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This unit 21 human resource management assignment Tesco document has been drafted with adding different theories of Human resource management. The differences between the personnel management and human resource management have been formed by taking two suitable organisations. Different human resource management functions and their impact on the organisational approaches are described. The roles and responsibilities of the line managers are illustrated on taking the Tesco as example. Legal and regulatory frameworks which are attached with the human resource management system have been evaluated. The causes behind development of human resource planning are analysed. Different stages of human resources are outlined. The current recruitment and selection processes of two different organisations are compared. Effectiveness of these practices is given within this report. Link between the motivational theory and reward system, effectiveness of reward system, different processes of job evaluating and payment determination have been analysed. Different exit processes are evaluated by considering the Faisal case study.
After NCR had opened the office of personnel in 1890s the personnel management has been a recognised function in the USA. The personnel managers of HRM in USA had been working within the unitarist tradition by identifying the organisation’s objectives. Though the orientation was not managerial the concept personnel management had arrived within the countries like South Africa, Australia and UK in a slow pace. In the first stage of personnel management development the conflict between the activities of line managers and the welfare officers evolved. The welfare officers placed the personnel management as the buffer between the employees and the business in terms of management. This was not politically viable as there was no position or the employees in wishing further in terms of their careers, increasing the status and earning higher wages. (cipd.co.uk, 2011) In the nineteenth century the people management has evolved UK in the first Industrial Revolution. Through the Factory act 1840 the welfare of the factory workers were enforced in the people management. Later the rise of industrial trade unionism had led to the negotiation and communication with the collective representatives on behalf of organisation. Rise of scientific management along with Taylorist lines led to the increased interest of personnel administration within the management.
With the increased awareness of semi skilled works, closed supervision, pay being linked to the quality and quantity of output, assemble of technologies, higher financial reward system are concerned upon the effectiveness of the personnel management in the mass production industry. Technologies played a large part in shifting the managerial concern from personnel management to human resource management. The needs of continuous learning of the employees for the continuous changes in the technologies were changing the perspectives of personnel management which led to the concept of human resource management. (cipd.co.uk, 2011)
The differences between the personnel and human resource management:
Human resource management
Performances are evaluated through different appraisal system
Job evaluation is considered for the basic pay
Transformational management system
transactional Management system
Communication system is higher through the adaptation of technologies
Low concern over the communication
It focuses on the acquisition, motivation, development, maintenance of human resource within the organisation.
Focus is on the employee welfare, labour relation, personnel administration. (cipd.co.uk, 2011)
The success of Tesco organisation is the result of the successful implementation of HRM system within the organisation. It is the biggest employer in the UK supermarket chain having more than 260,000 staffs. The human resource management of Tesco has placed their focus on the key features like work generalization, unwritten rules which are challenging, rolling put of core skills, connection of the performance management to the activities in leading the staffs to achieve the steering wheels targets. They include training and development with the perspective to increase individual performances. The coffee shop Kaffeine has been dealing the management issues of staffs through personnel management system. The management has been considering employee welfare, personnel administration in the management. Fixed promotional policies are considered within this coffee shop. (cipd.co.uk, 2011)
High commitment, high involvement of work practices are the key themes of human resource management. The management system has been considered as the organisation system to manage human resource with strategic practices. The high performances along with employee commitment are the key focus of HRM system of chosen organisation Tesco in order to achieve better individual, organisational and team performances. In order to increase the performances of the organisation the human resource management of Tesco has been placing greater amount of focus on the HR policies. The HR policies are used to incorporate the individual roles and responsibilities in the performances and to motivate the employees towards the achievement of organisational values and perspectives. The human resource management caters different culture and styles of learning.
