This is solution of BTEC HND Human Resource Management Assignment, it is about the job roles of HR management for an organization.
P1.1 As new internship HR Assistant at Tesco, your new manager want you to distinguish between personnel management in organisation such as NHS UK and human resource management at Tesco.
The well-defined human resource management of the Tesco is considered as a backbone for the company. Tesco is basically a customer-focused company being a retail service organization. The company is highly dependent on the functions of human resource for its success. The effectiveness of the operations, services and marketing of the organization is mainly controlled by the functions of human resource (Ahmad & Schroeder, 2003).
The above-described characteristics of the organization need a human resource management in the company which involves inline managers majorly to function in effective and efficient manner. It is well known that the functions of HRM are proactive in nature while personnel management is considered as reactive system. The continuous analysis of the human resource of the organization according to the needs and requirements of the organization and the employees is the main task of human resource management. Human resource department of Tesco ensures that the employees of organization are aligned properly with the goals and objectives of the company in order to bear their responsibilities in efficient manner (Mondy, et al, 2005).
NHS being a public sector organization involves personnel management which is reactive system in nature. NHS is driven by the government rules which are less flexible for the management of employees as compared to that of Tesco. Personnel management deals with the reaction of the company in response of the trade unions working within the organization (NHS.uk, 2013).
P1.2 Assess the function of the human resource management in contributing to Tesco’s purposes.
The company ensures that employees work according to the demands from the customers for which human resource management of the company has to make sure that the employees working at different positions are according to the requirement of that position. Company also provide trainings for the employees according to the changing demands from the customers. It ensures that the employees are trained for any type of change happening in the working environment. Company also promotes the talents and employees to senior levels by providing inhouse training to its employees (Ahmad & Schroeder, 2003).
P1.3 Evaluate the role and responsibilities of line managers in the human resource management department at Tesco
The main roles and responsibilities handled by the line managers of Tesco are related to the company’s operations. The managers which can be described as line managers of the company are at work level 2, 3 and 4. The front line level managers are level 2 managers while the managers at level 3 and 4 dealt with the operations of a unit and the strategy making within the unit.
The main functions of line managers in the organization are as follows:
- Ensuring that the work is allocated to the base level employees according to the requirement and the efficiency level of employee.
- Line managers ensure that the best performing talents of the organization are given more chances to showcase their capabilities and the underperforming employees can work for the betterment of their abilities.
- Keeping an eye on the way employees in his team working to meet the different demands of the company.
- Line manager also inform the higher authorities about the excess or shortfall in the number of employees in his unit according to the required capabilities.
The nature of the functions performed by the line managers is supportive and extensive for the functions of human resource management. It also acts as the base for the decisions taken at higher level in the context of human resources.
P1.4 Analyse the impact of legal and regulatory framework in Tesco human resource management.
Legal and regulatory frameworks of an organization act in the form of control according to which employees’ work and their rights are defined within the organization. These frameworks are basically the basis for the way in which employees will act and behave within the organization and the ways organization can treat its employees.
In Tesco, these frameworks are used to clarify the ways according to which employees working at various levels should act in the organization. These frameworks also define the unacceptable behaviours and activities of the organization. The behaviour of the employees which is not expected from them outside of the organization also is defined under these frameworks. It also lays down the basis for the fulfillment of the ethical principles within the organization and the protections of employees from their colleagues. (Ahmad & Schroeder, 2003).
These frameworks define the terms and conditions for the employees’ services. It defines the power of the company with regard to the services of employee provided to the company. Any additional characteristics to be provided to the senior employees are also defined. The complete analysis of the functions of human resource within the organization clears that the human resource management of the company is its backbone. There is a defined difference in the personnel management like in organization such as NHS and in the human resource management in companies like Tesco. These differences can be found in the factors like employee allocation, their training and motivating employees in HRM and reactive nature of functions in personnel management (Mondy, et al, 2005).
The regulatory and legal frameworks define the way organization and its employees are governed. It is necessary to revise the overall framework on a regular basis to discard any loophole, if any and to combine any more points for the protection of the employees and the company. Such changes can be done on the basis of the research that can be carried in the field of legal and regulatory framework for managing human resource to provide an efficient working environment (Mondy, et al, 2005).
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P2.1 Analyse the reasons for human resource planning at Tesco. Outline the stages Tesco can adapt in planning human resource Requirements.
The organized human resource within Tesco is mainly due to the human resource planning efforts of the company. As we already talked about the size of the company, it is a large company in terms of number of customers, number of outlets, spread of the organization and the number of employees as well. The company has diverse spread across various other countries so all these factors result in a huge strategic divisions within the company. To ensure that all the requirements related to human resources are met at the correct time, human resource planning within the company is much important. It is necessary to identify the estimated number of resources required by the organization during the seasonal periods. Tesco performs all these tasks related to planning of human resource of the company in the month of February to avoid the hindrance in the execution of plan at the time of new year or Christmas.
