Human Resource Management | TESCO

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Purpose and functions of HRM applicable to workforce planning and resourcing in
organisation............................................................................................................................1
2. An assessment of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems...........................4
3. Approaches to Workforce planning and performance management..................................6
4. Effectiveness of employee relations and employee engagement,......................................7
5. Key aspects of employment legislation within which the organisation must work...........7
6. Key element of employee's legislation and its impact on decision-making process of HRM
................................................................................................................................................8
7. Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation.................................................................................9
8. Evaluate the use of technology, online resources, digital platforms and social networking
on improving the recruitment and selection process............................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management refers to the core function of business organisations. This
department is responsible for developing positive relationship among employer and employees.
This department performs numerous of activities such as hiring, training employees and
recruiting effectively so that right employee can be placed in effective manner. It also leads to
enhancement of productivity in effective manner (Alfes and et. al., 2013). The present report is
based on TESCO, a multinational grocery store. The company is based in United Kingdom. The
report includes discussion on purpose and function of Human resource management along with
its strength and weaknesses. Further benefits of HRM practices for both the employer and
employee are described in detailed manner. Along with this, effectiveness of HRM practices and
importance of employee relations are described effectively in the company. At last, it discusses
about key employment legislation and their influence over decision making.
1. Purpose and functions of HRM applicable to workforce planning and resourcing in
organisation
Human Resource Management is fundamentally works on "human being" that are
important asset of any organisation. Every firm, industry follows a well structure framework of
forecasting the demands of staff members. Workforce planning is very tedious task done by HR
managers. There are some essential layered purpose and function of HRM workforce planning
and resourcing in organisation :
Purpose of HRM
The key responsibilities of HR managers is to increase the productivity of organisation
or industry by optimal usage of staff resources. The key purpose of TESCO Human Resource
management is to have perfect balance between improving employee's and work organisation
functions to achieve business strategic goals (Budhwar and Debrah eds., 2013). The role of
manager's for attaining the purpose and function of workforce planning are :
Create better organisational culture: An organisational culture is one of the important
part in maintaining human resource. The HR manager of TESCO, have to provide an healthy
and safe environment to their staff members for both male and female employee's if there is
situation occurs when the workers have to do rotational shifts in some emergencies. They should
1

feel secure. This surrounding will help, the labour to work effectively which will increase the
productivity of staff and TESCO company.
HR Policies: This purpose should be practise by HRM in TESCO company, for
providing satisfaction in the employee's with various monetary and non monetary benefits which
are included in Workers of England Union for effective and optimal outcome for successful
growth of business (Chelladurai and Kerwin, 2017).
Functions of HRM:
Recruitment & Selection: The fundamental important function of HRM in organisation
is recruitment and selection. This process involves a high risk of recruiting right candidate for a
specific job profile at right time. This result, in better efficiency in productivity with pool of
recruited and selected positive employee's. The TESCO HR manager, should wisely use this
procedure by high quality screening of potential applicants and hire them with their skills
suitable with job description.
Training and Development: This function has to be implemented in every organisation
for existing and new employee's. With the use of high technology, the TESCO manager should
provide training session for development of staff at internal and external for the hike in
productivity of company's growth and market share. Training is key features, for adapting of new
techniques and to generate new leads for the company with effective communications with client
and stakeholder of the TESCO company.
Employee Relation: This could be define as strong relationship between employee's at
every level on the basis of hierarchy developed from the committee of the organisation. The
relation can be developed by engaging the staff in other activities except the job defined. The
TESCO HR manager, should introduce activities in the culture, which will generate enthusiasm
between employee's for initiating and involving participation in the task given to them and
should be given rewards so that they should feel motivated and work in healthy situations in
company (Huselid and Becker, 2011). The human resource is the very important asset of
TESCO company, for successful growth of business, the management needs to provide crystal
transparency within the working environment. So that workforce should feel discriminated from
other members in any terms.
2

(Employee Relations, 2018)
3
Illustration 1: Employee Relations

2. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.
With in depth investigation by researcher, for hiring workforce in any organisation or
firm, recruitment and selection plays a major and essential role for attaining growth of business
and achieving objectives. Recruitment is well structured framework, where the recruiter attract
existing employee's as well as potential applicant to apply for particular job profile described.
Selection is choosing the candidates matching the skills required by recruiter are mentioned in
role and responsibilities for a work (López-Nicolás and Meroño-Cerdán, 2011). For achieving
goals, there are two approaches for recruitment that is:
Internal source of recruitment: This method is used by various department in the organisation
through performance appraisals of each and every employee's for promoting, if their work is up
to the mark by head of departments. The TESCO managers, can use internal source of
recruitment depending on time constraints.
STRENGTH WEAKNESSES
The internal recruitment is more prudent as it
will motivate the employee's for there hard
work if they are been promoted for one level
up job in the same department.
The weakness can be assessed, as this process
will impact highly as it can result in negative
aspect in some condition depending on the
nature of employee.
External Source of recruitment: This approach is used when there is high requirement of new,
innovative, creative talents for hunting in any organisation or company. The TESCO, HRM
department will play a crucial role in hiring attractive, unique skilled applicant in demand of the
key features of job in the company.
STRENGTH WEAKNESSES
The external source will be effective in huge
hike of business growth in the market. This
will generate a spark in the pool of applicant
for applying and get selected for the particular
profile matching with their inner skills. In
This is time consuming and cost hiring
approach as this will hamper the running
estimate of financial budget (Marchington and
et. al., 2016). After selection of candidate, an
induction and training session have to be given
4

result will bring a positive change in overall
personality
to make him/her familiar with the work
environment in the organisation or in the
company.
The TESCO Human Resource Management, can gracefully use both these approaches as
when the forecasting of human resource slightly changes, then demand of hiring new staff
increases. Also for motivating the existing employee, the promotions strategies can be used for
increasing the satisfaction level within the employee's by giving reward through feedbacks. The
TESCO managers, are using online channel for recruitment and selection and the mode they use
is face-to-face interview.
CRITERIA STRENGTH WEAKNESSES
On the basis of face-to-face
interview through video -
conferencing process can be
scheduled.
Through this interview
schedule, an interviewee is
able to explore themself
openly in front of interviewer
(Messersmith and et. al.,
2011). An accurate screening
is been done by the recruiters.
This method is beneficial for
long distance job hiring.
This process will create a
downfall in self confidence of
an applicant. Sometimes, The
technical issues like internet
speed, arise in front of
interviewer and the candidate
which broke the
communication process.
5

