Human resource management hires the best employees from thousands of applicants. It provides training facilities and motivates the employees in such a way that they remain with the firm for a longer period of time (Boxall, P. and Purcell, J. 2009). In this report, the human resource management practices of Tesco will be observed. Human resource management of this company facilitates policies for developing the current skills of the employees. The ultimate goal of the human resource management department in line with the core goal of the organization which is maximizing the value of the organization by increasing the value of shares of the company. Human resource management contributes to increasing the value generation capacity of the employees so that they can help the organization to create value.
Human Resource Management (HRM)
Human Resource Management has some specific purposes for recruiting the best employees to holding them to the company for a longer period of time. Human resource management facilitates actions for developing the level of skills and capacities of the employees (Mondy and Gowan, 2005). Human resource management contributes to increasing the value generation capacity of the employees so that they can help the organization to create value. Some specific functions of human resource management are: recruitment function, hiring and selecting function, training and developing function and managing function. In order to complete these functions appropriately, the management has to do some other functions.
Purpose of Human Resource Management
As a human resource manager of Tesco, I have to follow certain actions based on my purposes. The most relevant purposes are given below:
The function of Human Resource Management in Tesco
The achieve the purposes, the management follows these functions that are given below:
In order to select the best employees from thousands of applicants, the human resource management has to follow some different types of recruitment approaches (Boxall and Purcell, 2009). For example: interviewing the candidates, having selection parameters, giving promotion to the best employees, considering employee referrals, arranging campus recruitment etc. However, following these recruitment processes has both strengths and weaknesses of the management which are given below:
Strengths and Weaknesses of Promotions
Strengths and Weaknesses of Employee Referrals
Strengths and Weaknesses of Direct Recruitment
Strengths and Weaknesses of Campus Recruitment
The benefits of different HRM practices are given below:
Conflicts Solution: Conflicts may arise in the course of business. The practices of HRM reduces the potential conflicts among the employees. For example, the human resources of Tesco are compensated on an objective basis so that any conflicts related to compensation can be minimized.
Reduce Employee Turnover: The human resource management of Tesco follows some policies for minimizing the Employee turnover by proving them better care and support. If the employee turnover ratio is high, the cost of firm related to hiring and training the employees will be high and the performance of Tesco will be low.
Improve Employee Performance: The performance of the employees is a vital source of competitive advantage of Tesco. Ongoing training facilities and feedback increase the overall job performance of the employees (Armstrong, M. 2002). The human resource management of Tesco provides newer and updated information and training facilities to its employees so that their contribution to the firm increases.
Help to Control Budget: A proper Human resource management policy also contributes to controlling the budget. The budgetary plans of Tesco are finally executed by the employees (Mathis and Jackson 2003). As the employees control other resources, they are provided with better facilities so that they use these resources perfectly.
Employee relation is crucial for Tesco as the employee finally execute the plans. However, before making any final HRM decision, the human resource management should contact with employees so that the execution of the decision become successful. A proper environment of trust and care should be developed between the employer and the employee to engage them in the decision-making process (Mondy and Gowan, 2005). The employees will be motivated to take part in the execution of different HRM practices if they understand that they are considered in the decision-making process.
Having a proper balance of employee relation is a tough task as it requires continuous understanding, trust and belief between the employer and the employees. So, the employer should need extra care and support to manage the status of employee relations in the organization. When there is a good employee relationship existed in the organization, the HRM policy implementation becomes successful. Tesco company makes different HR policies to remain competitive with the other firms by utilizing its most important resources which is human capital.
As employee relation management has a lot of complex issues, the management always focus on these issues because it will increase the working environment in the organization. The workers are coming from different sources, so the probability of miscommunication and conflict is very high. So, the management should work on this are so that there is a peaceful environment in the business. If the level of relation among the employees increase, they will help one another in any cases. And, the overall performance of the business will be increased from this practice.
There are some laws and regulations that help the common employees to become a part of any organization in where they can contribute by providing their services (Armstrong, M. 2002). These laws and legislation reduce the discrepancies in selecting the employees for the job. Tesco company also follow these laws and legislation in making HR policies. These laws include the following:
Tesco follows these laws in making a decision regarding HR policies. There are some special orders from the provincial government for the HR policies that also taken into consideration (Mathis and Jackson 2003). For example It is stated that the employer should recruit a number of people from underdeveloped areas. So, Tesco has to follow this guideline while recruiting the new employees.
The HRM practices are applied in every part of business process. Technologies are increasingly used to apply the HR practices effectively. Some possible application of HRM practices are given below:
Social Media Recruitment: Social media recruitment becomes very common for every organization (Armstrong, M. 2002). Like other business, Tesco uses LinkedIn and Facebook profile to get the idea about its new candidates. Interview through video calling is also done to reduce the cost both of the employer and the employee.
Tracking System of the applicant: By using this tool, the recruiter of Tesco can easily track the required applicants by scanning the resumes provided by them (Gennard and Judge, 2010). This tool is very much useful for the employer as it needs little time and effort for selecting the best employees from thousands of resumes consisting a variety of information.
Mobile Recruiting: Mobile recruiting is a useful tool for the recruiter of Tesco, as it is very common device and almost all of the candidates use this device (Harrison, R. 2000). Under this system, the potential employees can be tracked easily. The common tactics under this tool are mobile browser, mobile apps, text via mobile phone etc.
There are some other tools and techniques of HRM that contributes to the proper implementation of policies and practices in the organization (Grensing-Pophal, L. 2010). For example Tesco has child care facilities in its premises. For this facility, the employee can work continuously without any disruption. Tesco also provides flexible working hours for its employees. As a result, the employees can choose their desirable working hours and perform their activities perfectly. These HR practices increase the employee’s loyalty to the organization.
Human resource management plays a vital role in achieving the organization’s goals. It identifies the best employees from thousands of applicants. It provides necessary training facilities and motivates the employees in such a way that they remain with the firm for a longer period of time. In this report, the human resource management practices of Tesco have been observed. From the above discussion, it is clear that the policies of human resource management are widely used in every aspect of the organization (Boxall and Purcell, 2009). Several aspects of human resource management of this company has been considered. Employee relation, different types of HR policies are evitable for the organization’s success. Human resource management contributes to increasing the value generation capacity of the employees so that they can help the organization to create value.
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