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    Human Resource Management Assignment Help

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    Human Resource Management Assignment Help


    HUMAN RESOURCE MANAGEMENT

    Executive Summary

    The management of human resource is an effective approach that aids to maintain the productivity of an organisation and enhance the performances. In addition, HRM has mainly provided different practices for charities to gain competitive advantages and make better performances. In order to enhance the performance of the organisation, the HRM also monitors the work progress so that to balance the performance management cycle. The HRM is also motivating the employees so that they can work with more efficient and increases productivity. In this study, it is discussed increasing marketability with the help of developing proper communication with the customer of Tesco. At the same time, it is also found that customer communication is also beneficial to promote new services and products in the area of the local target market.

    Introduction

    Human resources management (HRM) is an effective approach that mainly aids to enhance the performance and gain competitive advantage. In this current context is primarily discussed about different HRM practices and their impacts on the organisational culture. The main aim of this study is to analyse the importance of HRM practices and their impact over employee’s performances in Tesco organisation.

    Activity 1

    1.1 Discussion on the purpose and functions of HRM in relation to workforce planning and resourcing (P1)

    HRM plays a vital role in an organisation that mainly aids to enhance performance and provides an effective approach to gain competitive advantages. Hassan (2016) commented that the HRM has mainly aided to enhance the performance of the Tesco organisation and provides different approaches to gain the value of the market. However, the HRM mainly manage three different functions such as recruitment & selection, training & development programme, employment plan. The recruitment and selection process is beneficial for the organisation as it increases the employment along with updated skills and knowledge. In the perspective of Sani and Maharani (2015) the HRM is also beneficial for an organisation as it aids to enhance the performance of the organisation as well as the employees. However, to enhance the performance of the employees, the HRM arrange effective training and development programme so that the employees can update their skills and knowledge towards their work field.  

    Training and development programme is an essential part that mainly aids to enhance the performance of the employees and increases productivity. At the same time, the proper training and development programme is also beneficial for the employee as it motivated them towards their work field. As stated by Verburg et al. (2018), the motivation and recognition of employees are necessary for enhancing the work culture and work with more efficiency. Moreover, it is also found that to enhance the performance of the organisation, the HRM also monitors the work progress so that to balance the performance management cycle. On the other hand, the HRM also provides effective approaches to maintain the resources and increases productivity. As per the view of Wood (2018) the management of the human resource is also beneficial to make the workforce planning of an organisation that aids to gain competitive advantages. In order to enhance the performance of Tesco, it provides effective workforce planning, including various approaches. However, the major objective of the human resource is to forecast the future skill requirements for enhancing employee's performances and develop an effective relationship between the stakeholders.

    The HRM is also advantageous to maintain the resources of the organisation and maintain the availability of the resources. In the perspective of Johnson and Szamosi (2018), the resources are beneficial to increases productivity and increase the profit margin of the organisation. In addition, the different HRM practices are beneficial to maintain the resources as it can provide an effective way to develop communication between the stakeholders' and shareholders which is beneficial to gain the marketability in the local target market. However, the availability of resources is necessary when it is required to control the aspect of human resources and formulate transfer and promotion policies.

    1.2 Evaluation of HRM functions for providing talent and skills to fulfil business objectives (M1)

    The human resource management is an effective approach that provides organisational structure to fulfil business needs. Markey et al. (2018) commented that HRM practices have the ability to gain competitive advantage along with managing employees. In addition, HRM is also beneficial for Tesco as it defines the nature of work and sets practices. HRM practices are directly connected with the employees' issues and organisational products and services. On the other hand, HRM is also an effective way to enhance the performance of the employees and provides an effective way to increase marketability in the area of the local market.

    In order to fulfil the business objectives of the Tesco organisation, then it is necessary to provide an effective approach to enhance the performance of the employees along with proper skills. However to meet the business requirement is necessary to monitor employees work progress and provide proper guidelines to implement the task in a better way, at the same time it is also required to arrange a proper training and development programmed to update the skill regarding advanced technology and marketing skills. However, proper marketing skills can increase marketability as well as productivity. Moreover, training and development are also beneficial to update the skills and provides unique ideas to promote the services and products to attract more customers. 

    In addition, the management of human resources is also beneficial to develop strong communication between the employees or stakeholders that aids to avoid conflicts in an organisation. In the case of Tesco organisation, it is found that the proper communication and proper guidelines aids to the employees for executing tasks in a better way. However, the management of human resource also provides the planning process to meet the business goal in a good manner. The main function of HRM is to analyse the data collection process so that the organisation can be updated with their competitors and various way to increases the marketability.

