ICON College of Technology and Management

Faculty of Business and Management Studies

BTEC HND in Business

Coursework

Human Resource Management

Tutor: Dr Reza Aboutalebi

Submitted by: Diana Florica Dumitru

Student:

ID No: 16607

Session: April 2019

Table of content
Introduction

LO1 Explain the purpose and scope of Human Resource Management in terms
of resourcing an organisation with talent and skills appropriate to fulfil
business objectives
● Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation
● Explain the strengths and weaknesses of different approaches to recruitment
and selection.

LO2 Evaluate the effectiveness of the key elements of Human Resource

Management in an organisation
● Explain the benefits of different HRM practices within an organisation for both
the employer and employee.
● Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity

LO3 Analyse internal and external factors that affect Human Resource
Management decision making, including employment legislation
● Analyse the importance of employee relations in respect to influencing HRM
decision- making.
● Identify the key elements of employment legislation and the impact it has
upon HRM decision- making.

LO4 Apply Human Resource Management practices in a work related context

● Illustrate the application of HRM practices in a work related context, using
specific examples.

Conclusion

Reference
Introduction

Management of human assets is an instrument to recruit, select, manage and

develop an organization's staff. Their main motive is to focus on staff results in the
company and ensure effective organisational techniques of work. In this current
study, Tesco executives are using human resource methodologies in their
organization to increase their business efficiency. The HR department places itself
very highly in the business sector. Tesco is one of the world's largest supermarket
companies with offices in England (Stone, 2013) and food and general
merchandising throughout the country. The importance of HRM in the hiring and
choice techniques for scheduling workers, advantages and weaknesses are included
in this research. It also covers HRM processes in the framework of employers and
workers and the importance for decisions of employee relations. Finally, this study
examines the main aspects and their effect on the decision-making process for HRM
in labor law.

LO1 Explain the purpose and scope of Human Resource Management in

terms of resourcing an organisation with talent and skills appropriate to fulfil
business objectives

Human resources management is an element of the overall leadership that

deals with the assets of an organization. HRM means that staff or their function in
their environment are efficiently utilized and managed. The research employs HRM
techniques to improve overall effectiveness in Tesco, a chosen business
organization.
Planning workforce: It involves an analysis of the current and prospective
demands of human resources of an institution in order to perform business
effectively. Its primary goal is also to pick the correct staff at the correct moment to
achieve the goals and targets of the organisation (Bučiūnienė and Kazlauskaitė
2012).
HRM's objective is to prepare employees:
● Thinking about individuals as a tool: Tesco focuses primarily on inner
human resource leadership channels to generate a profitable edge. Persons
under the HR dept were regarded as corporate assets. In Tesco, the function
of the HR department is to improve an employee's general efficiency and to
keep in touch with others. In this respect, Tesco operates to accomplish
organisational objectives by managing distinct staff capabilities such as
interaction, incentive and leadership.

● Retention of individuals: Tesco has a long-term policy of maintaining its

employees. It also involves two-way profit and money and non-monetary
advantages. In the framework of Tesco, it is an economical way to handle
employees, as it is easy to retain qualified and seasoned employees and
organisations. In fact, highly skilled and highly skilled personnel contribute to
achieving organisational objectives that enhance corporate profitability and
efficiency (Dörnyei, 2014).

Human Resource Management Features:

