HRM Report: Workforce Planning, Resourcing, and Employee Relations

This report provides a comprehensive overview of Human Resource Management (HRM) principles and practices, focusing on workforce planning, resourcing, recruitment, and selection processes. It examines the purpose and functions of HRM, including training and development, performance appraisal, and employee relations. The report analyzes the strengths and weaknesses of different recruitment and selection approaches, such as internal and external recruitment, and the interview method. It also explores the benefits of various HRM practices for both employees and employers, emphasizing the impact on organizational profit and productivity. Furthermore, it discusses the importance of employee relations in influencing HRM decision-making and the key elements of employment legislation. The report uses Tesco as a case study to provide specific examples of HRM practices in a work-related context, offering valuable insights into real-world applications of HRM principles.

HUMANRESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 The purpose and the functions of HRM applicable to workforce planning and resourcing in
organisation.................................................................................................................................1
P2 The strength and weakness of different approaches to recruitment and selection.................2
TASK 3 ...........................................................................................................................................4
P3 The benefits of different HRM practices in the organisation for employee and employer.. .4
P4 The effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................5
TASK 3 ...........................................................................................................................................5
P5 The importance of employee relation in respect to influencing HRM decision-making.......5
P6 The key elements of employment legislation and impact it has on HRM decision-making. 6
TASK 4 ...........................................................................................................................................7
P7 The application of HRM practices in work related context using specific examples............7
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is the most important part of each and every organisation.
As it helps in managing and completing the work in the best possible manner. Human-resource
management is mainly divided into three broad categories which are employee compensation,
assigning appropriate responsibilities to employees and placing right candidate at the right job.
The major motive of human-resource management is to increase the profitability of the
organisation by making plans according to the skill and capabilities of the employees(Ageron,
Gunasekaran and Spalanzani, 2012). The organisation chosen for this report is TESCO which is
the leading retailer of UK. This report will majorly cover the purpose and functions of human-
resource management, advantages and disadvantages of various recruitment and selection
process and the importance of HRM practices. Various laws and regulation related to the HRM
will also be covered. As with the help of this organisation will be able to take better decisions.
TASK 1
P1 The purpose and the functions of HRM applicable to workforce planning and resourcing in
organisation.
Human resource management is related with managing and performing the various task
of the organisation in the proper manner. It aims at increasing the motivation level of the
workforce, so that overall productivity of the company can be increased. Plans for enhancing
motivation level of employees are generally made in TESCO as per their skills and knowledge in
the particular field. Some of the common functions of HRM which are performed in TESCO are
discussed below-
FUNCTIONS OF HRM
Training and development- It is known as the subsystem of every organisation because
it aims at improving and enhancing the performance of workforce working in TESCO. Training
is known as the educational process because in this current skills and beatitude of the individual
is increased. While on the other hand development is the continuous and pro active process. As
it aims at developing overall personality of the individual(Allen and et. al., 2011). The manager
of TESCO can arrange training and development programmes within the organisation, so that
employees know what is to be done and how it can be done.
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Recruitment and selection- Recruitment in the process of identifying appropriate
candidate for the vacant job position. While selection is related with choosing right candidate for
the right job. The recruitment and selection process in TESCO is generally carried out on the
basis of future need and target of the organisation. It is very essential for the organisation to
properly select the candidates. As skilled candidate will complete the work in more efficient
manner.
PURPOSE OF HRM
Maintaining better relationship with employees- The major focus of HRM must be on
improving and maintaining adequate relationship with the workforce. As this can lead to solving
the problems and conflicts of employees in the appropriate manner. If the management of
TESCO is successful in making better relationship among superior and subordinate than chances
of miscommunication in the internal environment can be reduced.
Performance Appraisal- It is related with appraising and motivating the workforce to
perform in the appropriate manner. If the employees working in TESCO are not appraised for
better work than chances of demotivation among the employees will be increased. This will also
lead to duplication of work in the organisation. So focus can be emphasised on forming plans
related to appraisal of employees(Belbin, 2012).
