Unit 3 HRM (Human Resource Management) Assignment Help

1.0 Introduction Of Human Resource Management Assignment

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Human resource management is a strategic process that is used by the business organization to manage people who are associated with the business organization. In process of human resource management, different functions are performed by the human resource department to meet the workforce-related needs of the company(Michael, 2019). Functions that are performed by the human resource department are focused on hiring, motivating, and managing the workforce of the company. This report will be explaining the role and importance of human resource activities in Tesco PLC. Tesco PLC is one the largest retail sector organization in the United Kingdom. The mission statement of the organization is to become the best service provider for customer and helping the customer to enjoy a better quality of lifestyle and ease of living. This is also the aim of an organization to deliver great value to customers by providing the best quality product and services to them. Major functions of human resource will be analysed in the report. Different approaches and practices that are performed by the human resource department will be evaluated in the report

2.1 An explanation of the purpose of the HR function and the key roles and responsibilities of the HR function

There are different functions performed by the human resource of the organization to manage the workforce effectively. If the workforce is effectively managed then it can help Tesco PLC to maintain its performance in the market. Core functions that are performed by the human resource of Tesco PLC are- Recruitment and Selection, Performance Management, Training and Development, Compensation and Benefits, and Reward and Appraisal. These are the most common functions that are performed by the human resource department to maintain the internal and external operations of the company.

Recruitment and selection

The recruitment and selection function of human resource management is related to workforce planning. This is important for the human resource department to manage the workforce to meet the operational targets of the company within time. This function is performed by the human resource management to meet the workforce-related needs of Tesco PLC. In the recruitment and selection function, different methods are used by the human resource department to attract and hire skilled candidates to fulfil open positions in the organization’s workforce(Boon, Den Hartog, and Lepak, 2019.). This function can help the organization to complete various objectives with high quality and precision. Effective recruitment and selection process can help Tesco PLC to gain higher efficiency in internal operations.

Performance Management

The performance management function of human resource is focused on various activities that can be used to improve the performance of employees in the organization. The performance management function of human resource includes different activities like performance tracking, 360-degree feedback system and performance improvement plans. Purpose of Performance management function to develop effective and higher performance working teams in the workplace. High-performance working can help Tesco PLC to efficiently perform various operations.

Training and Development

The training and development function of human resource is focused on the skill improvement of employees. Skill and knowledge gaps that are analysed in the workforce of the company are targeted in the training and development function. In this function, specific training and development programs are designed by human resources to fulfil skill and knowledge gaps in employees. The main purpose of this function is to develop a highly skilled and knowledgeable workforce. Training and development activities are performed by human resource, according to the need of the company.

Compensation and Benefits

This is most important for the human resource department to provide all benefits and compensations to employees as per their performance in the workplace.As per the working hours of employees, they are provided with proper compensation. In the compensation, process employees are played as per the labour law of the country(Delery and Roumpi, 2017). Some other benefits are also provided to the employees for their wellbeing in the organization. Compensations and additional benefits are important to maintain the satisfaction level of employees. The main purpose of compensation and benefits is to ensure the wellbeing and satisfaction of employees in the company. This can improve the motivation level of employees and these motivated employees can effectively contribute to the success of the organization.

Reward and Appraisal.

Reward management and appraisal management can be explained as a function of human resource which is focused on employee motivation and engagement activities. The main objective of this function is to keep employees happy and satisfied in the workplace. This function is also effective to develop positive competition and an effective environment in the company(Ahammad, Glaister, and Gomes, 2020). This competition and effective environment are most important for the organization to gain higher productivity in internal operations. By effectively performing reward management and regular appraisal, high performance working culture can be developed in the organization.

This is how different functions are performed by human resource of Tesco PLC to gain higher performance standard in business operation. All these functions are focused on motivation, development, wellbeing, and growth of the employee in the organization. By maintaining higher motivation, level in employees can help the human resource to manage talent in the workforce of the company.

