Tesco's Human Resource Management

This assignment requires you to analyze Tesco's human resource management (HRM) practices. You will need to examine various aspects of HRM within the company, including recruitment and selection processes, employee relations strategies, and adherence to relevant employment legislation. Consider both internal factors, such as organizational culture and workforce demographics, and external influences, such as market trends and competitor activities. Your analysis should draw upon the provided resources to support your arguments and provide a comprehensive understanding of Tesco's HRM approach.

Human Resource Management
Tesco PLC

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Table of Contents
Task 1.....................................................................................................................................................2
Definition of Human Resource Management....................................................................................2
Purpose of HRM in Tesco PLC Company............................................................................................2
At Enterprise Level.........................................................................................................................2
At Individual Level.........................................................................................................................2
At Society Level..............................................................................................................................3
At National Level............................................................................................................................3
Functions of Human Resource Management in Tesco PLC................................................................3
Recruitment and Selection............................................................................................................3
Training and Development............................................................................................................5
Task 2.....................................................................................................................................................6
Benefits of HRM Practices for Employees..........................................................................................7
Promoting Positive Behaviour.......................................................................................................7
Developing Employees..................................................................................................................7
Increase productivity.....................................................................................................................7
Benefits of HRM Practices for Employers..........................................................................................8
Building a Flexible Workplace........................................................................................................8
Motivating Workers.......................................................................................................................8
Hiring and Training the Workforce................................................................................................8
Task 3...................................................................................................................................................11
Work becomes easy when performed with other workers.............................................................11
Discouraging conflict among workers..............................................................................................12
Loyalty of Employee........................................................................................................................12
Guaranteeing Equality by communicating efficiently......................................................................12
References...........................................................................................................................................15

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Task 1
LO1. Explain the purpose and the HRM functions, appropriate for the planning if
workforce and resourcing in Tesco.
Definition of Human Resource Management
The shaping of human resource in a way that the company's goals can be met by satisfying
every employee at the highest level is known as Human resource management (Bach, and
Edwards, 2012). The nature of HRM is to bring people and organization together so that
goals of the company can be met.
Purpose of HRM in Tesco PLC Company
At Enterprise Level
Organizations can invite and recall best and talented people in the business if a person is
imbibed with good practices of human resource. If planning is done in advance it assists the
company to recognize what category of people it needs particular time duration. Along with
this, it helps the company in providing training to the employees for exciting roles, emerging
right approach towards the company, encouraging an essence of the team between employees
and emerging promise and devotion through the schemes of reward (Lumen, 2018).
At Individual Level
Human Resource Management helps in developing teams and encourages team spirit
among employees.
HRM permits opportunities for growth for the people who have abilities and potential
to grow.
HRM creates consideration and assurance in people for their works (Price, 2011).

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At Society Level
The major beneficiary of the practices of human resource is Society.
Human Resource Management helps in creating opportunities for employment.
HRM is capable to make the best use of talents. Those Companies who have worthy
policies of HRM always stay forward from their competitors and yield exceptional
results.
At National Level
Proper practice of human resource offers better utilization of financial, natural, and physical
resources. People with a good attitude, ethics, and accurate skills support the country to move
forward and challenge the best countries in the world (Armstrong, 2010).
Functions of Human Resource Management in Tesco PLC
Recruitment and Selection
Recruitment – It is comprised of activities such as inviting the appropriate candidate to apply
for the openings (Mayhew, 2018). Tesco advertises for the jobs in various methods. The
procedure differs from the category of job accessible.
First, Tesco Company searches inside the company in order to identify talent and fill the
vacancy. In this procedure, those existing employees who are thinking to move, either at the
same level or are expecting promotion are recorded. If the company is not able to find an
appropriate candidate in this Talented Plan, Tesco Company announces the job internally on
its intranet for two weeks.
In lieu of recruitments from outside the company, Tesco announces openings by its online
site i.e. www.tesco-careers.com or by store’s display boards. The online network is chosen