There are certain key functions which are integrated with the Human resource management system of Tesco:
Line managers have the necessary roles and responsibilities in the Human resource management system. The employees or staffs which are working at the core level or linked with the services or productions are monitored by the line managers of Tesco. The line managers of Tesco have direct communication with the employees and staffs. The basic needs, welfare of the employees, payment structure. Job roles, performance criteria as well as the roles and responsibilities of the individual are monitored and supervised by line manger. In order to have proper evaluation of the individual performances the management of Tesco relied on the report of line managers. Kline manager have the responsibilities to evaluate the current human resource capabilities and the required ones to achieve the desired result. (Hayre, 2015) The managerial roles and responsibilities which are conducted on the lower level are done by line managers. These are:
The line managers of Tesco have the roles and responsibilities in different HRM practices. Different HR related tasks have been taken care of line mangers. Interviewing the employees, engaging the staffs of the stores in providing proper services to the clients, filling the assessment from of the employee performances, dealing with feedbacks of the clients of handling client related issues, enforcing regulation and policies within the working environment and maintaining the employee relations through the HR policies of Tesco. (Hayre, 2015)
Legal and regulatory framework has been considered within the HRM system for implementing the work with proper legal practices. There are different sets of laws and legislations which are attached with the practices and policies of HRM. These are:
Equal opportunities: the act is based on the fair treatment to the employees within the working environment. The act enforces fair practices in different functions of HRM such as recruitment, selection, job role allotment etc. Fair treatment should be practiced within every actions of HRM regarding race, gender, nationality etc. in the payment scheme this act should be followed. (Carbery, 2013)
Discrimination act: through this act discrimination over individuals are prohibited within the organisation. There are several pieces of legislations within this to cover the discrimination. These are:
European Working Time Directive: it gives the right of having minimum number of holidays for each year. As the complaints of excessive working hours are becoming a major issue in causing stress, illness and depression within the employees, this act is enforced with the purpose to protect the health and safety of employees.
National minimum wage act: it creates a minimum wage across UK, which has been calculated as £7.20 per hour of workers who are aged 21+ and £5.30 for the workers of 18-20 aged workers. (Carbery, 2013)
Data protection act: through this act the employee have the rights to access to their data or information. This act also enforces the organisation in keeping the data of individuals safe.
Work and Families Act 2006: through this act the employee can have leaves for the cause of family. This act also enforces the management to keep the work life balance throughout the workforce. (Carbery, 2013)
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HR planning has been an essential part within the HRM system of any organisation. The proper availability of human resources and skills are being calculated within the system of HR planning. Through this planning the organisation tends to recognise the needed employability skills and availability of it within the organisation. Through the HR planning any organisation like Tesco tends to focus over the demand and supply of human resources within the global scale. Through the HR planning they fulfil the vacant positions or improve the current workforce. (Arthur, 2014)
The reasons which are concerned over the development of the HR planning:
There are different HR stages which are involved within the HR planning. Through the stages the organisations have the purpose of the identifying the gap within the current HR capabilities and needed strategies for enhancing the performances. (Arthur, 2014) These are:
The recruitment and selection processes are essential parts with the HR planning. Through the recruitments and selection processes current skills and talents are attracted into the workforce and the necessary steps are taken in employ them within the organisation. (Torrington., 2014)
The selection and recruitment process of Tesco:
The selection and recruitment process of Sainsbury:
The recruitment and the selection process of Sainsbury are more effective than the Tesco. In the first place the online application and the online test during the application is efficient method for identifying a participant’s skills. Regarding this Tesco does not have any online application methods for the managerial post. The application stage of Tesco also does not contain any skill test. In order to evaluate and select the candidates’ the Tesco HR department has to evaluate all the applications, whereas the online test of Sainsbury is efficient and systemic approach. The candidates who passed the online test are selected for the interview or later stages of recruitment. This makes the recruitment procedures more easy and concise. (Torrington, 2014)
In the selection process the video clips and the mathematical skill tests of Sainsbury are more appropriate than that of Tesco. Through the video clips the capabilities of the candidates in evaluating the real time situation can be analysed. The mathematical skill test is necessary for evaluating the capabilities of a front line staffs. The use of the video clips is efficient in order to specify the abilities in conflict handling situation on real measures. Through using or implementing certain techniques Tesco can be able to improve their recruitment and selection process. (Torrington, 2014)
Motivation is the process which is used by the employer or management in order to motivate or encourage the human resource towards the desired performance. Through the motivation the productivity of the human resources can be improved. The motivational processes are related to the encouragement of the employees and leading them towards the achievements of the organisational goals. There are different theories of motivation. Through analysing the Maslow Hierarchical needs theory the management of Tesco can evaluate the individual needs and implement the reward system as per requirements. (Price, 2011)
Maslow has referred that there are certain needs of every individual these needs can be analysed through the hierarchical structure of needs. Through considering these levels of the needs the management of Tesco can be able to increase the productivity of the human resources and implement proper reward system over individual needs. Maslow argued that the management has to fulfil the needs from t he basic level of the pyramid, without satisfying basic need the next cannot be achieved. These are:
Reward has been a part of motivational processes. Within the stages of self-esteem and self-actualisation Maslow has referred the needs of reward system within the motivational aspects. Tesco has been providing the financial resources rewards like bonus, incentives, and share schemes in achievement of the targets. Through the rewards the organisation has been motivating the employees, specially the front line employee in achieving the targets and increasing customer satisfaction. (Price, 2011)
Job evaluation is the systematic process which has been used for determining the pay structure as well as the value of the job in order to specify the pay structure. The job evaluation has been used by organisations in:
There are specific stages which are related to the job evaluation:
Apart from the job specification the wages are also determined through experiences in the previous professions, salary history eligibility etc.
