Human Resource Management Assignment: Tesco Plc

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Explain purpose and function of HRM in context to workforce planning and resourcing3
P2 Explain the strength and weakness of different approach of Recruitment and Selection. 5
LO 2.................................................................................................................................................7
P3 Explain the benefit of HRM practice for the employee and employer.............................7
P4 Effectiveness of different HRM practices.........................................................................8
LO 3...............................................................................................................................................10
P5 Importance of employees relationship to influence HRM decision-making...................10
P6 Key elements of employment legislations & its impacts................................................11
LO 4...............................................................................................................................................12
P7 Application of HRM practices in a work related context................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management refers a department of the company as like other
departments that is responsible for hiring, managing & firing employees in a structured manner.
This present study is based on Tesco Plc that is a British multinational retailer. Headquarter of
this company is in Welwyn Garden City, England, UK. It is called the 3rd largest retailer not only
in UK but also in the world. It has approximate 6,800 shops all around the world with having
450,000 employees. This study will show the purpose & functions of human resource
management that helps the company in accomplishing their pre determined goals. HRM follows
different approaches of recruitment & selection that have some strengths & weaknesses. After
analysing strengths & weaknesses of different approaches HR select the best approach of
recruitment & selection (Noe and et.al., 2017).
It will also show the benefits of different HRM practices like rewards & benefits,
working environment etc. All HRM practices have some importance and effectiveness that helps
the company in raising productivity & profitability. Further this report will discuss the
importance of employees relationship that influence the decision-making process by leaders and
managers of the company. Elements of employees legislations and laws also have impacts on the
process of decision-making.
MAIN BODY
LO 1
P1 Explain purpose and function of HRM in context to workforce planning and resourcing
Human Resource Management (HRM) as the name suggest the department which looks at the
management of the human resources in the organization. The main function of the HRM is to
recruit, manage and providing guidelines to the human resources in the organization. HRM in the
Tesco generally used to manage the people in the organization and also looks at managing the
working culture in the organization. HRM of Tesco generally manages the employee in the
organization by the way of hiring, compensation, performance, safety, wellness, benefits,

motivation and training. Main Motive of Tesco HRM is used to contribute the effort of the
employee toward the achievement of the organizational goal.
Human Resource management of the Tesco plays a crucial role in the workforce planning and
resourcing of the organization as the function which are performed by them all are related to the
two above function (Sarvaiya, Eweje and Arrowsmith, 2018).
Recruitment: It is the function of the Tesco HRM which looks at attracting, evaluating and
hiring of the employee in the organization. There are generally four steps in the recruitment
process: job requirement, sourcing, screening and on boarding. HRM always look for the best
talent available so that they can have a good manpower in the organization and can build a good
human resource in the organization. Generally HRM department of the Tesco used to be in touch
with all the other department in the organization so that they are able to know the type of
personal which are required by the organization, which helps the organization in filling all the
gap in the workforce planning of the Tesco.
Training and Development: It is one of the Primary function of the HRM in the Tesco as they
used to give the training to the employee which are new to the job, this training includes the idea
of the roles and responsibility which is expected by the organization from the new employee of
the organization, HRM also used to give the training to the old employee in the organization on
the aspect where they feel that the employee is lacking behind or the new skills which is required
by the organization in their working, training help the organization in building the new skills in
the employee which helps the Tesco in resourcing the organization with the best talent and skill
to full fill the organizational goal (Lussier and Hendon, 2017).
Professional Development: It is the function of the HRM which focuses on the developing the
employee in the organization by offering them the opportunity for the growth, education and
training which makes employee feel that they have been care in the organization and the
organization is looking behind them in developing their career. Which eventually helps the Tesco
in prevailing the best employee for the longer period in the organization as the employee
generally does not leave the organization very easily, which helps the business in organizing the
resources of the organization.
Performance Appraisal: It is also the main function of the HRM in the Tesco which include
looking at the performance of the employee in the organization, this help the Tesco in finding out
the motivation level of the employee in the organization toward achieving the organizational

