Unit 18 Human Resource Management Assignment - Tesco

Unit 18 Human Resource Management Assignment - Tesco

Unit 18 Human Resource Management Assignment - Tesco

Unit 18 Human Resource Management Assignment Tesco - Assignment Help in UK

Introduction

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.  

Unit 18 Human Resource Management Assignment Tesco - Assignment Help in UK

Task 1

1.1 Differentiate between personnel management and human resource management giving examples in two suitable organisations

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:

  • Personnel management has been developed on the traditional approaches of managing the human resources in the organisation. Human resource management is designed on the modern approaches of managing the people of the organisation and using their strengths as the resource for the organisation. (accountlearning.blogspot., 2016).
  • The focus of the personnel management is on the administration of the personnel, welfare of employee and relations of labours. Human resource development has its focus on the acquisition, motivation, and the maintaining the human resources
  • The personnel management divides the job roles of design the job as per the labour division. Human resource management has been designing the job roles on the bass of group work or team work.
  • Within the personnel management the less development opportunities and the training opportunities are provided. The human resource management focuses on the development of the human resources through development and continuous training.
  • Within human resource the management and the decision is made by the top management or authority. In the human resource management the decisions are made through collective measures. (accountlearning.blogspot.,  2016).

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.

1.2 Assess how human resource management functions help your chosen organisation in achieving its purpose.

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).

1.3 Evaluate the role and responsibilities of line managers in your organisation or familiar organisation and how it supports human resource management functions.

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,

  • Employee engagement
  • Implementing and controlling the discipline within the employees,
  • Performance appraisal
  • Performance related pay
  • Individual administration
  • Supervising the working and procedures
  • Supplying proper skills and technical support
  • Dealing with the customers (cipd.co.uk, 2016). 

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.

1.3 Analyse how legal and regulatory framework impact on human resource management.

Different legislations of employment deal with the human resource management system in maintaining the relationship within the employees and the employers.

  • Equal pay act 1970this legal framework enforce that no discrimination should approached in the employment procedures of HRM system in terms of payment, salary and wages considering gender, race, religion, age, sexual orientation etc. this framework also defined different characteristics which are used in the protection of the employees from the discrimination. Equal measures must be implemented within the HR practices to protect the employees from the unfair discrimination in the workplace. (Botha, 2009).
  • Data protection act: the data of the employees along with their details must be protected by the organisation for the security and the safety of the employees. Through this act the employee privacy has been maintained by the HRM department.
  • Disability discrimination act: this law has been protected the employees from the discrimination in terms of their disabilities.
  • Race relation act: this law has been protecting the employees from the discrimination on the grounds of their gender, marital status, race, nationality, origin etc. The UK government has been enforcing this law for ensuring that no discrimination has been conducted within the practices of the HRM of organisation. (BBC, 2014)
  • Health and safety: the employee health and safety rules are enforced within the working environment in order to develop safe and healthy working environment for the employees. (Botha, 2009).
  • National minimum wage act: this act has defined that through the UK premises minimum age has been provided to the employees. The rate of wage of adults has rose from £4.10 to £4.50 per working hours in 2003 and on the similar ground the wage of 18 to 21 years old employees had rose from £3.5-0 to £3.80 per hours.

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Task 2

2.1 Analysing the reasons for human resource planning

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:

  • Needs and objectives of the  human resource planning
  • Technological changes and needs in implementing them
  • Labour turnovers
  • Expansion plans (Wilkinson, 2005).
  • Assessment of the future requirements and current capabilities in serving the requirements

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).

2.2 Outlining the stages involved in planning human resource requirements

Through different stages the human resource planning has been conducted by organisations. These stages are:

  • Organisational objectives and goals: the organisational objectives and goals are needed to be assessed in the first. Considering these objectives the future goals and the required human resources for the achievement on different areas are assessed. (yourarticlelibrary.com., 2016).
  • Current human resource: assessing the current human resources of the organisation is essential in HR planning. Through this assessment the available human resources and the associated skills required for the organisational goals are analysed. By analysing the skills, qualifications, experiences, performances, benefits etc the capabilities of the current human resources in achieving the organisational objectives are analysed. (yourarticlelibrary.com., 2016). This will provide an overview on the current workforce of the organisation. The weakness and the strengths of the current human resources are analysed through the analysis of the skill inventory.
  • Forecasting demand and supply: forecasting the future demand and supply of human resources is necessary on the planning stages. The future demand of human resources is mostly dependent on the organisational future plan. The availability of the human resources is regarded as the supply of the human resource. The supply depends on the internal as well as external human resources of the organisation. Analysing the current trends in the external environment of the organisation the future supply can be assessed. It will be done on both quantity and quality respect. The future demand also analysed through considering the competitions, vacancies, promotions etc. By considering the organisation needs for the people and the current availability of the human resources as well as their skills the forecasting of the future demand of human resources are done. (yourarticlelibrary.com. 2016).
  • Gap analysis: After analysing the future demand and supply the organisation can be bale to eliminate the gap. Through the gap analysis the organisation will get the overview of the future requirements of the human resources. On analysing the needs the organisation can recruit more skills and workforce for approaching the future needs and balancing the demand and supply.
  • Development of strategies: after conducting the gap analysis and having understanding over the demand and supply the organisation tends to develop the HR planning through efficient manner and strategies. In the HR strategy different factors are included such as selection, recruitment, training and development, placement of right skills, evaluation of the performances. (yourarticlelibrary.com., 2016).Within the action plan the training needs and the development of the training functions are done. Legal frameworks are also considered within the selection and recruitment processes and cost and budget are also identified.

