Unit 3: Human Resource Management Assignment Sample

  • 11500+ Project Delivered
  • 500+ Experts 24x7 Online Help
Download Full Sample
Downloads 4891 Words

Unit 3: Human Resource Management

Get free written samples by our Top-Notch subject experts and Assignment Helper team.

TNA67 Pearson BTEC HND in Business (RQF)

1. Introduction

Human Resource Management System (HRMS) significantly improves an enterprise's organisational efficiency. It is autonomous, which contributes to coherence in the administration of different human resources operations. It fosters openness and increases worker participation in the enterprise. The HRMS contributes to emphasise the company's objectives and works to improve employee engagement, motivation and knowledge through a number of activities, including worker evaluation and administrative follow-up. The most outstanding aspect of the HRMS is motivating staff (Kianto, Sáenz and Aramburu, 2017). Workers frequently want comprehensive and rapid responses and have numerous questions and uncertainties. Each inquiry from workers is sometimes not possible for the HR team, particularly when the firm employs hundreds. HRMS may be rescued in this circumstance by giving employees with improved self-service possibilities.

The organisation like Tesco may easily fill in the incorporated system with policies and other data. And staff may connect into their profiles without bothering the HR personnel and search for all the data they require. This fast and continuous communication process increases workplace effectiveness and accountability. Tesco usually assess workers' productivity yearly and only offer comments once a year (Saeed et al., 2019). The production method is slowed down since the worker needs to wait until the yearly assessment receives comments on their achievement and opportunities for development. In addition, it is a time intensive procedure to collect the annual performance statistics on staff without any clear results.

2. Explanation of the Reason and Opportunity of Human Resource Management in Terms of Resourcing Talent and Skills

2.1 Explanation of the Reason and Functions of HRM

Reason of HRM

In the post-global age, people are no longer seen as simply production factors; instead, they are capable of bringing changes to the level of the organisation. Every individual in the business has various talents because of their distinctive characteristics such as intellect and creativity. If Tesco offers an opportunity for the employee to improve and strengthen his talents, they may be used successfully for Tesco's existence, development and possibilities for the future (Opatha, 2019). Management of human resources is of crucial consequence. As human resources management represents the procedure of worker search. It must be seen from a much larger perspective, as it involves training an employee and staff retention.

Functions of HRM

Either alone or in a group, employees labour in any organisation. Some of the major functions of management of human resources are to maintain morality, guarantee good group behaviour and settle internal problems amongst personnel. Human Resource Management carries out training programmes to provide improved and effective functioning in many types of personnel (Stacho et al., 2017). Training works to improve workers' abilities. For higher level managers, even management development programmes are arranged. It must be implemented in line with the increasing demand for time for business development and enlargement.

2.2 Identification and Explanation of How HR Department Fulfils Talents and Skills

The HR department is responsible for attracting consumers to keep the company. In this task, the investigator performs as an HR assistant in Tesco, UK's largest retailer. He needs to explain several inspirational techniques such as recruiting and selection, introduction & training. Furthermore, the researcher must determine the method in which Tesco manages individual and group performance. For any organization's HR department, recruitment and selection is a critical responsibility. Because it brings productivity to recruit or pick the ideal individual for a certain role. False selection can lead to losses (Maurya and Agarwal, 2018). Recruitment is a procedure by which a company seeks for and encourages future workers to compete for employment. Selecting the appropriate individual for the proper placement relates to recruitment. Choosing the individual with the right expertise and abilities should hire him or her for a certain task. Tesco is extremely careful to choose your organization's suitable workers. Their major purpose is to choose qualified staff for their organisation. Recruitment and selection procedure if Tesco in the next section of this study is described.

2.3 The Utilisation of Different Approaches of Recruitment and Selection

Tesco first determines the vacant jobs in all the organization's many divisions, and then provides the necessary personnel. Find out all the credentials and abilities required individually for vacant jobs. Tesco distributes employment ads via journals, magazines, television as well as the internet after all data is acquired. Upon seeing employment advertising, applicants apply via the Tesco website or submit their CV to the HR manager by e-mail (Koch, Gerber and De Klerk, 2018). At the end of the period, the HR department will inspect all the applicants and provide a shortlist on the basis of their abilities and qualifications. The HR Manager offers the nominee the telephone and takes a telephone interview.

