HRM Practices in Tesco

This assignment delves into the Human Resource Management (HRM) practices employed by Tesco. It examines both internal and external recruitment processes, highlighting their strengths and weaknesses. The benefits of effective HRM are discussed, focusing on employee retention, conflict resolution, and productivity gains. The analysis also reviews Tesco's specific HRM practices, identifying key attributes that contribute to its success.

HUMAN RESOURCE MANAGEMENT
1

Table of Contents
INTRODUCTION.....................................................................................................................3
LO1............................................................................................................................................3
Functions and Purposes of HRM for Recruitment processes:...............................................3
Strength and Weakness of Different Recruitment processes:...............................................4
LO2............................................................................................................................................5
Different HRM practices and benefits for the employees and employers............................5
Effectiveness of HRM practices in increasing profit and productivity of the organization..6
LO3 & 4.....................................................................................................................................7
Significance of employee relation in improvising HRM decision making................................7
Key elements of Legislation and the impact upon HRM decision making...........................7
Application of HRM practices in a work-related context.....................................................8
CONCLUSION:.......................................................................................................................10
REFERENCE LIST:................................................................................................................11
2

INTRODUCTION
Here in this assignment, different purposes and function of Human Resource
Management (HRM) related to recruitment and selection will be discussed. The strengths and
weaknesses of different recruitment approaches will also be identified. The later part of the
assignment will highlight the benefits of HRM practices both for the organization and its
employees. It will also shed lights on different factors being HRM decision making and The
HRM practices of a real life organization (Tesco) will also be illuminated.
LO1
Functions and Purposes of HRM for Recruitment processes:
Resourcing some talents for organisation by some processes are called recruitment.
The one of the most important job for an HRM is recruitment which added some value to
HRM functions. Human resources provide satisfaction to the managers by the quality of
recruitment process. HRM plays the vital role in the recruitment process which is part of
operational process they set the strategies for the recruitment process. The HRM has to got
the good future vision which will help to recruit the best talents from the market and the
purposes of the recruitment process are for this reasons which is mostly important one is to
achieve the future goals of the company and also this will help for more further future grow
(Boselie et al. 2005).
HRM follows different strategies for workflow planning in the ongoing market like
Recruiting on Boom years. This is the one the most critical processes for uneven demand and
supply in the market during ongoing years like for H1B workers in US many companies meet
critical shortage of employees. Thus for this the hiring become challenging for the HRM.
In the recession years the HRM downs the recruitment process so that they do not
need to fire some employees for this and they also staff some different sectors to the
employees to avoid the firing (Dar et al. 2014). HRM plays an important role in an
organisation. It provide recruitment and training to there staff, it also appraise the
performance, maintain work atmosphere. By the help pf effective human resource
management is manage the disputes and also develop the public relation between all the
employers and employees. By recruiting someone there are many stages and policies are
3

followed in recruitment process: It include job analysis in which job description and job
specification are clearly mentioned in document. After that sourcing are done which includes
all the strategies which attracts the job applicants for the post which are vacant. The next step
is screening and selection, in which recruiter can examined all the documents which are
provided by the applicants. In this stage it can be analysis that all the document which are
given by the applicant is legally right or not. Human resource workforce planning helps the
human resource management function to make proper coordination on each and every
activity, It also help to recruiter, for recruiting right person in a right place. In this way,
human workforce planning is related to human resource management function because it
helps the successful implementation of all the managerial function in an organisation.
Strength and Weakness of Different Recruitment processes:
There are many recruitment strategies which follow the HRM. The strategy should be
selecting the right person for the organisation who can adjust with the environment of the
company.
There are many different approaches like hiring which is Internal and by through
External by the Agencies, Government job portals, social media and by the advertising
through the own websites (Baum and Kabst, 2014).
The internal recruitment process is kind of process where the current employees of
the company are noticed for the recent vacancies of the company and the candidates come by
their reference for interviews and the other processes. This recruitment process is reduces
some cost for marketing which is good and this also promotes the employees but this
recruitment process has some cons like this recruiting process has to be stick for all
candidates and this recruiting process has no scope for marketing.
The External recruiting process includes adding through social media and the
company's website for current job vacancies. The recruiting through advertising has wider
range in terms of marketing which promotes the company and also this process brings more
probability to bring good talented future candidates. The probability of bring new ideas by
External recruitment has greater chances than internal. Comparatively higher talented
candidates can be found from external recruitment processes. However, there has some
problems in external recruitment like more chances of fake candidates, it’s so much time
consuming process the candidates have to go through different elimination and selection
processes and moreover. This process needs good amount of bucks for marketing (Armstrong
4

