Human Resource Management Assignment : Tesco Plc

Human Resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
P1 Purpose & functions of HRM.................................................................................................1
P2 Strengths & weaknesses of different approaches to recruitment and selection......................3
ACTIVITY 2....................................................................................................................................5
P3 Benefits of different HRM practices for employers and employees......................................5
P4 Evaluation of effectiveness of different HRM practices for raising organizational
productivity & profits..................................................................................................................6
ACTIVITY 3....................................................................................................................................7
P5 Importance of employees relations to influence HRM decision-making...............................7
P6 Key elements of employment legislation & its impacts on decision-making........................9
P7 Application of HRM practices in a work related context.....................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
HRM refers a functional department of an organization that are responsible for recruiting,
and managing resources of the company. This present study is based on Tesco Plc as it will show
functions which are being played by this company. Tesco plc is a British multinational retailer
with having headquarter in Welwyn Garden City, UK (Ismail, 2017). It was founded by Jack
Cohen in the year of 1919 and provide services to several areas including Ireland, UK, Czech
republic, Hungary, Poland etc. This study is going to show some purpose & functions of HRM. It
has several strengths and weaknesses of different approaches of recruitment & selection such as
internal and external recruitment.
Further this report will discuss and show importance of employment relationship in the
company. It also uses different HRM practices like training, rewards which has some importance
and effectiveness and can impact on the performance of the company in positive & negative
manner. Key employment legislation also plays a vital role as it impacts on the process of
decision-making. Lastly it will show the importance of having job description & person
specification for a specific job role.
ACTIVITY 1
P1 Purpose & functions of HRM
Human resource management can be defined as a process of coordination of the
company’s people in order yo achieve pre determined goals and objectives & maintain
employees satisfaction. HR department of Tesco Plc performs various functions as they have
some purposes and objectives (Noe and et.al. 2017).
Purpose of HRM
Effective use of HRM: The main and preliminary purpose of HRM of Tesco Plc is to
make an effective use of all resources of the company. They also make sure that employees are
being used in a right manner. Tesco Plc manage and handle different projects as it provides
several services to customers, so it is important for them to organize efficiently & allocate
resources.
Engage employees: After using of HRM, the second purpose and objective of HR of
Tesco Plc is to focus on maintaining and developing employment relationship and engage
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employees. For making them engage they focus on team building and team working. By
engaging employees they can retain them within an organization for the long run.
Promote company’s culture: Promoting a positive culture is other main purpose of HR.
By promoting culture they can attract wider range of customers and skilled employees. It is an
important tool for attracting talent (Shantz and et.al., 2016).
Functions of HRM: It includes 2 types of functions such as managerial and operating.
Managerial functions includes:
Planning: Planning is the main function of HR manager. Planning is an effective
framework on which basis they get things done & also establish the best process to accomplish
goals.
Organizing: After making plan, organization also plays main role. For making the plan
successful it is important for them, to organize all resources with effectively.
Directing: Employees are the main key element who help the company in accomplishing
goals. For making them more able HR guide and direct them in their work. Directing function is
good for employers and employees as it helps employees in reducing errors in work.
Controlling: After directing, planning and organizing, HR of Tesco Plc check and verify
employees performance. Controlling function make them able to take corrective actions.
Operative functions:
Recruitment: Recruitment and hiring is the main and the first operative function which
is being played by HR of Tesco Plc. With this function, HR makes and brings pool of
prospective candidates that help the management to have options of selecting the best and
talented candidate (Jamali, El Dirani, and Harwood, 2015).
Job analysis: After recruiting, job analysis is other function in which they describe the
nature of the job by skills, qualification required by them for specific job position. It also
includes outlining responsibilities, duties, tasks
Training & development: The main reason of Tesco Plc is they have skilled and
talented workforce which help them in providing attractive and better services to customers.
After recruiting candidates, HR focus on ng them enough training to them as it increases their
skills and knowledge. Trained employees feel more motivate and able to do and perform any
type of work and tasks.
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Employees welfare: In order to retain employees for the long run within an organization
it is important for them to focus on employees welfare. According to this function, HR takes care
of several benefits & facilities and are being provided to employees.
Labour relations: Employees seeks and expects some things from an organization and
an effective working environment and interpersonal relationship is one of them. When
employees feel that they have a strong relationship with others then they likely to work more
productively and with fresh mind (Muthirayan and et.al., 2018).
