Human Resource Management Report

This report analyzes the role of Human Resource Management (HRM) in Tesco, a leading multinational retailer. It explores key HR functions, including workforce planning, recruitment, selection, performance management, reward systems, development, and training. The report also analyzes the effectiveness of employee relations and engagement, discusses key aspects of employment legislation, and evaluates the impact of technology on HR practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1 Purpose of HR functions and key roles and responsibilities of HR functions. .......................3
2 Evaluate approaches to workforce planning, recruitment and selection, performance
management and reward system, development and training......................................................4
3 Different methods used in HR practices. ..............................................................................6
4 Approaches for effectiveness of employees relation and employee engagement....................7
5 Key aspects of employment legislation....................................................................................7
6 Evaluate how employees relation and employee legislation inform decision making............8
7 Illustrate the application of HR practices.................................................................................9
8 Evaluate the use of technology..............................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCE.................................................................................................................................14

INTRODUCTION
Human resource management is approach which is used to make people of organisation
effective and efficient in order to achieve the objectives of business. It helps to enhance and
increase the performance of employees and staff to make them enough effective to work hard to
obtain goals (Albrecht and et.al., 2015). This report will be based on Tesco. It is British
multinational groceries and general merchandise retailer. This report will explain purpose of HR
functions and key roles and responsibilities of HR functions. It will evaluate approaches to
workforce planning, recruitment and selection, performance management, reward system,
development and training. It will discuss different methods used in HR practices. This report will
explain approaches for effectiveness of employees relation and employee engagement. It will
discuss key aspects of employees legislation. It will evaluate how employees relation and
employee legislation inform decision making. This study will illustrate the application of HR
practices. It will evaluate the use of technology.
TASK 1
1 Purpose of HR functions and key roles and responsibilities of HR functions.
Purpose of HR function is staffing, employees benefits and compensate, designing or
defining work, hiring, recruiting, firing employees, training and development of employees,
maintaining and managing inter office relationship, improve satisfaction and productivity of
employees provide positive work place to employees. There are some roles and responsibilities
of human resources functions.
Staffing Needs: it refers to hire or recruit the candidates according to need of
organisation. Purpose of this function to recruit skilled, knowledgeable aspirant in the company
who are effective and effective to according to their post. Human resource management is
responsible for creating position announcements to analysing and identifying the job duties and
impel skills level and requirement which are needed for the post and position (Bailey and et.al.,
2018). For this HRM do the personnel screen aspirant by administering tests, reference check,
interviewing the qualified and potential candidate. They are also responsible for firing or
terminating the inefficient employees. With this they are responsible for transferring and
promoting their employees.

Compensation: it is a total amount of the non monetary and monetary pay which is given
by the Tesco to their employees. Fair compensate is big concern for the employee. HRM has
purpose to better, satisfied and fair compensate to their employees by researching and
developing the compensation trends. They are responsible for assess the policies' ad assists
company in order to comply with different states, federal ,and local law related to compensation
and benefits for example fair labour standard act. This identify the payment for over time and
minimum wages. Human resource manageable provide and review the documentation for
unemployment claims.
Law Compliance: it refers to conforming rules and regulation such as policies,
specification, law and standard. It describes the objective and goals of Tesco in order t achieve
objective. Purpose of HRM is to provide equitable and safe treatment to their employees.
Failure can bring the countless lawsuits that can undercut the revenue and profit of company. In
this case human recurse management is responsible for providing the work place which can
reduce the cost stemming from illness and injury. For this, HR department keeps the organisation
up to date about the laws and regulations and deliver proper information in order to create
effective procedure regarding law compliance.
Performance Appraisal: it is a general, systematic and periodic method or process which
evaluate the performance and productivity of individual employees in Tesco. Purpose of
performance appraisal is to enhance the abilities and capabilities of employees in order to meet
business objectives of organisation (Banfield, Kay and Royles, 2018). HRM is responsible to
work with individual department manager to judge the performance of workers. They are
responsible for building the entire performance appraisal process. Considering this organisation
organize annually this process and make it simple, effective and straight forward. Performance
appraisal further more used for re tenting, terminating and promoting employees. It assists
company to understand the strengths and weakness of employees which help them to achieve
their goals.
Human resource management purpose for workforce planning is to decrease assessing
gaps and serve the best services to customers. HRM function in TESCO for workforce planning
and resourcing of company is to make appropriate strategies and plan based on situation and
demand in firm for betterment. They hire right people and talent applicants in process of
workforce planning which is beneficial for organization business.

