Unit 3 Human Resource Management Sample Assignment (GC01911)

Table of Contents

1.0 Introduction:

2.0 An overview of the organization:

3.0 The purpose and scope of Human Resource Management in terms of resourcing an organization with talent and skills appropriate to fulfill business objectives.

3.1 The purpose and the functions of HRM, applicable to workforce planning and resourcing an organization

3.2 Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection

4.0 The effectiveness of the key elements of Human Resource Management in an organisation.

4.1 The benefits of different HRM practices within an organisation for both the employer and employee

4.2 The effectiveness of different HRM practices in terms of raising organizational profit and productivity

5.0 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation.

5.1 The importance of employee relations in respect to influencing HRM decision-making.

5.2 The key elements of employment legislation and the impact it has upon HRM decision-making

Section.

Apply Human Resource Management practices in a work-related context

1.0 Introduction. 1

2.0 The design of a job specification for one of a number of given positions in the organization.

3.0 A CV for each student, tailored to apply for one of the positions advertised by another team.

4.0 Documentation of preparatory notes for interviews, interview notes based on selection criteria and a justified decision of the candidate selected.

5.0 A job offer to the selected candidate.

6.0 An evaluation of the process and the rationale for conducting appropriate HR practices.

7.0 Conclusion.

References:

1.0 Introduction

The main aim of HRM is to manage employees to work quality, effective, creative and productive to reach competitive advantages over competitors and reach an organization’s goals and objectives (Mathew, 2019). Providing services to the customers as they demand is the key purpose of Tesco. The Tesco Company evaluates the trends of the market on a constant basis to identify the customers’ demands from customers and the satisfying aspects. The application of any strategic change within the organization is highly dependent on the functions of the human resource management of the company. According to Lyn (2018), the HRM functions of the company is to motivate, train and hire its employees as per their needs so that the performance of the employee’s increases and results in more satisfied customers

2.0 An overview of the organization:

TESCO is a top leading retailer in the UK. It manages over a thousand supermarkets, hypermarkets, and convenience stores in the United Kingdom, Ireland, central Europe and Asia. TESCO started its life when Jack Cohen started selling war-surplus groceries in a stall in the East end of London (Tesco, 2019). Cohen made a profit of 1 from sales of 4 on his first day. TESCO as a brand first appeared 5 years later in 1924 when he bought a shipment of tea from an MR T. E Stockwell. From there TESCO kept growing in the retail business and now they stand in a top position in the UK retail business. Tesco’s aim is to provide the best products for their customers and always to reach customer satisfaction. According to Dave (2019), ‘What I have learned from the life of Jack Cohen is that the customer always has the answer to any question we have as a business. It may not be easy, but they have the answer.’

3.0 The purpose and scope of Human Resource Management in terms of resourcing an organization with talent and skills appropriate to fulfill business objectives

3.1 The purpose and the functions of HRM, applicable to workforce planning and resourcing an organization

Human Resource Management is the strategic approach to hire, train and manage employees to reach the goals and objectives of an organization. It is designed to maximized employee efficiency and performance in service of the employer’s strategic objectives (Jonas. 2018). The general purpose of HRM is to reach the companies’ goals through people. HR professionals manage the human capital of an organization and focus on implementing policies and guidelines which will result in the employees’ best performance towards reaching the goal of the company.

The goals of HRM:

• Attract Employees to the job opportunities in the organization. The quality of an employee can change a company’s results drastically.
• Hire Employees by taking interviews and assessing which interviewee is the best fit for the job.
• Train newly hired employees to better understand and execute the job at hand.
• Motivate the employees to constantly keep improving.
• Retain employees by providing the best work environments and benefits to be able to compete with competitors.

Importance of HRM:

Strategy management: This is an important part of any organization and plays a crucial role in human resource management. HR managers construct strategies to make sure the organization reaches its objectives, as well as contributing significantly to the corporate decision-making process, which includes analysis for current employees and calculations for future ones based on business demands (Yameen, 2018).

Benefits analysis: HR managers work towards reducing costs, with recruitment and retention. Kite, (2017) stated that HR professionals conduct efficient negotiations with potential and current employees, as well as being experienced with employee benefits that are likely to attract quality recruits and retaining the existing employees.

Training and development: Since HR managers conduct important training and development programs, they also play a vital role in strengthening their relationship with the employers. This contributes to the growth of employees in the company, hence improving employee satisfaction and productivity (Yameen, 2018).

Interactivity within employees: HR managers conduct activities, events and celebrations in the organization which gives way to team-building opportunities. According to Jack (2018), it also improves interactivity within employees and builds trust and respect within employees.

Conflict management: HR is the department to go to if any professional conflict arises between employees. They are also responsible for instilling ideas on how to maintain healthy and trustworthy relationships between employees. This is very important as proper teamwork brings the best outcomes for organizations (Kite, 2017).

Compliance: HRM has to make sure the workplace is compliant with employment laws. They also have records of hiring processes and applicants’’ logs.

Objectives of HRM:

Recruitment: One of the major responsibilities of an HR manager is to recruit personnel. The success of an organization largely depends on the workforce employed, so it is essential that the right people are hired for the right role (Farley, 2018).

Learning and development: Learning is a continuous process and essential to enhance employees’ productivity. HR managers are responsible for the orientation and induction of new employees, as well as the professional development of existing employees. According to Barney, (2018), they are responsible for strategizing development programs. Furthermore, they must have the ability to identify and analyze the areas that employees need training for.

Building employee relations: Effective employee relations go a long way in boosting productivity and contribute significantly to an organization’s success. Employee relations strategies are implemented to ensure that an organization caters to the overall well-being of employees (Hatch, 2019).

Compensation and benefits: A major component of an HR manager’s job role is handling compensation and benefits. They are responsible for devising compensation strategies, performance management systems and compensation structures, as well as negotiating pay and benefits packages with potential employees (Charlie, 2018)………………………

 

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