P2 Strengths & weaknesses of different approaches to recruitment and selection
It is analysed and stated that Human resources' department of Tesco Plc plays several
functions. Recruitment and selection is preliminary function for which they are responsible.
There are several approaches of recruitment and selection process that are being used by Tesco
Plc after analysing strengths and weaknesses of them. Some approaches are described as follows:
Recruitment approaches: Recruitment can be defined as a process of finding as well as hiring
the best and suitable candidate within an organization.
Internal recruitment: Internal recruitment is the type of recruitment process in which
HR of Tesco Plc fill vacancies within a business from its existing employees or workforce. Most
of the companies now more focusing and using this type of recruitment process because it
motivates employees and is cost effective (Jøranli, 2018). There are various methods of internal
recruitment such as transfers, promotion of employees, employees referral etc. It is also being
used by Tesco Plc because it has several benefits which includes:
Strengths:
Boost employees morale: The main aim of Tesco Plc of using this method of
recruitment is it helps them in encouraging and increasing employees' morale. All employees
want to feel happy and valued in an organization. To get promoted and transferred in the position
where employees always wanted to be, boost their morale and self esteem.
Cost effective: Other main advantage of this approach is it is cost effective as HR does
not require to incest in training because all employees are well known of all processes and work.
Decease employees turnover: It is stated that Tesco Plc was facing increasing rate of
turnover issue which has several reasons. When employees feel that they are being valued and
respected then they are less likely to leave the company. So this internal approach can reduce or
decrease labour turnover.
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Weaknesses:
Workplace jealousy: It is also stated that human are emotional beings. It is not possible
for Tesco Plc to promote all employees at a time. They promote and transfer those employees
who have more experience and talented. Other employees who do not get promoted feel jealous
that can become the reason of conflicts.
Lack of fresh ideas: When HR of Tesco Plc recruit employees within an organization
then it can not get new & fresh ideas which can be brought by external candidates. IT is called
the main disadvantage of internal recruitment.
External recruitment: External recruitment is just opposite of internal recruitment. IT is
the process of hiring and recruiting candidates and to fill the vacant job from outside of an
organization. The main purpose of Tesco Plc of using this approach is to make a poll of skilled
and qualified candidates via external sources (Ye, de Salas and Ollington, 2016). Some external
sources of recruitment includes advertising, direct recruiting, employment agencies, labour
contractors etc.
Strengths:
Wider choice: HR has the availability of larger pool of candidates and have options to
select the best and suitable candidate. They can easily select the best candidate who can fit and
suitable for the given job role.
Fresh talent: External recruitment facilitates the entry of fresh talent. It also encourages
new and innovative ideas & skills that are being required to perform a task. When employer get
fresh and innovative ideas then existing employees also have opportunities to learn from them.
Promote better competition: The other main strength of external recruitment approach
is HR of Tesco Plc can promote an effective and positive competition within an organization. It
can also take competitive advantages and become the market leader.
Weaknesses:
Expensive & time consuming: The main disadvantage of this approach is it is quite
expensive and time consuming as compared to internal. For this HR requires extra cost for
vacancy announcement and after recruiting it also requires investing in training & development.
Dissatisfaction: When HR recruit candidates from outside an organization then it
dissatisfies existing employees. It can also become the reason of absenteeism and labour
turnover.
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Selection approaches
On boarding & induction: Induction & on boarding is a process of selecting candidates.
In this process & program HR of Tesco Plc need to introduce the job & their company to the new
employees & vice versa. It is an effective process of bringing new employee within an
organization (Qiang and et.al., 2018).
Strengths:
 The main strength of this selection process is it can help Tesco Plc to learn & evaluate
employees skills & also have positive impacts of employees retention.
Weaknesses:
 This method can not make sure to HR of Tesco Plc & employers that employees have
ability to understand all the things.
Psychological testing: It refers a systematic process of comparing the attitude &
behaviour of 2 or more than 2 persons. Tesco Plc use this test as it is free from biases. It is being
used to measure the interest, intelligence & abilities of a candidate.
Strengths
 It is biased free so it helps the company in understanding candidates personally as well as
professionally.
Weaknesses
 It is a complex approach to measure & evaluate the outcomes of the test because there is
no prescribed measurement.
ACTIVITY 2
P3 Benefits of different HRM practices for employers and employees
HRM practices is a part of HR strategy that can have impacts on the company &
workforce. There are different HRM practices which are being used and offered by Tesco Plc to
their employees.
