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The Unit 18 Human Resource Management Assignment Tesco has been developed on the concepts of human resource management and related theories. The differentiation between the between personnel management and human resource management are provided within this report by taking the example of TESCO and other organisation. Different functions within the human resource management of TESCO have been assessed. Legal and legislative frameworks which are associated with the human resource management are provided within this report. The reason behind the human resource planning, stages which are involved in the human resource planning, comparison between the recruitment systems of Tesco and Sainsbury and the effectiveness of these techniques are added in the discussion. By taking in account the chosen organisation TESCO link between the motivational theory and reward system, processes of job evaluation and their relation to the pay, effectiveness of the reward system and different methods in monitoring the employees are examined and assessed within the document. By analysing the case study of Faisal the exit procedure and the legal and regulatory framework within the procedures are analysed.
Human resource management has been developed on the concept of personnel management. This is the modern and modified version of personnel management. The differences between the human resource management and personnel management:
Considering the organisation TESCO the human resource management has been implemented in the management of the people. The management of Tesco has been arranging the rewards, benefits communication and consultation in achieving the overall targets. The HRM strategy of Tesco has been based on the training and development of the human in order to make benefits within the supermarket business in terms of time and money. In each year the organisation employs a large number of staffs in the front line operations and through the training the organisation has been developing their functionality. (accountlearning.blogspot., 2016). By taking an example form the local coffee shop, Woodstock the personnel management implementation can be explained. Through the personnel management system the people of the store are managed with the traditional approaches. Further training and development is not provided to the personnel.
The main objectives of the human resource management is to make higher number of sales and increase the profits through making use of the efficient skills and the performances of the human resources of the organisation. The human resource management has been implemented with the purpose of increasing the proficiency and productivity of the human resources to achieve the desired gaols. (Harris, 2012). Tesco has been using the HRM system in their functions for upgrading the human resource performances through using proper HR strategies along with practices and policies. As Tesco has been operating in a competitive market the main practice which has been taken by Tesco HRM system is the training of the human resource for increasing the productivity and improvising the performances. The organisation is providing their business 24 hours a day. Through the training and development the efficiency of the staffs as well as their capabilities are improved to provide such services. The training has been provided mainly to the front line staffs and supervisors. (Harris, 2012).
The human resource strategy of TESCO has been developed on work simplification, challenges of the rules, performance management and making use of the core skills of all employees. The HRM strategy of the organisation is also using the motivational concept for engaging the employees in the achievement of the goals. Through different measures like wage, bonus, incentives, rewards the tools of the motivation are used by the management of TESCO. (Harris, 2012). Through the HRM system the organisation Tesco has been upgrading their functions and strategies to enhance the current human resources of the organisation and to increase the customer satisfaction with enhanced services. (Harris, 2012).
The line manager has the roles and the responsibilities to supervise and mange the individual and their performances. There are certain role and responsibilities of the line managers in TESCO organisation. Such as,
The line manager of Tesco has the responsibilities to make plan for the business and regulate the daily functions and control the organisation work. The line managers have to evaluate the performances of the front line staffs and have to ensure necessary training and development needs are provided. The Tesco line managers have certain responsibilities in supervising the employees for talking necessary approaches in the employee engagement. Line managers work in behalf of the HRM. They have the responsibilities to implement and monitor all the policies and procedures in unit level. (cipd.co.uk, 2016).
The performance has been evaluated within Tesco through the performance appraisal by the HR professionals the employee performances and the behaviours are assessed by the Tesco line managers. The line managers rated these performances and provide the feedback to the upper management for constructing the appraisal. (cipd.co.uk, 2016). Discipline within the working environment is the major concerned one in TESCO environment. The front line staffs of the stores have to maintain the discipline within the performances and behaviours in order to have customer satisfaction. The expectations of the discipline are set out by the line managers of Tesco stores, which are defined by the HRM system of the organisation. The rules which are developed by the HRM system of Tesco has been implemented and monitored by the line managers to maintain the discipline. Tesco line managers provide necessary information to the HRM on the available human resource capacity of the stores and the needed human resources and skills.
Different legislations of employment deal with the human resource management system in maintaining the relationship within the employees and the employers.
