Table of Contents
1.1 Difference between Personnel Management and HRM in case of Tesco and Sainsbury’s.
1.2 How HRM functions helps Tesco s 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 of the recruitment and selection process at Tesco with Sainsbury’s.
2.4 Effectiveness of the recruitment and selection techniques in the Tesco s and Sainsbury’s.
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 s.
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.
Human Resource Management in an organisation plays an important role in the current business world. Thus, it has been significant issues for the business organisations to understand different terms of Human Resource Management (HRM) and their application in the business operations (Mullins, 2014).
This report focuses on different aspects of Human Resource Management (HRM) in the perspective of two business organisations, named “Tesco ” and “Sainsbury’s”. This report concentrates on four key tasks. The first task defines Personnel Management (PM) and Human Resource Management (HRM) in terms of Tesco and British Airways. The second task defines different aspects of employee recruitment and selection in case Tesco and British Airways. The third task defines the reward and performance system to motivate and retain the staffs in Tesco and British Airways. Finally, the fourth task defines the mechanisms of sessions of employment in case of a restaurant, called the Chicken Master.
1.1 Difference between Personnel Management and HRM in case of Tesco and Sainsbury’s
What is HRM?
Human Resource Management (HRM)is terms that describe formal systems of employment management in organisations. The key responsibility of HR managers is staffing, defining and designing work, and defining staff benefits and compensations (Torrington, 2013).
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What is PM?
Personnel Management (PM) is called the traditional way of managing employees in organisations. This means the modern approach of Personal Management is called human resource management. The key functions of Personnel Management (PM) are administration, labour relation, and employee welfare (Torrington, 2013).
Differences between HRM and PM
Although HRM and Personnel Management look similar, there are some differences, which are discussed as follows:
|HRM is the modern version of managing employees in organisations||PM is the older/traditional way of managing people in organisations.|
|HRM focuses on recruitment and selection, acquisition and retention, motivation, development and maintenance of people in organisations.||PM focuses on employee relation, employee welfare, and administration of staff in organisations.|
|HRM assumes employees as valuable and important resources to gain expected results.||PM assumes employees as input to gain desired results.|
|Administrative functions are done to organisational goals.||Personnel functions are done to gain improve employee satisfaction.|
|Employees are provided more training and job design is done based on team works||Employees are provided less training, and job designs are done based on employee divisions.|
Table: differences between HRM and PM Source: Torrington (2013)
Tesco s has both the personal department and HR department. As Personal Management, Tesco hires personnel mangers and conduct a number of routine functions. In this department, the decisions are made by the top management of the Tesco. This department mainly focuses on employee productivity and satisfaction. The human resource department of Tesco focuses on employee participant, effectiveness, productivity and culture. This department conducts strategic functions where all level of managers are involved. Thus, the decision in the HR department is made collectively focusing on decentralization, staff participation, authority, and competitiveness (Crush, 2010).
On the other hand, Sainsbury’s mainly use HRM department to deal with hiring quality staffs and motivating them by attractive rewards schemes. HRM is the key department of Sainsbury’s which gain business success. The key responsibilities of HRM in Sainsbury’s are recruitment and selection of right people, making relationship and engaging the employees within the business, training and developing the staffs, motivating and retaining the staff for longer time periods, providing several reward and incentives schemes to improve staff motivation, retention, performance and productivity. This department also defines the pay structure, resolve the employee confliction, administration, values and works for employees (Churchard, 2015).
1.2 How HRM functions helps Tesco s in achieving its purposes
According to Fombrun and Devanna (2014) notes, HRM functions contribute a lot in gaining the purposes of business organisations including Tesco s. Kainazarova (2014) stated that HRM functions help Tesco s in different ways to gain its purposes.
Recruitment and Selection
One of the key functions of Virgin Airline is recruitment and selection of talented people for the right positions on the right times. HRM ensures that employees at Tesco s are qualified and productive. It also ensures that staff recruitment and selection process follow the Tesco s’ standards (Kainazarova, 2014).
HRM is responsible for building effective communication and a stronger relation to the employees at Tesco s. It is also responsible for engaging the staff within Tesco s and retain them for long times. This functions improve the staff’s performance and productivity at the workplace and save a lot for the Tesco s (Kainazarova, 2014).
Training and Development
HRM plays an important role in Tesco s to train and develop its workforces. Effective training and development programme guide the employees on business functions and their responsibilities in the workplaces (Kainazarova, 2014). This also extends the staff knowledge and understanding of business functions, which improve business performance and productivity.
Managing employee performance in Tesco s is another function of HRM. HRM identifies the good performers and poor performers and takes necessary actions to improve the performance of poor performers through effective training and development programme (Kainazarova, 2014).
Motivating employees in Tesco s is another function of HRM. HRM defines a different kind of incentives and rewards and performance appraisals for every department, group of employees based on their performance, qualification and skills, retention, positions and responsibilities. These incentives and rewards improve the staff motivation and improve the staff retention level and productivity in workplaces of Tesco s (Kainazarova, 2014)……………………