2.2 The significance that HR plays in acquiring talent to meet business objectives

All the activities which are related to the talent management process are performed or administrated by human resource of the company. The human resource department of the company is responsible to manage the talent within the workforce. For the talent management process, different activities are performed by the human resource are- recruitment, performance management, career management, leadership development, and organization strategy.

Recruitment

The recruitment process can be explained as a process that is used by the human resource of the company to hire suitable candidates for the current open position in an organization. In the process, if recruitment, Job description, person specification, and selection processes are followed by human resource to develop an effective workforce in the company. This process is important to manage the talent of the organization.

Performance Management

Performance management is considered as one of the most effective processes that are used by human resource to improve the performance of employees in the workplace of the company(Kianto, Sáenz, and Aramburu, 2017). In Tesco PLC, the human resources department uses performance management to improve the knowledge and skills set of employees to improve the performance standard of the organization. This process allows the human resource to develop an effective workforce for Tesco PLC. By improving the skills and knowledge of employees, talent requirement can be met efficiently.

Employee Retention

This is the most important activity that is used by human of the company to retain their skilled and experienced employees for a longer time. In this process or practice, effective benefits, rewards, flexibility and competitive salary is offered to the employees to retain the organization. This process can help the human resource of Tesco PLC to manage talent in the company.

This is how the role of human resource is most important for talent management in the organization. The human resource of Tesco PLC uses these processes for talent management.

3.0 An assessment of the approach to:

3.1 Workforce planning

Workforce planning can be explained as a process that is used by the human resource of the organization to meet all workforce-related requirement in the organization. In workforce planning, three different approaches are used by human resource to meet workforce-related requirements. Strategic planning approach, operational planning approach and workforce planning, these planning approaches can be used by human resource of the company to plan workforce as per requirements. Strategic planning is based on the long-term business objectives of the company. Past business and workforce data is used to develop an effective plan for workforce management. Operational planning of the workforce is based on the day-to-day operations of the organization. This approach to workforce planning is effective for can be considered as an effective approach for a short-term business plan. The workforce planning approach is also an effective approach to manage the workforce of the company. In this approach, business needs and workforce needs are considered by human resource. These approaches can be used by the human resource of the company to meet all business objectives within time.

• Recruitment and selection

The recruitment and selection process is used by human resource to meet the workforce requirement of the company. Recruitment approaches are used by the human resource of the organization to attract suitable candidate for an open position in the company(Mousa and Othman, 2020). In the selection process, suitable candidates are considered for the hiring process in the organization. In the recruitment and selection process job description, skill inventory, job posting, and multistage selection process are used by human resource. All the approaches that are used in the recruitment and selection process are focused on the hiring of suitable and efficient candidates for the organization.

• Development and training

Training and development approaches that are used by the human resource of the company are designed to improve the knowledge and skill set of employees. All the training and development sessions that are performed in the organization are based on the performance assessment of the employees. There are different approaches can be used by human resource to design training and development session for employees. For example, in Tesco PLC role-playing, coaching, management games and lectures are used to improve the skills and knowledge of employees. These approaches can help the organization to maintain the performance of employees within the workplace.

• Performance management and reward systems

Performance management is a process that is used by human resource to improve the performance of employees as per the need of the organization. In the performance management process, the performance of employees is tracked by the human resource department to analyse skill and knowledge in the workforce of the company. Information and data collected in the performance assessment process are utilised by the human resource of Tesco PLC to design proper training and development process for them. The performance management process can help the human resource of the organization to maintain higher performance standard in the organization.