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for announcing openings for the managerial position. Candidates, who are picked, have to
give interview tracked by attendance at a valuation center for the last stages of the selection
procedure. People who are searching for the store based jobs with Tesco can give their CV at
the Tesco store or can be listed by Jobcentre Plus. The store makes a list of waiting
candidates applying and contact them as soon as jobs become obtainable.
Jobs which are very difficult to fill or are expertized in nature, such as bakers and chemists,
Tesco prefer external advertising by subsequent mediums:
By Television and Radio
By offline and website media
By doing advertisements in magazines or on Google
Selection - Selection includes picking the most appropriate persons from the list of applied
candidates for a specific job (Mayo, 2018). Screening stage is a vital part of the process of
selection. This process confirms that selected candidate for the interview is the most suitable
and should fit the requirements of the job.
In the initial screening stage, panel member wisely looks at the CV’s of all the candidates. A
well inscribed and optimistic CV assists Tesco Company measure whether a candidate is
appropriate for the particular job’s requirement. The company also offers an instrument on its
website called 'job type match'. It assists people in understanding where they might fit within
the organization.
Candidates who clear the screening stage of selection process have to appear in a valuation
center. The valuation centers are placed in company’s stores and are handled by the
managers. They assist in providing steadiness in the selection process. Candidates are
provided with several tasks, this contains functioning in teams or exercises of solving the

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problem. These include examples of some of the problems that they can come across on the
job.
Candidates who get agreed by the assessment centers then they have to give an interview.
Line managers are involved in the interview to ensure that the selected candidate is fitting
with the requirements of the job (Tesco, 2018).
Training and Development
The procurement of knowledge and skills by a person for performing specific tasks or job
emphases on the person’s growth and encompassing his/her capabilities is known as Training
and development (Aswathappa, 2010). Tesco Company takes the accountability for the
employees and staffs training and development. Mainly, the trainee is accountable for his/her
growth. The manager and trainee manager, both involved in the programme.
LO2. Explain strengths and weaknesses of various approaches to recruitment and
selection used by Tesco.
As a strategic strength, Tesco is at an improved position to successfully recruit and select
people at a quicker and precise manner. Though, this kind of method can have additional
influence on Tesco measured on the important feature in rendering online applications,
administrative familiarity (Dudovskiy, 2016). This is said as characteristics of recruitment
where company reflects its "staying power" in the remembrance of job searchers when they
catch any notions connected to the organization in question. In such application, though
Tesco may have displayed their necessity for workers in their company's websites, adequate
efforts should also be accomplished to advertise their image and notions in the direction of
the public, through their framed online company site (MBA Skool, 2017). Based on this, it
appears that Tesco had not been capable to do this, because it is only involved in posting the

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online job vacancies. Significantly, with less knowledge on the presence of Tesco, candidates
are not influenced to apply because they do not recognize how and what the organization
works on precise scales. In other words, it converts into a weakness as Tesco Company does
not recover itself in such space, particularly as not all are bound to check their chosen website
to have a look at their recruitment status (Bhasin, 2018).
Besides this, the flexibility of Tesco in managing walk-in-applications requires attention. For
jobs that are store-based, concerned candidates can leave their application necessities and
expect that their resume or applications will be accordingly entertained, whenever there will
be an opening. This area of the resource filling could be operative for casual job assessment
by confirming that there will be no prejudices, and similarly, all candidates are provided
opportunities to struggle for the job, as each one will be screened and tickled in due time.
Consequences of walk-in recruitment revealed improved retention of workforces, as well as a
profitable method of enticing candidates. Considering this, the strategy of Tesco of accepting
such candidates strengthened the process of recruitment and delivered efforts in long-term.
Task 2
LO3. Explain the benefits of diverse practices of HRM within Tesco for both the
employee and employer.
HRM comprises practices that are used by the managers and HR workers and mechanical
systems in order to manage people. Examples of practices of HRM consist of performance
management, payroll, firing, hiring, and training and employee benefits administration.

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Benefits of HRM Practices for Employees
Promoting Positive Behaviour
A successful organization such as Tesco makes an optimistic environment of working and
constructive benefits for employees by the practices of HRM, making employees happy and
dynamic. In a broader perception, HRM practices strengthen and reward desired employee
activities. The other side of the coin includes ways that managers don't strengthen or reward
employees' unwelcoming behaviors (Mwaniki and Gathenya, 2015). These features of
handling employees need to be fit in the culture of the company.
Developing Employees
Practices of HRM in Tesco Company gratify employees and inspire them to contribute to
intellectual assets of the company. Skills and knowledge of the workers upsurge the
company's competitive advantage. Successful organizations take advantage of this positive
outcome of HRM by assisting employees in improving their skills (Carthy, 2015). Tesco
offers resources for the training and education of the employees and offers them opportunities
to use and share the knowledge.
Increase productivity
Training and development programs of Tesco Company help employees to increase their
productivity because these programs work on the enhancement of the employee skills and
knowledge (Bradley, 2018).

