Qualification - Higher National Diploma in Business (HND in Business)
Unit Name - Human Resource Management
Unit Number - Unit 3
Assignment Title - Human Resource Management
Human Resource Management HND Assignment & Solutions
Learning Outcome 1: Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives.
Learning Outcome 2: Evaluate the effectiveness of the key elements of Human Resource Management in an organisation.
Learning Outcome 3: Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation.
Learning Outcome 4: Apply Human Resource Management practices in a work-related context.
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You being a HR consultant and expert in this field, the firm would like to seek your advice and guidance.
"HRMS" is the name of the Human ResourcesManagement System. It is a practice for the management of internal HR tasks used by organisations. HRM practices allow HR practitioners to navigate the new workforce: from data collection to accounting, recruiting, compensation, preparation, and skill management and employee participation. Often known as HRMS programmes place details regarding the most important properties of a business before those who want it. Moreover, HRM recognises the importance of each person in the company to consider and the importance of input from individuals. The Business solver's Compassion Tracker report shows that 93% of workers claim that they're most likely to remain in an organisation with a strong manager (Rosedi and Mat Jaafar, 2018). Furthermore, Ultimate Software's happy work report indicates that 75% of staff remain longer with a company that responds to the complaints and resolve them. In this aspect, this study of the report will analyse the prominent fact regarding the organisational human resource management practices of Tesco.
1. An overview of the organization.
Brief Overview of the Organisation
Tesco has since progressed with a mix of new stores development, retail facilities and customer adaptation. The main goal of Tesco is to "serve the client." It is necessary to maintain the satisfaction of loyal consumers as they would most likely return. This is cheaper for the company than purchasing new models. In the United Kingdom Tesco currently have more than 2,200 shops from big Extra hypermarket stores to tiny highway outlets in Tesco Express (Zarqan and Sukarni, 2017). Tesco has differentiated its initial food and commodity products product portfolio to cover finance, insurance, electricity, telecommunications and airtime.This switch to 'one-stop shopping' ensures that all retail demands will be met from one location by consumers.
Tesco has since increased its client base by adding a million daily visitors to the Tesco.com website. Despite the effects of the global crisis, Tesco reported a record revenue of over £1 billion a week and higher than anticipated over £3.4 billion a year for the 53 weeks to 28 February 2010 (Hashim et al., 2021).Tesco has implemented HR in its overall strategies strategically. In making their decisions, managers used elements of HR. It showed a high dedication to HR, seeking the recognition of all workers and providing basic and advanced training to all employees. All Tesco staff addresses the broad vision of Tesco's Strategic Strategy. This lets each staff recognise its position and significance in the company. They thus attach great importance to their human resources.
2. An explanation on the purpose of the HR function and the key roles and responsibilities of the HR function.
Explanation of the Purpose of the HR Functions and the Key Roles and Responsibilities of the HR Function
During the organisational business operation of Tesco in the market of the UK, the organisational human resource management now faces some threats due to having some lacking within its employee management system. Generally, workers see themselves as underpaid, and overworked due to which, they have fed up with their employer's behaviours. Moreover, initially, they feel secure with their job in the organisational culture of Tesco; however, gradually the distance from this feeling has been increased. Due to this, the workers have lost their consistency and focus in this job. On the other hand, by seeing this condition of the existing workers of the organisation; the human resource management team of Tesco has initiated to recruit staffs from outside instead of resourcing internally (Sivathanu and Pillai, 2018). Through this, the workers getting tired and burned out towards this behaviour of the employer during their organisational job practices. In this aspect, the leadership of Tesco has decided to recruit a vast experience HR manager or professional that has many experiences and knowledge to deal with this kind of situation of employee management.
The Department of Human Resources manages all of the business' essential components. It is crucial in ensuring consistency with labour law, record keeping, recruitment and training, benefits, relational support, and helping to deal with individual performance problems. These tasks are important as the organisation will not be able to fulfil the basic requirements of managers and personnel without these duties being performed (Singh et al., 2020). Generally, the key roles and responsibilities of the HR manager is parted into different kind of segments like managerial functions like planning, organising, directing, and controlling; operative functions like recruitment and selection, job analysis and design, learning and development, compensation management, performance management, policies, employee welfare, and HRMS; and advisory functions like top management advice, and departmental head advice.