4.0 Inclusion of case study examples to examine the different methods used in HR practices

There are different practices are performed by the human resource of the organization to improve the performance of the organization in the market. This performance standard can be achieved by maintaining the performance of employees within the workplace. Different benefits and facilities are provided to employees by the Human resource of Tesco PLC. Providing different benefits to employees is also one of the major practice of human resource. In this practice, employees are provided with different facilities and benefits to keep them motivated and satisfied.Recruitment and selection are also some of the most important practices that are performed by the human resource ofTesco PLC to meet the workforce-related needs of the company(Pucik, Evans, and Björkman, 2017)

. Employees of Tesco PLC also provide effective training and development sessions to improve their skills and knowledge about the operations of the organization. This process can help Tesco PLC to ensure the effective performance of employees in the workplace. Fair performance-based rewards also provided to employees by human resource. This practice is highly important to develop positive competition in the workplace. This positive competition can improve the internal operations of the organization. These are some common practices that are performed by human resource management to improve the performance of the organization in the marketplace.

References

Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource management. Human Resource Management Review. 30(1). p.100700.

Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource management systems and their measurement. Journal of management. 45(6).pp.2498-2537.

Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and competitive advantage: is the field going in circles?. Human Resource Management Journal. 27(1).pp.1-21.

Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.

Michael, A., 2019. A handbook of human resource management practice.

Mousa, S.K. and Othman, M., 2020. The impact of green human resource management practices on sustainable performance in healthcare organisations: A conceptual framework. Journal of Cleaner Production. 243.p.118595.

Pucik, V., Evans, P. and Björkman, I., 2017. The global challenge: International human resource management.

Table of Contents

Assessment Part 2: Recruitment and selection documentations portfolio

• The design of a job description for the position of marketing manager 
• A person specification for the position of marketing manager

• A job offer letter for the selected candidate 
• An evaluation of the process and the rationale for conducting appropriate HR practices 

An evaluation summary of employee relations and employment legislation that relate to HR practices

6.0 The approach to and effectiveness of employee relations and employee engagement, with mention of the flexible organisation and flexible working practices and ‘employer of choice’ 10

7.0 Key aspects of employment legislation within which the organisation must work 11

8.0 An evaluation of how employee relations and employment legislation inform decision making and meet business objectives

References 

• The design of a job description for the position of marketing manager

• A person specification for the position of marketing manager

• An evaluation of the process and the rationale for conducting appropriate HR practices

All the HR practices that are implemented in the organization are focused on the performance of the organization. In the recruitment and selection process, practices like job description, person specification, and offer letters are prepared by the human resource department to meet the workforce-related needs of the company(Davies, Mete, and Whelan, 2018). These practices are important to follow because they can help the organization to perform all the processes as per legal and company norms. These practices also can provide a proper structure to the recruitment and selection process. Other HR practices that are performed in the organization like rewards and appraisal, performance management, employee wellbeing are also important to manage the motivation level of employees in the work place. These practices are important to maintain the performance standard of the organization in the target market. This is how all the practices that are performed by the human resource of the company are most important for the performance of Tesco PLC.

An evaluation summary of employee relations and employment legislation that relate to HR practices

• The approach to and effectiveness of employee relations and employee engagement, with mention of the flexible organisation and flexible working practices and ‘employer of choice’

Employer of Choice

Employer of choice can be explained as the capability of an organization or employer to effectively recruit employees and retain them for a longer time in the company. Employer of choice is related to the working standards, leadership style, and culture of the organization. All these factors can be helpful to become an employer of choice. The employer also can be explained the desire of suitable candidates to work with the organization(Kaur and Randhawa, 2020). For example, practices like flexible working and flexible organization can help the organization to become the employer of choice. To become the employer of choice this is important for the organization to maintain effective employee relation and engagement. Employer relation and employee engagement can help the organization to retain an employee for a longer time and maintain the workforce of the company.

Employee Relation

Different processes can be used by the organization to improve its relationships with employees. Major considerations that can be used by Tesco PLC are-

• Develop a positive impression on employees can help the company to develop effective relationships with employees.
• Positive feedback also can help the organization to develop a better relationship with employees, Positive feedbacks can encourage employees to get attached to the company.
• Better communication approaches also can help human resource management to develop effective relationships between employer and employees.
• In Tesco PLC, employees are offered the opportunity to grow and develop. This is important to develop positive relationships with employees and keep them satisfied with the company.

