................................................6
LO3.........................................................................................................................................8
External and internal factors which are affect the human resource management............8
CONCLUSION.....................................................................................................................10
REFERENCES.....................................................................................................................11

INTRODUCTION
The Human resource management is the department of the organization which is
responsible for various organizational activities such as hiring, selecting. Organizational
planning, establishing healthy relationship between the employee and employer. The
human resource department is also ensuring the employee must be protected through
various employment legislation and the management also ensure that the employee must
be rewarded for its outstanding performance in a particular session (Noe and et.al, 2017).
Company is focusing on the development and the training of the employees which would
improve the performance of the employee as well. Tesco is also offering the rewards to the
employees for the performance of the employees which is motivating the employees to
improve the performance as well. The government has made the laws and the regulations
for protecting the employees of the company so the that the employees would use these
laws for protecting themselves form the company. In this report it has been discussed the
purpose and scope of the HRM in an organization, followed by the key elements of the
HRM, internal and external factors that affect the practices of HRM. Additionally, this report
described about the selection procedure of customer service manager in Tesco.
LO1
The nature and scope of HRM
AS the human resource manager I have asked restructure the department of the
organizations. It would include the effectiveness of the human resource managers and the
service of the human resource managers. It consists of the scope of the human resource
managers and the functions of the human resource managers. These are described
below:
Nature and scope of the human resource managers
The process of managing, deploying, workforce planning, hiring and recruiting of the
employees of the organization is called human resource management.
There are basically five core functions of human resource management i.e.
employee relations, health and safety of the employees, compensation, development as
well as staffing of the employees of the organization.
The various activities of the human resource management are organizational
planning, human resource planning, managing performances, motivation, training &
development, compensation & benefits, health & safety provisions as well as
organizational development.

When the competitors of the organization has greater image in the company's
reward offering than that of employees then this approach is said to be best practice
approach while best fit approach avoid this trap of competitiveness by assigning the
reward according to its employee specific needs and their preferences (Stone and
Deadrick, 2015).
The hard and soft module of human resource management can be explained by
Hard HRM majorly focus on the needs of the business and that why they recruit and
manage accordingly. Such modules tends to have strong links with the corporate business
planning such as what will be requirement for the success of the business, how will they
achieve it as well as what will be the cost the company has to bear to achieve the success.
More of modules treats the employees as one of the resource of the business.
Soft HRM mainly focus on the need of the employees i.e. their roles, rewards,
motivations etc. therefore, in this model the employees needs are considered at priority
and the planning are made accordingly. Employees over here are treated as the most
important resource for the business as well as important source for the competitive
advantages of the company (Noe, Hollenbeck, Gerhart and Wright, 2015).
Every organization is established with the planning of achieving its goals, mission
and objectives. These achievements can be achieved by the organization by proper
workforce planning. Thus, workforce planning is the process which analyses the present
workforce, determines the need of future workforces. Moreover, it identifies the gap
between the current & the future workforce needs of the organization, thus by analysing
the gap the company could implement the solution to minimize the gap accordingly.
The labour market functions through the interactions within managers & workers.
The labour economics keep the check of need of workers and the demands of the
manager for workers. Thus, the labour market tend to understand the resulted pattern of
wages, income as well as the employment.
The development of the labour market is greatly influenced by the external factors.
Those six dimensions that influences the labour market are the elements of PESTEL i.e.
political, economical, social, technology, environment and legal factors. Thus, through
efficient analysation of such macro factors companies could easily find out the various
strengths and weakness associated with business. Additionally, it helps in developing the
strategies of the business.
Various political factors that affects labour market trend of the business are political
issues of the region, local & community trends, changes, events etc. economic factors
includes local and national changes, financial condition of the people of the country etc.

