Benefits of HRM Practices in Tesco

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
.........................................................................................................................................................1
INTRODUCTION...........................................................................................................................3
Section 1- Purpose of HRM.............................................................................................................3
1. Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation.................................................................................................................................3
M1. Role of human resource management functions in providing talent and skills...................5
M2. Approaches of recruitment and selection and their strength and weakness. ......................6
D1. Critical evaluation of the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples...........................................................................7
Section 2 : Benefits to employees and employers from HRM.........................................................8
M3. HRM practices and application of TESCO.........................................................................8
D2. Critical evaluation of HRM practices. ...............................................................................10
2. Benefits of different HR practices within TESCO ...............................................................11
CONCLUSION..............................................................................................................................12
Section 3 Employment Law and Recruitment and Selection process ...........................................12
1. Employee relation and application of HRM practices .........................................................12
2. Significance of employee’s relation .....................................................................................12
2.1 Key elements of employment legislation and it’s impact on HRM decision-making
process ............................................................................................................................13
3. HRM practises in work related context by developing revised recruitment and selection
document for job role in the business.......................................................................................13
3.2 Job Description..........................................................................................................13
3.3 JOB OFFER Letter....................................................................................................14
Recommendations.....................................................................................................................15
CONCLUSION..............................................................................................................................16
REFERENCES .............................................................................................................................17

INTRODUCTION
Human resource management is the strategic approach by which people in an
organisation are effectively managed. Human resource management ensures that the organization
can achieve success through people or staffs and help the business to gain competitive
advantage. Tesco is the largest retailer in UK which is operating in 12 countries worldwide and
the company employs approx 500,000 people globally. The company offers a wide range of
products or goods and services. Tesco mainly focus on grocery market along with financial
services, telecommunications, etc. Organization focuses on market sectors, non-food products,
retailing services, international market, etc. The company is on London stock exchange which
shows it is among top most capitalized organisation in UK. To give customers everything under
one roof, provide customers with outstanding services, use intelligence and technology to deliver
unassailable value to customers etc. In the further report purpose and function of HRM and the
benefits of HRM to employers and employees will be touched upon. Employment law,
recruitment and selection process and the key aspect of employee relations management and
legislation that affect decision-making will also be discussed.
Section 1- Purpose of HRM
1. Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation
HRM
It is concerned with management of manpower in the organization in such as way that
helps them gain competitive advantage.
Purpose of HRM
As there are various issues in the organization like employee turnover because of
unsatisfactory compensation, lack of career development, poor work-life balance etc. the basic
purpose of HRM is to prevent all these issues and maximize the performance of the organisation
by investing in right people which have appropriate skills and knowledge.
Functions of HRM
The HRM of Tesco performs the following functions: The first function of HRM is to do
human resource planning. HUMAN RESORCE PLANNING: It is the process of planning for the

requirement of workforce in the organisation. Workforce and workload analysis is done in order
to plan for the required human resource. It gives direction to the further process. These process
include planning job requirements, descriptions and determining the sources of recruitment.
1.1 RECRUITMENT AND SELECTION:
It is concerned with attracting the candidates to apply for the job and making a pool of
candidates with suitable skills and knowledge. For this purpose HRM has to prepare job
description, person specification, advertising the vacancy etc. It is a positive process as
applications are invited. Selection is the process by which the suitable applicant is selected based
on certain interview, tests, references checks, giving offer letter etc. It is a negative process as
unsuitable applications are rejected and suitable ones looked forward.
1.2 TRAINING AND DEVELOPMENT
It refers to an educational activity which is conducted within organization to enhance the
skills and knowledge of employees for the betterment of the employees work and their overall up
gradation. Training is a short-term reactive process while development is long term and is pro-
active. Initiative is taken by the employers in training while in case of development it is taken by
the employees.
1.3 SOCIALIZATION
It is the process through which new employees are made familiar with the organization
and the workplace environment. It is done by the HRM in order to reduce the anxiety level
among the new employees and help them adjust in the workplace (Ely. and Gleason, 2017)
1.4 PERFORAMNCE APPRAISAL AND EVALUATION:
It is an essential function that HRM has to performed by examining and checking the
employee performance. It involves setting clear goals for employees, proper leadership and a
space for feedback. Evaluation can be done through many methods like ranking, classification,
points and lastly through personal method. The best example of this is 360 degree feedback tools
and performance management tool (Ikramullah. and et.al., 2016).
1.5 PROMOTIONS, TRANSFERS, DEMOTIONS AND SEPERATION: