Human Resource Management

Table of Contents

Introduction 3
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing
an organisation with talent and skills appropriate to fulfil business objectives 4
Function and purpose of human resource management 4
Strengths and weaknesses of various approaches to selection and recruitment 6
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization 8
Benefits of various HRM practice 8
Effectiveness of different human resource management practices to raise organizational
productivity and profit 10
LO3 Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation 11
Importance of employees relations which influence HRM decision making 11
Key components of employment legislation and it's impact on HRM decision making 12

LO4 Apply Human Resource Management practices in a work-related context 13

Application of HRM practices in work 13
Conclusion 14

References 15

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Introduction

Human resources are referred to as individuals who work for an organization or company
and the department which is responsible for managing resources are related to employees.
Human resource management is an umbrella term that is used to explain the development
and management of employees in any organization (Noe and et. al., 2017). This also known as
talent or personnel management, human resource management includes overseeing everything
related to managing the human capital of the organization.
HRM is a process of selecting, providing employees, training, providing orientation,
appraising the performance of employees, motivating employees, ensuring employees safety,
providing benefits and maintaining proper relations with their trade unions as well as employees.
Human resource manager's responsibilities fall in different areas such as employees
compensation and benefits, designing work and staffing.
This assignment will include the scope and purpose of HRM, key elements, internal and
external factors that affect the organization.

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LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing
an organisation with talent and skills appropriate to fulfil business objectives

(a) Function and purpose of human resource management

Human resource management has different functions to play in any organization such as
develop, administer and plan programmes and policies which are designed to make efficient use
of human resources in the organization. This is the management part which has the main focus
on individuals at the workplace and their relations within the enterprise.
HRM plays a major role in selection and recruitment, as a hiring manager and HR
manager has to make sure equal employment opportunities. The chosen company for this
assignment is Tesco, which is one of the largest retailers in the whole world (Cascio, 2015).
Tesco is identified to be the biggest supermarket in the United Kingdom that is dominating the
British country's retail segment with domestic share and worldwide sales. The core purpose of
this organisation is to be a champion for the customers as well as helping them to enjoy a good
quality of life. And values of an organization helps to understand how hard the company is trying
to make efforts to provide services to the customers like being 1st to meet the needs of people,
understanding customer and acting responsibly for communities.
The Department of human resources handles several functions within the organisation
such as training, ensuring compliance and recruiting with the labour law. The HR department has
many functions within a particular organization, it is also responsible for firing and hiring
employees, maintaining an interoffice relationship, training workers and interpreting
employment laws but all the functions of HR are summed up in 6 major functions. Hiring and
recruiting, training and development, handling compensation, employee relations and legal
responsibilities. The primary function of HRM is recruiting and hiring within the organization as
well as personality tests and administer skills to match candidates which ensure that the
individual is right for the particular organization (Armstrong, and Taylor, 2014). Training and
development come next, HR department constructs training programmes and then conduct
training for those who are new as well as existing employees. This department typically handles
the payroll of employees and make sure employees are paid on time and accurately with the right
deductions made. This also manages programmes related to compensation which includes fringe
benefits and pensions which are offered by the employer.

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 Human resource management provides different trainings and development programmes
as it helps employees to develop particular skills which they are lacking. Recruitment and
selection provide a chance to everyone to show their knowledge and skills. This also helps an
organization to get the best employees for their company to meet their goals and targets. All
these practices are for both organizations as well as employees (DeCenzo, Robbins and Verhulst,
2016). HR has different roles and functions which have to be complete to meet objectives. All
the main functions of HR are essential to manage and develop their organization so that they can
implement them in their marketing. Functions like investigating discrimination and harassment
complaints provide safety to employees so that they can perform well.

Main Purpose of HRM within TESCO

 The HR practices like employee engagement, training and development are acts as a
liaison between workers and top management.
 Devising the employee benefit schemes, maintain adequate manpower inventory,
enhance the quality of work is another main purpose behind the implementation of HR
practices within the organisation.
Scope of HRM
 Personal or labour aspect: For workforce planning, HR managers of TESCO mainly
take responsibilities like planning, recruiting, transferring, remuneration and providing
incentives to workers, training and development more.
 Welfare aspect: For providing safety and welfare to workers, managers of Tesco also
provides benefits to workers, such as health and safety, medical assistance, transport and
more.
For workforce planning, the above mention functions including the development of
Union management relations help the respective company in increasing the performance of
workers. This would help in getting high support and commitment of workers for the
achievement of business goals.