and Taylor, 2014). There are many strength and weakness: Quick decision-making is one of
the strongest strength, it also make a strong loyalty with the organisation. The strength is that
the size of prospective applicants are reduced by effective recruitment process. It also reduce
the possibilities of innovative ideas, this is a weakness of recruitment process in the
organisation. For example: In an organisation, if a person is selected to take a recruitment
process, than person is able tp create ability so that they can select right candidates as per the
giving information and take correct decision which are beneficial for the organisation.
LO2
Different HRM practices and benefits for the employees and employers
Different HRM practices are important and beneficial as they help in hiring and
training. It is the job of HRM to come out with a new hiring strategy to select the people for
the organization and this practice also helps the employers for better training and
development plans for the organization. The practice of motivating the workers is also
beneficial for the employers. The power to define the role to an individual depends on the
HRM. This practice also helps the employees improving their skills. It is very much helpful
to achieve the goal for the organization (Baum and Kabst, 2014). The practice of maintaining
good relationship is also very much beneficial for the organization and it is one of the top
priorities for the HRM. Holding seminars and meetings are also the responsibilities of the
HRM and that should be done on the behalf of the management. Every successful
organization wants to create working environment that spreads the positivist among the
workers (Delaney and Huselid, 1996). Building flexible workplace and flexible work
environment is also very much important practice for the workers. Training and development
are important for the employees because is help to find out the weakness of the employee, it
also improved the performance, training and development make the consistency in workplace
and it also gives the employee satisfaction in the organization. For example: If there is a
facility of training and development program for the employee, so that employees can
identify himself and develop new ideas so that it will help the company to achieve there
growth. Training and development helps to create development in employees attitudes,
behavior. Training is given to the employees by using two methods: On the job and off the
job methods. On the job method like taring program, project assignment, promotion etc. are
used to motivate the employees and off the job method include classroom lecture, audio
5

visual training, simulation, case studies, role playing etc. which help to develop the new ideas
from employees behavior in a workplace.
Effectiveness of HRM practices in increasing profit and productivity of the organization
One of the most important and critical goals of the business is to increase the
productivity. It is an important factor of the workforce is to hire and retain the workers and
employees on the basis of their qualities. Agile employees and high performing workers can
be attracted by the HRM and manager if they can work together. If the HRM cannot give the
proper direction and supports the best employees cannot perform properly. A competitive
strategy by the HRM can improve the job environment. A clear and proper strategy can
maintain the interest among the employers and it is also help them to keep in focus.
Nowadays the global competition has created a huge uproar among the companies to use new
skills and new technologies. The role of the HRM comes into play on the learning process of
the employees and spreading the knowledge among the employees is also important
(Armstrong and Taylor, 2014). HRM should always provide the proper feedback on the
works of the employees. Without proper feedbacks the errors can be increased and as a result
lower productivity can happen.
On the other hand, insufficient budget will produce lower level productivity in spite
of having great managers and skillful employers. Clear priorities help to ensure the allocation
of time and resources. High and low priorities, process, tasks, customers should be the main
awareness of the employees. It has been seen in many cases that monetary reward affects
positively to achieve the goals for employees. Team monetary rewards or Individual rewards
play a major role to ensure the focus of the employees and that is very much helpful to raise
the organizational productivity.
It has been seen very often that even with the existence of the positive productivity factors,
the productivity rate may be decreased by the real or imaginary barriers. Problems like
corporate politics, personal jealousies can be the bearer of success. It is the duty of HRM to
prevent this to get better productivity rate. By making effective management of human
resource, it increases the productivity and profit of the organization. For example: If
employer hire high performing and innovative employees which make as foundation of the
organization's productivity. In this way, effective mangers and leaders set the direction and
execute in well manner which also help to increase the profit and productivity in an
organization. To maintain the profitability, organization need to plan and build the corporate
6