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3. An assessment of the approach to workforce planning, recruitment and selection, training & development, performance management and reward systems.
Assessing the Approach to Workforce Planning, Recruitment and Selection, Training and Development, Performance Management and Reward Systems
I. Workforce Planning:The preparation role of HRM means that staff and positions are better matched while preventing work gaps or company surpluses. The workforce planning procedure involves four main stages: analyse the current availability of human resources; predict the need for human resources; equilibrium human resource demand with supply; and balance the first three phases to the Tesco targets. According to the first phase, it provides the knowledge regarding the value and capability of the organisational human resource management process, to get effective and sufficient knowledge regarding the requirements of the human resource management system (Saeed et al., 2019). Through this, the organisation can take appropriate actions to successfully fulfil all the requirements of the human resource management system to conduct workforce planning.
II. Recruitment and Selection:During the organisational business practices of Tesco, the human resource management team needs to advertise its vacancies in the market to attract proficient candidates for the organisation. After this, the HR manager needs to create a pool of interested and suitable job applicants to conduct the selection process (Rawashdeh, 2018). In this way, by gathering a vast amount of data from many candidates, the organisation needs to select the most suitable candidate for their organisational job.
III. Training and Development:In this way, by selecting the suitable candidates for the job practices within the organisational culture, the organisational human resource management team needs to provide and establish an efficient and effective training system within the organisational culture of Tesco. Throughout the conduction of the entire training process, the human resource management team will be able to sufficiently develop the knowledge and skills of the newly recruited candidates for the organisational job practices (Yusoff et al., 2020). Through getting this kind of efficient training from the employer, the employees will be able to extensively develop their performance.
IV. Performance Management and Reward Systems:Moreover, in order to extensively develop workability and job performance, the employees intend to get significant inspiration and encouragement and motivation from their leaders and employers. Through this, they will be able to develop their performance towards their job (Gadi and Kee, 2018). In this aspect, in order for motivating the organisational employees, the human resource management team of Tesco has initiated to provide rewarding facilities to them. Through this, the employees will get prominent encouragement to develop their performance.
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4. The effectiveness of approaches to employee relations & employee engagement that affect human resource management decision-making.
Evaluation of the Effectiveness of the Employee Retention and Employee Engagement Approaches on the Human Resource Management Decision-Making
Workers also contribute back to the company by inclusion in decision-making or commitment. The commitment of employees relies on their talents, experience and sacrifices to be rewarded with justice. When managers offer preparation and support chances that are directly related to job growth, they help to encourage staff participation in the organisational culture of Tesco. A good partnership between the vocational training programme and the commitment of employees was established.Work fulfilment is a product of measurement of his or her work experience, contrasting to what he or she intends from their work and what it really receives from it, as well as a feature of the spectrum of particular satisfactions and irritations that they encounter with, in relation to their emotions or their state of mind about the nature of their work (Papa et al., 2018). This optimistic sense stems from an individual's view that the work fulfils or allows their work ideals to be fulfilled, provided that they are consistent with their desires.
It is well accepted that work satisfaction is the main and most often studied behaviour in the area of organisational performance of Tesco.Three critical criteria for happiness in the workplace are taken into account: firstly, satisfaction with the job is a subjective reaction to the circumstance,Secondly; job satisfaction is also measured through the way that the results match or surpass standards. In order to be competitive, Tesco should assure their workers' happiness. Employment performance is considered to provide a worker engagement partnership.Employee involvement means the self-employment of participants in their work; individuals empower and articulate themselves throughout their role-plays in a physical, intellectual and social manner (Aktar and Pangil, 2018). A different definition is that workers have a good feeling regarding the jobs, find their work significant individually and have confidence for the success of the jobs and worker interest as a commitment and passion for work in the organisational culture of Tesco. Their responsibilities should be managed. Participate totally in the job and be passionate regarding it. Different perspectivesof worker involvement exist in intellectual participation and psychological involvement/physical commitment.