Safety workplace: Workplace safety and working environment also play a significant
role for Tesco Plc. It is also called that a safety working environment is more productive. There
are several employees work in Tesco Plc so in which half of the employees are female so they
prefer to work at a place who uses safety measures and can feel protective. This practice can help
the company in reducing staff turnover which is beneficial for employers & employees.
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Training and development: After recruiting, HR provides them training in order to
increase their skills and knowledge regarding their work and processes. Trained employees are m
ore productive then untrained employees. So it is the main purpose of Tesco Plc to give them
training and get them work done in an effective manner. It is beneficial for employees and
employers. Employees can work any type of work and provide the best services to customers. On
the other hand it increases customers experience & satisfaction that is beneficial; for employers.
Rewards & fair evaluation: It is other main effective practice. By providing financial as
well as non financial rewards to employees, they can satisfy their needs and motivate them.
When employees get more benefits on the basis of their performance level then they feel
encouraged and more try to give their best in performing their work. Motivated employees are
likely to stay longer within an organization that is good for both employees and employers
(Donate, Peña and Sanchez de Pablo, 2016).
Labour relations: It is also called the best practices which is being offered by employers
of Tesco Plc to their employees. Labour relationship means to have strong bonding with manager
and colleagues. When employees feel that they have a strong relationship with other than they
support to their colleagues and are being supported by others. It helps them in reducing errors in
their work which is good for employers and employees.
P4 Evaluation of effectiveness of different HRM practices for raising organizational productivity
& profits
HR of Tesco Plc provides and offers various HRM practices that have some importance
and effectiveness. It is evaluated that effectiveness of HRM practices can help Tesco to increase
their company's overall productivity & profits.
Safety and healthy working environment have some importance that help the company in
increasing their sales. It reduces the workplace stress and also increase staff morale. When
employees feel that they are at safe place then they help the company in increasing efficiency
and also stay at workplace for the long run. When employees retain at workplace for the long run
then it increases their brand image in the eyes of customers. Customer prefer to buy products
from those shops who have a good brand image, so it can be said that it can raise profits &
productivity as well (Zibarras and Coan, 2015).
Training and development practice also have some importance and reason of increasing
overall productivity. When employees come for interview then they posses some skills and
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abilities but it is not necessary to have all those skills which the company is looking for. Tesco
Plc have several departments that perform different work so it is important for employers to give
training to employees for making them able to perform any type of work. Trained employees feel
that they can do work productively so it is good for the company.
The main importance if effectiveness of rewards and fair evaluation is it motivate
employees. Employees want some benefits from an organization like working environment,
employment relationship and fair evaluation. When they get all those things which they wanted
then they focus on their work and help the company in accomplishing their organizational goals.
When employer evaluate not on the basis of male and female candidates but on the basis of their
achievement against group as well as individual performance target & reward then they feel
valued and respected. They more try to work efficiently which can help Tesco Plc to satisfy their
customers by providing them qualitative products and services.
Labour and employment relationship is other main HR practice which Tesco Plc use.
They focus on following customer and employees oriented approaches rather than task oriented.
The main aim of using this approach is to create a climate of trust and honest. When employees
feel strong relationship with the company and its members then it increases their willingness of
them to help each others. It also decreases voluntary turnover & absenteeism from workplace.
On the other hand unfair evaluation can lead & drive people out of organization. So it can
be said that Career development opportunities, work climate, compensation all these practices
can help Tesco Plc in increasing customers experience along with increasing their productivity &
profits.
ACTIVITY 3
P5 Importance of employees relations to influence HRM decision-making
For any organisation maintaining good employee relation is essential for the success of
the company, strong employee relation are required for increase in the productivity as well
satisfaction of employees in the workplce (Al-Emadi, Schwabenland and Wei, 2015). For Tesco
it is important to maintain healthy employee relationship in order to be successful in present
competitive markets and can bring better results for the organisation and can also help in taking
effective decisions. For example if the employees of Tesco are not behaving in the workplace as
per the expected norms of behaviour it may have strong impact on HRM decision makings. Like
absenteeism or low employee performance or grievance etc can have influence the decision
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making HRM. HR. manager in order to over come these problems can take various decisions of
decreasing employee absenteeism or increasing the performance of the employees by organising
training programs etc (9Hasle, Seim and Refslund, 2016). So, in such cases HRM has make sure
that steps taken should be taken in a way so that these issues are addressed in an effective
manner. If Tesco is providing safe working environment, fairly treats their employees and are
supportive towards employees it can help in improving the performance of the employees and
their satisfaction level. So, it can be beneficial for the company and it can influence the decision
making HRM like providing incentives, trying to make job exciting for employees, keeping
employees well engaged in tasks, rewarding the employees etc. Developing a healthy employee
relation in the workplace, Tesco can increase their employee retention rate at higher levels so, it
can influence their decision of whether or not to hire new employees for the organisation and can
help in decreasing company's recruitment cost. Good employee relation can decrease conflicts in
Tesco and it will spread positivity within the workplace (Eldor and Vigoda-Gadot., 2017). In
order to build good employee relation management should trust their employees and trust
between the two parties can prove strength for the organisational success. If management knows
the strengths and weaknesses of its employees and delegates responsibilities according to their
strengths and weaknesses this will help in maintaining the motivation level of the employees.