It will take about 10-15 minutes for the candidate to question about his academic qualifications, past work experiences, abilities and the eligibility to UK employment, and so forth. Based on an interview using the telephone, the HR staff manager picks certain candidates whose interview was good over the phone (Almeida and Fernando, 2017). The interviewers queries fundamental client services, their abilities, their understanding, their job experience, their citizenship, their job right, etc. In the final interview. Following the final interview, the HR Manager gives the workers selected a date of entering the firm and an appointment to receive their joining letter.

2.4 Explanation of Strength and Weakness of Different Approaches of Recruitment and Selection

Employees who work for the company are assigned work. Connect advertising and organisation by posts and reference personnel. The first is the most used approach, as needed by the company, for finding eligible applicants. Secondly, the way employees are informed of the existence of jobs. This kind comprises job advertising, job centres and agencies. Talk about the benefits of external recruiting because companies may discover more experienced people to find the ideal applicant. The external candidates are not just going to provide fresh ideas. It is a crucial factor in filtering and selecting potential applicants, and also for the recruiter to understand the individuals better (Hotho et al., 2020). Candidates frequently have to recruit interviews with difficulty. The research reveals that companies will have more information and styles for their applicants to assess whether they are appropriate for the position or for the company. Interviews are also crucial for candidates in order to obtain information about their work and the surroundings.

Connect advertising and organisation by posts and reference personnel. The first technique is utilised most commonly, as required by the organisation, to locate eligible individuals. The second way is through which employees are informed that they still have a job. The advantage of this type of internal recruiting is that financing and selecting the best individuals for the company take less time. Not only that, the staff know how the company works. The organisation's information is sufficient to evaluate candidates (O. Nyumba et al., 2018). This recruitment promotes active and innovative work by present employees, who are not likely to leave the firm, so that they achieve excellent performance. The drawback of this approach is that companies seem to have understood the candidate's benefits and weaknesses. The number of possible subscribers may be limited. Internally, not outside, new ideas are presented. The present personnel of the company is likewise divided.

3. Evaluation of the Effectiveness of the Key Elements of Human Resource Management in the Organisation

3.1 Explanation of How Different HRM Practices Benefit the Management and Employees of the Organisation

Almost all workers, even those with talents and characteristics, needs education at a specific time since them different from one other. Practices and processes as an on-boarding method must be strongly communicated to all workers. This process ensures that the frequency of all staff is same. The continual growth of employees is the duty of the human resources management system. The abilities of workers in bringing new and creative ideas to the company are updated with this continuing training (Cherif, 2020). Tesco's human resources system fulfils the function of safety and health at work. However, the job of human resources is a further step towards ensuring that workers recognise the hazards of doing specific tasks.

The organisation can do this by rules and methods. This team will need to create posters and alert signs and appropriate procedures in case of urgency if there is large equipment in the office, for example. These postings decrease the likelihood of an accident and assist eliminate later legal proceedings against the firm. Tesco's Department of Human Resources has the fundamental role of establishing excellent working relations between workers (Bos-Nehles, Renkema and Janssen, 2017). Workshops, conferences and other regular presentations for the management are their duty. This section also supports the development of marketing and corporate strategy.

3.2 Evaluation of the Effectiveness of Different HRM Practices in the Organisation in Terms of Gaining Profitability and Productivity

The significance of the organisational structure, HRM in the operation of the organisation converted into a cost activity by not watching human resources. The management system of human resources that supports the corporate plan must be seen as expenditure, aiding the value-creation strategy for Tesco. In order to ensure that competent employees who lead competitively in enterprises may be hired in firms, it is also necessary to invest in corporate benefit for human resources (Bilan et al., 2020). Tesco can invest in human capital in general, which is an investment in particular or common training to enable the acquisition of common knowledge that Tesco uses. This will result in an expected greater return on investments in the future. The use of modern and effective protection aids and tools to enhance working circumstances.

