Human Resource Management in Tesco

HRM
Tesco
A case study
System

HUMAN RESOURCE MANAGEMENT – TESCO 1
Contents
Introduction................................................................................................................................................2
TESCO.......................................................................................................................................................3
LO1. Purpose of HR Functions its key responsibilities in Tesco....................................................3
LO2. Evaluating effectiveness of HRM elements, methods and applications in Tesco..............4
Assessing HR current HR capacity................................................................................................5
Forecast requirement.......................................................................................................................5
Develop talent strategies.................................................................................................................5
Review and selection.......................................................................................................................6
LO3. Analyzing Internal and external factors and identifying the changes in legislation that can
affect HRM in Tesco.............................................................................................................................7
LO4. Human Resource Management Practices in Tesco...............................................................9
Job portfolio...............................................................................................................................................9
Evaluation and rational for conducting appropriate HR practices................................................12
Conclusion...............................................................................................................................................13
Bibliography.............................................................................................................................................14

HUMAN RESOURCE MANAGEMENT – TESCO 2
Introduction
IN 1919 Jack Cohen established Tesco. He started to sell groceries in the UK market.
Later in between 1924 to 1930 the Jack established a company “Tesco”. In 1950 the
Company opened its first supermarket in the UK during 1960 its supermarkets started to
expand at a global level and provide more services and products at the lager level
(Enders, 2009). Today the Company is by far the biggest grocery brand and has the
largest store chain across the world. The company has its headquartered in the UK and
has stores in more than a dozen countries and mostly covers the area of Europe and
Asia. At present, the company is planning to expand its business and wants to cover
more geographical area. The company positioned 3rd largest retailer across the world
with its highest gross revenue (Geyskens, 2018).
The company has many functional processes to operate its business transactions such
as sales and marketing finance and customer service and HRM (Evans, 2018). HRM is
an important function for every business to manage. Human resources are the
employee of organizations and the management part assure that they are managed well
or not. Every employee has their own problems and needs. HRM involves activities in
finding out the needs of employees and organizations as well. For instance through the
appraisal process and introducing opportunity inside the organization for employees to
improve their performance HRM contributes effectively (Olson, 2018). The company
employs 50000 people worldwide and 335 thousand in the UK alone (Statistics, 2018).
HRM at Tesco involves many activities such as the supply of the operating environment,
which involves hiring expertise evaluation, programs and targeted to retain employees
who have great efficiency.
This report will assess Tesco’s HR functions and its key responsibilities. The report will
also assess the best HR practices in Tesco and identify external and internal factors
which can affect HRM decision making process.

HUMAN RESOURCE MANAGEMENT – TESCO 3
TESCO
Tesco is the biggest retailer in the UK, just as being a very huge retailer all inclusive.
Starting in 2014, Tesco expanded its business in 12 nations universally, and there are
currently around 6,780 stores. In addition, the company employed around 500,000
workers across the globe (Tesco, 2018). In addition its core business in the staple part,
the company has additionally expanded to offer a scope of diverse products and
managements, for example, cell phones, individual money. It has built up its 'blocks and
mortar' strategy of action to combine an intensifying attention upon cutting edge
innovation, through Tesco direct and the client relationship program, “Clubcard”.
Human Resource Management is an essential functional area of any company. A
company cannot fabricate a better group of working experts without great HR. The
essential aspects of the HRM group incorporate enrolling individuals, preparing them,
execution evaluations, rousing workers just as work environment correspondence,
health and safety environment, and significantly more (Alo, 2017).
Tesco’s HR department is well developed. HR department ensures the quality of worker
in Tesco. The principal undertakings of line supervisor incorporate giving great working
environment to the worker and the execution of arrangement which are worker-friendly.
Line manager needs to guarantee that representative are available at their counters on
the time and try not to leave the stores before time while taking care of all the
solicitation s from clients in best possible ways.
LO1. Purpose of HR Functions its key responsibilities in Tesco
HR management part plays a dynamic role in every company as it supports to reach the
organizational target and objectives by becoming part of the decision of the
organizations. Companies define their purpose and objectives that they require to
achieve them within a specified time to meet the target. To manage all the activities in
the organization it is important for the HR department to manage all its workers in such
a manner that the organizations achieve all aims with the time limit and the workers of
the company have no conflict with the personal aims (Sarvaiya, 2018).
Tesco is the worker-centric company just because of the direct contact of the customer
with its workers for the accomplishment of the customer’s requirement. Being a product
company, Tesco is exceptionally subject to its workers for the accomplishment of its
targets and objectives. Tesco guarantees that the workers are overseen so that they
work adequately and effectively to achieve the authoritative objectives while
accomplishing their own purposes.
Roles and responsibilities of HR
HR professional of Tesco ensures that all the employees comply with the organization
policies or not. The role of the HR professionals has also connected with administrative
activities, for example, assembling, recording and putting away desk work, and they
have customarily worked in setting up and authorizing organization guidelines. To some
degree, this is on the grounds that the human asset job much of the time started from
regulatory or account divisions. This is consistent, as duties, for example, finance,
employing and benefits lie in the extent of those specialty units.