commitment, there must be defined purpose are set for the team and organization should
focus on effective allocation of resources. In this way proper human management are
necessary to increase the profitability.
LO3 & 4
Significance of employee relation in improvising HRM decision making
Employee relations speak of an interconnected organizational network where there is
a perfect harmony and a sense of camaraderie evident amongst the employees. Now, it is
necessary understand how employee relation can help in HRM decision making. Firstly,
there are certain HRM related issues evident in an organization for which individual
decisions cannot be made. For solving this kind of issue, a brainstorming session of the
employees is required. Secondly, making HRM decision is nothing but an organizational task
(Baum and Kabst, 2014). Sharing of a task amongst employees can make it simpler and this
sharing can only be done where there remain healthy employee relations. It is also proved to
be helpful in mitigating organizational conflicts and thus in a way helps in making HRM
decisions. To making a good employee relation is important because it help to handle the
grievance of employee in an organisation, it also reduces the stress of employee. To
improving the employee relation, organisation should give fair treatment to them, by making
a continuous interaction with the employees are also important for making a good relation
with them. Employees wanted that there seniors will rewarded and appreciated them, so that
all such kind of issues that employees face in the organisation. So that to make a good
rewarding system, and proper communication will help the employees to making a good
relation.
Employee relation refers to company's efforts to manage relationship between
employers and employees. In this way, organisation should arrange or held fair and
consistent treatment to all employees so that they will be committed to there job and loyal for
there company. There are many trade union who work for the employer and employees, they
are: NLRA, The Social Security Act, The Family Medical Leave act etc.
Key elements of Legislation and the impact upon HRM decision making
HRM legislation which affects the most of the functional areas is the “National
Minimum Wage Act 1998”. This law specifies minimum criteria of employment. Employees
7

have to be school leaving age to get National Minimum Wage or National Living Wage
(Kehoe and Wright, 2013). If employees are hired for part-time or casual labour like that
someone hired for one day or a contract based job they are also have to entitled to the correct
minimum wage as well as trainee workers foreign workers, disabled workers all are should
be entitled in the same process. But the self employed people, voluntary workers, members of
the armed forces, company directors those are the type who are not entitled to the minimum
age. There are many laws are framed for making a good HRM decision. It include Anti-
Discrimination act, it includes the regulation against the employees on the basis of race,
colour, religion, sex and there national origin. Fair labour standard act are also launched as
per the wages and hour of the employees. Another act is Federal Family and medical leave
act which are relate to the leave provision of the employees. There are various federal law are
framed for the medical and disability of the employees. All such law are made for the
protection of employees against the in judgement in an organisation. All the legislation make
positive impact and make positive relation between employer and employees. They provide
safety, security facility to the employees, so that they can work properly without feeling or
facing any harassment in there workplace.
Application of HRM practices in a work-related context
In order to function properly, certain human resource practises are to be employed in
an organization. They motivate and guide the “life-blood force” of the company in a
particular direction thus acquiring better results. Practices can vary and the application of
such practices can be dynamic. Certain practices have some specified application which can
be thoroughly examined to understand the productiveness and profitability of the
organization. Now a fixed look can be rendered into the Human Resource Management
(HRM) policy of a company in UK for example Tesco.
The basic structure of the human resource management is directed towards the
determination of the business strategy and ascertaining the goals and objectives that can be
achieved. The reports of 2014 of Tesco indicated that the company operates in more than 12
countries globally and employs approximately 500000 employees throughout the world
(Tesco-careers.com., 2017). The organization has certain HRM practices model which can
refer to understand the proper application of the HRM practises.
The table below shows the following practises and attributes of the organization:
Practices Attributes
8