Another method is by use of good social initiatives to enhance the health circumstances of the workforce. A cost-benefit assessment of investments is important in order to measure the productivity of expenditure in human resources. It is vital that some characteristics, including the influence of certain aspects on expected returns, be taken into account and taken into appropriate consideration, not just to establish correctly the economic specifications of each project for the efficient expenditure (Diaz-Fernandez, Bornay-Barrachina and Lopez-Cabrales, 2017). The skills assessment must cover all the costs associated with identifying and examining training requirements, development and learning costs, renting costs, accommodations, communications and knowledge, teaching aids and equipment costs, the cost of external trainers and speakers, direct persons.

3.3 Exploration of Different Methods Utilised in HRM Practices and Evaluation of the Application with Utilising Specific Instances

Professional organisation is a tool that governs method for future needs in the field of human resources and promotes development towards self-improvement. Effective practice in the administration of human resources enables a worker to lower sales. It affects the expense of the human resource department of Tesco. For instance, In order to profit in the organization's expansion, Tesco has reduced employees' turnover. When money decreases, worker output continues. Tesco will be the loss of an expert and skilled worker for the firm if its employees design. The foundation's efficiency hinders thus. Tesco therefore offers a worker relaxation and happiness in order to enhance the profit and productivity of a firm in this human resources management exercise. The company benefits from boosting the effectiveness of the illustrative by improving staff support (Asante et al., 2020). High-performances work practises, which contribute to pay and release in the work of the managers' structure, and to more thorough employee service and qualifications, improve learning, upgrade desires, drop-out work, and enhance value employee belongings so long as they are used to stop the organisation.

4. Analysis of Internal and External Factors Affect Human Resource Management Decision-Making Including Employment Legislation

4.1 Analysis of the Importance of Employee Relations in Influencing HRM Decision-Making

The personal advantage of the company should assure the interesting employee relationships in order to develop the workforce. If Tesco negotiates to supervise a major representation coalition, the organization's typical hit will be lessened. Employee relationships are certainly not an easy selling procedure, but rather a basis for the Board's thinking procedures when they discuss regarding topics and initiatives, where people feel appreciated for their commitment and expertise (Salas-Vallina and Fernandez, 2017). Tesco can be the following strategies for maintaining huge working relationships-

  • Correspondence: The firm should provide the representation with the required data to keep them informed of the corporation's tasks. For this purpose, the candidate must be provided with data on new starting or goods and the characteristics of things to the employee. This allows the candidate Tesco to expand the work through providing the consumer information (Muñoz-Pascual and Galende, 2017). This helps the faculty to continue the big business with its customers. This is likely to make workers function to a pleasant extent.
  • Great Profit: The work should ensure that the staffs are really healthy. Tesco, for instance, offers the applicants a good office and safe approach to utilise for driven vacancies. It will contribute to improved relationships (Khoreva and Wechtler, 2018).
  • Professional Development Contingency: The representatives are responsible for building their broad professions in the company. Therefore, Tesco offers the professional change representative’s positions (Muñoz-Pascual and Galende, 2017). The applicants motivate and rely on the organisation in this way. This improves the employee's performance.
  • Approach: Precondition for employees to be encouraged to work for large firms. By driving the worker, Tesco is progressively forced into combustion (Khoreva and Wechtler, 2018). In essence, it provides worker incentive, motivates, promotes and increases staff wages in order to sustain outstanding employee affairs.

4.2 Identification of the Key Elements of Employment Legislation and the Impact of it on HRM Decision-Making

In all businesses in decision-making time, particularly in decision making on HRM, legislation, legislation and other provisions, like "The Employment Rights Act", "Equal Pay Act", "Sex Discrimination Act", "The National Minimum Wage Act", and "The Disability Discrimination Act" etc., should be applied as it can change any decision or plan established by the HR department (Mayrhofer, Gooderham and Brewster, 2019). In employment laws several aspects related to employment are examined, including,

  • “Equal Employment Opportunity”
  • “Affirmative Actions”
  • “Sexual Harassment”
  • “Working Time Regulation”
  • “Wages and Remuneration”
  • “Working Conditions”
  • “Trade Unions and Other Industrial Relationships”
  • “Welfare, Safety and Health”
  • “Social Security”
  • “Special Provisions for other Occupations or Groups”

These important components stated above guarantee that legal arrangements between companies and workers comply with the law.

Firstly, choices on the layout and safety measures for employees, in which HR staff conform to the minimal standards, will otherwise be penalised legally. Once again, as the primary purpose of laws is to prevent prejudice and unfairness for workers, HR managers must develop particular HR plans and policies on workplace management (Stankevi?i?t? and Savanevi?ien?, 2018). Legislation also controls pay policies and additional pay and benefits programmes to provide justice and equality in keeping with the schedule and plan of working hours. Employment legislation also has an influence on the company's social security plans and specific provisions, according to scenario and the nature of the work.

4.3 Identification of Key Aspects of Employee Relations Management and Employment Legislation

When it comes to human resources operations, the majority of them already have strong representative relationships, making them the least likely path to HR clearance, and this demonstrates a lack of awareness regarding whether or not the business's behaviour is worker-friendly. Anyone who operates in an organizational needs understand that one power must be allowed to operate inside the organisation while another should be prohibited from doing so since it is just a ruse to deceive the organization's members (De Massis et al., 2018). Employees are important to Tesco's management, and the company is interested about maintaining good working connections with them.

Worker relations: Maintain good working relationships and strategies to develop representative ties and dedication.

Workers' relations and laws: The reason for the laws of employment. Major legal and restrictive difficulties, moral and social responsibilities exist.

Representation of workers' groups and work environment: The work of a neighbourhood / national workers' group, Summarize claims and the ideal practise is monitoring, complaining and excessive.

Despite the fact that EEO laws are intended to ensure levels of analysis at work, government programmes for the less than half of the population in society compel employers to attempt to hire and promote people who occupy positions that are consistent with the sacred norms. Governmental plans involving less than half of the population in society taking specific measures designed to mitigate the consequences of previous separations. Performance controls the preparation of finances and other allowances and benefits according to the booking and preparation of working hours in a similar way to correct the validity of all Human Resources' choices (Kossek and Lautsch, 2018). Furthermore, the organization's performance matches the government's disability concept, and outstanding preparations instil confidence in employees' capacity to function and behave in the workplace.

5. Application of Human Resource Management Practices in a Work-Related Context

5.1 Creation of a Job Specification

The researcher requires the consumer service manager to produce a job posting and this publicity will appear on the Tesco website. 10 consumer service managers are required for shops and services online. The "Customer Service Manager" offers consumer service to meet their requirements. For this job, Tesco finds professional, skilful, intelligent, informational staff. At least the level of education should be GCSE.

Number of vacancies: 10,

Experienced candidates get the priority but fresher’s can also apply here.

Working hours: 6 hours per week.

Permanent contract

Transportation facility

Salary: Up to 22k yearly

The Job Description of Tesco

  • Manage customers by providing their required product.
  • Organize the stores nicely to attract customer’s attention.
  • Build a strong customer relationship.
  • Provide the team leaders all types of product details, selling amount, and stock amounts.
  • Handling customer’s demand very nicely.
  • Follow the rules and regulations of Tesco.

Person Specification of Tesco

  • 1-year experience as a customer service executive in a supermarket
  • Good communication skills required
  • Be flexible in the roaster timing schedule
  • Educational qualification needs at least O level
  • Strong interpersonal skills
  • Ability to work under pressure

5.2 CV for Student

Catherine Jones

2 Iona Way,

Cambridge,

PE45 6UJ

07849 123456

Catherine.Jones@outlook.com

Profile Summary

Dedicated Customer Service Manager with four year expertise in customer service and functional management in the entire range. Strong labour law control, conformity problems, benefits and trade union discussions. I have demonstrated success with improvement, new talent recruitment and staffing efforts. I am a good communicator and I can resolve disputes and achieve win-win results.

Skills

· “Disciplinary procedures”

· “Employee Development and Training”

· “Contract negotiation/administration”

· “Confidential record keeping”

· “Customer Service”

Education

· Hills Road Sixth Form College – 2000

Certificate in Personnel Practice

University of Cambridge – 1997

· BA in Human Resource Management

Hills Road Sixth Form College - 1994

· A levels: Business, English and Mathematics

The Perse School, Cambridge - 1994

· O levels: English Language, Literature, History, Chemistry, Home Economics and Mathematics.