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Benefits of HRM Practices for Employers
Building a Flexible Workplace
Practices of HRM reflect unstable demographics in the organization. New Century workers
anticipate diverse situations as compared from those belongs to the twentieth century’s
second half period. There are workers in Tesco who are aged, disable and along with this,
they have part-time workers. Effects of HRM on varied workplaces are linked to the
flexibility of the employer. This is due to the reason that company desire to recall workers,
they offer a flexible workplace, comprising flexible work environment designs, work
projects, work agendas, the arrangement of work teams, locations of work, formats of
communication and methods of accountability. The major benefit of flexible workplaces for
employers as well as for employees is that they can customize the job aspects according to
their lifestyle (Bianca, 2018).
Motivating Workers
The performance of the employee must be enhanced by the managers. This is the reason why
managers are hired or promoted by the employers who can handle workers effectively.
Effective managers execute the practices of HRM and support people to raise the feelings of
being capable in their place and confidently impacting the company. Employees feel more
motivated when they perform under the guidance of successful and positive managers
(Werner and DeSimone, 2008).
Hiring and Training the Workforce
Planning of manpower is the major duty of the department of HR in the company. Human
resource managers plan the strategies for carrying the right people in the company for
performing particular task or job. They are responsible for preparing their description of the

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job which is required for the job in the company. After the appointment of the people, they
plan the induction or orientation program for the employee with a well-organized training and
development plans (Bhagria, 2014).
LO4. Evaluate the efficiency of diverse HRM practices in terms of increasing Tesco’s
profit and productivity.
Tesco has deliberately included HR in all the plans of the company. Managers also make use
of HR aspects in their decision-making process. This has reflected the high commitment of
HR, operating to attain the employee’s acceptance, and providing general and extended
training to each employee. The large image of strategic directions of Tesco is deliberated
with every employee. This assists the individual employee to get familiarize with their part
and their significance in the company. As a result, they give more importance to their human
resource department.
Tesco Company has increased the training programs for their employees. Therefore, the
department of HR takes a strategic role. HR is not called as a department of administration in
Tesco they are considered as proactive and have a place at a strategic level in the company.
This raises the importance of training which is reinforced by a growth in Human Resource
Management. This practice underlined that augmented progress that can only be sustained in
the long run; by preparing the employees with the abilities they need in order finish their task
or work.
Strategic HRM has received both reliability and acceptance from last few years, precisely
with respect to its influence on the performance of the organization. Every employee is the
part of the strategy; hence they are trained on the significance of their job. This training is
provided in a way that includes all skills of learning and allows for cultural difference.

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According to Delany effective organizations keep the issues of people at the priority and at
the central position of their planning and decision making process. Delany added that
organizations that solve the issues of the people are the organization that can survive for the
long term in the market and can earn high profits. Being the UK’s biggest Private employer
Tesco takes this charge seriously, this is revealed through their development and training
policy. This has surpassed the recommendations of the government for the individual training
and a step towards a learning society.
In order to succeed HR should perform an active role in the organization. Strategic HR makes
value by offering opportunities for gradual learning, the growth of intellectual capital and
improves essential capabilities. This value is vital to the future success of the organization.
Employers are trying to extract from employees their best performance. Best exercise will
grow the abilities of the existing workforce, and with employing it will strengthen the culture
of a workforce which is highly capable.
Reinforcing learning in organizations needs a shift from taking learning as being immediate
facts to learning as a dynamic and multi-faceted process. This environment of learning in
Tesco has been stretched to include all features of the work environment.
The process of learning has been challenged to make a culture that permits repeated learning
in the organization. As knowledge is the only thing that matters a lot, individuals and
organizations should convert them into a continuous learning. The organization that runs an
academy identifies abilities in an individual. The training can be given with the help of
leadership and operational skills. These programmes of development are custom-made to the
according to the skill level of the individual. The method of delivery for the training is
diverse, offered according to the learning preference of the individual.

