Human Resources Employee Induction Manual Part 1 The Job Application Part 2

This report discusses the relevance of Human Resource practices and functions by identifying their strengths and weaknesses in different approaches of selection and recruitment, relevance of employee relations, and influence on decision making of human resource management with different key legislation for having job application. It also includes a case study to determine various methods used in HR operations and a job offer letter for the profile of Marketing Manager at Tesco.

Human Resource
Employee Induction
Manual (part 1)Job
Application (part 2)

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
PART 1 Employee Induction Manual..............................................................................................1
Introduction to company with mission, motive as well as core business goals....................1
Explanation of purpose of HR function along with its key roles as well as responsibilities
of HR function with significance of HR in acquiring talent to fulfil business aims............1
Assessment of approach to workforce planning, recruitment with selection, development
with training, performance management along with reward systems.................................3
Inclusion of case study to determine various methods used in HR operations...................5
PART 2 Job Application Portfolio...................................................................................................6
Job description for profile of marketing manager.................................................................6
Person specification...................................................................................................................6
Job offer letter...........................................................................................................................7
Evaluation of process along with rationale for carrying proper HR practices...................8
Approach to effectiveness of employee relations along with employee engagement..........8
Key factors of employment legislations in which company should work............................9
Evaluation of how employee relations and employment legislations inform decision
making and fulfils goals............................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource are implemented for describing individual working along with different
units that are reliable for managing up resources that are related with employees. Human
resource management is defined to be a contemporary aspect which is used for defining
development along with management of workforce (Ali and Anwar, 2021). This report is based
on human resource management of Tesco which is British multinational retail company that
deals in selling out groceries along with general merchandise product. This report consists of two
parts which explains about relevance of Human resource practices and functions by identifying
their strength and weaknesses to different approaches of selection and recruitment, relevance of
employee relations as well as influence on decision making of human resource management with
different key legislation for having job application along with its conclusion.
MAIN BODY
PART 1 Employee Induction Manual
Introduction to company with mission, motive as well as core business goals.
As Tesco Plc is a British multinational grocery along with general merchandise retail
company that deals in selling out groceries product (NTAKIRUTIMANA, T., 2021). Company is
carrying out mission of providing customers with an enjoy to have a better quality of life along
with ease manner of living. Tesco is generally focused and carrying up mission of providing
customer a great value product so that they could be able to buy them easily with a proper
quality. As company is carrying up a business objective of providing grocery product to
customers at affordable prices so that they could be able to avail their services with a right
quality and they could be able to fulfil the requirements of them (Rajabzadeh, 2021). Tesco is
carrying up a core goal of providing quality products so that needs of customers could be
fulfilled well.
Explanation of purpose of HR function along with its key roles as well as responsibilities of
HR function with significance of HR in acquiring talent to fulfil business aims.
Human resource management is considered to be a strategic method for having effective
management of individuals in company (Nikolaevich, 2021). It is beneficial in increasing
competitive edge for market towards company for maximizing employee performance in order to
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serve customers. as motive of Human Resource Management in relation to Tesco are explained
as follows:
 Staffing requirements: As human resource unit is reliable for recruiting effective
employees (Mohammadi and Samimi, 2021). As it consists of creation of position
announcement which could involve determining job responsibilities along with
identification of skills that are needed for position. As Human resource department of
Tesco is dealing with all requirements of their staff members of company.
 Compensation: There should be fair payment system which is to be provided to every
employee. As human resource unit of personnel analysis is responsible for making up
changes in their pay structure of their department. As Human resource department of
Tesco is capable to assess different policies that could be helpful in complying various
laws with local laws in relation to compensation.
 Benefits: As company implements good recruitment along with retention technique for
developing up administrating benefits of employees. Tesco basically gives various
benefits to their employees such as health insurance, retirement plans and so on.
 Law compliance: As company is reliable for having safety along with security of their
employees. As there are various laws that are designed by companies in order to prevent
employees by giving them a safe workplace (Malhotra, Shen and Zhu, 2021). HRM unit
of Tesco has to maintain and updating with new regulations for designing employees for
company.
 Performance appraisal: HR unit of company basically works in conjunction through
person department by their managers in order to evaluate their performance. In relation to
Tesco management of company is reliable for developing process in their performance
appraisal. As process of appraisal could be implemented by managers of company in
order to promote, retention along with termination of employees.
There is significance of Human resource which is being used in order to acquire talent for
meeting a business objective that could consist of various factors which are to be performed on
regular basis for having a wide base of business learning along with foundation of sociology. In
relation to Tesco some of factors considered as worker relation, onboarding, execution of board,
planning and other factors which have to be undergone by company in order to have effective
reviews for fulfilling up business goals.