2.3 Compare the current recruitment and selection process in the organisation with another organisation you recommending.

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:

  • Identification of the vacancy: through the gap analysis and appraisal system the management of the organisation TESCO evaluate the current ability of the human resources and the vacancy within the organisation.
  • Development of position description: by analysing the vacancy the job description has been developed. By analysing the needed skills to fill the vacant position the job description is designed. On the job description the position and the details along with the roles and the responsibilities are defined. Proper skills, experiences which are required for the position and the offered salary or payment are given within the job description. The job descriptions are advertised through selecting different media such as newspaper, online, T.V., magazines etc. (Dale, 2003)
  • Developing recruitment plan: TESCO HRM department with the consultation with the line managers develop the recruitment planning. Within the recruitment different stages are adapted:
  1. Advertisingthe advertising plan of the recruitment procedure along with the job description is done by taking help of different media.
  2. Screening: the applicant’s are allowed to apply through online methods like online applications or providing their CV through email. The CVs are screened by comparing with the required skills and the applicants’ skills. (Dale, 2003)
  3. Interview: after reviewing the CVs the selected candidates are invited for the interviews. Interview is conducted through skill test. The candidates are selected on the basis of their performances in the skill test. TESCO consider the skills test to analyse the capability of the candidate in the job role of front line staff and the practical knowledge.
  4. Second interview: the successful candidates are invited for the second round of interview. Through this interview the knowledge of the candidates on the job roles and their behaviours and attitudes are compared on the organisational cultural context. Offer letters and contract are sent to the successful candidates. (Dale, 2003)

The recruitment and selection processes of Sainsburythe recruitment and the selection processes which are

  • Application: Sainsbury management of human resources develop the job description by analysing the vacancy within the organisation by analysing the report of the line managers of different stores. They place their application for the candidates through online measures. The applications are needed to be filled by the applicants by filling their educational details, qualification and current status of job, experiences, and other details. An online test has to be given by all the applicants. On succeeding on the online test the applicants can proceed to further stages on recruitment. (Dale, 2003)
  • Interview: an interview is conducted on inviting the successful candidates. Through this interview the panel board of Sainsbury verify different information on the candidate. Through this interview the employer evaluate the ability of the applicants and compare the behaviour with the organisational culture. (Dale, 2003)
  • Skill test: skill test of the candidates are taken by letting them watch different videos of different conflicting situations and their abilities to solve the situations. Their mathematical skills are also evaluated in these tests.
  • Final selection: final selection interview is conducted by HR manager to discuss the contract and the rules and policies of the organisations. (Dale, 2003)

2.4 Evaluating how effectiveness is the organisation recruitment and selection techniques with another organisation you recommending.

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).

Task 3

3.1 Assess the link between motivational theory and reward at Virgin Media or your chosen organisation. Your answer must show if you think there is a link, what connects the two.

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

  • Maslow hierarchical model: this has been focused on the pyramid of the hierarchical needs. Maslow had defined that the management can be able to motivate the employees efficiently through achieving the needs form the base level of the structure. By fulfilling one kevel of the needs another level can be approached. In this model the reward system has been considered as one of the needs of the employees.
  • Herzberg theory: Herzberg has explained the theory of two factors – hygiene and motivation factors. The motivation factors such as the recognition, reward, working environment, opportunities etc. are needed to analyse to overcome the hygiene factors which de-motivate the employees.

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.

3.2 Evaluate the process of job evaluation and other factors determining pay at Virgin Media or your chosen organisation

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.

