Human Resource Management Assignment Sample

Human Resource Management Assignment Sample

INTRODUCTION

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Human resource management is considered as practice that is used by the organization to manage people of organization in effective way. In business organization various operations are performed by the human resource management in organization to manage people of organization effectively and maintain their performance effective for effective productionof organization in market place(Peccei and Van De Voorde, 2019). This report will be providing analysis of activities and role of HRM in business organization. Importance of HRM will be analyse for the Tesco PLC. Tesco PLC is leading retail sector organization that is possessing largest market share.in UK. Purpose and functions of HRM for workforce management will be explained in report. Strengths and weaknesses of various recruitment and selection approach will be analysed in the study. Various benefits of HRM practices will be evaluated for employer and employee in organization. Effectiveness of HRM practices will be analysed for success and profit of organization in target market. Importance of employment legislation and employee relation will be analysed for the decision making process in organization. Application of different practices in organization will be justified and analysed in report.

Purpose and Function of HRM

Main purpose of HRM in business process is to manage the work force of company effectively. This is all about directing and guiding workforce of organization in right way to generate maximum profit in process. So, the main purpose of human resource management is to effectively plan and develop work force of company to reduce operational cost of company and generate maximum profit within the operations.

Functions of HRM

The functions of HRM are divided in two parts which are operative and managerial functions(Liu, Qingqing and Liu, 2020). Managerial functions are focused on management of various operations and processes in organization and operative functions are related to the execution of different tasks in work place.

Managerial Functions of HRM

Main managerial functions of HRM in organization are-

Planning

Planning is known as main managerial function that is performed by the human resource department in organization. In this managerial functions all the operations and processes are planned by the human resource management to reduce operational failure in organization.

Organizing

Organizing is mainly considered as process that is used by the HRM for the execution of various plans and processes that are developed by HR department of organization. This function can help the hrm to avoid technical and implementation issues in the business process.

Staffing

Staffing is considered as function that is performed by the human resource department in the organization to develop effective workforce in organization(Armstrong and Taylor, 2020). For this function various activities are performed by the human resource management to develop high performing work force in the company.

Direction

Direction is considered as function that helps the employee and management of organization to understand the goals, visions and mission of company. This function can improve implementation of various tasks in organization.

Controlling

 This function of human resource management is effective to control and monitor activities of employees within work place. Different monitoring and controlling actions are implemented by human resource department to retain discipline within the workplace.

Operational Functions of HRM

Some of the main operative functions of HRM are-

Procurement

Procurement is main operative function of HRM in organization because all the operations of company are dependent on the availability of resources in inventory of company. It is crucial and most important function of human resource department to make all resources available in work place of firm.

Development

 Development function that is performed by HRM in organization is related to development of work force of company(Muhammad, 2018). In this process employees of organization are provided with training and development sessions to improve their skills in order to improve their productivity in organization.

Compensation

 Compensation can be considered as process that is used by the organization to provide incentives and funds to the employees as per their working hours in company. It can be considered as process to encourage and motivate employees to perform better in organization processes.

Maintenance

 Maintenance function is considered as actions that are performed by the human resource department to look after the machines and tools in work place to keep operations effective and uninterrupted. This can help the organization to maintain productivity of company in market place.

Motivation

Employee motivation is considered as part of work force management. In this process different actions and activities are implemented by human resource department of organization to meet the satisfaction level of employees within the work place(Bombiak, 2019). This is all about making employees feel satisfied in work place. This is important to improve their performance in operations.

Integrity

Integrity is considered as process that is used by the human resource management to combine all the processes in organization to retain productivity of company. For this process various communication processes and techniques are used by human resource management to reduce operational failure in organization.

Recruitment Processes in HRM

 In the HRM practices, recruitment is considered as most important process that is used by the organization for the development of effective workforce in company. In the recruitment different processes are used for the selection and hiring of people. The process of recruitment is categorised in two different part on basis of source of recruitment. These categories are- internal recruitment and external recruitment process. Both type of recruitment processes are used by human resources of organization to develop the workforce of organization effectively.

Internal Recruitment Process- Internal recruitment is considered as approach which is used by HRM of company to develop effective work force and fulfil current open positions of company. In this approach current or existing employees of organization are considered by the human resource department for the selection process(Pham, Tu?kova and Jabbour, 2019). In this process various approaches are used to meet work force requirement in organization. Main approaches that are used in the internal recruitment process are- Promotions, Transfers and Advertisements. These are most common approaches that are used by the human resource department to develop the workforce of company.

Promotion

 Promotion is considered as process in which, the current employees are provided with opportunities to get promoted on higher position in company. In this process eligible employees of organization are selected by the human resource management of the company to fill current opening in organization.