The if the above functions and purpose of HRM are used in the proper manner than goals of the
organisation will be easy to achieve. Hard and soft approach can also be used for improving the
current situation. TESCO must try to use soft approach for extracting from from the workforce.
As this approach aims at treating the employees as the most valuable asset of the organisation.
With the help of this complex task can be completed in the systematic manner.
P2 The strength and weakness of different approaches to recruitment and selection.
Appropriate method of recruitment and selection is very much essential for each and
every organisation. This is because choosing best method of recruitment and selection can lead
to attracting large number of skilled candidates. This means the manager of TESCO can have
wide range of options to choose the best individual among the pool of candidates who have
applied for the job. Both internal as well as external method recruitment is used in TESCO for
selecting appropriate candidates(Trkman, 2010).
Internal recruitment- It is the method in which candidates are generally selected among
the existing employees of the organisation. The major aim behind using this method in TESCO is
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to save time and cost. This method also helps in boosting morale of employees because various
new opportunities are given to them, so that they can grow in the organisation. Pros and cons of
this method are discussed below-
Strength Weaknesses
 Motivation level of employees are
increased because they get
opportunities to grow and also get
promoted within the organisation.
 The employees will start expecting
more from the organisation and will be
become difficult for organisation to
fulfil their expectation.
External recruitment- It is the method in which candidates are selected from the
external environment of the organisation(Bratton and Gold, 2017). This method will be more
suitable for TESCO because it is considered as one of the best method for hiring candidates in
the organisation. There are chances that large number of skilled candidates apply for the vacant
job. The management of TESCO aims at using online recruitment method for hiring candidates.
Pros and cons of this method are-
Strength Weaknesses
The major of TESCO can have various options
to choose most suitable candidate for the
available post.
There are chances that candidates upload
wrong data. This will waste time and efforts of
the management of TESCO.
SELECTION METHOD
Interview method is used in TESCO for selecting candidate in the organisation. With the
help of this method focus is emphasised on short listing individuals on the basis of their skills
and qualities(Taylor and Emir, 2015). With the help of this method proper analysis and
evaluation of individual can done by asking relevant questions. Its strength and weakness are as
follows-
Strength Weaknesses
Problems and clarifications can be sought out
at the time of interview.
If the interviewer is not efficient and loyal
towards the work than unskilled candidates will
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be hired in TESCO which can lead to increase
in problems.
With the help of these methods of recruitment and selection TESCO will be able to use the skills
and knowledge of candidates in the efficient manner. This will also lead in achievement of
targeted goals within limited period of time.
TASK 3
P3 The benefits of different HRM practices in the organisation for employee and employer.
Human-Resource management focuses on expanding and enhancing the business in
effective manner. This is usually done by improving relationship with subordinate who are
working in TESCO(Choi, 2011). If the HRM practices are used in appropriate manner than
TESCO will be able to achieve competitive advantage within limited period of time. HRM
practice which can be used in TESCO are as follows-
Training and development- According to this practice it is the duty of manager of
TESCO to arrange training and development programmes for its workforce. This is because it
can lead to rise in dedication level of employees. Training and development programmes will
also the help the individuals in improving their personality and productivity(Sangeetha, 2010).
Recruitment and selection- In this qualified and skilled candidates are selected by the
management of TESCO. It is the continuous and positive process because candidates are selected
on the basis of company's requirement. Skilled candidates will contribute in the success of
TESCO and will also reduce chances of miscommunication within organisation.
Benefits to Employee
 Employees can easily gain expertise if proper training and development programmes are
arranged for them(Cascio, 2015) .
 Employees will not feel discriminated in TESCO because each employee will get
different opportunities for their overall growth.
Benefits to Employer
 Chances of absenteeism and employee turnover will be reduced and productivity will be
increased because problems will be solved in efficient manner.
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Goals and targets will be easily achievable because workforce will also contribute in the success
of TESCO.