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Tesco Company function in a severely competitive sector, but with the help of their human
resource they are able to gain the number one position in the market. The company can only
sustain in the market till their strategies are working in the changing environment. In order to
gain more profits, the company needs to realize that their human resources are the reason
behind their success. Therefore, it can be said that company needs to give more importance
and preference to the HRM department.
Task 3
LO5. Analyse the significance of employee relations in Tesco with respect to influencing
HRM decision-making.
Every employee at Tesco shares a specific relationship with their colleagues. They need to
follow this because they are a human being and not a machine which starts operating with a
click of a button. They have to communicate and discuss with each other at the time of
decision making. An employee can be motivated when he/she is working in a cooperating
environment which cannot be evaluated in terms of money. It is very important that
employees feel comfortable with their co-workers and perform their operations together as
one single unit in order to achieve a common goal. Therefore, some of the employee relation
importance is as follows:
Work becomes easy when performed with other workers
In Tesco, good relations between the workers reduce a load of work on any specific person
and in return raise the probabilities of efficiency. As it is not possible for only one person to
perform every task on his own, work should be divided between all the team members in
order to achieve the desired object within the time duration. If the relationship between the
employees of a team is good then they help each other which make the task easy.

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Discouraging conflict among workers
The positive relationship between the employees at Tesco decreases the conflict chances and
fights between the employees. The trust between the employees starts increasing and they
assist each other in fulfilling the objectives and goals of the organization (O'Brien, 2014).
They take their co-workers as their colleagues and not as their competitors. As an outcome,
the efficiency raises which assist the Human Resource Management of Tesco to take an
enhanced decision (Juneja, 2018).
Loyalty of Employee
The satisfying and collaborating work environment in the Tesco supports in creating the loyal
employees. They start feeling motivated in performing the job allocated to them by the
management eagerly. They perform their responsibilities with extra efforts which result in
increased productivity. However, the employee turnover rate is very less in Tesco which
assist in decreasing the new employee recruitment cost very soon.
Guaranteeing Equality by communicating efficiently
An operational communication system in Tesco supports in confirming the employees that
there is no discrimination in the company. As a consequence, they feel inspired to accomplish
their jobs to achieve their anticipated objectives set by the management of the company
(Benjamin, 2018). An appropriate system of communication supports the Human Resource
Management of the company to make an effective decision in proper time duration
(Management Study Guide, 2018).
LO6. Recognize the main features of employment legislation and the impact it has on
the decision-making of HRM.

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Laws, Legislations, and other regulations like Equal Pay Act, The Act of National Minimum
Wage, The Employment Rights Act, The Disability Discrimination Act, and Sex
Discrimination Act, etc. should be obeyed by every business At the time of decision making
process particularly in the HRM decision making as it might be able to totally change any of
the decision or plan made by the Department of Human Resource.
Same as other reputed and famous companies, Tesco also maintains the legislation of
employees at the time of recruitment of new employees along with company's existing
employees that have a certain serious influence on the company's Human Resource
Management decision. Various elements related to employment are important in employment
legislation which comprises following features:
Affirmative actions
Working time regulations
Social security
Equal employment opportunity
Trade unions and other various industrial relationships
Sexual harassment
Working conditions
Health, safety, and welfare
Working time regulations
Social security
Special provisions for other occupations
The above-stated elements confirm that contractual agreements of employers match with the
employees in obedience to regulation or legislation (Business Case, 2018).

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The distant reaching influence of the legislation of the employment when Human Resource
managers make decisions about the occupations and the whole company converses in the
following:
The very first influence is on decisions about the work schemes and safety measurements of
the employees where the Human Resource workers must obey the minimum necessities else
they will be lawfully punished. All over again, as the main objective of the regulation is
defending workers from judgment and disparity, Human Resource managers need to frame
special plans of Human Resource and workplace handling strategies.
Legislations also control policies of payroll and other payment and benefits strategies in line
with the employed time arrangement and planning consequently so that all decisions of
Human Resource goes correctly approving justice and fairness. Furthermore, employment
legislations influence plans of social security of the business and superior provisions
dependent on circumstances and nature of the job (HR Council, 2018).

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