Experience

Customer Service Manager, Fontain Motors.

I oversee a wide range of customer service tasks such as payroll management, benefits and inductive services. I submit all consumer data in the database and have the responsibility, in line with data protection law, to keep all personal information. I have drawn up rules to provide customers with the finest service, to induce and discuss with customers to meet their requirements and to gather consumer feeding stuffs for company development.

5.3 Documentation of Preparatory Notes for Interviews based on the Selection Criteria and a Justified Decision of the Selected Candidate

The organisation chose to carry out the interview and evaluate the candidates through several rounds of discussion for groups, interviews and personality tests. The applicant must be able to communicate analytically and effectively with at least one year of working in related appointments. This priority should be taken into account in advance before giving the position to the applicant. Due to his professional qualifications and prior experience Tesco has chosen Catherine Jones to work, because he was considered a suitable candidate. His knowledge of many languages is a big bonus. In the interview and assessment process, the organisation has used three separate types of interviews. This is qualified to choose qualified and well-deserved applicants. Each representative of the election is appropriate to validate the applicants' real skills, learning and practises during the interview season. "Vodafone" uses face-to-face interviews to judge and to pick the best appropriate candidate for the specified position.

5.4 Evaluation and Rationalisation of the Process for Conducting Appropriate HR Practices

Face-to-face interview is seen as one of the greatest interview methods for an association that is necessary. It is possible from a group of applicants to use the most appropriate and realistic hope together with feasible skills, knowledge and practises. In addition, the interview procedure in face-to-face makes it easier for the most qualified candidate to lead and choose. The interview process is robust and dependable, which means that the face-to-face interview procedure is supported for applicant choosing (Al-Hattami and Kabra, 2019). For the data explicit and measurable, it is necessary to apply HR management approaches in a word parallel relationship. Provide an essential tool for acting against performance requirements with the deserved candidate when used.

Alternatively, the way rivals may screen can be the simplest approach to maintain. Internet networks in use, Change therefore indicates another job page and advance pages that alternated the way the listing devices may be used sensibly. Get ready job specifics and particular decisions adapted to the registration and the demands of organisations, taking into account implementation and friendship tactics (Mintchik and Riley, 2019). The idea results in improved entry and consistency; the usage of online pathways, higher levels and extensive informal connections. Task notifications & waiting list & handling functions are designed and managed. Discuss the preparedness, best process and best shape option.

6. Conclusion

We have determined in the aforementioned study that Tesco's human resources management approach is at its finest. It assists the firm in increasing revenues by reducing employee sales. The mistrust of this suggests that only a team of organisations, and even they needed a backend layout of the model would take it for granted. Although they generally have a company-wide strategy to protecting human resource management in an organisation, working on a deeply diversified product, it's highly harmful, if it's possible, to create an authoritative manner, which looks for both individual and collaborative ways simultaneously. If the Tesco uses an external recruitment strategy, it nominates the organization's deserving, competent and innovative applicant. Tesco is therefore giving their company a great brand expansion.

References

Al-Hattami, H.M. and Kabra, J.D., 2019. The role of Accounting Information System (AIS) in rationalizing human resource related decisions: A case study of selected commercial banks in Yemen. International Journal of Management Studies4(2), pp.84-91.

Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing employers in their recruitment and selection of immigrant professionals in the information technology and accounting occupations in regional Australia. The International Journal of Human Resource Management28(6), pp.880-912.

Asante, D., He, Z., Adjei, N.O. and Asante, B., 2020. Exploring the barriers to renewable energy adoption utilising MULTIMOORA-EDAS method. Energy Policy142, p.111479.

Bilan, Y., Mishchuk, H., Roshchyk, I. and Joshi, O., 2020. Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success. Business: Theory and Practice21(2), pp.780-791.

Bos-Nehles, A., Renkema, M. and Janssen, M., 2017. HRM and innovative work behaviour: A systematic literature review. Personnel review.

Cherif, F., 2020. The role of human resource management practices and employee job satisfaction in predicting organizational commitment in Saudi Arabian banking sector. International Journal of Sociology and Social Policy.