P4 The effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
Human-Resource department of the organisation performs different type of functions in
the organisation. These includes hiring employee, arranging training programmes for them and
encouraging them to perform even better(Pierce and Aguinis, 2013). The HRM practices which
can lead to profit and productivity of TESCO are mentioned below-
Performance management system- It is concerned with analysing the performance of
workforce working in TESCO. Performance management system generally works on the basis of
evaluating current and past performance of each and every employee who is working in TESCO.
With the help of this system individual can get probable chances of improvement. As various
new methods are suggested for enhancing work of the employees. The performance of
employees can be improved by gathering feedback from them and suggesting new ways for
continuous improvement(Cleaver, 2017).
Sharing information- It is related with transferring vital information in the organisation
in a systematic and coordinated manner. Proper and appropriate sharing of information can lead
to completion of complicated task in the efficient manner. If every kind of information in
TESCO is transferred in proper manner than disputes in the internal environment of organisation
will be solved. Employees will also not waste resources of TESCO because they will be knowing
what is to be done to achieve the target within limited time period.
These HRM practices will directly lead to increase in profitability and sale of TESCO because
the management will be able to guide its workforce in appropriate manner. These practices will
also help involving employees for taking vital decisions for the future action plan.
TASK 3
P5 The importance of employee relation in respect to influencing HRM decision-making.
Employee relation is concerned with making plans for maintaining positive environment
within the organisation. Positive environment will lead to achievement of goals within prescribed
time limit. Employee relation majorly works for improving and enhancing relationship of
superior and subordinates who are working in TESCO. As with the help of this better solutions
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to the problems can be drawn out(Coller, Cordero and Echavarren, 2018). Employee relation is
very much essential for TESCO because it can lead to giving better competition to competitors
which are present in the market. Behaviour and attitude of the individuals can also be improved
if there is proper employee relation in TESCO. This can also be improved by using collaborative
approach in the systematic and coordinated manner(Lievens and Chapman, 2010). This approach
can enhance and improve relationship with superior and will also lead to increase in productivity
of organisation. Disputes can be resolved without wasting unnecessary time. Some of the major
benefits of employee relation in context to TESCO are mentioned below-
 Less absenteeism- Employee relation directly aims at reducing the chances of
absenteeism and employee turnover in the organisation. This is because needs and
demands of workforce will be taken into consideration by the management of TESCO.
Due to this employees will not feel like leaving their job but they will be more dedicated
and loyal towards their work.
 Increased productivity- Employee relation also aims at extracting better work from the
employees who are working in TESCO. Employees will give their best output because
their needs will be fulfilled and better opportunities will be given to them,so that their
individual goals are also achieved(Cooney, Gahan and Mitchell, 2011).
If the management of TESCO wants to conduct its activities and strategies in the systematic and
coordinated manner. Than focus can be emphasised on using various approaches of employee
relation. As with the help of these approaches accurate techniques will be used to improve
current situation.
P6 The key elements of employment legislation and impact it has on HRM decision-making.
Employee legislation is related with various laws and regulations which are followed in every
organisation. It guides the management of organisation for treating the employees in desirable
manner. Employment laws generally have positive impact on the functioning of organisation
because it aims at providing maximum satisfaction to each and every individual working in
TESCO. Various elements of employment law are discussed under-
Minimum wages act – This law is related with minimum wage which must be given to
the employees who have worked for a specific time period in the organisation. As per this act
there must not be any unnecessary deductions in the salary and wage of workforce. Wage and
work can be given to employees according to their skills and knowledge(Drucker, 2012).
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Providing appropriate wage to employees will lead to fulfilment of their needs and wants and
will increase their satisfaction level. If fair remuneration is given to employees that the
management will be able to take better decisions for the future because employees will be
satisfied.
Health and safety act 1974- This law is concerned with safety and security of employees
working in TESCO. It is the duty of management to make necessary arrangements for the health
and safety of each and every individual who is currently working in TESCO. Decisions can be
made for providing various safety benefits to employees. As with the help of this employees will
be able to give their best output. Latest machines and equipment’s can be used in TESCO so that
employees does not face any kind of difficulty in completing the task(Garrick, 2012).
TASK 4
P7 The application of HRM practices in work related context using specific examples.
