Human Resource Management Report: Comparative Analysis of HRM

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on key aspects such as recruitment, selection, motivational theories, reward systems, job evaluation, employee performance monitoring, and employment cessation. The analysis compares the HRM practices of two UK-based companies, Tesco and Reassured, highlighting their distinct approaches to these critical areas. The report examines the stages of human resource planning, the effectiveness of different recruitment and selection techniques, and the link between motivational theory and reward systems. It also evaluates the process of job evaluation, factors determining pay, and the effectiveness of reward systems in different contexts. Furthermore, the report explores the methods organizations use to monitor employee performance and identifies the reasons for employment cessation, including exit procedures and the impact of legal and regulatory frameworks. Through this comparative analysis, the report aims to provide insights into effective HRM strategies and their impact on organizational success.

human resource management

Table of Contents
Introduction:....................................................................................................................................2
Q1. Outline the stages involved in planning human resource recruitments and analyzing the
reasons for human resource planning in organization.............................................................2
Q2. Comparing the recruitment and selection process in two organization and evaluating the
effectiveness of the recruitment and selection techniques in two organizations.....................3
Q3. Assessing the link between motivational theory and reward............................................5
Q4. Evaluating the process of job evaluation and other factors determining pay...................6
Q5. Assessing the effectiveness of reward systems in different context.................................6
Q6. Examining the methods organizations use to monitor employee performance................7
Q7. Identifying the reasons for cessation of employment with an organization.....................8
Q8. Describing the employment exit procedures used by The Reassured and Tesco Plc.......8
Q9. Considering the impact of the legal and regulatory framework on employment cessation
arrangements............................................................................................................................9
Conclusion and recommendation..................................................................................................10
References:....................................................................................................................................11
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Introduction:
human resource management is a strategic approach to managing employment relations which
emphasizes that leveraging people’s capabilities is critical in achieving competitive advantage.
This paper mainly discussed various managerial stages in the organization that develop the
personal and organizational skills. It emphasis mostly on personnel management and human
resource management, recruitment process, reward system to gain the experienced employee and
the cessation of employment. This report helps the company to upraise and make profitable
company by proper productive management system. In the paper two UK’s companies’
management system are discussed comparatively so that one can easy understand the merits and
demerits of human resource management properly. By this report may help any organization to
make their managerial performance easy as company’s critical and complex tasks human
resource management makes easy and flexible and helps to earn highest satisfaction by this
sector.
Q1. Outline the stages involved in planning human resource recruitments and
analyzing the reasons for human resource planning in organization
The stages involved in planning human resource recruitments
Human resource is the main driving force in any business organization which should be primary
concern to adapt human resource planning such as Tesco, an organization which adopted human
resource planning. to adapt in human resource planning there are many different types and stages
that has been followed by every organization like small and medium to achieve the ultimate gain
and to attain their individual objectives.
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Most of the organizations are following the human resource management that helps the business
firm to work in a planned way by managing its structure to rush towards highest profit. The
objectives of organization set the recruitment and selection process to get qualitative employees
like Tesco.
Structural procedure must be taken after amid the human resource planning in light of the fact
that Tesco is a multinational organization, its system is exceptional, and arranging ought to be set
in a way that can't the break of the technique of Tesco.
While planning human resource management, Senior management’s involvement should be
engaged as they have good experiences enter organizational system. Senior management
decisions always go towards success so their decision must be estimated (Phillips & Phillips,
2016).
The reasons for human resource planning in organization
The human resource management is a process by which organization can identify its qualitative
employees to gain its effective and efficient objectives.
Tesco PLC is facing high employee turnover, there are several vacancies, and that is why there
needs a human resource planning for Tesco.
We realize that a right arrangement is constantly going to be competent to bring the achievement.
To pick up the accomplishment human resource planning is unavoidable. Tesco newly plan
human resource management as the huge number of employees and finance managers are not
skilled to do HR activities. Subsequently, to top off the opening human resource planning is
important. At present numerous employees are required to fill up the vacancies in Tesco and we
realize that without arranging each work or most extreme work turns out badly in any
circumstance. Thusly, Tesco will be proficient to arrange viable human asset arranging.
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Q2. Comparing the recruitment and selection process in two organization and
evaluating the effectiveness of the recruitment and selection techniques in two
organizations
Comparing the recruitment and selection process in two organization
Tesco and Reassured, both UK’s company, are selected in this report to compare their
recruitment and selection process.
Reassured take the human resource planning to get quantitative employees during recruitment
and selection process as they always believe in quantity because small organization. In the
interview board and other recruitment and selection process they call senior management to
achieve, very few tests are occurred here, and recruitment and selection process is end (Kaplan et
al 2012). There is a great possibility of partiality to its process of recruitment.
