Human Resource Management at Tesco: A Comprehensive Analysis

This report provides a comprehensive analysis of the Human Resource Management (HRM) practices at Tesco, a leading global retailer. It examines the organization's approach to workforce planning, recruitment and selection, development and training, performance management, and reward systems. The report also evaluates Tesco's employee relations and engagement strategies, its adoption of flexible working practices, and its status as an 'employer of choice'. Furthermore, it identifies and evaluates key areas of employment legislation within which Tesco must operate. The report concludes with a brief evaluation of the process and rationale for conducting appropriate HR practices, including the design of a job description and person specification for a new role, interview preparatory notes, selection criteria, and a job offer to the selected candidate.

Human Resource Management

Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
Task 2...............................................................................................................................................7
Task 3.............................................................................................................................................10
Conclusion.....................................................................................................................................14
References......................................................................................................................................15

Introduction
Human Resource Management can be defined as the process of managing the people working in
an organization as a whole, in a well defined and thorough manner. The HRM department is
responsible for the recruitment and selection of workers, maintaining a balanced relation
between the employees and the administration, fixing the pay package and various other
applicable amenities as well as checking the performances of the various employed people.
The following report will analyze the functioning of the Human Resource Management
department at Tesco, a famous retailing brand based out of the United Kingdom. The report has
been prepared from the perspective of a hired HR consultant who is to conduct a check on the
different HR practices at the mentioned organization. The study provides a brief overview of the
role and purpose of HR Management at Tesco and also the various recruiting processes followed
by them. Recommendations have also been provided for possible improvements if and where
possible.

Task 1
A. Provide an overview of the organization and an explanation on the purpose and
functions of Human Resources Management in the organization.
Tesco is widely regarded as one the premier retailing organization in the world, which deals in
both retail and merchandises. The organization is the third largest in the world with its
headquarters in Welwyn Garden City, Hertfordshire, England. It was established in 1919 by Jack
Cohen and it generates revenue of 55,917 million pounds. Tesco Stores Ltd. And Tesco Bank,
are some of its renowned subsidiaries.
Some of the primary functions of the Tesco HR team have been discussed briefly as follows:
Recruitment and selection: The recruitment of the best candidate is important not only for the
day to day functioning of Tesco but also it is crucial for the future prospects of the organization
as well. The HRM department makes sure that only the CV of those candidates are selected and
sent for further interviews, who is best suited for the desired job description. They also carefully
check the background and employee history of the candidate before finalizing their future at
Tesco and also before deciding on the salary package (Marchington et al., 2016). . Tesco has
remained a respected brand name mainly because of its highly efficient workforce. The Tesco
HR department therefore plays the crucial role of making sure that the talent pool of the
company never remains vacant.
Training and Development: The recruitment of the best candidate is important not only for the
day to day functioning of Tesco but is crucial for the future prospects of the organization as well.
The HRM department sees to the fact that they are given the appropriate training as per the
company policies and also makes sure no one is discriminated against.
Performance management: Tesco being such a big and renowned organization relies heavily
on a smooth and efficient HR management department. Its main objective is to stay in tune with
the mindset of the workforce so they can upgrade themselves and also help the organization
improve in its functions (Cascio, 2018). . Tesco being such a big and renowned organization
relies heavily on a smooth and efficient HR management department. Its main objective is to stay
in tune with the mindset of the workforce so they can upgrade themselves and also help the

organization improve in its functions. It is the responsibility of the human resource personnel
that the work environment is suitable for further improvements and the health and safety of the
workers is not hampered is also something that the HR department takes into account.
B. Identify the organization’s approaches to recruitment and selection and explain the
strengths and weakness of the different approaches.
The TESCO HR department uses various means for recruiting new talents. The main two
methods are described as follows:
Internal recruitment: This kind of recruitment focuses mainly on the fulfillment of the existing
talent pool within the organization by promoting its own people higher up the hierarchy or
moving personnel at the same level. Tesco also encourages this method primarily by checking its
own available vacancies and whether any viable options are present within the internal
management training and development programmes (Schenk, 2017). If not they post the
vacancies on their intranet. Several types of internal recruitment methods are there of which
some are internal advertisement, promotions, transforming contractual employees to permanent
ones, etc.
External recruitment: This kind of recruitment is mainly motivated by fact that the company
requires a fresh and young workforce, who can bring new and innovative ideas to the table and
propel the growth of the organization (Cascio, 2018). . Tesco posts vacancies on various
websites, gets in contact with various consultancies, makes wise use of the print media and also
relies on third party referrals. They attempt to attract the younger generation by posting
vacancies on social media platforms.
Recruitment Approaches Strengths Weaknesses
Internal recruitment This is one of the most easiest
and basic mode of recruiting
new talent as the cost is low
and the applicants show their
interest in the organization
themselves.
There is always a risk of bias
that might play a role when
promoting internal personnel
or moving them to a desired
position.
Mass recruitment is not