  • Analytical methods: through point rating and factor comparison the job evaluation in the analytical process has been done. In the point rating system the units are measured and points are given ion all the components of the job. Each factor which is related to the job assessed separately and the points are allocated. Depending on the higher points the demands of the job and the pay of the job are decided. Within the factor comparison the factors are assessed to evaluate the job but no points are allocated. These methods are used for analysing the requirements of the job.
  • Non Analytical methods: in this method ranking method and classification methods are used for the job evaluation. These methods are simpler than the analytical methods. In job ranking the level of difficulties which are related to the job are assessed and the level of difficulties in performing them are also assessed to evaluate the job. Job classification is the methods considered as grading of job. Based on the performances of tasks, skills, experiences, responsibilities, competencies a desired number has been set for the grade mark.

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. 

3.3 Assess in different contexts (for e.g. attracting talent, retention, motivation) how effective is the reward systems at Virgin Media or your chosen organisation

  • Retention: through reward system of incentives, salary increment or bonus the retention of the employees are done by Tesco. The company has been providing leisure tome, pension, staff privilege card, programmes like save as you earn for the reward system in order to retain the employees. Through these reward system the organisation management has been trying to achieve the requirements of the employees as also to engage them in the organisation with more productive measures. (Heneman, 2002)
  • Attracting talent: reward systems are also used for the attracting the new talent within the organisation. Through these reward systems Tesco has been employing large number of human resources per year. Apart from these training events are also used to attract new talents. Through the training and development the talents and the new skills are involved within the human resources of the organisation. The ability of the current staffs is also enhanced. (Heneman, 2002)
  • Motivation: reward system is one of the key tools for motivating the employees as referred by the Maslow theory of motivation. Through implementing wages, different incentives, training and other basic achievements the management of Tesco has been gaining the employee motivation and increasing their productivity. The reward system which is mainly used by Tesco has been the motivating reward system. The programme named share scheme of the organisation has been the main reward system as the employees get the ability to have share within the business. (Heneman, 2002)

3.4 Examine the methods Virgin Media or your chosen organisation use to monitor employee performance

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.

  • Self evaluation: the employees are asked to evaluate the performances by the management of TESCO. Through this process the understanding of the knowledge of the employees are evaluated through this process. The training needs as well as the individual requirements are assessed through the self evaluation method. (Henderson, 2016)
  • Appraisal system: through the appraisal systems like 360 degree appraisal system. Through the appraisal systems the organisations evaluate the performances and monitor different personnel who are attached with the system. This tool has been used by Tesco as it is more accurate and getting false information is less. (Henderson, 2016)

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)

Task 4

4.1 Identify the reasons for termination of Faisal’s employment contract with The Chicken Master and generally explain other reasons for cessation of employment.

The termination of an employee has been done by any organisation on certain reasons. The termination reasons for Faisal’ employment:

  • He has been caught in repeated underhanded or unethical actions
  • Lack of efficiency in doing the job as per the job role
  • He does not have the ability to fit for the organisational culture
  • As en employee he has been failing to keep commitments
  • He ignores the code of conduct provided by the organisation through the guidelines.
  • Though giving training the performances of him are not improving as desired
  • He is frequently taking his time off during the working hours and does not inform the higher authority (case study, 2016)
  • By violating the organisational rules he has been caught in using the organisational equipments for his own personal use.
  • He has been lacking the supervision skills which was his main responsibilities and also as per the job roles he never leans the kitchen and front of the store

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)

4.2 Describe the employment exit procedures used by The Chicken Master and another organisation of your choice

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:

  • Processing registration
  • Exit interview
  • Requests of references or improvement processes
  • Review (Sheldon, 2016)

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:

  • Wrongful dismal: by breaching the employment contract of the employment has been referred as the wrongful dismissal. By following all the terms in the contract paper the employer can terminate an employment. Without considering the contract of business terms of employment the employers might have to face certain legal consequences over the business. (Ross, 2011)
  • Unfair dismal: unfair dismissal has different reasons on the termination of the employees. Incapability, misconduct, redundancy, illegal actions etc are the reasons behind the termination. Apart from these if employer terminates any employee through discrimination or violating any employment rules or policies then it is referred as the unfair dismissal. Through fair measures the employer should develop the termination procedures. (Ross, 2011)

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)  

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Conclusion

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.

Reference

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Dale, M. (2003). A manager’s guide to recruitment and selection. Kogan Page Publishers
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Heneman, R.L. (2002). Strategic reward management. IAP
Ross, K. R. (2011). Employee Exit Procedures and Guidelines. [Online available at:]. http://www.worldsweeper.com/EmployeeManagement/EmployeeExitPolicies.html .(Accessed on 18/6/16)
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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We are posting Locus units solutions so scholars can explore the our Assignment Help in UK and get review the quality of our work, The Unit 18 Human Resource Management Assignment Tesco has been developed on the concepts of human resource management and related theories,