On the hand, Tesco PLC which is large organization of 500000 employees and are operating
their business in 12 counties worldwide with 6780 stores always believe in quality. So, they
always try to select best employee recruitment and selection process to get highest qualitative
employees for their company. Tesco advertise on TV, paper etc. to get application from huge
number of people so that the best employees they can select. They also want minimum 3 years
working experiences. The senior and experienced officers are called in the interview board. In
the board, minimum 5 officers should be called whose question would be set previous such as
goals, your previous job and so on. They continue recruitment and selection process till get the
qualitative employees and they always avoid the partiality and unfairness.
Evaluating the effectiveness of the recruitment and selection techniques in two
organizations
The Tesco’s recruitment and selection process is more effective and efficient than Reassured
because by its selection Tesco can achieve its goals and objectives. They always give the
priorities to search the qualitative and skilled employees. Circular is compelling in enlistment
and choice process on the grounds that by the circular candidate can get the data and points of
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interest data of circular pull in the accomplished and quality representatives. But the process by
which Reassured appointed their employees based on quantity where nepotism effect the
process. Effective recruitment is possible only when the candidates are internal and external and
Tesco have both but Reassured sometimes give value to only internal candidate. Tesco urges the
representative to suggest individuals and this a successful way. Consoled is little association
however they are investing such a great amount of energy in commercial for the outer competitor
and make the enlistment viable. In the recruitment, they want the details about candidate and
then they clear the job function, responsibilities, position and position.
Q3. Assessing the link between motivational theory and reward
In the organizational activities motivation promote the individuals’ skilled and quality. During
working time, employees should be reworded by their performance that help further progress of
the company. The company can provide both financial and nonfinancial reword to the employees
for the motivation.
According to Maslow, there are five needs in people life and they want to fulfill it one by one. If
it is fulfilled, they eagerly perform every work.
According to Herzberg, there are two fundamental needs in people life and these are hygiene
factor and motivational factor. Hygiene factor is more important than motivational factors
because in hygiene factor employee get fundamental needs.
McGregor suggests that there two ways to motivate people negatively and positively, negative
motivation is called Theory of X and positive motivational factor is called Theory of Y.
McGregor sees that there is relationship between two theories such as some people like to work
and some people must force to work.
Tesco motivate its employees by providing facilities that said Maslow’s and Herzberg. Tesco’s
rewords are mainly based on the employees’ basic needs and attract the employees by giving
facilities. Along with reword, Tesco improve working circumstance and condition, encourage
taking decision and financial support. Therefore, reword is the important part of motivation
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theory and to encourage workers’ progress motivation theory must be applied in the organization
that may be reword.
Q4. Evaluating the process of job evaluation and other factors determining
pay
In the organization, there should have been good relation among the employees and to do that
job evaluation is the best methodological process. Job evaluation designs the job pay structure,
pay relations, pay structures, and grade the job. It follows consecutive order and hierarchy. The
job evaluation process promotes the chain of command which must be clear among employees
during their workings. To work perfectly a team and specialist are needed for the system and
specify several department to perform well. Each department of the organization performs
equally to develop the company’s progress. An uncommon strategy is required and HR chooses
the technique. To deciding pay a few factors are probation, examination have incredible effect.
And other factors are: -
1. Organizations size
2. Experiences
3. Skills
4. Seniority
5. Performance of employee
6. Profitability
Q5. Assessing the effectiveness of reward systems in different context
Reword system helps the organization in different context of sectors. It is an integrated part of
administrative procedures in the executive system of HR tactic. There are two types of rewords
the extrinsic rewards and intrinsic rewards.
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Extrinsic rewards: the promotion, bonus, salary raise, compensation, and gifts are the list of
Extrinsic rewards. Extrinsic rewards are more valuable to employees than intrinsic rewards and it
is tangible. Tesco emphasis more on the extrinsic reward systems.
Intrinsic rewards: the intrinsic reward is intangible and is not valuable such as extrinsic rewards
to employees but it helps the employees to become more skilled and advantage and make them
personal satisfaction. providing information, feedback, and recognition and make trust are listed
on intrinsic rewards.
Bonus is the main motivational factors in one sense it motivates people to effective work because
actual motivation comes from bonus systems (Kaplan et al 2012). Worker confidence is
expanded by reward. To make best representative maintenance is required and it originates from
extra frameworks and Tesco in their organization utilize untouched.
Promotion is when worker move starting with one occupation then onto other or one office to
another with getting additional pay for his or her post. Advancement fulfilled worker. Other kind
of prizes framework is raising pay since its expansion the profitability by persuading the worker.