The needs of the employees should be calculated on this basis to keep up with the strategic needs of the organization so that proper training can be provided to the new people coming to the organization in an effective way. Human resource planning aids in considering and engaging experienced human resource. It centres on the optimal employment of human resource to curtail the in general cost of manufacturing. This is associated with decreasing the effect of improbability which are fetched by expected modifications in procedures and practices of human resource management in the business.
P2.2 outline the stages involved in planning human resource requirements
Human resource planning plans at satisfying the purposes of manpower constraint. It assists to assemble the employed assets for the creative activities. The human resource planning is an imperative method intending to connect business approach and its function. To control income further resourcefully, there is a need for financial planning. The cash and need study and revenue expenses budgeting will demonstrate the preeminent technique feasible in management of income. In spite of of the sum of income received, element of the earning will set out for tax imbursement, expenses and whatever remains would be the saving. As a result, proper managing of returns is compulsory in growing cash flow. The Finance planning function also estimates the expenses necessary for the most imperative resources of the business i.e. the human resource.
The stages involved in the human resource planning are:
- Collecting the data
Data is required related to employees from line managers along with the prioritization of major issues.
- Segregation of data
This collected data need to be divided according to the defined metrics as per the stores and stores’ geography since geography and the main problems are mostly correlated with each other.
- Accumulating the needs of the employees
These are to be accumulated according to the responsibilities handled by them.
- Analysis of data
The next step will involve analysing the collected data on the basis of employees’ performance and the various available metrics like number of employees and sales in a unit.
- Comparison of performances
It is the last stage that will also involve the comparison of performance with previous years according to the environmental factors.
The human resources planning aims to employ and choose the most competent employees to fill up employment vacancies.It establishes human resource requirements, considers the on hand HR inventory intensity and at last employs the workers wanted to carry out the work. It also determines that the business obtains and uses the manpower efficiently to attain goals.
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P2.3 Compare the recruitment and selection process of Tesco with another organisation such as M&S or Sainsbury etc.
In order to discuss the recruitment and selection process of two organizations, we will consider the example of Sainsbury which is Tesco’s major competitor in UK retail industry. As both companies have same offerings so they follow similar market cycles. They recruit the people of similar nature. The differences and similarities in the recruitment and selection process of both the companies can be discussed in following manner:
- An initial screening of the candidates is performed by both the organisations in order to screen the candidates on the basis of compatibility of the acquired skills with the required sills for applied position (Sainsbury.co.uk, 2013).
- Curriculum vitae is the main source to be used for screening process as it possess all required information related to candidate.
- Sainsbury’s recruitment process differs from that of Tesco’s mainly in terms that Sainsbury assess the candidates’ skills with the help of attitude and mathematical aptitude questions to ensure the suitability of candidate with the job (Sainsbury.co.uk, 2013).
- Tesco mainly uses online process for the screening of the candidates while on the other side, Sainsbury uses both modes for accepting application from candidates.
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P2.4 Evaluate the effectiveness of the recruitment and selection techniques in Tesco and another organisation such as Sainsbury.
If we analyze the information discussed in the above section regarding recruitment process, we can easily say that selection process of Sainsbury is more effective and concentrated as compared to that of Tesco. Their process allows large number of application so that best candidates can be selected for the similar tasks. This helps Sainsbury in selecting the best suitable candidate for the organization. Tesco should alter it recruitment process so that it can be more effective and organized.
The selection process of Sainsbury is more integrated and effective. Tesco uses less technology for its selection process which can make the process much easier, so it is required for Tesco to use technology in effective manner so that tests can be implemented in the selection process while Sainsbury uses these technologies in a much effective manner. It is well known that curriculum vitae has all the necessary details related to the individual’s qualification, characteristics, experiences etc but it can’t measure the person’s capabilities in effective manner as the misleading information can also be provided by the candidates , so such tests help the organization in measuring the candidates’ capabilities in more effective manner.
So, we can conclude that there is a need of change in the recruitment process of Tesco to make it more effective and transparent. Company may be missing the best suitable candidates due to its dependency on the curriculum vitae which is their main base for the selection. So, it is recommended to the company that they should allow for some tests along with wider acceptance of the CVs from the candidates. It will help the organization in recruiting from a large number of applications through a tougher and more effective recruitment and selection process (Mondy, et al, 2005).
So after the complete analysis of the planning process of human resource department of the company, we can say that there is a need for making changes in the recruitment process of the company. The recruitment process of its competitor is more effective than Tesco, so they easily get better talent for the same job profile from the available resources in the market. Their highly dependency on CV make their process less effective and does not allow them to select the best suited candidates from the available pool of candidates. They should use the technology to allow the use of some tests so that the candidates’ capabilities can be measured in better ways. Such tests will help in measuring the qualitative and quantitative characteristics of candidates in effective ways (Mondy, et al, 2005).