the social factor influences due to development in the society such as cultural practices,
behavioural, expectation, composition and etc. the development in the technology factors
influences the labour market due to the development in process, products, materials,
equipment, software and hardware of the computer. The legal factors of the macro
environment affect the labour market as due to changes in the legislation of the country as
well as national prospect etc. the environment factors affects the consumer market due to
the variation in local issues, movements etc (Zinovieva, and et.al., 2016).
A unit of administration which governs the prising and allocation of the labour under
the set procedures and labours in an organization is called internal labour market.
Analysation of turnover, stability and retention of the human resource management
elaborates that when an employee left an organization the company has to bear several
charges in order to fill its place or to find the replacement of the employee. Therefore, it is
essential to analyse and manage the employees turnover and retention with the sound HR
policies such as measuring turnover and retention, measuring employee turnover,
calculation of retention i.e. stability index, considering the cost of employees turnover,
understanding what makes the employee to leave the organization as well as policies that
could be implemented to retain employees.
The analysation of impacts of legal and regulatory framework on HRM includes
some legislation such as Sec discrimination act, Working time directives, Employment act
2008, Equal Pay Act 1970, National Minimum wage rates, Disability Discrimination Act,
Work & Family Act, Race Relation Act as well as Data Protection (Waddock and Bodwell,
2017).
Advancement in the technology has improved the efficiency of HR practices as
technology helped in recruiting through internet, it has brought ease in communication,
technology helped in analysation of performance of the employee through various data,
helped in collection of too much data and information as well as technology has enhanced
the security practices of the employee of the organization.
Recruitment
Recruitment is the process of supply of manpower. There are basically two types of
recruitments i.e. internal as well as external recruitments. The process in which
recruitment occurs within the organization is known as internal recruitment while
recruitment of the employees is carried out by outside sources is called external
recruitment.
A job description is the guideline of the task which has to be carried out by the
employees of organization, it must be accurate and up to date. The job description

addresses the purpose of the job as well as its outputs along with the key duties, tasks as
well as key areas of the results of the job.
Job analysation involves the complete purpose of the job, its reporting relationship,
the detailed duties to be address, category through which the performance would be
measured as well as special factors.
Selection
The procedure which predicts the future job performances on the basis of job
applicants verbal response to verbal enquiry. The various strengths of selection procedure
are the procedure can access the applicants job knowledge as well as to determine
whether the applicant has requisite communication and social skills. While the various
weakness associated with the selection procedure are it is not as reliable as tests,
moreover, there is not much evidence of validity of the selection procedures.
On boarding and induction
The issues affecting successful induction and socialization of the employees are the
inclusiveness and legitimacy as well as the forced introduction is a possible disadvantage
(Wilton, 2016).
Employment legislations
employment legislation are made for the protecting the employees and the company
need to provide the effective services as well. The employment act includes the equality
act 2010 And health and safety act 1974. These act is safeguarding the employee which
are working in the company. Equality act includes the rules and the regulations which are
made for the company and the employees in which the employees must not be
discrimination in any way. The health and safety act include the health and the safety
precautions of the employees which are working in the company.
LO2
Key elements of human resource management
Benefits of HRM practices for the employer and the employee
Effective HRM practices would benefit the employees of the company in the
positive way. Conflicts among the employees is reduced and the employees are focusing
on the performance. The employee relations are maintained in the company premises and
the conflicts are solved by the employers or the colleagues as well. Proper training is
provided to the employees so that they would give their best while working. Various
training programs and development programs are arranged for the employees of the
company Tesco. The employees of the company are gaining the experience and