Strengths

• This process take less time for completion and no specific planning is required to implement promotion process effectively.
• No additional investments are need to be made in the process to implement this process.
• Current employee performance data can be used to analyse the performance of employees.

Weaknesses

• Competition level in this process is very low.
• It can develop negative environment within the work place of company.

Transfer

Transfer is process or approach that is used by the human resource management of the organization to fill current open position in work place of company(Bratton and Gold, 2017). In this process human resource management of company select existing employee of company who is working in other branch of organization. The selected employees is transferred to the branch of the where open position need to be filled. This is considered as most effective process that is used by the human resource management to meet the workforce goal of company.

Strengths

• This process can save a lot cost and time of company because it is only required to perform paper work to perform the transfer process.
• This process do not require further raining to meet the requirement of the requirements of the particular position in company.

Weaknesses

• This process or approach can develop poor environment in the company.
• This approach do not meet the workforce demand of company because always number of current opening remain same in company.

Advertisement

Advertisement is considered as process in which job opening is posted in the work place to make the employees aware of open position in company. In this approach proper job opening is posted in the work place to ask the employees to provide application for the particular job role in company(Mishra, 2017). This is how applications are shortlisted in the process to perform further interview process. Current employees of organization can apply for open position in company.

Strengths

• This approach can develop competitiveness of the interview process.
• More options are available to the organization in the selection process.
• All the employees can be provided with opportunities to fill open position in company

Weaknesses

• Number of employees remain same in the organization and organization still need to implement interview or recruitment process to meet the workforce requirement in organization.
• It is a time consuming process and it needs more planning to implement interview process in company.

External Recruitment

External recruitment process is considered as approach in which people or candidates outside the organization are considered for the recruitment process to fill current opening in company. In this process human resource department of company use external source of workforce to meet the work force requirement of organization. In this process different approaches are used to select candidates from the external sources(Chaudhary, 2020). The most common approaches that are used in the external recruitment process are- Pool Campus recruitment Drive, Recruitment drive, walk ins and Job Advertisement.

Pool Campus recruitment Drive

This is most common process or approach of recruitment that is used by the human resource department of the organization to select candidate and hire them to fill open position in company. In this approach human resources department of organization select colleges and institutions for the recruitment process(Morley and Heraty, 2019). In this approach fresh talent is considered by the human resource management of the organization to fill open position in company. One or more than one institutes can be considered to implement recruitment process.

Strengths

• This process can help the organization to hire new talent in company,
• The competitiveness of the recruitment process is very high.
• Organization have large number of options for the selection of candidate for articular job role in company.

Weaknesses

• Hired candidates are need to be provided with training and development sessions to make them compatible with the requirement of the particular job role.
• This process is time consuming and it require more funds and resources to implement process effectively.

Recruitment Drive

Recruitment drive is considered as process in which different job application are asked by the organization through different platforms to conduct interview process. The applications that are collected in the process are considered for the shortlisting process. After shortlisting process proper interview process is implemented by the human resource management of the organization to select specific person for the particular job role in company.

Strengths

• This process can help the human resource management of the company to ask for job application from both experienced and flashers.
• Level of competition is too high in this process that can provide best suitable candidates to the organization.

Weaknesses

• Time consumed in this process is too long as compared to the other approach of recruitment.
• On - boarding process need to be implemented to make the employees aware of the workplace of the company.

Walk-ins

Walk-ins approach of interview is considered as process that is used by the human resource management of the organization to allow large number of candidate to apply for open position in company. Normally job applications are asked by posting advertisement in the different type of media sources(Bratton and Gold, 2017). The candidates that are appear for the interview process are considered for the selection criteria. This is how requirement related to the workforce is filled by the human resource management of company.

Strengths

• Competition level in this process is highest in this approach of external recruitment process.
• Level of competition is also too high I this process.
• Organization have more options for the interview and selection process.

Weaknesses

• Time consume in this process is too high as compared to the other approaches of the recruitment.
• More financial resources are required to perform recruitment process effectively.
• Selected candidates are need to be provided with training to make them aware of operations and process of company.

Job Advertisement.

 Job application is considered as process in which various advertisement platforms like social media, print media and electronic media are used to post job opening in company. This is considered as most common process that is used by the human resource management of the company to fulfil current opening in work place of company.

Strengths

• This process of recruitment is cost efficient for the organization.
• Competition level is too high in this process.
• This approach of recruitment is effective to fulfil opening in company on urgent basis.

Weaknesses

• This process is complex to perform because relevancy of candidates varies individually.
• This is difficult to set proper selection criteria in the selection process.

This are some approaches are used in the internal and external recruitment process in business organization by human resource management. These approaches can be used by the human resource management of the organization to meet the workforce requirement of the company.