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 (b) Strengths and weaknesses of various approaches to selection and recruitment

Recruitment is the basic method of any organization's overall planning process and
human resource management. It is a developing process in which different qualified candidates
who are interested in joining the organization for work and from that company might reasonably
choose the best people to hire for that particular job (Chelladurai and Kerwin, 2018). There are
different methods of recruiting such as internal, external and alternative ways.
Internal recruitment method
This method can be complete through transfers or promotions. Organization can decide to
permit existing employees to switch from part-time or temporary positions to a full-time or
permanent position. This method also boosts employee morale and cost-effective (Mello, 2014).
Sometimes it helps to reduce employee turnover and retain top talent. Internal methods
include promoting & transfer, job posting, retired employees and dependents of deceased, union
through assigning & employee referrals.
Strengths and weaknesses
There are various strengths for internal recruitment methods such as it reduces cost and
help to check the accurate view of the applicant's skills. This also helps in stronger commitment,
increasing employee morale as well as less training and orientation. The knowledge and culture
will be sustained and also the performance of employees get high.
Weaknesses involve if in case the employees who will fail they will feel dissatisfied as
only limited people can be taken from the pool (Jackson, Schuler and Jiang, 2014). Less job
suitability will occur in this case.
External method of recruitment
This method eliminates different problems but it is time-consuming and expensive. As
being business owner, he has to train new employees, subscribe to resume database and job
boards, pay for background checks and post ads in local newspaper or online. This selection
process can be more effective to help to identify who are the suitable individuals for the job
(Purce, 2014). External such as employment agencies, employee referrals, advertising, college
recruits, e-recruitment and walk-ins. Alternative methods involve leasing employees, part-time
workers, outsourcing, overtime and temporally workers. And selection concerned with selecting
candidates who are best for the particular job among the pool of applicants who are qualified

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during the recruiting process. There are different strengths and weaknesses for recruiting and
selecting employees process.
Strengths and weaknesses
In the case of selection, there are several strengths and weaknesses, strengths include
new-blood, adaptable and a large number of applicants pool. Most suitability of job as well as it
will also avoid ripple effect. Weaknesses are internal employees will get demotivated. Along
with this higher cost than internal method and high turnover rate
Approaches of selection
There are different selection approaches it helps individuals to provide the chance to
work in a particular organization. In Tesco there are various approaches which are used for
selection are:
Interviews: This is an effective approach that is used by the particular organization. The
process of interview is formed by identification of key requirements related job and then a list of
different question will be drowned to select the best candidate.
Ability and aptitude tests: This test is conducted to check the ability of an individual
regarding the job. In this test, there will be certain areas that will be included like numerical,
verbal, clerical, spatial and general intelligence.
Job Analysis
It can be defined as the process of finding out the entire details required for a specific job,
with its related roles and responsibilities. Here, HR managers of TESCO used to conduct a
meeting with line managers to identify the actual requirements for each vacant position of new
skills. Furthermore, to attract potential candidates, they also analyze strategic plans via HRM
strategies like PESTLE analysis. This would help in discovering the future trends, jobs as well as
skills required for facing new challenges of the marketplace to maintain the competitiveness of
business. Along with this, for hiring any new candidate HR managers of Tesco prepares proper
documentation which includes a job description, personal specification and further process of
selection criteria.
The main objectives of recruitment
 To introduce fresh ideas at the workplace and attract a large pool of eligible candidates as
per the requirement of the business.
 To hire candidates via external and internal activities efficiently and cost-effectively.

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  To ensure that all recruitment activities must be conducted fairly and transparently.

LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization
(a) Benefits of various HRM practice

Human resource management is the procedure of joining the function of the human
resource with different goals of the firm to improve and drive productivity. Different practices of
HRM in Tesco that are adopted by them to get benefit as they are beneficial for employer as well
as employees they are:
1. Training and development: Most every employee, including ones with quality and
skills, needs training at some specific point as each company differs from the other.
Procedures and policies require to be conveyed well to all the employees as this
procedure of on-boarding. Such type of procedure will make sure that employees are on a
similar wavelength. HRM system takes responsibilities for ongoing employee
development and such type of continuous education retain the skills of the employees
updated for them so that they can bring original and modern ideas to the firm (Kramar,
2014). Training and development are very important for employers as to when employees
will be provided with effective training it will impact on their performance, they will able
to perform better. Better performance of employees will provide benefit to Tesco
organization and their employers as they will able to accomplish certain goals and plans
which are already set.
2. Health and safety: This system also plays a role in health and safety at the workplace.
This can be achieved by some procedures and policies, but the function of HR goes
further step to make sure that employees have to understand the risk which is carrying out
certain activities. If there are dangerous areas company will paste some posters with
caution so that it can reduce risk (Albrecht and et. al., 2015). If there will such kind of
activities it will be useful for employees to reduce their health risk. In the same way, it
will also eliminate particular legal actions which can be taken in such conditions by
employees and the company need not face these consequences.