goal in the organization, it helps the organizational in seeing the current situation of the
employee in the organization and on the basis of that employee used to make a different
development policy so that organization is able to plan their workforce according to the
organizational goal (Azeem and Yasmin, 2016).
P2 Explain the strength and weakness of different approach of Recruitment and Selection
Recruitment Approach
Internal Recruiting
Internal recruiting is the method in which HRM of the Tesco used to recruit the employee of the
organization from the organization itself. Generally this method is used by the Tesco when they
are looking to fill any senior position in the organization or the position which is required to fill
at an immediate basis. Internal Recruitment is the process in which job is filled by the
organization by the way of the promotion and transfer.
Strength
Quality Personal: It is the method by which Tesco is able to full fill the position with the quality
personal as the employee which full fill the position has the idea of the roles and responsibility
which is required by the new position and it also helps the organization in fulfilling the position
with the employee which is having the skill and which is already evaluated by the HRM in the
organization.
Cost Saving: It is the method which is cheaper for the organization to recruit the employee as it
does not use the recruitment cost to recruit the employee, It is also the fastest method to recruit
the employee in the organization (Keegan and et.al., 2018).
Weaknesses
Pool of candidate: It is the method which minimize the pool of candidate for the Tesco to select
the employee with it which eventually means that the choice of getting the best employee
sometime does not Full Fill.
External Recruiting
External recruiting is the method of the recruiting in which organization used to select the
employee for the organization from the outside of the organization. This is generally done with
the process of recruiting, selecting, training and on boarding.
Strength

Large Pool Of Candidate: This method of recruiting opens the larger pool of candidate to select
from for the organization. The chance of finding the right person with the appropriate skill and
knowledge for the job is also increased, as these allow organization to see larger number of
employee (Cohen, 2017).
New Skills and Talent: This method of recruiting helps the organization in bringing new and
talented employee in the organization with new skill and knowledge which was not posses by the
organization in the past.
Weaknesses
Increase the cost: This is the method which increases the cost of the organization as this method
requires the long process, process includes the recruiting, selecting, training and on boarding
which eventually requires the money to perform that which increases the cost for the
organization and also consume good amount of time of the Tesco to full fill the position (Method
of recruitment, 2015).
Selection Approach
Psychological Testing
It is the approach in which employer used to conduct the test with the employee in the
organization where they used to test the behaviour of the candidate. The term sample of
behaviour refers to an individual's performance on tasks that have usually been prescribed
beforehand.
Strength
It helps the organization in knowing the employee personally and professionally skills both at the
same time which eventually help the organization in selecting the best candidate for the
organization.
It also helps the HRM of the Tesco to measure the problem solving skill of the employee as the
test generally moves around the problem solving skill of the employee (Azeem and Yasmin,
2016).
Weaknesses
This is the test which always proves difficult for the HRM of the Tesco to measure the outcome
of the test as there is no prescribed measurement scale.
Induction and On-boarding

Induction and on-boarding is the method in which the candidate are introduced to the Tesco and
they are taught about the roles and responsibility of the job which is required to fill by the
employee.
Strength
Induction and On-boarding helps the organization in understanding the learning and evaluation
skill of the employee as in this they were taught every thing and the performance of them saw
Tesco the result. .
Weaknesses
Using this method does not guarantee that the employee is able to understand all the thing, HRM
of the employee has to regularly see that the employee is able to understand.
LO 2
P3 Explain the benefit of HRM practice for the employee and employer
Training and Development: It is the practice of the HRM in the organization where they look at
providing the training to the new employee so that they are able to understand the role and
responsibility very easily. Also, to the old employee on the aspect where they are facing
challenges, which helps the Tesco in building the best man power for the organization with the
best level of skills and knowledge which can defend all the challenges which will come their way
in the operation of the business. It also helps the employee of the organization in building the
new skill and gaining the new knowledge which helps them in increasing their overall efficiency
level (Gaudet, Tremblay and Begon, 2018).
Professional Development: Professional development is the function of the HRM in which they
try to develop the employee in the organization with the help of offering them the opportunity for
the growth, education and training which creates the feeling in the employee that they are cared
in the organization which eventually helps the Tesco in retaining their employee for longer
period, at the same time it also helps the employee in getting the good career option, and they
feel free of job security which helps them in their career growth as well in giving their best for
the organization (Sarvaiya, Eweje and Arrowsmith, 2018).
Rewards and benefits: Other main practice of HRM is rewards and benefits which are being
given by Tesco Plc to their employees for their excellent performance. The main aim of
providing these rewards is to motivate and encourage employees for more working effectively.