Reward system has been an efficient tool in attracting and retaining the employees and involving them in achievement of organisational goals. Through the reward system the organisations like Tesco has been attracting the current skills within the organisation and employment the current available human resource on yearly measures. Reward system is also needed for motivating the employees in retaining within the organisation. Payment reward system in necessary for satisfying the basic needs and non payment rewards like recognition, promotions, bonus schemes are needed for the motivation. (Sharma, 2015).
The performances of the employees are the main concerning factor in the organisations like Tesco as these performances are linked with the organisational performances. Measuring the performances is necessary in order to implement enhanced performance criteria or improve the current performances. (Sironi, Bartolini, Campanoni, Cancare, Hoffmann, Sciuto, and Santambrogio, 2012) Through the performance supervision Tesco management has been providing performance measures to the employees which are helpful in evaluating the performances. The performance measurement and monitoring is needed for checking the progress. In which way the current skills and the capabilities of individuals will be enhanced can be indentified through the monitoring the performances.
Cessation of employment is the procedure which has been considered with the end of the employment or the end of the contract of employment. On violating any rules or policies of the organisation the employees is subjected to be terminated. (Garfield, 2011) Breaking any deal or terms which are presented in the employment contract the employee can be terminated by the employer.
In the case of Faisal the reasons behind the termination by Chicken Master are:
As Faisal was unable of doing his job and fulfilling the responsibilities which were expected from him the organisation Chicken Master was having issues in the services. The immoral attitude and behaviours towards the existing rules and culture of the organisation is also a reason behind Faisal’s termination. The code of conduct which was written within the guidelines of the organisation was not followed by Faisal. (Garfield, 2011)
The exit procedures are the set of actions which are followed by the organisation in terms of terminating any employee. These actions are followed by the organisational policies as well as the legal framework in order to avoid legal consequences. While terminating any employee the terms and conditions specified in the contract of the employment has been done. In the exit procedure the employees as well as the employers both have to follow the rules. (Garfield, 2011)
In case of Faisal, Chicken Master has followed certain exit procedure while terminating Faisal. Considering violation of rules and code of conducting breaking the organisational policies which are written over the guidelines, not maintaining standards within the performances, lack of understanding over the hygiene perspectives over the working place environment, regularity in presence and leaving without informing any authority, using the organisational equipments for own personal purpose. These issues within the performances of Faisal have been considered while terminating him.
The exit procedure of TESCO: there are certain stages within the exit procedure of organisation TESCO. Tesco follows all the legal and regulatory frameworks in the exit procedure. (Garfield, 2011)
There are different regulatory acts and frameworks which are related to the termination of the employee within an organisation. These acts are the equality act, discrimination act etc.
Through implementing the equality and antidiscrimination act the government tends to prohibit discrimination within the exit procedures. (Joshep, 2016)
In case of Faisal, after the termination he has filed case in the Employment Tribunal. He has mentioned that discrimination as well as inequality has been done with him in the exit procedures. He complained that the Chicken Master has appointed a woman who is under age of 40. This claim has been suggesting the inequality and discrimination of race, age and gender over the termination action taken by Chicken Master. Based on the case the Employment Tribunal can impose penalty over Chicken Master if the exit procedure will be proven to be illegal. If the Faisal’s claim will be proven to be true then the Chicken Master might has to face different circumstances in the legal procedure which can impact over the business. Penalties, implement can be charged against Bob or Chicken Master. (Joshep, 2016) This will also impact over the reputation of the business. On future perspectives the Employment Tribunal can impose further review over the exit procedures of Chicken Master. The organisation can also face issues in further employment procedures. (Joshep, 2016)
This assignment has been reflecting different concepts over the human resource management. These concepts are needed to be understood in order to have proper human resource management system within the organisation. The human resource management system has been evaluated from the personnel management. It has been considered as the modified version of the former. The human resource management has been considering the employees as the valuable resources. Motivation, training are added within the human resource management which are making the system more appropriate than personnel management. Job evaluation, job description, recruitment, selections, Hr planning etc are the integral part of the human resource management system. Through the HRM system the organisations like Tesco has been successful managing the vast human resource of the organisation.
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