Unit 21 Human Resource Management with Tesco Plc _ UKCBC (GC0497)
Table of Contents
Introduction.
Task A.
1.1 Distinguish Between Personnel Management and Human Resource Management
How personal management (PM) differs HRM at Tesco and Peace Essentials.
1.2 How HRM Functions Help Tesco Plc In Achieving Its Purposes.
1.3 Evaluate The Role And Responsibilities Of Line Managers In Tesco Plc And How It Supports HRM Functions
1.4 Analyze The Impact Of The Legal And Regulatory Framework In Human Resource Management
Task B.
2.1 Analyze The Reasons For Human Resource Planning In Organization.
2.2 Outline The Stages Involved In Planning Human Resource Requirements.
2.3 Compare The Recruitment And Selection Process InTesco Plc And Peace Essentials.
2.4 Evaluate The Effectiveness Of The Recruitment And Selection Techniques In Tesco And Peace Essentials
Task 3.
3.1 Assess The Link Between Motivational Theory And Reward At Tesco Plc.
3.2 Evaluate The Process Of Job Evaluation And Other Factors Determining Pay At Tesco Plc.
3.3 Assess The Effectiveness Reward System In Tesco.
3.4 Examine The Methods Tesco Uses To Monitor Employee Performance.
Task 4.
4.1 Identify The Reasons For Cessation Of Faisal’s Employment Contract With The Chicken Master
4.2 Describe The Employment Exit Procedure Used By The Chicken Master and Tesco Plc.
4.3 Consider The Impact Of The Legal and Regulatory Framework On Employment Cessation Arrangement.
Conclusion.
Reference.
Introduction
Human Resource Management (HRM) is a significant aspect of the business. The key aim of HRM is to gain competitive advantages for the business by developing effective strategies for the workforce (Mullins and Laurie, 2016).
This report focuses on different human resources factors focusing on two particular organizations, namely Tesco, and Peace Essentials. Tesco is a leading retail chain company in the UK, whereas Peace Essentials (P.E) is a small entrepreneurship business. In the first part, this report differentiates personal management from human resources management along with the HRM functions for achieving Tesco’s goals. In addition, this section highlights the role and responsibility of line managers and the impact of the legal and regulatory framework on HRM practices in Tesco Plc.
The second part of this coursework highlights the reasons for HR planning with strategies for planning human resource requirements. Then, this section compares and evaluates the recruitment and selection process in Tesco with Peace Essentials.
The third part of this work assesses the line between motivational theory and reward at Tesco Plc. Then, this section evaluates the process of job evaluation at Tesco. Next, this section assesses the effectiveness of reward systems at Tesco and examines the methods Tesco uses to monitor employee performance.
The fourth section identifies the reasons for the termination of employment contracts in the restaurant. Then, this section explains the employment exit procedures and considers the impact of the legal framework on staff cessation arrangements.
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Task A
1.1 Distinguish Between Personnel Management and Human Resource Management
Human Resource Management (HRM) refers to recruiting and developing employees to make them valuable for organizations. HRM mainly focuses on job analysis, recruiting and selecting the right people for the right positions, and training and develop the employees to improve their productivity and performance at workplaces (Mullins and Laurie, 2016).
On the other hand, Personal Management (PM) refers to the administrative discipline of recruiting and developing employees to make them valuable for the organizations. PM mainly focuses on planning personal needs, managing wages and salaries, managing and appraising performance and providing benefits and incentives, and resolving disputes among employees and build up stronger relationships with them (Mullins and Laurie, 2016).
The key differences between Personnel Management (PM) and Human Resource Management (HRM) are outlined in the table below:
| PM | HRM |
| Personal management is considered the traditional way of managing employees in organizations. | HRM is considered the modern way of managing the staff at workplaces. |
| PM concentrates on employee welfare, staff relationship, and engagement, personnel administration. | HRM concentrates on recruitment and selection, training and development, staff motivation, and management. |
| PM considers the employee as input for gaining business goals. | HRM considers the employees as valuable resources for gaining business goals. |
| Personal management focuses on employee satisfaction, division of employees, increased production, and routine functions | HRM focuses on administrative functions, team/group work, culture, employee participation, and strategic functions to meet business objectives. |
Table: Differences between HRM and PM Source: Mullins and Laurie (2016)
How personal management (PM) differs HRM at Tesco and Peace Essentials
In Tesco, the key activities of HRM are to recruit and select people from culturally diverse backgrounds. In addition, this department hires talent and skills to people from local communities. Then, HRM is responsible for the training and development of staff. Next, HRM evaluates and monitors the productivity and performance of the staff and takes necessary actions (Tesco Annual Report, 2015). On the other hand, Personal Management of P.E focuses on operational functions and carry-outs day-to-day management activities. Peace Essentials personal management mainly deal with its employees’ wages/salaries, payment systems, incentives, employee relationship, and engagement, employee confliction
In Peace Essentials, Personal Management is working as a single department under the administration department. The owner of Peace Essentials is responsible to deal with all the Personal Management activities. All of the employee-related activities including recruitment and selection, training and development, payment process, employee relations, and conflictions in Peace Essentials are handled by the owner of the business. There is no particular HR department at P.E (Peace Essentials, 2016).
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