2 Evaluate approaches to workforce planning, recruitment and selection, performance
management and reward system, development and training.
Recruitment and Selection Approach: Different selection and recruitment approaches
help to identify the right and qualified applicant for the company. In this job advertisement is the
interaction between company and employees. It must be interesting, accurate and truthful. Job
description should describe the right information about the roles, duties, task and responsibilities.
Person specification should clarify the qualities, skills and experience with clear detail of how to
apply. Company can advertise their format online via company websites, professional networks
like LinkedIn. Clear and effective communicative application process can create better
impression to aspirant. After short-listing the candidates company should interview to make final
decision about them.
Strength- appropriate plan for recruitment and selection procedure bring skilled and
knowledgable people in work place.
Weakness- But ineffective selection planning hire work and unsuitable people that can
decrease overall performance of other workers in TESCO.
Performance Management Reward system: Organisation wants accountability.
Without proper performance management approach, tools, processes, capabilities Tesco can lose
it. Approach help company to keep employees aligned with the goals. An effective management
approach clarifies and indicate where invest energy, which can reduce the times spent on low
valued activities (Berman, Bowman and Van Wart, 2019). It communicates how employees
individually contribute in order to meet business advantages and goals. It aligns goals of
individuals with resulting in greater focus, business priorities and effective use of resources. To
make effective performance management approach Tesco must establish and develop goals,
plans and strategies. Take action in order to provide feedback. Evaluate performance and provide
rewards to employees. Due to this, performance management process will effectively work.
Strength- Performance management reward program strength is to enhance workers
working interest and productivity in TESCO.
Weakness- If HRM cannot provide fair rewards to people it impacts on company market
reputation.
Development and Training: objective of business is to make profit with help of
effective, well knowledgable employees. Right development and training approaches leads

company to make employees productive. Systematic approach of training is advantageous for
organisation to meet objectives and goals. It assists company to ensure that training starts and
ends with need of Tesco. To provide better service to employees, company have to analyse
employees and groups who need training. After this make objective for training which specify
duties and responsibilities after completion of training. At the completion of training employees
will able to understand their roles and objectives of company. It will improve productivity and
performance of them.
Strength- Effective development and training session should made appropriately which
help to increase staff performance and abilities.
Weakness- Ineffective training session decrease working capabilities and overall staff
performance which impact on TESCO profitability the most.
Workforce Planning: It is a process in which organisation align the needs and priorities
of their employees. It includes regulation, service, legislation, organisational objectives and
goals, production requirement. This approach consist of translating management long and short
terms goals which is required for job. Identify the gap between current work culture capabilities
and organisational goals. An effective workforce planning needed accurate vision for
management, effective leaders who are able to implement his vision to human resource.
Effective workforce develop the atypical talents to new activities, convert over staff into positive
opportunities channel the motivation of talent.
3 Different methods used in HR practices.
HR practices includes the development of leadership in the organisation. It occurs with
practise of developing training courses\, motivational programs in order to appraising
performance of employees, evaluate fair system, knowledge sharing, performance linked bonus,
highlight performance, safe, create healthy and happy workplace, performance management and
feedback system employee security.
Provide Employment Security: human resource practices includes employment
security. There is always social contract between employees and organisation. Company want to
their employees engage, commit, work more toward them and offer up ideas. Employees will
only do this if the get something in return such as employment security for themselves and their
families. It is an important practice of human resource in context of employees. It also beneficial
for Tesco because it helps them to remain their employees.

Provide employment security to staff members in TESCO is one of the best HRM
practice as it is beneficial for company reputation in marketplace.
Selective Hiring: Effective selection brings valuable employees in the organisation.
Selection process must efficient and effective in order hire the best candidates. For this company
is using different methods such as online ressentiment, digital platform, online sources and so on.
With the help of online sources company is able to find valuable, skilled employees (Bratton and
Gold, 2017). These employees enhance and improved the performance and productivity of
employees and organisation as well. With this it increases the profit and revenue of company as
well.
Effective selection procedure give benefits to company as hire the most talented and
appropriate candidates that contribute to achieve organizational goals and business objectives.
Training and Development: Training process improve the performance of employees in
order to meet business objectives. It is one of the important practice of human resource
management. Considering this, HR uses diffident methods to enhance abilities and capabilities
employees. Human resource Management organise various activities to increase needed skills
and knowledge. It helps to analyse the strength and weakness of employees and make
development according to that manner.
Training and development session is beneficial for TESCO as well as employees growth,
it supports to enhance workers as well as company productivity.
Self manage and effective team: All team members are crucial to achieve shared goals.
High performance team are essential to obtaining competitive advantages. HR practices needed
to provide values in manner to make them effective to work towards common goal. Team
members are able to generate ideas that are different from other. HR practices are responsible for
providing the environment where employees feel free to share their ideas and plans. With this
they can implement their ideas I proper way.
Effective team and self manage team can be able to managed their own work as well as
other that is beneficial for TESCO as to maintain operational efficiency for long term.
4 Approaches for effectiveness of employees relation and employee engagement.
Strong and effective employee relations are required in Tesco for high productivity and
human satisfaction. It depends upon healthy and safe work environment, incentive for employee

