Swot Tesco

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Subject: The role of human resource function in a successful organisation.

Contents page

Page numbers


Task 1 – An outline of the Human resource functions

Task 2 - Workforce planning

Task 3 - Key recruitment documents

Task 4 – The importance of training & development

Task 5 - Performance management

Main body

Task 6 – An overview of the HR function at Tesco

Task 7 – In depth investigation of Performance Management

Task 8 – Interpreting Labour Market information

Task 9 – analyse the key recruitment documents

Task 10 – Labour Market information and the business

Task 11 – the relationship between training & performance


Task 12 – HRM & Competitiveness

Task 13 – conflicts within HRM

Task 1 – an outline of the Human resource functions

The main purpose of the human resources function is to recruit, select, train and develop staff. This means finding the right people, training and developing them so they achieve their maximum potential and creating systems that achieve high levels of morale and motivation. HR departments also often have the following responsibilities:

Workforce planning

This department is a major area of HRM. This involves anticipating in advance requirements of the organisation both in terms of employees required and the appropriate skill mix. This will help the firm to predict likely changes in employment required, recognise future trends, in training and employ new human resources to meet these trends.

Recruitment and selection

Recruitment and selection is about appointing the best person to do the job.

Working conditions

Working conditions such as the temperature, amount of light, toilet facilities could also affect an employee's motivation.

Induction training & career development

Induction training is given to a new job holder. This could include: history of the business, tour of the premises, introduction to other employees, health and safety procedures including fire evacuation, being shown how to use machinery. Induction training helps new employees to settle and become effective quickly.


Appraisal is the process of assessing the effectiveness of a process or an employee.


Consultation: asking for the views of those who will be affected by a decision. These views should then be taken into account by the executive responsible for taking the decision.

Promotion and transfers

Promotion is when someone as being appointed to a more responsible and respectable job. Transfers is when someone as been transfer to a different department or to a different place for work.

Termination of employment

This is a better way of saying that an employee has been ‘fired' from their job.

Disciplinary and grievance procedures

Disciplinary procedure is the formal process by which employees can be taken to task for failure to meet their employment contract. If the employee does not change his or her attitude or behaviour, it will lead to verbal then written threats of dismissal. A grievance procedure is the method that an employee can make a serious complaint his/her treatment at work.

Pay, rewards & fringe benefits

Any benefit received by employees in addition to their wages or salary. Common fringe benefits are a company pension scheme, a company car and discounts when buying the firm's products.

Wage bargaining

This is where an employee will negotiate their salary with their manager. Because the employee fells that it is time for a wage increase.

Heath and safety issues

Imposes on employers the duty to ensure, the health, safety and welfare at work of all staff. Firms must provide all necessary safety equipment and clothing free of charge. Employers must provide a safe working environment. Finally, all firms with five or more employees must have a written safety policy on display....
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