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 3. Planning for change: In the case of business, change is at a very fast rate. As time
passing technology is changing, it needs constant updates and the finance of the business
keep on changing over time. Changing in certain plans and goals can implement
productivity of Tesco in the market (Paillé and et. al., 2014). Planning for particular
change includes helping employees to gain knowledge and understand their functions
through taking into the account perspective of the firm.
This will help the employer in the development and implementation of a particular
company. It will also help employees to experience fluctuation, it will increase their skills.

Approaches of different HRM practices

 Flexible working hours: As TESCO offers 24 x 7 hours online facility to customers for
purchasing its commodity and has some stores all over the world. Therefore, to oversee
the entire work, the respective company requires the high commitment of workers to
work for longer hours. In this regard, its managers have implemented flexible working
arrangements where employees are allowed to work from anywhere as per their comfort
to deliver better and timely services to customers. This has proved beneficial for
employers to boost morale, reduce absenteeism and retain talented workers for a longer
period. There are various types of approaches available that a company can adopt for
arrangements of flexible working hours such as functional for skill variety & task
diversity; Numeric for hiring and dismissal workers; Temporal for adjustment of working
hours. Among these approaches, Tesco has adopted functional flexible working
arrangements to manage the productivity of the workplace through the implementation of
policies such as job sharing, shift work, fixed-term contracts and more.
 Training and Continuous Performance Development: Through these approaches, HR
managers of Tesco have provided regular performance development program, to enhance
the skills of workers and increase their capabilities. This would help employers in getting
talented workers to offer the best services to customers and gaining high competitive
advantages as well. In context with employees, they also gain benefits of reducing own
weaknesses and enhancing skills to take more challenging roles which help in making
their career more development.

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 (b) Effectiveness of different human resource management practices to raise organizational
productivity and profit
All effective practices which are followed by Tesco have an impact on the profit and
productivity of that particular organization. Training and development refer to efforts that are
planned and by that organization facilitates learning related to job behaviour for the part of
employees. Overall training objectives are to accomplish skills and knowledge that leads to
raised personal skills in more areas and needed motivation background are improved and
provided to perform their job properly (Cooke, Saini and Wang, 2014). This is very important to
provide training to employees as this will help them to learn skills perfectly and impact their
performance in a positive way. Such kind of practice helps to increase productivity as well as
profit. Profit is directly proportional to productivity, which can be increased by providing
training to employees. Change and betterment in product raise value in the market that is
beneficial for Tesco to increase their productivity and profit.
The Health and safety of employees is essential in every organization, as this gives surety
for their safety. Such kind of practice will decrease turnover of employees and their regularity
will also increase. At every workplace health and safety are important this gives satisfaction to
employees, they will be able to work with more courage and motivation. This kind of behaviour
will increase productivity in Tesco Company (Foster, 2014). If all the employees are healthy and
are being provided with proper hygiene, it impacts on benefit in the market by reaching certain
targets which are made by employers. Every employee when working in particular organizations
first thing person seeks for health and safety. By providing health and safety Tesco organization
can increase the performance of employees which will result in more productivity.
Planning for change is one of the most important aspects to get benefit and to increase
productivity. If the company will change their plans and certain goals this will provide them with
different skills and knowledge in various fields which will increase the working potential of
employees and they will be able to solve problems more effectively (Buettner, 2015). It will
affect on productivity of Tesco and that will raise rates of profit. Change is good for the
organization, by analysing changes in other organizations which are competitors for Tesco, this
particular organization can update their products so that they can maintain their costumers as this
will increase profit.

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LO3 Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation
(a) Importance of employees relations which influence HRM decision making

Maintaining employee relations in a particular organization is a requirement for

organizational success so it should be healthy. Strong employees relations are needed for human
satisfaction and high productivity. Employee relations commonly deal with resolving and
avoiding issues concerning people that might influence or arise out of work scenario. Healthy
employee relation depends on the safe and healthy work environment. Every person at the
workplace shares a particular relationship with their fellow workers. As humans are not
machines who will start working by pushing a mere button (Gatewood, Feild and Barrick, 2015).
People need to talk and discuss ideas and thoughts with each other and also share their sorrows
and happiness. Individuals must be comfortable together and work with each other as one team
to achieve common goals. There are various problems on which a person can not take a
particular decision alone. Every individual needs the advice and guidance of others too. In some
cases, employers can miss out on some important points but the worker who is working as an
employee may come out with an excellent idea that would help them to complete their targets as
soon as possible.
Before executing any plans organization's employers should be evaluated initially in that
every employee can give their opinions freely. If there are no healthy relations with employees
they will not help with decisions (Ployhart and et. al., 2014). Work becomes easier when it is
shared among the people. Good relations with employees would ease the work load on certain
organization and in turn, raise productivity and will also help in decision making. As decision
making is essential for future development and profit which can be better with making healthy
and strong relations with employees so they will be able to give opinions and their views on
certain decisions which will help to analyse respective benefits and losses. Sharing a good bond
with fellow workers because there can be a certain point where they will be needed. In this way,
Tesco can improve their relations with fellow workers which are very important for an
organization in decision making.
As the relationship of employees and management of a company is mostly affected by
openness, willingness and trust level. Therefore, it is essential for managers of Tesco to concern