Benefits of Human Resource Practices for Employer and Employees

For Employer

There are different practices are performed by the human resource management of the organization to meet the goals and targets of company effectively. Main purpose of the human resource management is to improve the productivity of organization in market place. For example Performance management and planning practices that are implemented by the human resource department can improve the internal operations of organization. This practices can improve the overall performance of organization in target market. This is how human resource management practices can help the employer to get high marginal profit.

For Employees

The practices which are implemented by the human resource department of company are focused on the performance of individual employee within the work place. Main objective of the human resource management to improve the performance of employees by providing them with various training and development sessions. This is how effectiveness of organization can be improved in work place. The training and development sessions that are implemented in the organization can help the employees to develop new kills and capability in the work place to get success in the professional career. This is how practices that are implemented by the human resource management are highly beneficial for the employees of company.

Effectiveness of HRM practices for Profitability of Company

In different ways human resource management practices can help the organization to improve their profitability in internal and external processes. Human resource management practices can help the human resource management to develop better work culture in the work place of company. This effective work culture can help the organization to improve the motivation level and performance level employees in internal operations. This process can improve the profitability of company in target market. Planning is also considered as one of task that is performed by the human resource department of company. By effective planning process effectiveness of internal operations can be improved. This process also can help the HRM of company to complete various operations with effective quality. This is how different practices that are performed by the human resource management can help the organization to gain higher profit in market place.

Importance of Employee Relation in Decision Making process

In the decision making process various factors are need to be considered. Among these factors this is important for the HRM to consider employee relation for maintain proper decorum within the work place(Pham, Tu?kova and Jabbour, 2019). This is most important for the organization to maintain employee satisfaction high in order to improve the internal operations of company. By considering employee relation in organization better environment can be developed in the work force of company.Employee relation can be considered by the organization to implement productive and effectiveness in order to improve the performance of organization in target market.

Legislations need to be Considered in Decision Making Process

There are some legislations are need to be considered by the human resource management of the organization to keep the operations of organization ethical and as per the legal standards. These legislations can be considered by the human resource management of the organization in the policy making process. This policies are implemented by the HRM in internal practices to effectively fulfil the requirements of the legislations. Some of the legal acts that are need to be considered by the human resource management in organization are- Employment act, Labour Wage act and workplace health and safety act. These are major legal considerations are need to be implemented in organization to avoid legal actions against the organization. For example work place health and safety act can be considered by the human resource management of the company to keep work place safe and secure for the employees. Employment act 1996 also can be considered by the human resource management of the organization to fulfil all contractual requirement in work place. These legislations can be considered in the decision making process to take proper decisions for the organization to avoid legal actions against the company.

Application of HRM Practices

This is highly required for the human resource management department to implement various practices in the work place of company to maintain the productivity of organization in internal practices. For example performance is considered as most effective practice that is performed by the human resource department of the organization to evaluate the performance of employees. This performance evaluation process can help the organization to develop proper training and development process in order to improve the performance of employees in internal operations. Training and development is also considered as effective practice that is performed by the human resource management in organization. This practice can help the employees to develop skills that are important to develop in order to gain higher performance standard in company.

CONCLUSION

This report is concluding the importance of human resource management in the business organization like Tesco PLC. Purpose of the HRM has been analysed in the report. Various functions that are performed by the human resource management has been evaluated in the study. Various practices that are implemented by the human resource management of organization has been analysed in the study to evaluate the importance of these practices for organization. Benefits of human resource practices has been analysed for the employer and employees of business organization. Application of human resource practices also has been evaluated in the report.

References

Books and Journals

Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bombiak, E., 2019. Green human resource management-the latest trend or strategic necessity. Entrepreneurship and Sustainability Issues. 6(4). pp.1647-1662.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Chaudhary, R., 2020. Green human resource management and employee green behavior: an empirical analysis. Corporate Social Responsibility and Environmental Management. 27(2). pp.630-641.

Liu, P., Qingqing, W. and Liu, W., 2020. Enterprise human resource management platform based on FPGA and data mining. Microprocessors and Microsystems, p.103330.

Mishra, P., 2017. Green human resource management: A framework for sustainable organizational development in an emerging economy. International Journal of Organizational Analysis. 25(5). pp.762-788.

Morley, M.J. and Heraty, N., 2019. The anatomy of an international research collaboration: Building cumulative comparative knowledge in human resource management.

Muhammad, K., 2018. The effects of electronic human resource management on financial institutes. Journal of Humanities Insights. 2(01). pp.1-5.

Peccei, R. and Van De Voorde, K., 2019. Human resource management-well?being-performance research revisited: Past, present, and future. Human Resource Management Journal. 29(4). pp.539-563.

Pham, N.T., Tu?kova, Z. and Jabbour, C.J.C., 2019. Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study. Tourism Management. 72. pp.386-399.