De Massis, A., Audretsch, D., Uhlaner, L. and Kammerlander, N., 2018. Innovation with Limited Resources: Management Lessons from the G erman M ittelstand.

Diaz-Fernandez, M., Bornay-Barrachina, M. and Lopez-Cabrales, A., 2017. HRM practices and innovation performance: a panel-data approach. International Journal of Manpower.

Hotho, J., Minbaeva, D., Muratbekova-Touron, M. and Rabbiosi, L., 2020. Coping with favoritism in recruitment and selection: a communal perspective. Journal of Business Ethics165(4), pp.659-679.

Khoreva, V. and Wechtler, H., 2018. HR practices and employee performance: the mediating role of well-being. Employee Relations.

Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management practices, intellectual capital and innovation. Journal of Business Research81, pp.11-20.

Koch, T., Gerber, C. and De Klerk, J.J., 2018. The impact of social media on recruitment: Are you LinkedIn?. SA Journal of Human Resource Management16(1), pp.1-14.

Kossek, E.E. and Lautsch, B.A., 2018. Work–life flexibility for whom? Occupational status and work–life inequality in upper, middle, and lower level jobs. Academy of Management Annals12(1), pp.5-36.

Maurya, K.K. and Agarwal, M., 2018. Organisational talent management and perceived employer branding. International Journal of Organizational Analysis.

Mayrhofer, W., Gooderham, P.N. and Brewster, C., 2019. Context and HRM: theory, evidence, and proposals. International Studies of Management & Organization49(4), pp.355-371.

Mintchik, N. and Riley, J., 2019. Rationalizing fraud: How thinking like a crook can help prevent fraud. The CPA Journal89(3), pp.44-50.

Muñoz-Pascual, L. and Galende, J., 2017. The impact of knowledge and motivation management on creativity: Employees of innovative Spanish companies. Employee relations.

  1. Nyumba, T., Wilson, K., Derrick, C.J. and Mukherjee, N., 2018. The use of focus group discussion methodology: Insights from two decades of application in conservation. Methods in Ecology and evolution9(1), pp.20-32.

Opatha, H.H.D.N.P., 2019. The Case for Teaching Human Resource Management in Management Education: 13 Common Reasons. Sri Lankan Journal of Human Resource Management9(2), pp.15-38.

Saeed, B.B., Afsar, B., Hafeez, S., Khan, I., Tahir, M. and Afridi, M.A., 2019. Promoting employee's proenvironmental behavior through green human resource management practices. Corporate Social Responsibility and Environmental Management26(2), pp.424-438.

Salas-Vallina, A. and Fernandez, R., 2017. The HRM-performance relationship revisited: Inspirational motivation, participative decision making and happiness at work (HAW). Employee Relations.

Stacho, Z., Stachová, K., Hudáková, M. and Stasiak-Betlejewska, R., 2017. Employee adaptation as key activity in human resource management upon implementing and maintaining desired organisational culture. Serbian Journal of Management12(2), pp.305-315.

Stankevi?i?t?, . and Savanevi?ien?, A., 2018. Designing sustainable HRM: The core characteristics of emerging field. Sustainability10(12), p.4798.

Estimated Price

Price awaiting...
4891 words • Delivered within 7 days

Delivered on-time or your money back

Save Time & improve Grades

just share your requirements and get customized solutions on time

calculator
- +
35% Off
£ 6.69
Estimated Cost
£ 4.35
Offer on Unit 3: Human Resource Management Assignment Sample Unit 3: Human Resource Management Assignment Sample and Writing Services

Whatsapp Login

Your Paper will Include
  • Title Page
  • Table of Contents
  • Body
  • Bibliography & References
  • Any Additional requirements that you specify!
Free Product features
  • Free Product Features
  • Free Quality Assurance Reports
  • Grammar Report
  • Compliance Report
  • Plagiarism Report
Free Service Features
  • Free Order Management
  • Free E-Guides
  • Free 24x7 exclusive customer support
35% Off On Unit 3: Human Resource Management Assignment Sample
Get best price for your work
  • 11500+ Project Delivered
  • 503+ Experts 24*7 Online Help

offer valid for limited time only*

×