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Assessment of approach to workforce planning, recruitment with selection, development
with training, performance management along with reward systems.
Recruitment along with selection is considered to be a main role of Human Resource
Management as it is helpful for company in order to higher effective applicants that could work
smoothly in company (Muisyo and Qin, 2021). This unit basically takes care in relation to
promotion, appraisals along with incentives which are provided to employees for recognising
their performance. In relation to Tesco managers of company are available for providing along
with managing workforce in their workplace. Some of HR methods are explained as follows:
Approaches for workforce planning: It is defined to be a method that is associated to align
of objectives along with aims of company with their employees. Managers of Tesco should make
efforts in order to improve their skills along with development of company.
Approaches for training as well as development: There are generally two kinds of training
which are provided to employees in Tesco. On the job training as well as off the job training
which are provided to employees in order to increase their effectiveness. Also with that training
is provided to them as an employee orientation, coaching as well as mentoring.
Approaches for reward system: It is said to be a method that focuses on providing rewards
to their employees on their higher performance (Muñoz-Pascual, Curado and Galende, 2021).
Management of Tesco focus on ensuring that Their employees are provided with effective
rewards that could consist of financial stability with luxurious needs on their effective
performance.
Approaches for performance management: As managers of Tesco is focused on evaluating
employee performance on a constant basis so that improvements could be taken place in
employees in order to gain specialisation in their specified criteria.
Recruitment along with selection method of Tesco
This method in Tesco considered to be effective as it is beneficial in recruiting skilled
applicants for their company. As companies implementing internal as well as external
recruitment methods.
Internal recruitment: It is said to be a method of recruitment where vacant profiles of
companies are taken by promoting out present employees. As it does not need higher budget.
Advantage:
 It carries a quick along with cheaper manner of recruitment.
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 Employees gets motivated to their work when they are promoted to higher profile.
Limitation:
 New innovative ideas of individuals from outside could not be carried up.
 It basically limits company in order to reach different potential applicants that are
applicable for a particular job (Diaz‐Carrion, López‐Fernández and Romero‐Fernandez,
2021).
External recruitment: This source of recruitment generally hires applicants by choosing
different candidates from outside of company. As it helps in introducing new thoughts along
with fresh ideas. For carrying external recruitment budget has to be prepared for company in
order to recruit more applicants.
Benefit:
 Applicants that are hired from outer business uses new innovative ideas in company.
 Human resource unit carries and opportunity for choosing up effective suited applicant
from large variety of applicants.
Limitation:
 It is cost consuming method as high cost is required for advertising as well as interviews.
 It could not always be capable to choose effective candidates for a particular job.
Selection method in Tesco
As management of Tesco not only analyse CV but the carries out their different ways of
recruiting effective applicants. Various ways which is used by company in order to select their
appropriate employees are as follows:
 Screening: Tesco provides a careful look on applicant’s CV as it summarises their
personal details and their job history (Wang, Vu, Freeman and Donohue, 2021). They
basically focus on analysing where applicant matches to specified job profile or not
according to their career web page. It helps company in identifying individuals that are
interested in working with company and those who are fitted for job.
 Assessment: As next step is considered to be assessment taking of those candidates that
has been cleared screening phase. In Tesco applicants are analysed on basis of their
knowledge and regularity by identifying their problem solving and team working
activities. Assessment centre basically identifies knowledge and understanding of
individual in relation to their work context along with taking out different test on basis of
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their attitude so that angel of candidate could be examined well. When assessment has
been cleared company basically chooses selected candidates in order to call for interview.
 Interview: As when applicant passes assessment centre they could call for an interview
for having a final discussion with managers of company for offering job in order to
identify write application for fitting to job needs. As skilled and talented employee has
been taken out for interview that are find with assessment by giving out different test.
Inclusion of case study to determine various methods used in HR operations.
As human resource operations are considered to be essential function of HR department of
company. Generally, consists of using of strategy along with system that are needed for
performing daily operations. There are various HRM operations are ae recruitment along with
selection, work life balances, training and development in relation to Tesco which are as follows:
 Recruitment and selection: As Tesco is having a well-structured recruitment method in
order to hire employees. Company is following up different process for recruiting their
applicants that are needed for their job profile (Schiefer, 2021). As they are based on
screening of applicants by calling out for interview.
 Training along with development programs: As HR department of Tesco carries out
different training programs in order to develop skills of employees. As company is
focused on providing special training like health and safety training, orientation,
apprenticeship and other programs.
