1.1 Critically evaluate the difference between personnel management and human resource management.
Many people mix up personnel management with human resource management. But they are not the same. In fact, human resource management is the updated version of personnel management. There are quite a few differences between personnel management and human resource management. Personnel management deals with the hiring and laws and regulatory things of employees. Moreover, it also manages the payroll and records of staff. On the other hand, human resource management deals with developing and managing employees precisely to meet the goals of the organization.
Personnel management is more focused on individual performance whereas human resource management focuses more on group performances or teamwork. In addition, in personnel management, the ability or skills are the determinants of salary; which might not encourage employees to go beyond their duties. But, in human resource management, performance is counted along with skills and abilities; which encourages employees to develop themselves and go beyond their roles. Another difference between these two types of people management is personnel management provides less opportunity to employees for training and development whereas human resource management provides many more opportunities for that.
1.2 Assess the HRM functions contributing to TESCO’s.
Tesco is one of the largest retail super may kets in the world which has a team of 530000 employees in 12 countries. One of the core HR principles of Tesco is it offers very competitive compensation and benefits to its employees in all May kets. Tesco also ensures job security for all of its employees. The HR department of Tesco also provides training and development opportunities. Thus the HR department ensures that every staff gets the right skill training according to their job role. Staffs of Tesco are free to join any trade union in any country. To ensure the health and safety of staff Tesco provides regular health and safety training.
Besides, the HR department of Tesco keeps a sharp eye on any excessive workforce and cuts that off. On the other hand, it forecasts any future needs of staff and recruits new staff accordingly to keep the process running without any interruption. This department ensures staff availability in all the stores all around the year. HR department ensures a pleasant and healthy working environment in all the stores. Tesco’s staffs enjoy many facilities too such as salary growth, discount at stores, paid holiday, etc.
1.3 Evaluate the roles and responsibilities of HRM Managers in Tesco’s.
Like all other HR Managers of big companies and super may kets HR Managers of Tesco to adopt the core functions of Human Resource Management such as managerial, operative, development, compensation, integration, and maintenance functions. Tesco’s HR Managers are responsible for different managerial functions including planning, organizing, directing, motivating, and controlling. Another important job role of Tesco’s HR Manager is to analyze a job and identify job roles and responsibilities. The next responsibly of the HR Manager is to recruit the right person with the appropriate skills following precise selection procedures. Induction and training and development of the new and existing workforce in Tesco’s are some other important functions that HR Managers carry out. Hr Managers are also responsible for the proper placement of Tesco’s staff to keep the operations running smoothly.
Apart from these, HR Managers of Tesco deal with compensation and different benefits of the employees in accordance with the company guideline. They follow a proper performance appraisal system to evaluate employees’ performance and provide bonuses and incentives accordingly. Keep the employees of Tesco’s is another important responsibility of HR Managers. They also maintain the holidays and leaves of employees.
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1.4 Show how TESCO complies with the legal and regulatory requirements in regards to the HRM.
The Human Resource Department of Tesco certainly complies with the legal and regulatory requirements. Tesco HR Departments follow all the international labor laws in all the stores across the world. This means employees in Tesco are never forced to work more than 40 hours in any country. They get a sufficient period of a break during their shifts. Tesco HR Department also ensures a safe working environment for the employees. Moreover, it never appoints child labor in stores. Besides, HR Departments in different countries also follow the labor rules and regulations set by respective countries.
Tesco HR Departments also abide by all the international and local rules and regulations about compensation and benefits. Therefore, employees of Tesco never get paid less than the minimum wages set by the country where they work. Tesco HR Department also pays higher wages for any overtime or for work during bank holidays. Tesco HR Department also complies with annual staff holiday regulations. Furthermore, it never stops any of Tesco’s employees to join any trade union in that country. Tesco HR Departments also follow standard procedures for recruiting, placement, training & development, termination, etc.
Apart from the above-mentioned guidelines, Tesco HR Departments also obey health and safety-related regulations in all of the stores around the world.
2.1 Critically assess the reasons for human resource planning in an organization. Use either the case study or your own working examples to illustrate this.
According to Fred C. Lunenburg (2012, P-2)
Human resource planning involves identifying staffing needs, forecasting available personnel, and determining what additions or replacements are required to maintain a staff of the desired quantity and quality to achieve the Organisation’s goals.
I have work experience in Sainsbury’s and have a clear idea about the human resource planning of the organization. Sainsbury’s is a renowned retail chain super may ket that has over 450 stores across the UK. Therefore, Sainsbury’s needs thousands of staff to run those stores. Without proper human resource planning, it would be impossible for them to run all the stores smoothly. Human resource planning is very important for Sainsbury’s as well as for other big companies to meet the demand of staff when needed. Besides, making employees fit for the right position is another important reason behind human resource planning in Sainsbury’s. Moreover, the placement of employees is very important of any retail chain. Otherwise, they may see one of their stores has extra staff whereas another store is lacking staff. Human resource planning interconnects the employees of Sainsbury’s to the strategic goals of the organization to achieve those goals efficiently. All of the organizations should practice proper human resource planning…………..