Due to this employees will be able to complete the tasks on time which are assigned to them. So,
in order to maintain effective employee HRM has to assess the strengths and weaknesses of their
employees within the workplace (Dunlap, Cummings and Janicki, 2017). Also, in order to make
the company a happy workplace it is important Tesco to work together with their employees, by
developing healthy employee relation. It can influence HRM decision to what extent the training
programs are to be organised within the organisation and to what extent employee targets are
increased in order to increase the profitability of company. So, effective employee relation can
influencing various HRM decisions in Tesco like;
 Human resource planning of the company.
 Recruitment and selection process of the organisation.
 Health and safety of the employees.
 Decisions related to benefits and compensation.
 Human resource research and
 Employee and labour retention.
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P6 Key elements of employment legislation & its impacts on decision-making
Elements of employment legislation-
Employment legislation refers to various laws that are applicable on the employment
practises of the organization. Employment laws and regulations directly impacts the workers,
trade union and overall working of the firm. Employment legislation helps to provide the
information to the management of Tesco regarding the ways they should treat the employees
(Guest, D.E. and Clinton, 2017). Different elements of employment legislation are -
Determining job positions -
Management of Tesco should provide the information to employees regarding their job
performance. Company should clearly communicate the information during process of
recruitment.
Compensation -
Human Resource Department of Tesco is responsible to provide information related with
compensation to the employees. Such as it must provide details of minimum wage, number of
working hours etc (Peltier, 2016).
Equality -
Management of Tesco should maintain equality in all the aspects related with recruitment
process of employees. According to Equality Act, 2010, management should treat all workers
equally. By ensuring equality among employees, management of Tesco can easily influence
them to perform better.
Working time -
Tesco should clearly provide the information regarding working hours to employees for
which they have to work weekly or daily. This will ensure clarity in respect of working hours in
the minds of workers (Countouris, 2016).
Employment legislation acts are as follows:
Equality act 2010
The equality act is legally protects peoples from the discriminations at the workplace.
This law easier to understand and strengthening protection to the peoples in effective manner. As
per the equality act manager have need to make sure that all employee are being provided for
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with equal opportunities to employees. In this case, manager of Tesco have to provide equal
rights to their employees by their cast, religions and colour.
Healthy and safety act 1974
Healthy and safety at work lays down wide range duties on employers. Employers have
to protect their employees and provide work and workplace safety and welfare to their
employees (Parnell., Stanton and Plant, 2017). As per this act, employers make sure about safety
needs of employees at workplace in effective manner. In this case, human resource manager of
Tesco provide healthy and safety workplace to employees by machines and technology uses.
Those are the acts and laws which are help to employees and employer of Tesco.
Impact of Employment legislation on HRM functions.
The human resource department is the most crucial function within the organization that
majorly focus on the employee development goals that makes the business more productivity and
goal oriented. The fair labour standards act helps to prevent the business goals and affect the
better goals oriented task. Some functions and legal implications can affect the HRM decision-
making approach that also contains the effective management goals which might also be more
effective in terms of management goals. The regulations apply to employees who have had 15 or
more employees on the payroll. Some situations and conditions of legal implication impact the
employee relation with the staff members.
Anti Discrimination laws in Hiring
Anti discrimination act is the legal implication laws that affect the HRM decision-making
process in case the company notable to follow this. In order to secure business from legal
implications. Anti discrimination restrict the hiring and firing actions to employees aged 40 and
older. So somehow the legal implications affect the overall business goals.
Regulations Protecting Wages and Overtime
Regulations protecting wages can affect the HRM decision-making approaches in order
to implement the HRM policies. Such implications raise the obligations on HRM policies within
the organization. Regulations business activity can affect the business opportunity and gained.