Both of HRM practice provides benefit towards employees along with employers in terms of
carrying out their working practices that are as follows:
Benefit to employees:
 This HRM practice helps management of Tesco for designing a positive surrounding at
the workplace along with increasing level of motivation for their employees.
 Training along with development campaigns helps in generating skills of employees for
improvement in competitive business surroundings.
Benefit to employers:
 As employers are now capable to rise their efficiency along with profits of Tesco by
giving out various career development training to their employees.
 HRM operations helps company in order to retain Their employees by having recruiting
and selecting proper candidates.
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PART 2 Job Application Portfolio
Job description for profile of marketing manager.
Job description:
Job Details
Post: Marketing Manager
Company: Tesco plc
Job Purpose
Passionate along with active candidates are required for job profile of marketing
manager. Applicant should have fluent communication skills along with
effectively trained in all natures of marketing purposes. Moreover, applicant
should be able to design marketing campaigns with meetings for promoting
company.
Roles and duties
 Marketing manager should be reliable for performing effective marketing
policies as well as strategies for development of employees.
 Initiating various programs along with trainings for increasing marketing
strategies of company as well as motivation.
Person specification.
Person Specification
 Profile: marketing manager
 Department: Marketing
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification
& Experience
Certification or Post-
graduation in marketing
section from higher
universities.
Skills of working in
marketing
departmental area in
terms of company
sector.
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 Skills and
knowledge
Effective communication
skills in both written and
verbal.
Potential to understand
marketing ability along
with making employees
improved by using new
schemes as well as ways
of working.
Job offer letter.
Mr./Ms,
Address
City,
State
Dear Mr./Ms.
Our company Tesco is privileged to give you profile of Marketing Manager. As per our
company’s judgement, your experience as well as skills are proper according to our needs.
As discussed in interview your date of joining is 1st June, 2021. As salary which is offered to
you is $30,000 pa. and it will be paid on a monthly base. In addition, to this, eligibility for
retirement plan from company could begin from 3 months after your joining date.
If you accept this offer, please let us know by signing second copy of this letter along with
return it to us as soon as possible.
If you have any doubts or query, then please feel free to let us know if we can help you any
case or we can provide any additional information to you.
Sincerely,
Director: Human Resource
Tesco plc
____________
I hereby accept that Marketing Manager_____________________________
Signature _____________________________
Date ----------------------------
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Evaluation of process along with rationale for carrying proper HR practices.
Human resource management basically controls along with manager’s various functions of
company that are associated with wellbeing of employees. As human resource unit of company
gives training and development campaigns for improvement of employees. In relation to Tesco it
has been rationalised that major function is to recruit best skill applicant for their company. As
when effective applicants are hired for company then they could be capable to give better
outcomes. Different HRM operations that are followed in Tesco that could help in improving
their efficiency by rationalising their operations are as follows:
 Manpower planning: It is considered to be important element of HRM as action plan is
to be formulated that could involve clear plans and strategy in order to make solutions for
evaluating supply and demand differences. As employees of Tesco are given with regular
evaluation on their company as well as personal objectives. It provides them a brief
thought of developing their skills for having better outcomes.
 Performance management system: It is said to be a method which is implemented by
HR department in order to evaluate performance of their employees that are working in
Tesco. As management of company carries an align in their vision, mission along with
objectives of company through their strategies (Pramono, Rahmatullah and Pancasasti,
2021). As it analysis skills along with competencies of individual that are basis on HR
managers by providing them efficient training along with learning sessions for their
employees.
Approach to effectiveness of employee relations along with employee engagement.
Employee relations are said to be relationship that is carried between employees of
company. There is a proper relationship among employees that are being beneficial for meeting
requirements of collaborating. Along with employee engagement is considered to a workplace
method that results in having accurate situations for all staff members of company. In relation to
Tesco, company is focused in building employee relations for having higher performance. As for
having effectiveness it is necessary for company to keep engaged with employees so that work
could be assigned according to specialisation of employees. Along with training are to be
provided for improving skills of employees.
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Key factors of employment legislations in which company should work.
As every company is need to abide some of employment laws for having effective running of
their business practices. By carrying a following of legislation companies could make sure that
they do not face any type of legal action. In relation to Tesco various key aspects of employment
legislation that company should work are as follows:
 Fair labour standards act 1938: As this act has been enacted in 1938 and it carries
minimum wages to their workers by giving them overtime payment those who are
working with more than 40 hours in a week.
