Functions of HRM in Workforce Planning and Resourcing in Tesco

Human Resource
Mnagement

Executive Summary
The proposed report reflects upon the scope and functions of human resource
management in regard with the facilitation of systematic planning and resourcing in Tesco. It
demonstrates critical examination of the strengths and drawbacks of diverse methods utilized by
the firm in order to regulate their recruitment and selection process. The several perks and
advantages of leading prominent HRM practices in context to Tesco are evaluated within the
report. The report also provides insights about the standard of effectiveness regulated by HRM
practices within work environment of Tesco. Along with this, detailed examination of employee
relations and employee legislations is demonstrated as well. The impact drawn by the same upon
the decision making process in the company is also evaluated in the report. The systematic
application of advance and reliable practices pertaining to the process of HRM in context to
Tesco is also demonstrated under the respective report.

Contents
INTRODUCTION.......................................................................................................................................3
PART - 1.....................................................................................................................................................3
LO1.............................................................................................................................................................3
P1The purpose and the functions of HRM in context to workforce planning and resourcing in Tesco....3
M1 Ways in which HRM functions facilitate talent and skills for attaianing business objectives...........5
P2 Strengths and weaknesses of recruitment and Selection.....................................................................5
M2 Evaluation of the strengths and weaknesses among recruitment and selection approaches..............8
D1 Critique the strengths and weaknesses of recruitment and selection..................................................8
LO2.............................................................................................................................................................8
P3 Benefits of HRM practices for employer and employee....................................................................8
P4 Assess HRM practices in respect to enhancement of profitability and productivity...........................9
M3 Assessment of the different modes utilized within HRM practices.................................................10
D2 Critical evaluation of the HRM practices with examples.................................................................10
PART – B..................................................................................................................................................10
LO3...........................................................................................................................................................10
P5 Significance of employee relations in respect to influencing decision making.................................10
P6 Employment legislation and its impact on the decision making process..........................................11
M4 Evaluation of employee relations and employment legislation that influence HRM decision-making
in Tesco.................................................................................................................................................13
LO4...........................................................................................................................................................13
P7. Illustrate the application of HRM practices.....................................................................................13
M5. A rationale for the application........................................................................................................19
D3. Employee relations and the HRM practices....................................................................................20
CONCLUSION.........................................................................................................................................20
REFERENCES..........................................................................................................................................22

INTRODUCTION
Human resource management can be defined as a concept of business management that assists
the business enterprises in order to formulate advance procedures so as to systemically plan,
resource and maintain adequate workforce within the organizational setting(Armstrong, 2020).
The respective report highlights upon the purpose as well as scope delivered by HRM in regard
with facilitating resourcing with insights upon the pros and cons of recruitment and selection
approaches within Tesco. It also reflects an in depth analysis of talent and skill elevation within
the respective firm as well. The report facilities the evaluation of the effectiveness delivered by
the key elements of HRM considering the importance of HRM as well as its contribution in the
amplifying the profit and productivity. The prominent methods utilized within HRM so as to
uplift the overall effectiveness are also mentioned within the report. The significance of
employee relations as well as the employment legislations in respect to the HRM decision-
making is demonstrated within the concerned report. A detailed illustration of the application
relating to HRM and the rational associated with the same through the examples of job
description; job advertisement offer letter etc. is included within the report.
PART - 1
LO1
P1The purpose and the functions of HRM in context to workforce planning and resourcing in
Tesco
The HRM department of a company needs to facilitate proficient workforce planning so as to
lead the business operations in a constant and desired manner with optimum level of workforce.
In order to do the same, the company needs integrate prominent human resource managerial
activities within its business line so as to acquire the perks associated with the same (Sanjeev and
Natrajan, 2020) The purpose and functions of HRM are as follows:-
Workforce planning and resources within Tesco

 The HRM operations conducted by Tesco helps the same to estimate the potential
requirement of the workforce within the organization. It further assist the firm in
development of a recruitment plan though which they can attract a brilliant pool of skills
and competent employees within the respective firm.
 The working environment as well as the culture of Tesco is enhanced with the facilitation
of advance and effective HRM practices(Nickson, 2021).The open and flexible working
culture helps the company to establish a goodwill and reputation of the company in a
positive manner. It increases the overall value of the company within its industry and the
organization is able to capitalize upon major talents from the industry as well.
 Human Resource Management delivers assistance to the firm in order to resource the
prominent and suitable candidates for the respective business positions by advertising the
position, facilitating the selection process as well as on boarding the new staff members
within the concerned business enterprise in a prominent manner (Al-Dalahmeh, 2020).
Functions of HRM within workforce planning and resources in Tesco
 The Human Resource Department is required to conduct the functions relating to HR
planning so as to develop necessary HR goals and objectives that can assist the firm to
maintain highly skills and productive employee unit (Tamunomiebi and Worgu, 2020).
 In context to Tesco, the HR department is expected to effectively understand the
organization vision, mission as well as objectives so as to plan our strategies through
which organization employees can be aligned to the same.
 One of the major functions catered by HR department is to assess the supply as well as
demand relating to the workforce within the organization(Greer, 2021). HR section
implements strategic directions that can help the firm to implement appropriate and
relevant plan of action to meet the above employee requirement in an effective manner.
 In addition to that, the existing gaps within the supply as well as demand of the staff
members are also indentified by the HR department of the business organization. It also
facilitates to analyze the impact generated by the prevailing gaps and facilitate the much
needed support in elimination and eradication of the same for more flexible and smooth
human resource functions and practices in the concerned enterprise (Karumuri and Kore,
2021).

M1 Ways in which HRM functions facilitate talent and skills for attaianing business objectives
 Human Resource Management focuses upon the providing ample opportunities to the
workforce through which they can enhance their knowledge and skill development. It
also caters the employees to elevate their standard performances within their concerned
field of operation as well. The maximization within the skills and efficiency further
contributes to the acceleration and betterment in the employee’s performance (Garg, et.al,
2021). The increased rate of performance facilitates productiveness of business
operations and allows the firm to acquire higher profits within their industry.
 In context to Tesco, the human resource practices led by company aims to increase the
work performance of the current workforce so as to help the firm to conduct their
business plans and activities in an effect manner as well as to optimize upon the
profitable business opportunities in a prominent way. The respective company also
provides on the job as well as off the job training opportunities to the employee line up in
order to facilitate major growth within the employee operations in a desirable manner
(Berger, 2020).
 It can be said that that human resource management functions are immensely significant
in respect with imparting training and development platforms to the workforce(Townley,
2019).The concerned functions provide continuous assistance to the staff members in
order to elevate their skill set and achieve the firm’s short term and long term goals and
objectives in an efficient mannerism .
P2 Strengths and weaknesses of recruitment and Selection
Recruitment and Selection can be characterized as the HRM functions through which line
managers tend to facilitate the identification, attraction and selection of the potential candidates
that are apt for the concerned job profiles within the organizational setting. The process of
recruitment and selection aims to facilitate appropriate hiring within the organization so as to
create a capable team of candidates that can work for the development and enhancement of
organizational practices in a deliberate manner.
Recruitment
There are two methods of recruitment i.e. internal recruitment as well as external recruitment.
Internal mode of recruitment focuses upon regulating the recruitment process within the