- 500+ Experts Online to help you 24x7
- Guaranteed Grade or Get Money Back!
- Rated 4.8/5 Out of 5087 Reviews
Login or Sign Up With Your Email to Complete the Order ProcessGet Additional $5 Cashback on Sign Up
Login or Sign Up With Your Email to Complete the Order ProcessGet Additional $5 Cashback on Sign Up
12121 Downloads 19 Pages 4745 Words
Human Resource Management refers to the procedure of managing the human resource of a company. The employees are the driving force of an organisation and it is imperative that their performance is measured effectively by the Human Resource Department. The agenda of Human Resource Management is to develop competence in an organisation's employees and gain a strong competitive advantages. The assignment below is based on Tesco Plc, one of the biggest retail organisation in the United Kingdom. It covers purpose and scope of HRM in resourcing an organisation with talent and skills and effectiveness of key elements of Human Resource Management in the company. It also covers analysis of internal and external factors affecting HRM decision-making including employment legislation. The report also includes application of Human Resource Management Practices (Bello‐Pintado, 2015).
For an organisation as big as Tesco, it is important that its employees are managed and their performances are measured and maintained in a consistent way that contributes to organisation's wellbeing and long term sustainability.
Workforce planning is a process under which an organisation sees to it that their needs regarding the human capital is fulfilled which is necessary for the firm to perform effectively. The purpose of HRM in fulfilling this need for Tesco is mentioned below:
However, there are different models in HRM that could be adopted by Tesco to manage their human resources. These models are discussed below:
Hard Human Resource Management
Under this approach, Tesco would consider its employees as resources like equipments and machinery. The focus of the company would be on the needs of workforce in the company and manage the human resources according to this need. For instance, Tesco would terminate their employees in case they are inefficient if they follow this approach.
Soft Human Resource Management
This approach would persuade Tesco to consider its employees as the most important asset for the firm to gain a competitive advantage. Their needs are addressed and they are motivated towards achieving better outcomes. As an example, Tesco would motivate the employees by giving them certain incentives which would fulfil their need and contribute in their performance enhancement (Chowhan, 2016).
In context of Tesco, there are various skills of HRM which are described below:
In Tesco there are various functions of HRM which are described below:
In Tesco, functions of HRM would be effective enough for the firm to fulfil its short as well as long-term objectives with utmost convenience and ease.
There are various method which Tesco could adopt to recruit as well as select employees in their organisation (Wilton, 2016). This would depend on their agendas on what approaches they adopt for recruiting their employees. There are two types of approaches, Internal and External. Benefits and advantages of both are briefly discussed below:
In this approach, Tesco would search for potential employees within their company. As an example, if a vacancy arises in the firm, the firm would choose potential individuals within the organisation itself. There are three methods which Tesco could possibly adopt:
Advantages of Internal Approaches:
Disadvantages of Internal Approaches:
Tesco, in this approach, would choose external methods to hire individuals for their organisation. This approach is generally adopted by companies where the existing employees are not fit enough to be placed to a certain position, or when the firm is expanding its workforce. The methods under this approach are described below:
Advantages of External Approaches:
Disadvantages of External Approaches:
There are different types of approaches that could help Tesco in selecting the best out of the recruited candidates. Some of the approaches that could help the firm in achieving this are as follows:
Advantages of Selection Approaches:
Disadvantages of Selection Approaches:
According to Guest, 2011, internal recruitment would be beneficial to Tesco in case it adopts soft HRM and wants commitment of its employees towards the company as it promotes loyalty. But this approach has least suitability in case the firm is looking for innovation in its process and products. In case of external approaches, innovation could easily be implemented with creative thinking of new employees. But it will not be favourable for the financial facet of the firm. Selection results cannot get manipulated which effectively could help Tesco in hiring talented staff. But on the subjective front, the results might be ineffective which could be a disadvantage for the company.
P3: Benefits of HRM practices within an organisation for employee and employer
Main aim of HRM practices is to implement them properly so that maximum utilisation of resources would attain. These practices help employees and employers to improve their performance while working which results in increasing overall productivity of Tesco. Different practices which could be use by company is given below with functional example,
·Training and development:Training refers to inculcating skills and capabilities to the employees so that they can perform their specific task with maximum potential. It helps company to enlarge their knowledge base so that they can compete with other companies in critical environment so to gain competitive advantage.
▪Employee benefits: If employees are equipped with proper skills and competencies then they would be able to excel at their work which would enhance their morale and also motivate them . Motivated employees are the most productive employees as they will enjoy their work while working.
▪Employer benefits: If Tesco employees are working with full productivity then they will improve their quality and quantity of work which would help Tesco to improve their sales and profitability. If overall company productivity is high, then chances of gaining competitive advantage is also high.
·Performance management:It is a process of monitoring and analysing the performance of new as well as existing employees so to remove their weakness and improve their performance. Besides this other aim is to clarify the roles and responsibilities of employees so to set their goals accordingly.
▪Employee benefits: If employees have better knowledge about the work they have been assigned then it would help them to focus on their work with full efficiency. Apart from that if employee’s weakness is been removed after monitoring their performance then it would improve their performance and promotes job satisfaction.
▪Employer benefits: If Tesco employees are working with their full potential then it would enlarge overall performance of employees. It would also reduce employee turnover rate as they are satisfied in what they are doing which will leads to reduction in acquisition cost.
·Enhancement in Quality:It is a process of promoting enhancement in quality of work employees are doing to improve customer satisfaction towards company's products. If customers are getting better quality of product, then it would automatically increase retention rate of customers.