There are different reasons behind the human resource planning. Human resource planning has been conducted by the organisations in order to ensure the efficient amount of qualified human resources needed for achievement of the organisational goals. Through the HR planning the right personnel are appointed with the proper roles and responsibilities. (Wilkinson, 2005). Through this planning the staffing needs, forecasting on the organisational performances, availability of the personnel, and determination of the replacements or recruitment of the new ones, maintaining the current human resources towards the organisational achievements are done. Reasons behind the HR planning can be analysed through assessing the objectives of the human resource planning:
Through proper planning of the human resources the management will get the view over the optimum use of the manpower and the available skills within the organisation. This is also needed to analyse the way to reduce the wastages considering the budget and the financial capabilities. Through this planning the organisation gets the overview on the shortages or the human resources and the appropriate skills along with the demand and supply of the human resources in the current market. HR planning is helpful in developing the training practices. Through the HR planning thge individual improvement needs are assessed which is needed for assigning the training programmes in improving the performances. (Wilkinson, 2005).
The HR planning helps in keeping the balance of the human resource on the time of recessions or termination, retirement etc. Through this planning the organisation gets the overview on the availability of the human resources in handling a conflicting situation. With analysing the changes in the technologies and the current implementation of the modern technologies in the operations and in the HRM system, the proper implementation of the technologies in the advancement can be conducted by the organisation through HR planning. Adequate HR planning is required for achieving the individual requirements of the organisation. Through reward system, bonus or other motivational system the human resources are motivated with appropriate measures. (Wilkinson, 2005).
Through different stages the human resource planning has been conducted by organisations. These stages are:
Recruitment and selection processes are different in different organisations. Through these processes the organisations add current skills and fill the gap on future needs of human resources. (Dale, 2003). TESCO and Sainsbury are taken for the comparison of the recruitment and selection processes.
The steps of the recruitment and selection processes of TESCO:
The recruitment and selection processes of Sainsbury: the recruitment and the selection processes which are
The recruitment and the selection processes of the Sainsbury are more efficient than TESCO. The applications which are given by the TESCO on the online or written methods are not accurate to evaluate the skills of the applicants. (Dale, 2003) Through the applications of the Sainsbury on online methods the organisation can be bale to have an overlook of the applicants’ abilities and certain knowledge over specific areas of business operations. The applications of TESCO are needed to be short listed which need enormous time to chose the right candidates. It has been much easier for the Hr manager of Sainsbury to short list the applicants as the applicants have to apps through the online exam. This saves more time than TESCO. Through this process the Sainsbury manager can get the filtered list for the primary selection. (Dale, 2003)
Considering the skills test and the interviews the skill test of Sainsbury has been more accurate than TESCO as the management has been using the video clips to provide practical or real time scenario. This method is helpful to understand the proper practical skills of the candidates which cannot be gained from the TESCO’s written and verbal exams. (Dale, 2003) The using of the video is more effective than written skill test. Apart from this the skill test of Sainsbury is efficient for analysing the mathematical abilities of the applicants which is an essential skill for the front line staff. (Schatz, 2016).
Motivational theory and the reward system are similar to each other as both the tools are used to motivate the employees towards organisational goals. Motivation is the process which has been used for influencing the behaviours of the others, withholding their satisfaction by approaching the individual needs and requirements. The motivational measures are used by the organisations in order to influence the people towards the organisational goals. On the other hand the reward system has been in use by the HRM to increase the performances of the employees. Rewards are provided on analysing the current performances and achievement criteria. The rewards can be financial or can be nonfinancial such as recognition, achievements, promotions etc. There are different theories on the motivational aspects such as
The Maslow and the reward theories are linked with each others on the perspective of motivation and also enforcing the improved performances. TESCO has been using the reward system for motivating their employees through bonus, incentives, promotions, recognition etc. by evaluating the performances and the job the performances of the employees are measured along with job classification system to design the pay and reward structure.
The process of job evaluation is the systematic process which is essential for the determination of the pay. The worth and the size of the jib has been evaluate through the job evaluation process to establish the essential pay for the job. There are two differ t methods in the job evaluation. It is systematic basis to determine the grading of the pay, ensuring the equal pay structure, comparison of the rates against the market, undertaking the management of career.