● Planning: It is a critical and essential role in the leadership of human
resources. Planning is very important for each organisation to help develop a
strategy strategy for addressing the problems to accomplish goals. Within
Tesco, executives use this HRM function to accomplish their corporate
objectives and objectives, and to enhance Tesco productivity and profitability.
● Selection and Recruiting: Recruitment is a way to attract and hire a suitable
work applicant. Within the scope of Tesco, the job is primarily to nominate
extremely qualified and extremely qualified applicants for their jobs.
Recruitment and choice method to enhance staff efficiency in an organisation
to attain organisational objectives.
 In an organisation, recruitment and selection both have an important part to
perform. Moreover, the primary objective of hiring and choice is to manage the
workers effectively. Recruitment is an option for choosing the right applicant with an
elevated amount of knowledge or competence to fill a position position in an
organisation (Parpinelli and Lopes, 2011), whereby the selection is a technique for
choosing the right applicant for a particular position. In this regard, the HR
department of Tesco helps to define the advantages and weaknesses of a variety of
employers ' hiring and choice policies within an organisation.
a) Internal hiring: Internal hiring means that employees from the organisation
are recruited. It comprises several techniques such as hiring, movements, referrals
to employees etc. in order to enhance a company's general efficiency. It motivates
employees to attain organisation's targets and objectives effectively within Tesco. In
addition, inner recruitment sources promote a wider employee range.
b) External Recruitment: External hiring means hiring of personnel from
elsewhere. The inner recruitment process includes the exchange of jobs, campus
recruitment and advertising, etc. Within Tesco, it allows the hiring of fresh and more
skilled candidates for employment in an Administrative structure (Kersley et al.,
2013). Furthermore, it also helps an organisation to effectively implement business
activities with new and creative concepts.
Particular Internal hiring External Recruitment
Pros ● It enables to ● It allows an
motivate a present organisation from a
employee to larger group of
execute candidates to
successfully to choose the right
obtain more position applicant.
in a company ● They create
● The atmosphere for entrepreneurship in
an organisation is an organisation
safe and efficient through the use of
(Krishnan and Singh fresh and skilled
2011). candidates.
Cons ● It generates ● It's time-consuming
 disputes around and expensive.
sales rather than ● Senior staff do not
employee bonuses. operate with fresh
● It also demotivates staff for the most
external individuals part because they
that are more think people are
appropriate for this engaged from
task. outside the
organization and are
not appropriate.
Selection
The following are discussed for different choice techniques:
a) Request documents and resumes: It is a much earlier idea in which an
association chooses the right applicant for the empty location in its organisation.
Within the framework of Tesco, it adopted this approach for the choice process by
first analyzing the applicant's CV and then choosing the right applicant according to
the technique.
b) Interviews: In this respect, Tesco used this approach to enable an
interviewer to recognize the individuality of his applicant. This is the ultimate stage in
selecting the suitable applicant for the applicant.
Particular Request documents and Interviews
resumes
Pro’s The easiest method is to It enables you to choose
choose or match the right applicant.
applicants to their job
demands.
Weakness Sometimes, an At the time of a personal
organization doesn't have meeting, some applicants
enough time to verify all lose confidence and
applicant forms or organisations find it difficult
documentation. It's a to choose the right
moment consuming applicant at that time.
technique.
 LO2 Evaluate the effectiveness of the key elements of Human Resource
Management in an organisation

For a Performance of the company analysis, the leadership group mainly

utilizes HRM or human resources management techniques. As a result, HRM
includes the processes to increase the ability of its employees and improve the
overall effectiveness of an organization (Delmotte, Winne and Sels, 2012). As far as
Tesco HRM is concerned the following description provides support to both
employees and businesses:
Benefits for staff from HRM practice:
Employees receive advantages in multiple respects that are as follows with
the assistance of HRM methods:
● Resolution of Conflict: HRM procedures assist the leadership team or a
business dispute avoidance officer. These methods help to resolve disputes
and disputes within the framework of Tesco's business. The manager of an
organization communicates legislation, regulations and practices to its staff.
The probability of clashes and disputes can be reduced through easy access
to the necessary information for those who need it.
● Development and training: Executives can provide Tesco employees with
instruction and progress through HRM processes. Executives conduct training
workshops to improve worker comprehension and skills (Dipboye and Colella
2013). As a result, its productivity and effectiveness can be improved.

Benefits of the employer's HRM

With the assistance of human resource management procedures, a
company's employers also get some advantages. These are the following
advantages:
● Motivating workers: Managers can teach and advance Tesco staff through
HRM procedures. Managers perform courses to enhance the understanding
 and abilities of employees (Dipboye and Colella 2013). This can improve
productivity and efficiency.
● Developing employees: The process of HRM helps the company's owner to
satisfy the demands of its employees and encourage them to add similarly to
the common goal of an organization. The owners of Tesco are helping their
staff improve their skills and knowledge to attain personal as well as
community goals (Madera 2012). Tesco provides its employees coaching and
development workshops and provides them the freedom to express their
views.