developing their skills through the help of the training programs (Wilton 2016).
HRM practices are benefiting the employers by the effective employee relations.
Effective employee relations are improving the environment of the company which is
affecting the employers and the performance of the company. Human resource managers
are supporting the employees of the company which is building the trust of the employees
towards the company. Trust of the employees is decreasing the employee retention in the
company and the cases of the absenteeism as well. The company provides the employee
benefits to the employees and also guide them while work which will improve the
performance. Employers are also encouraging the employees for the team work and also
employers are motivating the employers as well (Sissons and Green, 2017).
Effectiveness of the HRM practices for raising the profit and the productivity
HRM practices which are effecting the performance of the employees and also used
for raising the profit and the productivity of the employees.
Employee retention is decreasing in the company because of the effective
employee relation in the company and the trust of the employee towards the company as
well. These are increasing the profit and the productivity of the company.
Employee performance is increasing because the employees of the company are
provided with the training programs and the development programs. Employees of the
company are motivated and the employees are also rewarded for the best performance.
The effectiveness is raising the profit and the productivity of the company as well
(Waddock and Bodwell, 2017).
The expenses of the company are controlled which includes the internal expenses
of the company. The internal expenses like rewards given to the employees must be
controlled in the effective way. Effect of these decisions are resulting in the increase in the
profits and the productivity as well.
Program administration is managing the administration and the employees of the
company like all the problems of the employees regarding the training and the pay is
controlled by the administration department. The company is using these strategies and
increase the profits and the productivity of the company.
The different methods used in HRM practices
Reward management
The company is using the reward management programs for employees which
includes the extrinsic rewards and the intrinsic rewards as well. Extrinsic rewards are the
tangible rewards like bonus, benefits and by pay raising as well. Intrinsic rewards include
the performance appraisal. Through the rewards' management employees of the company

are motivated and also improve the performance of the company as well.
Flexible organization is benefiting the employees and the employer as well. The
company is following the handy organization model. The model consist of the core workers
and the contract workers and also peripheral workers as well. Flexible working operations
are benefiting the employees which would also increase the performance of the
employees (Taylor, Doherty and McGraw 2015).
Tesco is motivating the employees in the effective way which include the
performance of the employees as well. The employees are motivated through the rewards
and the bonus. The company is also applying the motivational theory of the Maslow. It is
divided into the four types which is focusing on the basic needs of the individual like the
safety and the security, basic needs, and also include the love and belonging needs as
well. After that it is focusing on the esteem needs and self actualization needs.
Evaluate the HRM practices
The HRM practices are useful for the company Tesco and human resource
practices are evaluated below.
Training and development programs are providing the training to the employees
which is improving the performance of the employees. Rewards are given to the
employees for their effective performance (Zinovieva, and et.al., 2016). They are useful for
the company but some employees are not rewarded and the feel demotivated. These
employees must be motivated to improve the performance and not neglected by the
employers as well. The company is working according to the employees performance and
the rewards are given to the employees as well.
Performance of the employees is improved by the reward system and the
performance of the employees is monitored as well. The Tesco is working of improving the
performance of the employees as well. But in some cases the employee performance is
constant and not increasing, in that cases the employees need to be motivated and also
need proper training and development programs as well. These factors are improving the
performance of the company and also the performance of the employees as well.
LO3
External and internal factors which are affect the human resource management
The external and internal factors are affecting the employee relation in the office
premises. The company Tesco is focusing on the employees and the decision-making of
the human resource management as well. Company is wants to know about the internal

and the external factors which are affecting the employees of the company.
Importance of employee relations
Employee relations are important for the company because employees performance
is affecting the performance of the company. Effective employee relations would be helpful
for the organization. Employees would also improve the communication in the office
premises. Through the help of the employee relation the employees are take the guidance
from each other. Work of the employees is easy if the work is shared among the
employees. An employee is must be relaxed and calm while working in the company.
These would make the employee feel better and the employee would improve the
performance. Effective employee relations are reducing the conflicts among the
employees which are working in the company. Healthy employee relations are reducing
the cases of the absenteeism of the employees which are working in the company
(Martinez-Conesa, Soto-Acosta and Carayannis 2017). It can be evaluated that the
employee relations are affecting the employee performance and it would give the negative
impact on the company performance.
The employee relation are helpful for the company, employees involvement in the
decision-making process is encouraging them and also it would motivate the employees
as well. Through the increase in the employees Morales in giving them the confidence and
the employees. The increased responsibility of the employees is expanding the skills and
also improve the performance of the company. Employees participation in the decision-
making process would save the internal resources of the company like the save money
and time. Work place relation are affecting the performance of the employees and the
company Tesco is also focusing on the performance of the employees and the employees
relations as well. Human resource department is affecting the company performance in the
positive way or in the negative way which have the impact on the company performance.
The employees are performing better than it would affect in the positive way if not it would
have effect in the negative way.
The human resource department is focusing on the needs of the employees and
also motivate the employees. These are improving the employees relations between the
employee and the employee and also between the employer and employee as well. The
performance of the employee is affecting the decision-making power of the employees. So
the employees must be motivated time to time and the company would also improve the
performance. Human resource management is concentrating on providing the facilities and
fulfilling the needs of the employees which will change the image of the company in front
of the employees. Strong employment relation would increase the productivity of the