motivation and effective communication system in the organisation. Good employee relations
lead to more efficient, motivated and productive employee which helps in increasing sales level.
Sirota's three factor model of engagement
Engagement is achieved through the satisfaction of three engagement factors which are:
Equity/fairness- By treating fairly in comparison to one another it can help firm in
building the productive work environment. Conflicts free environment make the employees able
to concentrate on the tasks and they are therefore more productive which helps manager in
decision making and employees engagement (Brewster, Vernon and Houldsworth, 2016).
Achievement- Giving the chance of achieving something to employees, manager can
help in employee engagement. For this, manger can give tasks to their employees and the
deadline of submitting that task. Employees who competed task correctly or on time, manager
can give rewards and recognition to employees which help in increasing morale and decrease
labour turnover.
Camaraderie- It is the last way of employment engagement' model to give them healthy
atmosphere. Most of the employees spent their lot of the time at work. So it is important for
employees to give them an atmosphere which promotes interaction and team building
5 Key aspects of employment legislation.
Employment protection legislation have all types of employment protection measure
which includes grounded primary in legislation, collective bargaining condition of employment,
court ruling, customary practices. Employment laws provide employees at workplace
discrimination, minimum wages, redundancy and dismissal, training and union right, health and
safety, hours worked, holiday entitlement and so on.
Recruitment law: The key areas of recruitment and selection law includes the
discrimination, right to work in country, data protection and criminal record check. According to
this law employer and recruiting staff should understand and keep the company up to date with
legal obligation about recruitment and selection process.
Employment Right Act 1996: This law include the contract of employees act 1963, the
redundancy payment act 1965, employment protection act 1975 ad wage act 1986. This law
protect employees at workplace in situation such as unfair dismissal, dismissal, redundancy,
parental leave. It strength the right of employees to request the flexible working hours. Under

this law employer have to give reasonable notice before termination. Employees can not reveal
confidential and private informational of company (Cascio, 2015). It prevents employees from
unfair dismissal. Tesco must imply this law strictly for welfare of its employees.
Health and safety act 1974: this act define the general duties of employers to their
worker at work places. According to this law organisation is responsible for maintenance of
system and plants of work without risk to health. Arrangement of ensuring about reasonable
practices safety and reduce the risk of health from handling, storage, transport of substances and
articles. Examine and test all the equipment in order to decrease the accidents at work place.
Employer has to provide adequate heating, lighting, workspace, ventilation, safe passageway to
avoid slipping and tripping hazards, staff facilities such as toilets, refreshment and washing
facilities. Tesco is responsible for providing all the facilities according to this law.
Employment Minimum Wage act 1998: this law prohibit of organisation from
recruiting worker for less than a given daily, hourly and monthly minimum wages. This law sets
minimum hourly rates which organization must pay their employees. According to HM revenue
and custom minimum wage is based on before tax, gross pay and national insurance are
deducted. There are no exclusion based on size of employer, region, occupation. Employees can
not be excluded on the basis of employment pattern, hours of work, contract status and length of
service. It increases the income of the low paid.
6 Evaluate how employees relation and employee legislation inform decision making.
Healthy relationship between employees and organisation play an important role in order
to meet business objectives and making decision. Strong employ relationship is required to
enhance productivity of employees and organisation as well. It makes positive work environment
where employees can work freely, fearless and stress less. Due to this, employees feel motivated,
enthusiastic, empowered and try to make more efforts to work hard in order to meet business
objectives. With this, they participate in decision making of organisation. With motivated, skilled
and well knowledge d employee Tesco can take positive decision about expand their business
more at global level, because company have efficient workers who will assist to achieve more
success. Good employee relationship leads to more productive, motivated, efficient employees
which support to increase in sales level.
Apart from this, implementation of employment legislation secure and protect employees
from discrimination based on colour, race, religion, sex, national origin, disability, citizenship

status (Guest, 2017). Other employment law such as workplace safety and health employment
law, compensation of workers are fruitful for organisation in order to engage employees towards
them. Providing basics needs, demands, security, fundamental requirement under this law make
employees to feel that they are valuable asset for company. These legislations are fruitful to
engage employees for their work. Engaged employees are more effective and efficient in their
work and making decision related to company.
7 Illustrate the application of HR practices.
HRM practices can define with several aspects' like development, motivation and retain
workers for survival for the organisation (Nankervis and et.al., 2016). It is used to manage and
develop accountabilities to gain competitive advantages. HR practices have some of these points.
Payment and reward management: Reward management is essential of strategies and
policies which aims to pay workers equitably, fairly, consistently. Reward management
motivates employees to work effectively in term to meet business objectives.
Employee performance management and monitoring: Performance management
involves development of employees, increase competitive work environment, interpersonal
relationship, feed back and team work. HR is responsible for managing goals and performance
objectives by providing training, motivation to employees and monitoring their improvement.
Job Description
Job Title: Human Resource Manager
Reports to: CEO of Tesco
Job overview:
Responsibilities: Recruiting, hiring, training new employees, administrative duties, handle
employee relation, conflict resolver, strong communicator.
Qualification: Graduated in Business Administrative and MBA in Human Resource
Management, CIPD qualified
Experience: 2-3 years
Person Specification
Title of the Job Human Resource Assistant