Application of human resource management practice
There are large number of employees working in TESCO so it becomes essential to form
polices and strategies according to the skills and talent of employees. Right and skilled
candidates can be chosen so that they can contribute in the success of TESCO (Landers and
Schmidt, 2016).
JOB DESCRIPTION
Job Details
Post : HR Manager
Company : TESCO
Job Purpose
The candidates must have appropriate skills so that various task can be managed in the proper
manner. Major work of candidate will be to guide and handle work of each and every
department in TESCO.
Roles & Responsibilities
 Guiding the subordinates in desirable manner.
 Forming HR strategies for the future working of TESCO.
 Performing task of research audit related to each and every activity of HR.
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PERSON SPECIFICATION
 Post: HR Manager
 Department: HR department
 Key: This indicates what is required
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Post-graduation in
management from any known
university and 2 years of
experience in human-
resource .
Experience of human resource
department.
Skills or knowledge Adequate oral and verbal
skills.
Must know how to treat the
employees who are working in
the organisation.
Structured interview- There will be certain set of questions asked by the candidates to analyse
their skills and knowledge in the appropriate manner. These questions include-
 Tell something about yourself
 according to you what can be the main responsibility of HR manager.
 How better relationships can be formed.
JOB OFFER LETTER
Mr./Ms.LastName
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
This is to inform you have been offered the post of HR manager in TESCO.
According to prior discussion, your joining date will be August 1, 20XX your starting salary
will be $30,000.
Various benefits will be provided to you but these benefits will be applicable after your joining
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in the organisation. You will also be getting flexible pay off as per your need and the retirement
plan will start after 90days of joining.
For conforming your joining in TESCO you can sign the offer letter and sent it to organisation's
office.
Sincerely,
First-name,Last-Name
Director,Human-Resources
TESCO
____________
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
CONCLUSION
From the above given report it has been concluded that human-resource department plays
a vital role in enhancing the productivity of the organisation. Various functions of HRM can be
used for planning and resourcing the work if the organisation in the systematic manner. After
evaluating the pros and cons of different methods of recruitment and selection process. The
manager of organisation can easily identify which method will be best suitable for organisation.
It will also help in making better relationship among the superior and subordinate as various laws
will be related to emplacement will be used properly.
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REFERENCES
Books and Journals
Ageron, B., Gunasekaran, A. and Spalanzani, A., 2012. Sustainable supply management: An
empirical study. International journal of production economics. 140(1). pp.168-182.
Allen, C.R. and et. al., 2011. Adaptive management for a turbulent future. Journal of
environmental management. 92(5). pp.1339-1345.
Belbin, R.M., 2012. Management teams. Routledge.'
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Coller, X., Cordero, G. and Echavarren, J.M., 2018. Recruitment and selection. In Political
Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Cooney, S., Gahan, P. and Mitchell, R., 2011. Legal origins, labour law and the regulation of
employment relations. Research Handbook of Comparative Employment Relations,
Cheltenham: Edward Elgar, pp.75-97.
Drucker, P., 2012. The practice of management. Routledge.
Garrick, J., 2012. Informal learning in the workplace: Unmasking human resource development.
Routledge.
Landers, R.N. and Schmidt, G.B., 2016. Social Media in Employee Selection and Recruitment.
Theory, Practice, and Current Challenges. Cham: Springer International Publishing
AG.
Lievens, F. and Chapman, D., 2010. Recruitment and selection. The SAGE handbook of human
resource management, pp.135-154.
Pierce, J.R. and Aguinis, H., 2013. The too-much-of-a-good-thing effect in management. Journal
of Management. 39(2). pp.313-338.
Sangeetha, K., 2010. Effective Recruitment: A Framework. IUP Journal of Business Strategy. 7.
Taylor, S. and Emir, A., 2015. Employment law: an introduction. Oxford University Press, USA.
Trkman, P., 2010. The critical success factors of business process management. International
journal of information management. 30(2). pp.125-134.
Online
The employment act. 2019. [online] Available through<https://cartwrightking.co.uk/areas-of-
practice/Employment/employee-rights/>/.
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