Table of Contents
1.1 Difference between Personnel Management and HRM in case of Tesco and Tesco
1.2 How HRM functions helps Tesco in achieving its purposes.
1.3 Roles and responsibilities of line managers in Tesco and how they support HRM functions.
1.4 Impact of the legal and regulatory framework on Tesco HRM.
2.1 Reasons for human resource planning at Tesco
2.2 Stages that Tesco can adapt in planning human resource requirements.
2.3 Comparison in the recruitment and selection process at Tesco with Tesco
2.4 Effectiveness of the recruitment and selection techniques in the Tesco and Tesco
3.1 Link between motivation theory and its reward in Tesco
3.2 The process of job evaluation and other factors determining pay in Tesco
3.3 Effectiveness of reward systems.
3.4 Methods adopted by Tesco to monitor employee performance.
4.1 Reasons for the cessation of Faisal’s employment in the Chicken Master and other causes of employment cessation
4.2 Employment exit procedures used by Tesco and Chicken Master
Exit procedures in Chicken Master
Exit procedures in Tesco
4.3 Impact of the legal and regulatory framework on employment cessation.
There is a significant role of Human Resource Management in an organization. It is seen that the understanding of the various terms of Human Resource Management has been issued in the workplace. The application of HRM (Human Resource Management) plays a vital role in any business. (Torrington et al., 2013). This report emphasizes the viewpoint of ‘Tesco’ and ‘Tesco s’ on the basis of different features of HRM. The report discusses the four main tasks where the first task discusses the differences between HRM (Human Resource Management) and PM (Personnel Management) in relation to ‘Tesco’ and ‘Tesco s’.
This section discusses how functions of human resource management support ‘Tesco’ in accomplishing its purposes. The role and responsibilities of line managers in Tesco and their impact on HRM are also discussed in this task. The second task of this report discusses the different facets of recruiting and selecting employees in ‘Tesco’. In this section of the report, reasons for human resource planning and stages that can be adapted in planning the requirements of human resources in ‘Tesco’ are discussed. The third task focuses on different issues related to staff motivation and staff rewards, performance management, employment termination.
1.1 Difference between Personnel Management and HRM in case of Tesco
HRM: The term Human Resource Management describes the formal systems of managing, employing, and providing training to the people in the organization. The main role of HR managers is to define and design work and defining the benefits of the staff members (Torrington, 2013).
PM: It is the old-style way of dealing with the employees in the organizations. The main role of Personnel Management is to administer the relation of labor and welfare of employees (Torrington, 2013).
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Differences between HRM and PM
According to Torrington (2013), it is noted that HRM and PM are different on the basis of the following differences:
- HRM is the latest version to manage employees in the organization, and on the other hand, PM is the traditional way of people in the organization.
- The main focus of HRM is to recruit and select, acquirement or retention, inspiration, growth, and upkeep of people in the organization and PM emphasizes people relations, welfare and administration in the organization.
- Employees are assumed as significant and valuable resources to achieve desired results, and on the other hand, people are assumed as input for the achievement of the desired output.
- In HRM, Administrative roles are undertaken for the attainment of goals of the organization, but, on the other hand, PM focuses on the satisfaction of employees.
- HRM designs the job on the basis of teamwork, but, PM designs the job on the foundation of division of labor.
At Tesco, personal management employs personal managers to control several routine tasks. It is noted that top management makes the decisions in the department of personal management at Tesco and the key focus is on the productivity and satisfaction of the employees. On the other hand, the HR department concentrates on the productivity, effectiveness, participation, and culture of the employees. Strategic functions are conducted in the HR department by involving managers of all levels (Crush, 2010).
At Tesco, there is mainly the HRM department to employ quality staff, and staff is motivated for attractive rewards schemes. HRM, at Tesco, recruits and selects the right people. All of the human resource-related activities are maintained and managed by the HRM department in Tesco. The staff’s payment, staff welfare, staff motivation, confliction dealing, pay structure, are managed by the human resource department of Tesco (Churchard, 2015).
1.2 How HRM functions helps Tesco in achieving its purposes
There are different human resource management (HRM) functions in an organization, which support the business including Tesco in different ways to gain its organizational goals and objectives. The key function which supports Tesco in achieving its goals are discussed as follows:
Recruitment and Selection: It is ensured at Tesco by human resource management that is qualified and productive, standards of Tesco are followed with the staff recruitment and selection process (Kainazarova, 2014)…………………