Clear influences of the business influence on existence performance of the businesses.
However, due to not abide the positive requirements to promote the employee performance. It
will affect the employee satisfaction and negative environment of the business. Therefore, legal
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implications has always given the negative impact on the overall business due to which HRM
practices get affected into high affecting manner.
Employment direct impact on the employment legislation on the conduct of employment
relations that has been widely studies but there has been relatively little attention to the effects
on human resources professional.
HRM business practices directly affect the business performance and its impact on the
development charges.
P7 Application of HRM practices in a work related context
There are several practices which are being used by the company. Job description and
person specification play an important role in the process of recruitment and selection.
Job description: Job description refers a document that includes several informations
like tasks, responsibilities, duties & working condition that all are related to job listing of an
organization. It is a narrative description that consists of all details which a company requires
and provides like working conditions, qualifications and skills needed by an individual
(Holmberg, Caro and Sobis, 2018). The main aim of Tesco Plc to use job description is to
understand the skill and experience that are being needed by them to increase the success of the
company (Liaw, 2016).
Job description of HR administrative assistant need to perform several tasks such as arranging
meetings, answering telephones and other duties.
Job Description
Job Title HR administrative assistant
Reports to HR manager of Tesco Plc.
Purpose:
The HR administrative assistant as a part of HR team need to provide a professional HR
administration functions. To provide excellence customer services.
Key responsibilities:
 Providing scheduling support by book appointments & resolving conflicts in a timely
manner.
 Handling company's tasks including filing, generating reports & reordering supplies.
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 Making travel arrangements with making hotel reservation.
 Maintain professional communication.
 Handle HR help desk queries in a responsive way.
 Anticipate needs of staff with the main aim of increasing positive experience.
Requirements:
 Prior HR administrative experience.
 Excellent computer skills
 Willingness to be proactive in order to create a positive experience for others.
 Associate's degree in the same or related field.
Person specification: Person specification also refers a document that describes
qualities, skills, qualities and experience that a candidate need to have in order to perform
specific job duties. It also plays an important part in recruitment process as it makes HR able to
profile the ideal person to fill the job. If a person want to be successful in the process of
interview and recruitment then it is essential for them to have relevant skills and experience with
the needs of the job (Taktak and Moussa, 2017).
Requirements Essential Desirable
Skills  Strong communicator.
 Ability to creating supporting team
environment.
 Ability to react positively.
 Ability to solve critical problems.
 Developing employment
relationship.
 Excellent numeric skills.
 Ability to provide qualitative and
attractive services to customers.
 Having proper
knowledge of all
policies.
 Fluency in English &
Dutch.
 Ability to prepare
statistical reports.
 Able to work under
pressure.
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Experience  Working experience as an
administrative assistant in any
retailer company for 2 years.
 Experience of using MS Word and
excel.
 Previous experience
working in an
international
educational context.
 Experience of
maintaining website.
Education Educated to a bachelor degree level
Interview questions: Here are some questions which are being asked to administrative assistant
are described as below:
1. As an admin assistant, how do you envision contributing to the company's team?
2. What is the best project on you have worked and got successful?
3. In your opinion which skills are required in a good administrative assistant?
4. How would you handle and increase customers satisfaction?
5. Have you ever had to juggle multiple supervisors as an administrative assistant?
CONCLUSION
After going through above report it has been summarized that HRM function are the very
important function for the purpose of the workforce planning and the resourcing as all the HRM
function is related with the Human resources management of the organization. Further this report
summarized that the recruitment and the selection approaches both are having their benefit and
disbenefit on the basis of the requirement of the manager. Further this report summarize that
HRM practices are important for the both the employee and employer in the organization and the
practices are also important for raising the profit and productivity of the organization as all the
function are performed in the organization with the sole motive of achieving the organizational
goal. Further this report summarize that the employee relation in the organization plays a crucial
role in influencing the HRM decision-making, employment legislation of the country also has the
great impact on the HRM decision-making as company has to follow all the legislation in
operation of their business. In the end report summarize that HRM practices are also very
important in work related context in the organization as all the Practice which is done in the
organization is done by looking at organizational goal as basis. However, it has been concluded
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that how much organization HRM is important for the organization development growth in terms
of high performance development and maintaining the better objective performance task. Apart
from that, the business organisation also need to adopt the new HRM implications and practices
to gain the new business performance and maintained the positive work culture environment.
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