Employees are encouraged to
stay longer in the company
due to the various
performance incentives and
promotion opportunities.
possible in such method.
This in turn might cause
jealousy and resent within the
workforce.
Tesco in order to stay ahead of
its time always depends on
fresh and innovative minds to
work for them. Internal
recruitment vastly limits this
potential.
External recruitment Apart from helping a brand
name this approach also helps
in the advertising of Tesco to a
large extent.
The quality of the candidates
can be considered to be
authentic and experienced as
well as fresh and talented
people can be taken in. Their
new business ideas and
innovative applications has
always helped Tesco to stay
ahead in the game and
improved their profit margins
as well.
This method of recruitment
helps in mass recruitment.
There is always a possibility
of the candidate backing out
from joining after he/she has
been shortlisted. Also, extra
precaution is needed for
carrying out the background
checks of the candidates.
This takes up extra time from
the authorities as it is indeed
quite difficult to verify the
details.
Also, there is the fact that the
person might quit after
sometime.
Selection: The recruited candidates are screened i.e. their CVs are scrutinized and a background
check is carried out. After this the candidates are sent to an Assessment Center where they are

given the necessary training and are evaluated accordingly. The HRM creates a final shortlist of
the candidates and they are passed on for the final interviews.

Task 2
A. Undertake an assessment of the organisation’s approach to work force planning,
recruitment and selection, development and training, performance management and
reward systems
Work Force Planning: This is the process of analysing the company’s needs both future and
present, in terms of recruiting and selecting new personnel for the benefit of the organisation.
Tesco, being a world renowned organisation has to keep up with the race and for this purpose the
HRM department has to figure out new ways to recruit talented personnel so that none of the
positions are vacant (Armstrong and Taylor, 2014). . Vacancies might prop up due to various
reasons like resignation and creation of new ones due to exploration of new avenues by Tesco.
The HRM department usually starts the process in February and holds quarterly check-ups. The
guarantee of customer satisfaction is what draws people towards Tesco and for this reason they
need proper planning to reach out to the population, so that they can hire people for all the
desired job roles who can work at the required levels.
Recruitment and selection: As already discussed, Tesco always looks out for fresh talent and
tries to absorb the best possible talents. Internally, they make sure the most suited person gets
the promotion and if the internal pool has no more place the HRM department looks to recruit
externally by posting on their websites, on various other online portals, etc.
The selected candidates are then screened accordingly and CVs are matched with the job
description. After a thorough background check the chosen ones are sent to various retail outlets
where they are assessed as per several exercises. Following this, they are interviewed to make
sure they can fulfil the demands. (Weitz and Lim, 2016).
Development and training: The continuous effort made by Tesco to spread its influence to all
parts of the world has raised the bar of training and development of its employees. Tesco has
always invested heavily on its employees, an important reason why they boast of such an
efficient workforce. Keeping pace with the modern times the organisation provides both on-the-
job and off-the-job training, and they focus on every individual needs so that the potential of
each of them can be tapped (Brewster et al., 2016). This allows the complete development of the

candidate where they feel confident of taking up new responsibilities. Following are the aspects
that need to be kept in mind:
 Training need recognition
 Training module development
 Providing training session
 Assessment
 Gap identification
Performance management and reward systems: The HRM department is also responsible for
making sure that everyone is performing their task properly, and also correlating their
performance with the objective and goals of the organisation (Brewster et al., 2016). . It is a
continuous and yet a very crucial step and the approach to this process can be termed as
performance management. Performance management also includes giving appraisals to the
employees. Although this might sound strange but in Tesco, linking the two has shown an
increase in motivation in the general workforce, and this is particularly important because Tesco
is continually expanding (Mone and London 2018).
B. Evaluate the organization’s approach to and effectiveness of employee relations and
employee engagement, and comment on the adoption of flexible organization and flexible
working practice and ‘employer of choice’.
Employee relation and employee engagement: Although employee relation and employee
engagement is still not considered suitable by many organizations, Tesco is certainly not one of
them. They make sure that a positive relation is created and an attempt is made to know the
customer (Evans, 2015). Tesco is already reaping their rewards for their way of thinking as shops
that portrays greater interest in the customer have shown remarkable increase in their profit
margins.
For any organization to succeed its employees need to be completely engaged with their duties
and should be passionate about carrying them out to perfection (Teague et al., 2015). Tesco
realizes this aspect and invests in creating an environment where everyone can take pride in
working for Tesco and also participate in the different activities. This approach has shown
greater cohesion amongst the workforce and increased sense of responsibility as all of them are