These are major practices that are performed by Tesco PLC for employee relation in the workplace.

Employee Engagement

Employee engagement is also one of the most important activities that can be performed by the business organization to get better performance from employees. Employee engagement practices can help the organization to keep employees motivated and encouraged to work in the workplace of the company(Coleman, 2018). There are some process can be used by the company to improve the effectiveness of employee engagement practices in the company are-

• Develop and improve core values in the organization can help the company to engage employee for a longer period.
• Feedback prioritization also can help company management and human resource to offer better work conditions to employees which are helpful to improve employee engagement in the organization.
• Effective coordination can be developed in the workplace to improve employee engagement in the work place.
• Employee recognition and employee motivation both practices are important to improve employee engagement in the workplace of Tesco PLC.

These are major practices that can be performed by human resource of Tesco PLC to improve employee engagement level.

• Key aspects of employment legislation within which the organisation must work

For a business organization, it is important to follow some legislations that are designed and enforced by the legal body of the country. All these legislations are implemented or enforced by the organization to keep operations of the organization in a controlled manner and protect the basic human rights of employees and customers. Some of the most crucial legislations that must be considered by the business organization are-

Employment Right Act 1996

This law is considered an update to the labour law. It covers the rights of employees in situations like dismissal, unfair dismissal, redundancy, and maternal leaves or paternal leaves. Employment right act 1996 protects employees from unfair treatment in the workplace(Bennett, Saundry, and Fisher, 2020). This act must be followed by the organization to prevent legal actions against the organization.

National Minimum Wage Act 1998

This act is designed by the legal body of the country to set out the national minimum wage for the employees across the country.The main purpose of this act is to ensure that all the employees are fairly paid by the employer. As per the age of the employee, the minimum per hour wage is stated in this law. This act is regularly updated by the government as per the inflation rate in the country.

Equality Act 2010

Equality act 2010 is the most important in current time. This act must be followed by the organization to develop effective workplace conditions for employees. Majorly this act protects employees from discrimination in the organization. This act protects people from discrimination on basis of race, religion, age, gender, sexual orientation, personal values, social or economic background. Equality act 2010 helps the organization to develop a better environment in the workplace of the company.

These are major legislations that are most important for the organization. These legislations must be followed by the organization to keep business activities legal.

7.0 Evaluation of how employee relations and employment legislation inform decision making and meet business objectives

The role of employee relation and employment legislation is most important for the business organization. In the decision-making process, this is most important for the organization to consider various factors that can affect their relationship with an employee. In the decision making process employee satisfaction must be considered decision-making process to develop effective relationships with them. Effective decisions that are favourable for employees can help human resource to keep employees satisfied in the work place(Guest, 2017). The other factor that must be considered by the organization or human resource in the decision-making process is related to employment legislation. This is important for human resource to decide as per the guidelines which are provided in different acts to keep actions and process of company legal. This is how the role of employment legislation and employee relationship is most important in the decision-making process.

References

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Bennett, T., Saundry, R. and Fisher, V., 2020. Managing Employment Relations. Kogan Page Publishers.

Coleman, M., 2018. Understanding how transformational leaders inspire employee engagement in rapidly changing environments.

Davies, G., Mete, M. and Whelan, S., 2018. When employer brand image aids employee satisfaction and engagement. Journal of Organizational Effectiveness: People and Performance.

Guest, D.E., 2017. Human resource management and employee well?being: Towards a new analytic framework. Human resource management journal. 27(1).pp.22-38.

Kaur, R. and Randhawa, G., 2020, November. Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?.In Evidence-based HRM: a Global Forum for Empirical Scholarship. Emerald Publishing Limited.