When employees get something good and rewards on the basis of their performance then they
feel that they are doing the great job and more try o work the best. Other employees also want to
work towards accomplishing organizational goals and want to get promoted in an organization. It
is good for both employees and employers as it increase their morale and overall productivity
which increases their brand image (Huff and Schüssler, 2016).
Security & healthy working environment: It is the most important HRM practice by which the
manager of Tesco Plc can make all employees able to retain them in the organization for the long
run. When employees come to interview then they expect some things from the company like
expected salary, brand image of the company and working environment & culture of an
organization. So it is important for the company to provides all those offers which employees
wants from them in order to reduce absenteeism and turnover. Secured employees cooperate the
company in achieving their goals.
Feedback: Feedbacks & open house discussion is also considered as the main practice of HRM.
Feedbacks means to give and take reviews and suggestions of employees in order to make
changes and increase their skills. For example, if manager is not adopting an effective style of
managing the company then employees should be given an opportunity to speak up and give
feedbacks regarding processes and decisions of the company. When employees are given this
opportunity to give suggestions and employers give full attention to them and try to make
changes then employees feel respected (Rimi and et.al., 2017). They feel that employers have
more concerned about them so they are likely to retain in the company.
P4 Effectiveness of different HRM practices
Tesco Plc uses different HRM practices that make it able to motivate and accomplishing goals.
The main aim of using HRM practices is to attract and retail skilled employee within an
organization. There are several HRM practices which are being used by Tesco Plc like reward
system, training & development, professional development, feedbacks, performance appraisal
etc. All these practices have importance, effectiveness and some drawbacks (Navimipour and
Soltani, 2016).
The main importance and effectiveness of feedbacks is employees can discuss and share
their views any time if they feel and want to make some changes. Feedback can motivate
employees, it can improve overall performance of the company and it is the best too, for
continuous learning. On the other hand this opportunity can become problematic sometimes for

employers. Some employees take undue advantages of feedbacks as they only think about
themselves not for the whole team and organization. Employers have to listen to them also and
have to make changes that can create conflicts at workplace.
Training and development practices also have some importance and effectiveness as it can
increase employees skills and abilities. Every organization have different work, Tesco Plc also
have different working departments like HRM, customer services, production, marketing and it
is not possible for employees to have understanding and knowledge about work (Ohme and
Zacher, 2015). Tesco Plc retailer help employees in increasing their skills and make them able to
work every type of work independently. When employees do not have enough knowledge and
abilities regarding work then they feel demotivated but when they have abilities to work then do
not have fear to work and feel fresh & energetic whole day.
Healthy and safety at work also have some effectiveness and importance. Employees spent
at least 8 hours a day at workplace so it is important for employers to make them feel happy and
provide a good working environment. Good working environment means to have strong
relationship with others have freedom to talk employers to have an hour of activity etc. It makes
employees happy and when they feel happy and stressed free then they can balance their social
and professional life with effectively.
Rewards and benefits is other main practice which Tesco Plc gives to their employees. It
also have some effectiveness and importance. Employers gives salary to employees but when
employers gives them incentives and rewards to them then it make them feel more motivated.
They also respond through recognition of their good works when they feel that their work is
being valued. It can help Tesco Plc in increasing overall productivity. It can also give job
satisfaction to Employees as they feel that they are valued & their hard work is worth.
Professional development function is also played by manager of Tesco Plc as they want to make
their employees able through career opportunities, training and education. It also has some
effectiveness & importance. Employees feel more support and collaboration when their
employers support them in career development and also effect on the quality of work. It increase
their self esteem level that is good for both employers and employees (Chen, Sparrow and
Cooper, 2016).