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about these aspects so that relationship between upper management and all workers can be
maintained positively. For this purpose, they need to maintain the balance of power i.e. no one
person at the workplace get higher authorities that may affect the trust and openness of others.
Managers also need to concern about the implementation of HR practices like the
flexibility of working hours, guaranteed pay, employment rights and more for same.

(b) Key components of employment legislation and its impact on HRM decision making
Federal laws impact HRM on a national level, even though small businesses can be
exempt that depends on their size. In any state or country, there are certain employment law
regulations that can affect labour relations and record retentions.
Anti-discrimination law in hiring
Civil Rights Act of 1964 is related to discrimination that prohibits this activity against
employees on basis of colour, sex, national origin and race. This regulation provides job-based
on their talent so that every individual can get a similar chance to show their skills and
knowledge (Al Ariss, Cascio and Paauwe, 2014). This has a great impact on their decision
making as they can make a better decision against all such kind of activities which should not be
encouraged at the workplace. A person who is has fear of discrimination can be fearless with
help of this act. Such kind initiatives motivate employees to work well which makes their
performance effective to achieve particular organization goals.
Regulations protecting overtime and wages
There are several states which have legislation constructing minimum wage more than
the federal minimum. Human resources have to continuously check the accuracy of the amount
that is paid to employees. Checking on the employees whether they have issues related to their
work and payment helps to understand if there is any problem related to their work timings.
Human resource managers have to ensure their employees are classified exactly for their duties
related to the job. This regulation helps employees with their working time and wages which
motivates them to work more effectively.
In this regard, managers of Tesco mainly focus on complying business with employment
laws and ensures that no discrimination will have happened. They also concern about providing
safety to workers and keep their personal and confidential secure as well as never disclose in
front of others without permission of them.

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LO4 Apply Human Resource Management practices in a work-related context
(a) Application of HRM practices in work

Various practices of HRM are there which help the manager in management and control
the activities of employees at the workplace. Further, it suggests manager hire and selects a right
candidate to perform a specific job at workplace.
Job Specification

Organisation: TESCO Plc

JOB Title: Assistant Human Resource Manager

Department: Human resource department

Qualification: MBA in human resource management

Experience: Minimum 5 years experience in the field of HR in a well-known organization

Qualities and skills:

 Adequate information related to the field of HR

 Flexible and should be multitasking
 Good physique and personality
 Should be able to cooperate with various other functions working in the company
 Effective communication skills
 Able to work in pressure

CV

Name: John Anderson

Address: Street no. 1 Westside, London

Contact no.: +44 7496 556688

Career objective: To work with an organisation in which I can use my skills and knowledge and

can identify my potential.

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Education qualifications:

BBA

MBA

Experience: 2.5 years experience of working in retail enterprise in the HR department

Declaration: I hereby declare that all the information given above are true to my knowledge.

Preparatory notes for an interview

Recruitment and selection of employees are known as one of the most important
functions of every enterprise. The interview is known as one of the most essential parts of the
selection process. Preparation is done for interview support employer and helps in identify and
evaluate the best candidate for the specific job role. With proper planning, the employer can
better examine the skills of candidates and can make the right decision.
Job offer letter

Dear John Anderson

We are happy to announce that we are offering full-time employment to you. If you accept this
offer then the following will be your terms and conditions as per your employment contract.

Position: You will be working as an assistant HR manager.

Working hours: 48 hours in a week

Compensation: You will get 60000$ per annum

To accept, please sign and date in this form and email it back to us.

If you have any queries, feel free to contact us.

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Conclusion

From the above-given information, it can be summarised that the concept of human
resource management is related to the management of employee’s actions and their performance
at the workplace. Different approaches of selection and recruitment are there which could be
employed by enterprises to hire the right candidate to perform various job roles at the workplace.
Various practices of HRM are there that could be implemented by the enterprise in an
organisation that offers various benefits to both employers and employees. Employers need to
create and maintain good relations with workers as this offer various long term benefits to the
company which help in sustain in the market for a long period. Managers formulate various
policies related to the management of employee’s actions so it is very essential to consider
various laws related employment of employees to satisfy them and to retain them for a long
period.

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