Date 07/03/19
Qualification Required Essential Desirable Met
Bachelor's Degree and
Master in Human Resource
Management.
MBA in Human Resource
Management, CIPD
qualified (Reiche and et.al.,
2016)
Yes
Yes
Need of Experience
3 Years’ experience of
regarding field. Previous
HR marginal experiences.
With needed knowledge of
organisational assessment,
diversity and inclusion
practices, employment
law.
Yes
Yes
Skills Needed
Key skills needed:
interpersonal, decision
making, conflicts solver,
positive attitude required,
flexible to respond difficult
work solution
Yes

Good communication and
people skills, both
internally and externally,
committed to delivering a
high level of customer
service
Yes
Interview questions for Human Resource Manager.
1. What made you to apply for this post?
2. What is your experience with cost reduction efforts?
3. What do you consider for the most successful recruitment and selection ?
4. How can the HR functions contribute to business success ?
Job Offer Letter
Job Offer Letter
08 March 2019
Tesco company, London
John Lewis
We are pleased to inform that you are shortlisted for the post Human Resource assistant Tesco
company. You're joining date will be 15 March 2019. Salary will be £40,000 per year.
Full family medical coverage will be provided through our company's employee benefit plan
and will be effective on March 25. Tesco offers a flexible paid time-off plan which includes
sick leave, holiday, personal. We look forward to welcome you as a new employee in Tesco.
Richard
HR Manager of Tesco

8 Evaluate the use of technology.
Recruitment is importance process in business. It decides success and profit of
organisation. Use of technology improved the quality of recruitment and section process. This
process need effectiveness in order to hire right, talented and skilled employees in the
organisation because they are basic pillar of success of Tesco. Skilled employees impact
positively in the profit and revenue of company (Noe and et.al., 2017). Considering this, it is
essential to keep up to date recruitment process with help of technology. Online resources,
social networking, digital platform are enhancing the effectiveness of selection and recruitment
process. Technology is helpful in manner of such things which are given below.
Help to seek Talent: There are many technologies which are affordable and very useful
to bring talented people in the organisation. It allows Tesco to recruit many valuable employees.
Such as tracking system which can manage all the applications of aspirants. With it, this system
is also able to sort the applicants in any desired order. Skill level, job opening resume and such
other thing can easily see via application tracking system.
Online testing: Technology make it easy to test the competency and skills of candidates
for Tesco. ESTA application is another system to test the documents of applicants. Online
testing includes the personality tests, cognitive ability test, emotional intelligence test, job
knowledge test, physical ability test, integrity test, skill assessment test.
Increasing Productivity: Higher productivity leads to higher growth. The more
company produce, the more they sale. Technology help to cut done the time it takes to complete
the task. The automation includes managing emails, social sharing, delegating tasks. Digital
platform help to advertise the job description and support company to seek talent. With this
social networking sites measure and manage acquirement of employees and employers. On
social sites both organisation and applicant are able to find their interest regarding to needs.
Social Media Recruiting: it is another technology which improving the process of
recruitment and selection. It is a new tactic which providing better result to organisation. This
includes the video interviewing. With this, organisation is considering social media profiles of
candidates rather than screening them. Other way to use social media in recruiting is to referral
source. In these applicants are engaged in social reciting and referral aspirants can perform better
in their position. In addition, mobile recruiting in also effective to hire employees. For this,
employer must have career page to optimized the mobile experience. This assist to reach

effective candidates more easily and provide great impression of company brand. It provides
mobile friendly process and help to improve effectiveness of recruitment and selection process.
CONCLUSION
From the above study it has been concluded that effective human resource management
has supported Tesco to enhance employees morale, motivation and created them more
productive towards achieving goals. Perfect and effective planning of recruitment and selection
assisted organisation to hire potential and qualified candidates. Training and development
programmes helped employees to improve skills and knowledge for effective work. Different
approaches increased effectiveness of employee relation and employee engagement with flexible
working practices of company. Technologies such as online resources and social media has
improved the selection and recruitment process.

REFERENCE
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Wilton, N., 2016. An introduction to human resource management. Sage.
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Online
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