    1.3 Strengths and weaknesses of different selection and recruitment procedures (P2, M2, D1)

    The management of the human resource is beneficial to enhance the performance of the organisation as well as the employees. In the perspective of Joseph-Williams (2017), HRM also takes care of the recruitment and selection process of an organisation which is beneficial to make effective planning skills. The recruitment and selection process is mainly divided into two different categories, such as internal and external. The internal recruitment process has mainly provided the opportunity of employment that motivates the employees towards their work field. Moreover, the internal recruitment process is also beneficial for the company as it increases employment and reduces the workload. At the same time, the internal recruitment process is also beneficial for the Tesco organisation as the recruitment process is mainly done based on updated skills and knowledge. The updated knowledge and skills have an advantage as it provides better performance and implements the task in a better way. Joseph-Williams (2017) commented that the internal and external method generally used in the recruitment process, and it has quick decision making strength. As opined by Vanhala and Ritala (2016), the internal recruitment process does not bring any new skill, and it reduces the possibility of innovative ideas. At the same time, it is also difficult to find out the right candidate for the right position, which has a negative impact on increasing productivity.

    The external recruitment process is also beneficial for the organisation as it aids to increases marketability and productivity. As stated by Shin and Konrad (2017), the external recruitment process is also beneficial for the organization as it provides new faces for the organisation that aids to provide new innovative ideas to promote the organisation. The external recruitment is one kind of press advertisement which is mainly done along with the newspaper, and different job portal websites. On the contrary, the internal recruitment and selection process is cheaper than the external recruitment process. However, the internal recruitment process is time-consuming and provides a strong loyalty with the organisation. Wieder and Ossimitz (2015) commented that the external recruitment process is a long process and take lots of time to execute it. In addition, the main strength of external recruitment is that it hires the candidate with their updated skills and knowledge. The recruitment and selection process is mainly done due to lack of employment and promoting the employees with their ability. However, the recruitment and selection process is a more effective way to increases productivity and increases marketability in a better way. 

    Activity 2
    2.1 Benefits of different HRM practices for employer and employee in an organisation (P3)

    Management of human resource is essential and the most effective approach for an organisation that aids to increase productivity and marketability. In addition, HRM has also aided to enhance the performance of the employees as well as the organisation. In the case of Tesco, it is found that HRM practices are beneficial to improve the organisational structure and culture. The management of human resources has various practices such as training and development, performance management system, enhancement of service quality. As per the view of Friesen-Storms (2015), to enhance the performance of the employees, it is required to provide effective training regarding marketing skills and technology skills. The marketing skill aids to provide innovative ideas and strategies to promote the business in a good manner and attract more customers. Moreover, to promote goods and services, it is required for advanced technical knowledge. On the other hand, the proper training and development process is also beneficial to enhance the quality of the services and implement the task in a better way. Therefore, it can be said that the improvement of the service quality is also beneficial to attract more customers as it meets customer satisfaction. The performance management system is also beneficial to gain market growth and provides effective innovation of strategies that aids to increase the market value.

    2.2 Effectiveness of different HRM practices in relation to increasing productivity and profit margin (P4)

    The various HRM practices are beneficial for an organisation to increase productivity and profit margin. However, the various HRM practices such as training and development, performance management system, enhancement of service quality are the most effective way to increase productivity. The training and development are beneficial as it provides effective, innovative ideas to promote the marketing skills and make improvements in performances. As per the view of Hassan (2016), the proper marketing skills and technology is beneficial to attract more customers and aids to understand customer needs. On the other hand, the management of the human resource is also beneficial for enhancing performance, and high-quality service can increase greater customer satisfaction due to which market share of Tesco can increase. Hence, productivity, sales and profit margin would increase. However, the HRM has provided effective communication strategies that can build up an effective relationship between the stakeholders and shareholders. The HRM practices also provide the monitoring process for improving the employee’s performances and aid to increase the marketability. Therefore, the proper monitoring process is also beneficial to implement the task in a better way.

    2.3 Different methods used in HRM practices (M3)

    There are three best methods in HRM practice in the context of organisational development and performance enhancement. The methods include

    Training Providence

    Human resource management must focus on the development of training providence among employees related to providence particular skill improvement. The training methods help organisational management to make familiar their employees with new business factors and its adoption process in the context of changing the business environment. On the other hand, it also can be said that training helps the employees to understand the significance of any organisational changes for performance enhancement

    Providing security to the workers

    All organisations need to focus on the development of workers security by implementing various health and work safety regulations. Moreover, the managers also need to emphasize the improvement of the organisational environment. It helps the HRM team to motivate the employees for providing their better effort to an organisational performance increase.