▪Employees benefits: Company provides training to their employees through workshops, online classes, on the job training etc. so to improve their capabilities. If employees are equipped with latest skills and capabilities, then it would improve their working style resulting in better satisfaction at job and morale.
▪Employer benefits: Main focus of Tesco is to satisfy customer needs and demand so to earn more profit. If it is achieved by them then it will improve company's goodwill, efficiency and effectivity, reduction in production cost etc.
·Selective hiring:It is a process of recruiting and selection of potential candidates so to fill out the vacant post in the company. It is based on the mission and vision of the company as if less candidates are recruited then company cannot utilise their resources to its fullest and if they deploy more than it would reduce employees potential as they cannot work with their full efficiency because of shortage of work.
▪Employees benefits: If candidates are recruited according to their expertise then it would assist them to perform with full potential thus improving morale and confidence of employees.
▪strong>Employer benefits: If individuals are recruited according to their requirements at the workplace then company would be able to attain maximum utilisation of resources which is good for the company while competing with other players in the market.
P4: Different HRM practices in terms of profit and productivity for company
If HRM practices if properly implemented at the workplace, then it would increase company's profitability and productivity as practices aim is to increase the overall productivity of organisation. Different practices with their advantages is given below,
·Training and development:Focus of T&D is to provide all the expertness which is requires to accomplish assigned task to employees so that they can perform with their best potential. If employees are using skills according to their work, then it will increase their efficiency which would help company to gain more profit in future.
·Performance management:Main aim of performance management is to remove weakness in the workforce so to improve their performance. If employees are performing with their top potential then it would help them enhance their quality of work which assist company to increase their profitability and productivity over time.
·Enhancement in quality:Quality is directly proportionate to customer satisfaction. If quality of product is better than other competitors then customer will switch their brand to that company which will expand customer base of company. If customers are satisfied with the quality of work company is doing, then it would surge customer retention which will boost profitability of Tesco in future.
·Selective hiring:Candidates can perform at its best when they are using their competencies while working. If work assigned to them is according to their expertise then it will surge their efficiency and effectivity while working. Hence more productivity for company.
M3: Specific example to support evaluation of practices within an organisation
It is essential for Tesco to evaluate HRM practices within the firm. For instance, the firm was facing low sales in their stores and more grievances from customers. To tackle this situation, company found out that employees does not have proper knowledge about products which they are selling due to which they cannot explain the pros and cons of using the products. Tesco planned training sessions in which experts will teach staff members about the products company deals with and latest techniques which a salesman can use to accomplish their target. After a month, company analysed that employees have surpassed their own records while selling and achieved a target which is hard for other stores to achieved. So it can be concluded that if HRM practices are implemented according to the vision and mission of Tesco then it would assist them to increase their profitability and productivity over time.
D2: Critically evaluate HRM practices within an organisation context
If employee’s weakness is removed by Tesco with the help of performance management then it will upgrade their performance which affects their performance in a positive way. On the other hand, if they are performing according to their limited skills then it will limit their performance level due to which company won't be able to attain highest utilisation of resources.
Tesco focus is to attract their customers by providing high quality of product which will force them to visit Tesco stores again. If service provided to customers are not up to their expectations, then they will switch their brand which will affects company profitability in a negative sense
It is imperative for Tesco to maintain healthy relations with their employees in order to ensure long-term gains and competence in the firm (Bloom and Van Reenen, 2011). These relations influence HRM decision-making in various ways which are described below:
Employment Legislations refers to the rules and regulations regarding all the employees working in an organisation. These regulations govern rights of individuals working within Tesco. the firm, each decision took by the management must support these legislations in order to ensure ethical working and government support. The key elements of employment legislations are as follows:
Tesco, in order to maintain a healthy working environment, is bound to work according to employment legislations and maintaining effective employment relations. Decision-making of the company must be according to these two aspects with an agenda to manage the human resource effectively.
HRM practices undertakes different tasks that manager of Tesco has to perform to improve skills and potential of their employees to ensure top performance in various jobs in the firm (Beardwell and Thompson, 2014). It would help Tesco in enhancing its sustainability and enhancing its service quality.
It is essential for a firm like Tesco to adopt various HRM practices in the firm which is essential for its growth and better management of human resources (Aswathappa, 2013). The rationale for its application are discussed below:
According to Anderson, 2013, employee relations would be beneficial for Tesco, however, it certainly has some limitations. HRM decision-making could not always satisfy employees and there are times where critical decisions are required to be taken that is beneficial and necessary for the company. Whereas in the case of job description as an HRM practices, finding accurate individual for the job role is quite complex and a time consuming process. In case of Tesco, it would also add to the rigidity in job roles which eliminates the possibility for hiring an innovative and creative individual that could add to the operations and enhance its performance.
Thus, it is concluded from the report, that Human Resource Management is one of the key aspects that drive a firm towards success. It is important for companies to understand the functions of HRM in workforce planning. It is also necessary to evaluate the strengths and weaknesses of approaches to recruitment and selection. Effectiveness of various HRM practices must also be evaluated to enhance profitability. It is imperative that companies maintain good employee relations with its customers and key elements of employment legislations must also be complied by the firm. Lastly, the application of HRM practices must be critically evaluate to determine the most effective practices for Human Resource Management.
Number of pages: 6
Academic level: High school
89624 DownloadsView or Download
Number of pages: 6
Academic level: Undergraduate/College
76925 DownloadsView or Download
Number of pages: 14
Academic level: Undergraduate/College
45063 DownloadsView or Download
Number of pages: 16
Academic level: Diploma
43044 DownloadsView or Download
Get all these features for £121 FREEProceed to Order
Request a Callback We will call you on the specified preferred time
It’s time to turn to our experts for assignment writing service.