HRM is seen as providing countless advantages for both staff and employers
in the wider context. The particular department enables business to maximize
employee performance that eventually effectively enhances their profitability. The
following are described in this efficacy of different HRM methods that help TESCO to
improve its earnings and productivity:
Development and training: Training and development offers an overview,
practice and much more for fresh staff of the business. These two factors greatly
affect the decision making method by improving the skills, comprehension and
efficiency of staff. It also improves the manner in which workers ' skills are improved
and respond to critical conditions. Tesco will improve its profitability by improving
staff efficiency. In order to enhance staff productivity and effectiveness, Tesco's
Manager conducts a teaching and development meeting every three months along
with company growth (ALDamoe, Yazam and Ahmid 2012).
Recruitment and selection: Recruitment is an important screening and
selection method for a specific situation of qualified or foreseeable applicants. Tesco
is hired and selected for the company's work.Tesco managers are following an
organized process by helping to pick the right people at the right place at the right
time. This technique primarily affects Tesco's decision-making process, because
employees are a company's most significant asset. The profitability and growth of an
organization relies on the skills and capacity of the staff of the company.

Payment and other advantages: In return for their work the remuneration is
the amount given to employees. In the Tesco framework, high salary levels serve as
an incentive to its employees. When corporate employees periodically award their
efficiency, they generate a sense of loyalty and confidence. This enables
management to readily improve Tesco development and development (Chelladurai
and Kerwin, 2017), resulting in an increasing association between employees and
their company. This increases the profitability percentage of the company as a result.
For extra time during the harvest period Tesco executives increase their employees
by 10 percent to 20 percent. Based on their overtime results, Tesco employees will
be supplied with compensation and other benefits.
Tesco managers can easily evaluate and evaluate overall growth and
effectiveness of the organisation, using HRM processes. All these elements serve an
extremely important part in improving effectiveness and profitability in an
organisation.

LO3 Analyse internal and external factors that affect Human Resource
Management decision making, including employment legislation

Employee connections mean a method that ensures that distinct employees

of an organisation maintain a healthy relationship. Each employee has a certain
relationship with his or her colleagues. Connection to employees is a program Tesco
normally uses to efficiently accomplish its organizational aims and goals.These are
the policies that mainly address the issues that immediately affect the employees of
the company. These problems may be the advantages of reward, safe working
conditions etc.

Importance in decision-making of employee interactions:

It is because the employees ' freedoms of participation have been surpassed

by globalisation, and rivalry enhanced, that employees are more active in decision-
making over the last 25 years and the associated rules. Such a reform has been
socially necessary. This concept is also derived from changes in management
relations.
 Joint regulation or exchanging of power is not a matter of employee
participation. Management chooses to reject or recognize an employee's opinion
(Colling & Terry, 2010). The leadership makes the ultimate decision. According to
Walton (1985), "the commitment of employees is directed at individual employees
and aims to create a dedicated workforce more probable to add to the efficient
function of an organization." Management aims to get staff consent for their
proposed behavior by applying staff involvement procedures on the basis of their
commitment instead of command "(GENANDE & JUEGE, 2005).
When leadership and work collaborate completely, increased efficiency is
possible. Contributing to an organization allows it to increase its involvement in
improving the sense of completion, satisfaction and belonging of its organization.
Further participation allows the root cause of industrial disputes to be reduced.
Industrial war happens when the idea that the self-interest of the other places its
interest at stake causes two structured organizations. Participation contributes to the
development of general workers as informal representatives have the opportunity to
actively participate and to influence decisions by proposing to their members.
Another important element of employee participation in decision-making leads to
fewer resistance to important changes. Structural and management changes are
component of a growing enterprise. Refutation is the first reaction of employees to
change. When employees take part in the decision-making process, they discuss
their concerns and opinions and less oppose the implementation of changes (Walton
and Krabbe, 1995).
As Marchington (1992) stated, this strategy will be introduced by staff.
Processes for worker participation are initiated and aimed to increase worker
participation with the organisation.
Following the data and advisory charter, threat expectation has improved.
Organisation, as well as the transition to coaching and development of staff, have
become more versatile in their approach. The leadership has grown to understand
that prompt information and advice are the prerequisite for achievement. In
managing new data and consultative procedures, HRM experts perform an engaged
part.