    2.4 Critical evaluation of HRM practices and their application in TESCO (D2)

    The various HRM practices are beneficial to enhance the performance of the employees and provide effective ideas to increase the profit margin. In order to enhance the performance of the Tesco organisation, then it is required to maintain the HRM practices in a proper way. Moreover, the different HRM practices are training & development, performance management system, and improvement of the service quality. The training and development process is one of the most effective ways to enhance the performance of the employees. Verburg et al. (2018) commented that the enhancement of the performances is also beneficial for the organisation as it provides better quality services. The better quality service can increase productivity along with better marketing strategies. On the other hand, it is also found that the proper monitoring process of the task is beneficial for enhancing the quality of the management of the service, which is beneficial for the organisation. As opined by Joseph-Williams (2017) proper monitoring process and developing effective communication can avoid conflicts and make betterment in services. Therefore, it can be said that the different HRM practices aids to increase profit margin as well as increases marketability in a better way. At the same time, the proper HRM practices are also beneficial to enhance the service quality management and implement a quality task that can increase the profit margin of the Tesco organisation.

    Activity 3
    3.1 Analysis of the importance of employee relation in HRM decision-making (P5)

    The decision-making process is an essential part or function that aids to make improvements in the organisational culture and structure. The main function of HRM in an organisation is to make ethical decision-making process for the improvement of the organisation. However, the decision-making process is mainly included proper planning, organising and directing the process to make better improvement of the organisation, in the case of Tesco organisation it is found that the decision making process is also beneficial to increase profit margin as well as increases the marketability. In order to make an appropriate decision-making process than it is required for the involvement of the employees. On the other hand, effective relation is also beneficial to avoid conflicts and provides more effective strategies to promote marketing strategies and make improvements in the business. The relation between the employees is essential as it avoids conflicts and aid to make ethical decision-making process for the improvement of the business organisation.

    3.2 Identification of the employment legislation and its impact on HRM decision-making (P6)

    Employment legislation is an essential factor that can enhance the performance of the organization as well as the employees. In addition, the employment legislation is also beneficial to maintain the ethical decision-making process and enhance the performances in a good manner. The employment legislation is also beneficial to avoid the legal conflicts between the employees. At the same time, the various legislation and laws also provide equal employment opportunity and avoid conflicts between them. In the perspective of Hassan (2016), the various legislation and laws also aid to maintain the wages and remuneration that mainly aids to maintain productivity. On the other hand, the employment legislation such as Equal Pay Act 1963, National Minimum Wage Act 1998 and Disability Discrimination Act 1992 are also beneficial in maintaining HRM decision-making process (neu.org.uk 2019; gov.uk, 2018; legislation.gov.uk, 2019). The employment legislation is also beneficial to develop a reputation which can enhance productivity as well as marketability. The different key elements of the legislation is that

    Provide equal employment opportunity

    Provide regulation in working time

    Provide social security

    Condition in the working system

    The above mentioned key elements are beneficial for Tesco as it provides safety and security for the employees. In that case, it is also found that the different legislation acts also provide payroll policies and other remuneration that aids in different working times and schedules. 

    3.3 Evaluation of employee relations and employment legislation affecting HRM decision-making (M4)

    The employee relation is beneficial for the HRM decision making the process as it provides effective marketing strategies and innovative ideas. In addition, the different legislation act mainly aids to maintain the company reputation and avoid legal conflicts. Verburg et al. (2018) commented that the employment legislation is beneficial to avoid the legal conflicts between the employees, which also beneficial to make ethical decision-making process. On the other hand, employee relation is beneficial to avoid conflicts and make better improvement of the services. However, the employment legislation is also beneficial to develop an effective reputation in Tesco and aids to increase the marketability.  

    3.4 Critical evaluation of employee relations and the application of HRM practices in influencing HRM decision-making (D3)

    The employee relation is one of the essential parts that mainly aid to enhance the performance and provide better quality services. In addition, the proper relation is beneficial to avoid conflicts and provide better quality services. The HRM practices are also beneficial to develop proper communication between the stakeholders and provide a strong relationship.  In the perspective of Shin and Konrad (2017), the involvement of the employees in the HRM decision-making process is that it makes more effective and provides effective marketing strategies for increasing marketability.

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