The purpose of reward system is to maximize the profit for the organization. This system makes
organization pleasanter with each other. Potential and skilled employees are the progressive
actors of company.
Q6. Examining the methods organizations use to monitor employee
performance
The monitor system is another important part of organization to promote the employees’ working
force. By it organization can observe its weakness and strong side and take proper decision
according their observation. Tesco implement very systematic and technical methods to monitor
employee’s performances.
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We think about execution principles it is a standard valuation of performance and present and
future execution is looked at. For the standard performance, the framework execution must be
sensible, useful, quantifiable, and communicated.
In the recent system of observation 360-degree is most profitable and valuable to monitor the
employees’ performance. It is most popular to organization for examining its work’s forces.
Tesco uses this method from their beginning. In this case, stakeholders take the responsibility to
evaluate the performance of workers.
Q7. Identifying the reasons for cessation of employment with an organization
There are several causes behind the cessation of employment and this report is going to depict
that
Resignation: one employee can resign from their post in any time by any causes and it is not
mandatory to clarify his reason. This may be happened due to any dissatisfaction or other causes
such as unhappy, better opportunities from others and some personal. Tesco accept the
resignation with written formation and other documented.
Poor performance: in the working sector of organization there is an important factor to reduce
the employee’s performance that terminate from the job is employee’s poor performance. Due to
the incapability and wasting time of organization one can be terminated from the job. The
termination process is not happened suddenly until to be resolved and fulfil the work.
For cause: Reassured procure workers for better execution yet they squandered time and did not
repair his workers’ job. Hence, that is the reason organization's notoriety is influenced and this is
called for cause. Reassured did not utilize time for the improvement and business planning. the
front of outlet was misty and loaded totally and occupy the clients under it.
Layoff: sometimes organization face financial problem or critical situation than it has to do
layoff. Layoff is when organization feels the specific job is no more needed they terminate the
specific jobholder. It is not good situation. It hampers whole system of organization.
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Q8. Describing the employment exit procedures used by The Reassured and
Tesco Plc.
The employment exit system or procedures are varied from one organization to another. Every
organization follow their own role or procedures to exit employees. The exit procedures of the
Reassured and Tesco PLC are different each other that are: -
Employment exit procedures of Tesco PLC:
1. It should be prepared, documented and published
2. Inactive access systems
3. Deactivate re-assign phones
4. Collect ID card, passes parking access card
5. Keys of access
6. Taking resignation letter
7. Exit interview
8. Collect company credit cards
9. Delete from payroll and software from personal laptops.
Employment exit procedures of The Reassured: The Reassured has own procedures like
Tesco to exit its employees that are handbook information of the Reassured. Moreover, all other
employees are acknowledged by it. In the event that any hardware of The Reassured is utilized as
a part of, individual utilize they ought to be let go.
Q9. Considering the impact of the legal and regulatory framework on
employment cessation arrangements
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The legal and regulatory framework on employment cessation arrangement must be maintained
according to its rules in the organization of business world as each organization must have
followed by the regulation and exit procedure of employment (DessleR, 2003). While an
organization is going to be the well-known brand and to get highest position in the respective
field, these rules are mandatory to accept their companies. The legal and regulatory framework
makes the institution more formal and constructive. So, it is necessary to follow the rules and
regulations in the time of determining compensation package when cessation of employment
(Henry, 2008).
The cessation arrangement of the employment in Tesco when it applies the rules in enter
organization must follow the legal and regulatory framework and the procedure of it is perfect
match with legal framework. In the all conditions of Tesco, it is seen that Tesco never try to skip
any labor law, labor rights in terms of cessation procedure (Tesco, 2016). Tesco always tries to
follow not violate its rules during all kinds of cessation.
Conclusion and recommendation
Therefore, the human resource planning and personal management both are contemporary and
play tremendous role to improve the organizational performance and abilities that carry
successful achievement. Human resource management is the most powerful thing to practice in
business to be developed in this sector. It must provide positive outcome to the management and
firm including highest profit, improve skill of their employee and even they make to believe
them they can do it better than anyone. To get highest success of business in the contemporary
world HRM has no alternative. Every organizations must have to ignore the nepotism in the
recruitment and selection process to get skillful candidate chance because skilled and qualitative
employees are the main developer of the organization. On the other side, like Tesco PLC every
organization have to believe that motivational factor and reward systems do accomplish any
work effectively and efficiently. So, human resource management always try to innovation the
employment system in the firm to suit competitive and complex world as its main focus is the
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employee. The whole report tries to make understand that human resource management is the
main driving force of all productive.
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