 Equal pay act 1970: As this act is related on paying equal to their employees. As major
aim of implementing this act is to reduce discrimination among men as well as women on
paying scale (Song and Song, 2021). It is necessary for Tesco that they should pay
according to working capability to their employees.
 Occupational safety and health act: As this act deals in acquired company in order to
develop their culture that could prevent their workers from unsecured working
environment. As Tesco identifies relevance of this law and they are focused on providing
a safety environment to their employees that they could work with their higher
performance.
Evaluation of how employee relations and employment legislations inform decision making
and fulfils goals.
Employee relations along with legislation carries out decision making in HRM department
for fulfilling business objectives. As employee relation helps in maximizing effectiveness of
employees along with company which has to be followed in their workplace and it deals in
influencing decision making in different ways that are as follows:
 HRM unit consists of employees along with managers in their decision making method
due to any decision which is performed in company which has affected.
 Safe and healthy relationship among managers as well as staff members could be helpful
for HR department in order to understand the requirements of their team. For that HR
managers makes decisions for company after evaluating their requirements (Tampol and
Aguiling, 2021). In relation to Tesco company is having a good and effective relationship
among their employees for taking up collaborative decisions in order to have effective
outcomes.
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Also human resource managers are reliable for taking up diseases that are related to their
employees for having their legislation in their workplace and making them ensure that their staff
members do not avoid these laws. For that Tesco is providing training of their other management
personnel in order to make them aware about employment legislation rules so that role of Human
resource could be carried well with legislation that are being held through their entity. In relation
to Tesco HR manager of company should ensure that their decisions are to be performed by them
according to legislation which are being enforced by government (Margherita, 2021). As it could
assist in developing their culture that could carry different activities and transactions according
to different manners. Their focus on ensuring that employees along with managers are following
their legislations so that their business practices are to be carried under rules. As all decision
making which has been carried in company are to be covered under rules and regulations.
CONCLUSION
It has been concluded from above report that human resource management carries a
significant role in company. As it ensures a regular growth along with development of
employees for having benefit of company by achieving their objectives. this report explains
about various functions that are performed in company human with use of different approaches
that are used by their managers in order to deal with situations. There are various practices of
human resource that could help in price in profitability of company by explaining about different
employment legislation which could impact in decision making. Lastly it explains about job
application for a marketing profile that is carried by company.
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REFERENCES
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Business and Management .5 (2). pp.21-30.
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index for comparing human resources management sustainability in Europe. Human
Resource Management Journal .31 (1). pp.120-142.
Malhotra, S., Shen, W. and Zhu, P., 2021. A vicious cycle of symbolic tokenism: The gendered
effects of external board memberships on chief executive officer compensation. Human
Resource Management.
Margherita, A., 2021. Human resources analytics: A systematization of research topics and
directions for future research. Human Resource Management Review, p.100795.
Mohammadi, H. and Samimi, S., 2021. Identifying barriers to the succession management
system in the Iranian gas industry based on grounded theory. Human Resource
Management in The Oil Industry .12 (48). pp.126-143.
Muisyo, P.K. and Qin, S., 2021. Enhancing the FIRM’S green performance through green HRM:
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Muñoz-Pascual, L., Curado, C. and Galende, J., 2021. Fuzzy Set Qualitative Comparative
Analysis on the Adoption of Environmental Practices: Exploring Technological-and
Human-Resource-Based Contributions. Mathematics .9 (13). p.1553.
Nikolaevich, G.V., 2021. Human resource in social reproduction. Industry 4.0 .6 (3). pp.119-121.
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Organizational Performance of Water and Sanitation Corporation (WASAC),
Rwanda. Journal of Human Resource & Leadership .5 (2). pp.22-38.
Pramono, A.C., Rahmatullah, A. and Pancasasti, R., 2021. Human Resource Planning Study in
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Rajabzadeh, A.R., 2021. Human Resource System in the 2020 Disruptive Landscape: A
Narrative Research Exploring Human Resource Practitioners Designs Decisions
Around Priorities Policies and Practices Amidst Social & Economic Crisis and the
COVID-19 Global Pandemic (Doctoral dissertation, Northeastern University).
Schiefer, P., 2021. Negotiating Salmon: Ontologies and Resource Management in Southwest
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Song, G. and Song, S., 2021. Fostering supply chain integration in omni-channel retailing
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Tampol, R. and Aguiling, H.M., 2021. Organizational culture and human resource practices of
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Wang, D., Vu, T., Freeman, S. and Donohue, R., 2021. Becoming competent expatriate
managers: Embracing paradoxes in international management. Human Resource
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