employees and the build the employee loyalty towards the business and the company as
well. Through effective employee relations on would be able to work and feel equal while
working these would also increase the performance of the employee. The increasing
productivity would help the company to achieve the long term goals and also achieve the
profit targets as well (Noe, and et.al., 2017). Employee relations are also dependent on the
employee performance and the environment of the office. The environment of the is strict it
would not make the employee comfortable and the if the environment is friendlily the
employee relations would affect in the positive way.
Employment legislation
Tesco is focusing on the employment legislation which are made for the employees
and these employments legislation are affecting the human resource management of
decision-making.
The equality act 2010
The employees of Tesco has to follow the employment legislation of the UK. The
equality act consist of providing the equality to the employees of the UK which are working
in the companies. Employees of the company must not be discriminated on the basis of
the caste, race and gender. The common low is applied on the all the employees of the
company so the company must treat all of them equally. The employees of the company
must not discriminated on the basis of the disability and regarding the performance of the
work as well. Some employees make use of these legislations and the employee are
exploiting the company through these legislations.
Health and safety act 1974
Health and safety is focusing on the health and the safety of the employees in the
office premises. The facilities in the office premises must consist of the health safety and
security of the employees. Office must the precautionary measures in the office, in the
case of the emergency. The company has to look after the health and the safety of the
employees which must contain the safety measures and the precautionary measures for
the employees as well. Health and safety of the employees is important and the act is
made for the safety of the employees which are working in the company. It would be
evaluated that the company is not providing the facilities in the company premises. So the
government had made these act.
These rules and regulations are made for protecting the employees of the company.
So the rules and regulations are affecting the decision of the human resource department.
Effective employee relations are influencing the decision-making power of the company.
Application of human resource management practices

Human resource management is affected by applying the HRM practices. The
human resource practices like the recruitment and selection practices are affected by the
rules and the regulation as well. Tesco is focusing on the effective employee relation but
employee relations would also affect the performance of the employee in the negative
which would also motivate the employees for the gossip in the office premises.
Human resource managers are working for satisfying the needs of the employees
which are working in the company (Bratton and Gold 2017). Reweds are given to the
employees for their performance and these rewards are motivation the employees for to
improve the performance as well. Rewards are given in the form of the bonus, incentives
and promotion. Human resource managers are also encouraging the employees of the
company to participate in the team work and build the leadership qualities among the
employees of the company.
These practices of human resource department of the company would also improve
the performance of the company. Company would be able to achieve the profit target and
also achieve the long term goals as well. The productivity of the employees would be
increasing which would be helpful for the company. Staff retention and the labour turnover
would be decreased which would also save the internal resources of the company.
Company would be able use the employees skills and the abilities in the right way for the
company which would be beneficial for the company (Bouazza, Ardjouman and Abada
2015).
CONCLUSION
From the report the company aims to run the effective human resource practices.
The report is explaining about the human resource department which consist of the
different practices which are done for satisfying the needs of the employees in the
company. The HRM practices include the recruitment and the selection process and
maintaining the employee relation effective as well. Company is focusing on the
development and the training of the employees which would improve the performance of
the employee as well. Tesco is also offering the rewards to the employees for the
performance of the employees which is motivating the employees to improve the
performance as well. The government has made the laws and the regulations for
protecting the employees of the company so the that the employees would use these laws
for protecting themselves form the company. The laws and the regulations are affecting the
decision-making power of the employees. Technology is also used by the company for
recruitment and the selection of the candidate. The effective HRM practice would improve
the performance of the company. The company is affected by these types of the human

resource practices . So the company must use these strategies for satisfying the employee
and these would increase the performance and the productivity as well.