Tesco has been using the non analytical measures for evaluating the job and considering the payment for the job. Through grading methods the jobs are evaluated. Responsibilities are measured through considering the shift of the job and the services and the roles played by the employees. Through analysing these grades the decision on the salary payment has been made.
Monitoring the performances of the employees is needed by the organisation to analyse the current performances also in implementing the reward system and recognition. As the performances and the reward systems are directly linked to each other the performance monitoring should be done by accurate measures. Through the monitoring the performances and managed. Different methods are used by TESCO to monitor the performances of the employees.
Through the monitoring of the current performance are necessary to having the knowledge over the capacity of the organisation, introducing continuous development of the employees, planning the work and setting the expectation, rewarding the performances on grade, etc. (Henderson, 2016)
The termination of an employee has been done by any organisation on certain reasons. The termination reasons for Faisal’ employment:
He has been spending his working hours in his personal business by mailing his wife, helping his daughter in the home work. (case study, 2016). These reasons are the cause behind the termination of Faisal. As he has been taking the advantages of the company rules and regulation Faisal has been termed for the termination. His low productivity and poor performances are also reported by his authority Bob. (case study, 2016)
The employment exit procedure of Chicken Master includes the termination on the ground of company rules which are defined by the organisation in their employee handbook. Chicken Master has been considering the termination on the violation of the organisational rules, lack of desired performances or poor performances, understanding of the health and hygiene terms, utilising the organisational equipments for personal business, lack of attendance etc. considering the case of Faisal, he has been terminated on these basis. The performances of Faisal have been considerably lack of potentialities. According to Bob the front the stores are not cleaned, as well as the kitchen. He has been lacking of supervising skills and also using the working hours on his own personal business. Lack of responsibilities and violation of rules are also the reason behind his termination. The exit procedures which are practices in the NHS organisation have different steps. NHS implies all the rules and the regulations in order to hold the exit produce without any legal consequences. (Sheldon, 2016) There are 4 steps which are implemented in the procedure:
The registrations are submitted to the line managers. The HR department will process the last working days of the employees and notify him about it. The notification also includes the information about the unfinished work. The exit interviews are held on the decision of the exit. Through this interview further needs of improvements are discussed. (Sheldon, 2016). New positions or the vacant positions are confirmed by the line managers to the Hr department along with the needed skills associated with it.
After reviewing the exit policy and the procedures the final decision on the exit are taken by the HR department of NHS. (Sheldon, 2016). 4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements with an organisation such as The Chicken Master if Faisal’s claim was proven to be true. The legal framework of the employment has direct impact over the cession and termination procedures. (Ross, 2011) The organisations have to follow these rules and regulations in the terminating an employee. There are two kinds of dismissal in these procedures:
In case of Faisal, he has taken the legal measures against the Chicken Master authority for his termination to the Employment Tribunal. He has shown the cause as the discrimination on the grounds of age and gender. On the proven of this legal case, the authority of Chicken Master has to face different measures on the legal basis. Bob might face penalty on this accord. His policies on the HRM system can be reviewed by the Tribunal. It can also impact over the overall image of the business of Chicken Master. (Ross, 2011)
The human resource management system has been developed in order to provide proper regulations and legislations for the management processes of the human resources. With considering the TESCO organisation the above report has been developed by measuring different approaches and different concepts which are related to the human resource management if the organisation. Human resource management system is the modified version of the personnel management system. Within the human resource management the individuals are considered as the resources rather than employees as done in personnel management processes. The HRM system has been emphasising the organisational approaches towards the human resources with motivation, reward and other processes.
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Schatz, T. (2016). Effectiveness of Recruitment and selection process. [Online available at:].http://smallbusiness.chron.com/effectiveness-recruitment-selection-process-2527.html .(Accessed on 18/6/16)
Sheldon, M. (2016). How to terminate an employee the right way. [Online available at:]. http://www.thehartford.com/business-playbook/in-depth/valid-reasons-fire-employee-termination .(Accessed on 18/6/16)
Wilkinson, A. (2005). Human resources Management at work. CIPD Publishing
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