LO 3
P5 Importance of employees relationship to influence HRM decision-making
Employee relations can be defined as a bond and efforts which are being done by the
company in order to maintain & develop strong relationship of employees with manager and the
company. For maintaining a good relationship of employees, manager of Tesco Plc plays several
functions and roles. For that they make human resource strategy and programmes that places a
high value on employees & stakeholders of the company as well. Some importance of
maintaining employees relationship are described as below:
Motivate employees: An effective employees' relationship motivate employees and keep
them happy. When employees feel that employers concern about their problems and try to solve
their problems then they work more productively towards achieving their organizational goals.
Motivated employees enjoy their work and do not take their work as a burden. They feel fresh
and charged whole day and takes each day as a challenge (Jimeno, Martínez-Matute and Mora-
Sanguinetti, 2018).
Ease in decision-making: The other main importance of employees relationship is to
make decision-making process easy. When employers of Tesco Plc focus and are employees
oriented then they help and cooperate employers in their decision-making process. By giving
suggestions they try to make the best decision. Sometimes manager and leader of the company
miss out the main and important point in decision-making process but employees come out with
new ideas & help them in accomplishing their targets.
Discourage conflicts: It is also stated that employees relationship decrease the chances of
conflicts and fights that occur at workplace. All employees help each other ion solving critical
problems related to their work and make their work easy by sharing views and knowledge. A
strong relationship among employees and employers tend to stop adjusting. Employees also stop
finding faults in each other and concentrate on their work. They do not treat each other as a
colleague but as a friend. It also helps them in improving decision-making process as employers
do not have to make changes in their decisions as all work and collaborate each others.
Reduces absenteeism: Tesco Plc have to face several issues and increasing level of
absenteeism in one of them. When employees do not present on their work then it leads to
decreased productivity. It is not good for employees and employers. The main reason of this
problem is lack of understanding and relationship. On the other hand, when employees feel that

all employees and employees help each other than they tend to come office regularly. They do
not make unplanned and frequent leaves & enjoy their work. So it can be said that it reduces
absenteeism from workplace.
Happy and healthy working environment: It is already stated that strong relationship
reduces absenteeism and conflicts. When employees work together as a team and do not fight
with each other than it can help Tesco Plc to maintaining a healthy and happy working
environment. Happy working environment also play a vital role as it helps the company in
making strong decisions regarding policies & work processes (Donate, Peña and Sanchez de
Pablo, 2016).
P6 Key elements of employment legislations & its impacts
Employment legislations refers several laws that governs employment within the
workplace with others and everyone who works in an organization. The main aim of Tesco Plc
of following all rules and laws is to protect their employees from unwanted and wrongdoing and
make them feel happy at workplace by employers. There are some employment laws which are
described as follows:
Equality act 2010: This equality act provides a framework to Tesco Plc to protect their
workers from unwanted & unfair treatment. The main aim of following this law of Tesco is to
promote and make a fair & equal working environment. This act includes several merged pieces
of legislations such as equal pay act, sex, age, race discrimination act, disability discrimination
act etc. according to this act employers of Tesco Plc provide equal opportunities to their
employees in order to protect themselves from lawsuits. It also help them in making effective
decisions (Diaz-Fernandez, Bornay-Barrachina and Lopez-Cabrales, 2017).
Health and safety act 1974: Health and safety work act is an act of the parliament of the
UK. This act defines and provide companies a fundamental structure & authority for the
regulations & enforcement of workplace safety & health within an organization. It is important
for manager of Tesco Plc to provide a healthy and safe working environment to employees
because employees spent a lot of their time at work. So they seek and want to work in the safe
environment specially for female employees. If the company do not follow this law then it has to
face several problems which can have negative impacts on their decision-making process.
Data protection act: It is also a UK act of parliament that has been designed to protect
employees data stored in a paper file system and on computers. While recruiting employees,