Proper selection of the employee Whether the person is apt for the job, whether
the person is apt for the organization where he
will serve and his future prospects. In this
attributes, employees should be in a right
position in selection process, it means that
employee should be sound mind and are
approved by the legal authority.
Proper management of the employee that
includes both time and productivity
Acquainting with the process and procedures
of the company, setting up certain work
standards, monitoring his efforts and handling
peer and work pressure.
Motivating the employee It includes creating a friendly environment for
the work force, proving interesting and useful
projects to work on, and compensation for any
ailments and rewarding for some superior
performance.
Now all the above practices when combined and directed properly towards the
employee form an integral part of proper alignment of the work forces which in turn
evaluates Tesco’s performance.
The integral part of Tesco’s HRM evolves when the human resource management
comes up as to how a selection of a particular worker can help in the progress of the
company. In order to determine that one has to include people based on their area of expertise
and how well they are developed with their skills. While many would look not only for the
level of expertise but also their future prospects in the company and whether they are deemed
fit for the organization.
Tesco has its own ways of conducting affairs, the workforce which is recruited
recently should be made aware of the processes and procedures on which the functions of the
company thrives (Tesco-careers.com., 2017). The worker after getting acquainted with the
procedures there would be certain work standards which the worker is supposed to meet in
order to ensure productivity. Surveillance of the performance of the employee is another
important practise that ensures better results. While these integral aspects are looked after in
9

Tesco, there are certain innate abilities of the worker such as the ability to control peer
pressure from the colleagues is one such thing which can also be termed as a factor which
promises better application of the practises.
Lastly, social environment of the employee are assessed. This accounts mainly for the
projects where the worker may find interest thus ensuring more productivity. Compensation
for the ailments and recognition for excellence can also compel the worker towards better
results.
Thus, in order to properly ensure the betterment of the organisation through its
workforce and the practices to employ such workforce for proper HRM, the managers of the
company try to deal with the following points:
1) The main asset of the organization is people. The managers should not forget about them.
2) When an employee is hired, the managers should always see the prospects which the
person holds for future.
3) All the processes of the company should be made acquainted with the employees.
4) The social environment of the workers is also important since it has a huge contribution
towards development.
CONCLUSION:
The assignment identifies specific strengths and weaknesses of internal and external
processes of recruitment. The benefits of HRM practices are observed both for the employees
and employers in the form of increased employee retention rate, reduced workplace conflict
and increased productivity. The assignment also reviews the existing HRM practices of
Tesco and finds out the key attributes of its HRM practices.
10

REFERENCE LIST:
Armstrong M. and Taylor S., (2014). Armstrong's handbook of human resource
management practice. London: Kogan Page Publishers.
Baum M. and Kabst R., (2014). The effectiveness of recruitment advertisements and
recruitment websites: Indirect and interactive effects on applicant attraction.
Human Resource Management, 53(3), pp.353-378.
Boselie, P., Dietz, G. and Boon, C., (2005). Commonalities and contradictions in HRM
and performance research. Human resource management journal, 15(3), pp.67-
94.
Dar A.T., Bashir M., Ghazanfar F. and Abrar M., (2014). Mediating role of employee
motivation in relationship to post-selection HRM practices and organizational
performance. International Review of Management and Marketing, 4(3), p.224.
Delaney, J.T. and Huselid, M.A., (1996). The impact of human resource management
practices on perceptions of organizational performance. Academy of
Management journal, 39(4), pp.949-969.
Kehoe, R.R. and Wright, P.M., (2013). The impact of high-performance human
resource practices on employees’ attitudes and behaviors. Journal of
management, 39(2), pp.366-391.
Tesco-careers.com. (2017). Inside Tesco | Tesco Careers. [online] Available at:
https://www.tesco-careers.com/Inside-Tesco.aspx [Accessed 2 May 2017].
11