5. Key areas of employment legislation that the organization must work & how they affect human resource management decision-making.
Identification and Discussion of Key Areas of Employment Legislation and its Effect on the Human Resource Management Decision-Making
Generally, the human resource management system of Tesco needs to identify some key area of employment legislation in order to proficiently develop the organisational human resource management practices. The key areas are equal work opportunities, affirmative acts favouring others, regulations on working hours, labour and business benefits and bonuses charged the healthy quality of employment for staff and social protection, health insurance and healthcare for all staff, which need to be considered by the organisation to maintain a healthy environment in the workplace (Mura et al., 2017). These areas affect the nature of the organisation and the security of employees, where the HR manager can meet the least criteria of the employee's expectations.
6. An analysis on the effectiveness of a staff selection exercise in the chosen organization. Provide rationale for the application of this specific HRM practice.
Analysis of the Effectiveness of Staff Selection Exercise in the Organisation
Recruitment means that candidates must apply for jobs at the right level. In various directions, Tesco advertises employment. The method depends according to the work. To fulfil, a vacancy Tesco first focuses on its internal Talent Plan. This lists current employers who are searching for a transition at or on the same floor. If no eligible candidates are included in this talent scheme or developed for the internal management network, options will be published internally by Tesco for a couple of weeks on its website.Tesco advertises openings for external recruiting through Tesco's www.tesco-careers.com website or via shop vacancy boards Management software are rendered online. An interview will accompany the selected candidates to the final phase of the screening phase at an evaluation centre (Alam and Raut-Roy, 2019). Those taking an interest in shop-based Tesco jobs can access shops with their CV or enrol with Jobcentre Plus. The shop maintains a revolving list of applicants and calls them when positions are open.Tesco is looking for the most economical way to draw the best candidates. Publicity on the TV and radio and in some journals is pricey, however often it is important to make sure the right kind of individuals hear regarding the vacancies.
Tesco makes finding out regarding vacant positions easier for candidates and has a convenient application procedure. Applicants can find out regarding local employment, management, and headquarters openings through visiting the Tesco website. The website has a way to upload directly online applications.Selection means selecting the best candidates from the vacancies while respecting the rules and legislation on jobs. A very significant aspect of the selection procedure is the testing of applicants. This guarantees that the interviewees have chosen are the most suitable for the work specifications Tesco's selection committee will closely review the programme life of each candidate during the first step of screening (CV). The CV describes the training and the biography of the applicant. Tesco is supported by a written and constructive CV to determine when a candidate meets the work requirements. On his career website, the firm also offers a 'work style match' feature.A screening applicant participates in an evaluation centre. The evaluation centres are managed through the management and are in the shop (Barutcu, Witcomb and James, 2019). They tend to make the selection procedure consistent. Apart from collaboration or problem-solving drills, applicants have other tasks. This provides instances of issues in which they can have to contend at work. The candidates then having an interview are accepted through the internal evaluation centres. Line supervisors participate in the interview to ensure that the applicant meets the employment criteria.
Rationalisation of the Implementation of this Specific HRM Practice
During the organisational business operation of Tesco, the human resource management team and the entire organisational culturing being affected by the negative attitude of the employees due to losing all the hope and encouragement from their job practices. Moreover, the employees have lost trust in the job safety and security of the organisational executive team because of their recruitment of staffs from the outside (Buttrick, 2020). In this aspect, the human resource manager of Tesco has implemented this specific staff selection exercise within the organisational culture to efficiently meet the employee's expectations.
Throughout the evaluation of the entire study, it is concluded that sometimes, the human resource management system of Tesco significantly is facing different kinds of conflicts and employee dissatisfaction and demotivation towards their job practices. In this aspect, initially, the organisation has recruited some employees from the outside of the organisation; due to which, the existing employees have lost their hope towards the organisational leader. In this aspect, in order to efficiently deal with this critical circumstance of the organisation, the human resource management team has decided to implement new recruitment and selection process to effectively encourage the employees for their organisational job.