personally invested in their job. A general feeling of inclusiveness is also observed after a certain
period of time.
Tesco allows flexibility in working condition although it adopts strict measures if any candidate
is found to be causing disruption and not complying with the ethos of the organization.
Regulations regarding maintenance of working environment, punctuality and working in proper
attire are some of the things that the organization takes really seriously.
C. Identify and evaluate the key areas of employment legislation within which the
organisation must work.
Any reputable organisation has a responsibility towards the society in general and their
employees in particular. Tesco has always been a reliable business organisation as it has always
followed the norms and legislations which encourage fair functioning of their business (Wilton,
2016). The health, safety and security of the employees and their working conditions are some of
the aspects that have always assumed top priority for the management. It strictly follows the
Health and Safety at Work Act of 1974 which ensures there is no compromise with the
physical and mental well being of the employee. Strict adherence to this legislation has created a
positive outlook towards the company and has attracted many talented recruits in the process.
The Employment Protection Act of 1978 is a legislation that has become mandatory for all
business organisations to follow, so that there is no scope of dismissing an employee by unfair
means. Irrespective of the reason Tesco makes sure that a redundancy amount is paid to the
employee if he/she has served for a period of more than two years. This instils a feeling of
assurance in the minds of the employee and they can perform their task freely without any
unnecessary fear and anxiety (Trim and Youm, 2015).
Tesco has always been a believer in giving equal opportunity to everyone, and it follows all the
necessary steps to assure that no incidents of discrimination takes place, right from the
recruitment procedure. Tesco, keeping pace with its tradition of progressiveness, strictly adheres
to the Sex Discrimination Act of 1975 and the Equal Pay Act of 1970. This prevents any bias
with regards to gender, race, cast and nationality. The Race Relation Act of 1976 allays the fear
of any discrimination on the basis of race and makes sure everyone is paid and compensated for
fairly and without any inhibition.

Task 3
Conduct a brief evaluation of the process and the rationale for conducting appropriate HR
practices.
1. The design of a job description and person specification for a new role within the organization
Job description for Marketing Executive:
 Organizing marketing campaigns
 Preparing new marketing strategies and
 Managing various activities on social media
 Organizing campaigns for pitching new products
 Devising new strategies of identifying the customer
Person specification:
 Goal-oriented and hardworking
 Excellent with computers
 Good at expressing new ideas
 Excellent organizer and punctual by nature
 Ability to work within deadlines
2. Interview preparatory notes, selection criteria and an interview decision sheet of the candidate
selected
Interview preparatory notes
 Make sure the candidate is at ease
 Ask the candidate to tell something about themselves
 Inform the candidate about the responsibilities and description of the job
 Ask the candidate about previous working experience
 Ask the candidate about their future plans

Selection criteria:
 Ability to perform the task with maximum perfection
 Innovative and detailed approach to work
 Awareness of the current business situations
 Efficient organizing and pitching skills
 Ability to cope with pressure
Interview decision sheet
Applicant name:
Skills/ experience/
qualifications
Demonstrable
(yes/ no)
Reasons and comments for decision and
feedback
 Ability to
perform the
task with
maximum
perfection
Yes The candidate has shown marked
improvements in performance and has shown a
knack for performance.
 Innovative
and detailed
approach to
work
 Awareness
Yes The candidate has come along with fresh set of
ideas and has been able to successfully apply
them during the training.

of the
current
business
situations
Yes Has acute awareness of the latest business
processes and always been active during
discussions.
 Efficient
organizing
and
pitching
skills
Yes The candidate was punctual during the training
period and managed his assigned team with
admirable efficiency.
 Ability to
cope with
pressure Yes The candidate has showed calmness of
character under difficult situations and managed
to meet every deadline.
Interview
result Appointable
[Yes ]
If yes, overall ranking
_______out of ______
Not appointable [X ]

3. A job offer to the selected candidate
Dear Candidate,
We are pleased to inform you that your resume has been shortlisted by our company and that you
will be joining us as a marketing executive. Your qualifications are a perfect match for our
requirements. As already discussed you will be required to strategize new ways to organize
marketing campaigns and also need to manage your team and ensure that your team is able to
meet the deadlines.
The company will be providing you with accommodation and conveyance and also other
facilities as per the final contract.
We can’t wait to invite you into our family and start working with you.
Regards;
Mr. XYZ
HR Manager
ABC Company.

Conclusion
The study provides us with a detailed assessment of the HRM functioning at Tesco in the form of
a report. The various roles and functions of the organization’s HRM department have been
critically analyzed and so have the various advantages and disadvantages of the various
recruitment and selection process that Tesco uses.
Tesco’s workforce planning, employment relations and engagement methods and the various
legislations that are followed by the company have also been analyzed along with the application
of the different performance management systems. An assessment of the company’s HR
department as a whole has been compiled in a concise way and a careful study of the above will
provide a clear idea of the function of Tesco and its subsidiaries.

References
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strategic human resource management perspective.
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