employers and HR keep some data and information’s of employees with them. So employees
want them to not disclose their data and information’s with anyone. It plays a vital role and it is
also important for Tesco Plc to follow this act as it protects the rights of the data subject. If the
company follows this law then it can reduce absenteeism from workplace and increase trust &
loyalty among employees. It can also make them able to develop and take a strong decision.
Working time act: Working time regulation of UK put and have a limit on the number
of working hours that employees of Tesco Plc can work each week. According to this law of UK,
no worker can work more than 48 hours in a week. For night workers, there is a limit of 8 hours
worked in any 24 hour period. This law and regulation is not applicable for full time workers but
also for part-time workers that also includes agency workers & freelancers. Some categories of
work are exempt from this law such as police, emergency services staff etc. If employers of
Tesco Plc make work from employees more that 48 hours within a week then they have to face
some difficulties (Schwartz and Elder, 2018).
LO 4
P7 Application of HRM practices in a work related context.
There are some HRM practices and applications like job description and person specification
which play a vital role in Tesco Plc.
Job description: Job description can be defined as an document that have various information’s
like job duties of an individual and candidates, job requirements, responsibilities, skills that are
being required by employers to perform a specific job role (Baker, 2016). Tesco Plc wants a job
specification document for HR assistant job role in order to perform functions and roles of HR in
an effective manner. It also describes qualifications and tasks which need to be performed by HR
assistant. The main aim fo developing job description is to conduct job analyse in order to
examine tasks. Job description of HR assistant is described and defined as below:
Job title: HR assistant
Reports to: CEO of Tesco Plc
Job description: This HR assistant position reports to HR director & Hr staff. Tesco Plc is
committed to an employee’s oriented that focuses empowerment, quality & on going
development of a superior workforce.
Career objective: I am self motivated and human resource professional with having some skills

that make me perfect fit for your company.
Responsibilities:
 Implementation and design employees incentive programs for increasing productivity.
 Perform & analysis of technological decisions and expenses.
 Evaluation and monitored staff of 100 employees.
Skills:
 Active and an effective participation in strategic planning process of the comp any.
 Excellence communication skills
 Experience in conducting training.
 Good in managing customers relationship
Person Specification: Person specification also plays a vital role while recruiting a candidate. It
is the main element in the process of recruitment and selection. It refers a description of
qualifications, skills, knowledge & other abilities that need to have in a candidate in order to
perform specific job role. This person specification allows employers to communicate traits that
they find desirable in their ideal candidates (Specification, 2017
). There is an interrelationship and some difference between job description and person
specification such as job description describes roles and scope of a particular job. While, person
specification describes the minimum qualification required for performing a specific job role.
Person specification for HR assistant is described as follows:
Criteria Essential Desirable
Qualification, experience &
knowledge
Successful working
experience in the same
company within an HR
environment.
Ability to demonstrate
Experience of grading jobs by
using a structured job
evaluation.

working knowledge of
Microsoft word & excel.
Experience of using payroll &
online recruitment system as
well.
Management & team work Ability and willingness to help
in developing team efficiency
by guiding them.
Experience of providing an
effective training.
To maintain high level of
communication &
confidentiality.
To have ability to provide
guidance & explain policies.
Problem solving & initiative Ability to solve conflicts and
give appropriate judgement.
Ability to analyse data &
summary information in an
effective manner.
Communication To have ability to influence
and communicate with every
department.
To have knowledge of
professionalism language.

CONCLUSION
From the above study it has been summarized that roles and functions of HRM played a
critical role in an organization. Different functions and purpose of HRM helped the selected
company in achieving their vision and objectives. The main function of HRM is recruiting and
selection and it has different approaches. All approaches of recruitment & selection have various
strengths & weaknesses that has been evaluated. It has also shown different HRM practices like
an effective working environment, rewards & benefits, attractive salary that have some
effectiveness which support the selected organization to increase and maximize company's
productivity and sales. By increasing morale of employees, reducing absenteeism from
workplace, decreasing conflicts it helped an organization in raising productivity.
Further this presented report discussed importance of maintaining employees relationship
at workplace. It has various importance and benefits as it makes healthy working environment,
reduced conflicts which all have impacted on the decision-making process. Key legislations like
discrimination act, wages act, healthy and safety act also impacted on the process of decision-
making in a positive and in a negative manner.

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