In protecting their employees in each company laws and rules perform an

important part. In fact, all labor law provisions are observed by the HR department to
maintain its personnel for an extended duration. In the framework of Tesco, they are
working for all the labor laws in a company that enables the organisation and staff to
create the right decisions. These rules and rules help an organisation to achieve
overall development in its staff. The following are discussed in different labor laws
and regulations:
(a) Employment equality: According to this law, the state has created the
law to follow this act in order that all employees in an organisation receive equal
treatment. This intervention helps to create a favorable and safe operating
atmosphere for Tesco. It is also vital that the HR department of Tesco obey this law
to handle its employees reasonably. The director of Tesco uses certain approaches
to create effective choices for its employees by helping to eliminate discrimination in
his company. (Fulton et al., 2011). It also enables executives to make effective
decisions by including all staff in the process of decision-making.
(b) Act concerning minimum wage: According to this law, for all its
qualified and unqualified staff, it is required for all organizations to establish minimum
wage rates. In fact, Tesco HR sets minimum salary prices and decides on the salary
scale of its employees as its main reason is to bring continuity in the choice-making
method. Each Tesco employee also needs a minimum step scale, because it
develops an advantageous and long-term connection between its employees.
(c) Action against discrimination: Under this law, the company was
evaluated to manage its employees relatively rather than evaluate the company
based on era, sex, colour, etc. In the framework of Tesco, the manager utilizes this
deed in order to create a prejudiced working environment. This law enables the HR
department to take decisions; according to the outcomes of the task, it provides
employees with rewards.

LO4 Apply Human Resource Management practices in a work related context

The implementation of HR methods is important for achieving effective

organizational objectives and objectives (Daley, 2012). (The TESCO HRM team
uses procedures effectively).
 Specification of employment: The following are discussed in this published
paper, which discusses all kinds of duties and duties performed by an applicant for a
particular employment.

Specification of employment
International organization - TESCO
Designation of employment – Marketing Manager
Qualification in education – MBA in Marketing
Job requirements:
● Capable of coping with different market circumstances.
● Full knowledge of all marketing instruments and methods.
● Ability to keep coordination among various functions.
Desired criteria:
● 3-month experience.
● Efficient ability to communicate.
● Efficient abilities in performance.

Description of position: It has been released with comprehensive data on a

specific job profile. The chosen applicant has the required set of positions and
duties.
Description of position
The company's name TESCO
Title of Job Senior Marketing Manager
Job Location Europe

Reporting To Department Head (Principal)

Responsibilities and obligations ● Opportunities for market research and
 evaluation of product development.
● After evaluating the marketplace to
introduce a new item, effective decisions
should be made.
● Overseas and asses all the buttons to
planning in the system by office
management.
● Organize and handle the employees '
monthly stock
● Be liable for purchasing products, such as
disposable gloves, toilet paper, etc.
Working hours 10.00 to 18.30
Wages £38000
Working Facilities Incentives according to results should be provided
for a safe and safe operating setting.

In choosing the highest and most skilful candidate, the business must achieve
the largest amount of candidates; thus, the biggest applicant is chosen by the
business to function effectively depending on the working condition.
 Specification of the person
General Details
Name: Alina Creanga
Address- 22, Edgware Road
Tel: 0765435678
Email address: alina.creanga@gmail. com
Career goal: I would also like to contribute to achieving particular goals and goals by
using my abilities and expertise to encourage general economic growth and
effectiveness in the nation.
Level: 5 years of experience

Qualification
Certification in education University Grades
MBA (Marketing) University of Middlesex 7.9
BBA University of Middlesex 7.3
Duties and responsibilities
● Conduct periodic results assessments.
● Effective policy development for advertising.
● Task should be allocated to the marketing group according to their abilities.
● Conduct some initiatives on marketing.
Competence-MS Office for SAP MS PowerPoint
Personal information
DOB: 9th July 1989
Languages Known- English, Romanian.

Interest-Music, learning, travel and leisure.

Introductory Interview

● What are the metrics for understanding why a party lost? How would you
educate your next project using these results?
● In 3 months, we will launch a fresh item. How do you follow offline marketing
to increase product achievement?
● What computer advertising (e.g. CRM) are you using? And why do you use
other efficiency instruments?
● Did you use techniques for evaluating efficiency? Who's the most powerful
and why?
● Describe a moment when you provided a squad employee with positive
feedback. What negative feedback can you give?
● Have you ever experienced a group design clash of concern? If so, how were
you dealing with it?
CV

Alina Creanga

Harrow
laura_tbr@yahoo.com - 07806081498

WORK EXPERIENCE

Purchase ledger and sales ledger assistant

Kelly Communications Ltd - London - December 2014 to Present
Managing the purchase ledger function and processing supplier cheque and BACs
payments
–Matching purchase invoices with delivery notes and purchase orders and allocating
nominal codes
–Inputting invoices into ledger system and forwarding to line Manager for payment
approval
–Reconciling supplier statements and producing weekly cheque and BACs
payments
- Dealing with queries in relation to client and office account payments

Sales ledger Experience

- Raising and processing invoices in Exchequer program within timescales agreed

with the Sales Ledger Controller
- Maintain a record of all cheques received.
- Issue statements to customers using established guidelines and procedures

Economist
DALTEX IMPEX SRL - May 2013 to October 2014
ROMANIA
Working city: Brasov
Department: Finance / Accounting
Industry: Construction
Responsibilities:

Primary accounting or management accounting

- Banks formalities
- Managing the entire store and the warehouse in the absence of the manager
- managing all the documents at the inventory

Offer Letter

Tesco is happy to take you on board as an HRM, dear Alina Creanga.

We're just a few formalities back from settling down to job. Take the moment to
review our formal offer. It includes important data about your pay, benefits and the
terms of your Tesco work.
Tesco provides you with a full time position as HRM and Michael Kaee reports from
27/07/2019 to Tesco Express Wembley. It is expected that working hours will be 45
days a week and two days off.
At an annual pay rate of £ 38 000, Tesco provides you to begin at this place. The fee
begins on 27/07/2019 on a monthly basis.
Each year if 80% of the targets are met, we offer £ 4000 reward for your
remuneration. You are qualified as a Tesco employee to take out health insurance,
stock schedule, dental insurance, etc.
Please give your consent and acknowledge this bid at or before 25/07/2019 when
you sign and date this contract.

Sincerely, Chris Zulic

 CONCLUSION
An analysis of the above research shows that the leadership of human
resources assists an organisation's business entity with the effective leadership of
human resources. The objective and operate of HRM contributes to achieving
organisational objectives and objectives efficiently. In conjunction with the hiring and
choice techniques, an organisation can increase efficiency and profitability. In order
to preserve the concept of equality between employees, an organisation must also
conform with all labor laws.
 REFERENCES

ALDamoe, F. M. A., Yazam, M. and Ahmid, K. B., 2012. The mediating effect of
HRM outcomes (employee retention) on the relationship between HRM
practices and organizational performance. International Journal of Human
Resource Studies. 2(1). p. 75.
Bučiūnienė, I. and Kazlauskaitė, R., 2012. The linkage between HRM, CSR and
performance outcomes. Baltic Journal of Management. 7(1). pp. 5-24.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and
recreation. Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in
service context: Taking care of business by taking care of employees and
customers. Personnel psychology. 63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resources management. Public Personnel
Management. pp.120-125.
Delmotte, J., De Winne, S. and Sels, L., 2012. Toward an assessment of perceived
HRM system strength: scale development and validation. The International
Journal of Human Resource Management. 23(7). pp. 1481-1506.
Dipboye, R. L. and Colella, A. eds., 2013. Discrimination at work: The psychological
and organizational bases. Psychology Press.
Dörnyei, Z., 2014. The psychology of the language learner: Individual differences in
second language acquisition. Routledge.
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in
fisheries management. Fish and Fisheries.12(1). pp.2-17.
Kersey, B. and et al., 2013. Inside the workplace: findings from the 2004 Workplace
Employment Relations Survey. Routledge.
Krishnan, S. K. and Singh, M., 2011. Strategic human resource management: A
three-stage process model and its influencing factors. South Asian Journal of
Management. 18(1). p. 60.
Madera, J. M., 2012. Using social networking websites as a selection tool: The role
of selection process fairness and job pursuit intentions. International Journal
of Hospitality Management. 31(4). pp. 1276-1282.
Parpinelli, R. S. and Lopes, H. S., 2011. New inspirations in swarm intelligence: a
survey. International Journal of Bio-Inspired Computation. 3(1). pp. 1-16.
Stone, R. J., 2013. Managing human resources. John Wiley & Sons Australia.