3. Approaches to Workforce planning and performance management
Approaches to Workforce Planning:
Recruiting and developing talent workforce planning: This approach could be developed by
TESCO managers, by providing training session to the existing employee's and then recruiting
them for effective productivity. Once, the on roll employee's adapted new skills that could be
utilised in different tasks if required in a job.
Matching staffing with organisation requirement: As the business environment is rapidly
changing, this needs an ample number of staffing in the industry or organisation. Accordingly the
TESCO company, can use this approach in an effective way by hiring innovative and creative
workforce in the firm for productive results and train their existing employee's (Renwick,
Redman and Maguire, 2013).
Approaches to reward system: This is the essential part of workforce planning to retain the staff
by rewarding them for their performances by monetary and non monetary benefits and improve
their skills and quality of work by motivating them even if the employee's have not performed
good due to their personal and professional terms.
Approaches to performance management:
The performance management is done through appraisal of performance at individual level and
improve if any drawback is been analysed. It is a systematic development tool followed by
TESCO management, for overall change in performance of employee in the company.
There are various methods through which performance can be managed by two ways:
Past oriented Method:
This manager's of TESCO company can use rating scale, checklist, field review,
comparitive evaluations, behaviour rating for betterment of employee's.
Future oriented Method:
The method which can be used like psychological assessment,360 degree feedback and
counselling centres for the demotivated employee to motivate and retain them.

4. Effectiveness of employee relations and employee engagement,
Human resource management of TESCO company mainly focuses on employee relation
and their engagement. Employee relations are traditional concept, which relates to minimising
conflicts, making employee' satisfied and manage trade unions. It seeks building a strong
relationship between employer-employee, employee-employee and employer-employer (Rubery
and Urwin, 2011). This internal growth of relations between the important asset of organisation
that is human resource, plays an effective and efficient role in maximising the quality of
productivity.
The effectiveness of employee engagement is directly connected with employee relation,
as communication is two way process in the organisation. To boost the employee's engagement
in the company the employer and staff members, have to communicate with each other. For
better result, in business growth involvement of employee is mandatory, the employer should
also consider employee's in any decision-making process. This will emphasizes on high
satisfaction level of workers, which will bring a sense of belongingness towards the company.
5. Key aspects of employment legislation within which the organisation must work.
Human Resource is the soul of any company or hospitality industries that will provide
growth of successful business in the era of globalisation. The important role of TESCO HR
managers, is to provide safe and healthy environment in the work culture and frame guidelines
which should be followed by every staff members for effective and efficient working. The
employee satisfaction is very essentials, in retaining them for long term purpose to achieve
company goals. There are some importance which are discussed as follows:
Profit Maximisation: To attain maximum profits, it is necessary to retain existing
employee's by providing them benefits which will motivate them to work hard. There should be
cordial relationship between employer and staff members which will bring rise in the
productivity and will increase the sale of company (Schermerhorn and et. al., 2014). The TESCO
HR managers, can provide the healthy and safe working environment, which will boost their
morale and will generate in maximising the sales of the company through effective
communication with client. This will result in sustainment of company in the local and global
market.
7

Increase in Sales: The sales and cordial relationship between employer and employee
are directly connected with each other. If the staff is satisfied with the working environment , it
will motivate them to work harder with clear transparency and allow them to give their best
quality output for a particular work. The TESCO managers, have to build a two way effective
communication process by involving their staff members in the decision-making to listen what
employee have for giving solution in any task. This healthy environment will boost the staff in
building new leads by having effective communication from their service with the client and
attract potential consumer. This will result in increment of sales for the company (Sheehan,
2014).
6. Key element of employee's legislation and its impact on decision-making process of HRM
The legal rules and regulation formed by the government of UK have to been followed by
every company, firm and organisation. Every official members, take in consideration the law
and implement them in firm so that there is no hurdle in running the business.
There are many laws like equality act, wage act, employee health and safety act, labour
act, taxation related act included by the government. The few legal acts are described below:
Family and Medical Leave Act: This act states about leave policy for employee's and
taking leave from the work place is fundamental rights of staff in Family act 1993, if some
emergency is taken place and the employee is not able to come in office he can inform the
authorised member and go on leave. For TESCO, the board of officials have to take
inconsideration of paternity and maternity leave policy and grant the permission for the
same (Sparrow, Brewster and Chung, 2016). This will impact, in the satisfaction from the
employee perspective and will generate in higher productivity for the company in the
successful growth of business.
Equality Act: This act described as the there no gender bias discrimination between the
employee at individual level as mentioned in Equality Act 2010. The TESCO, managers
have to implement the decision making procedures keeping in mind the right of this act there
should be equality between the employee in the company (Storey, 2014). This will result, in
employee of any cast, colour, creed, religion and nationality to work satisfactorily in the
work culture. The TESCO managers, have to provide a healthy environment in the work
place to retain and build strong relationship between the existing employee and the current
8

staff who have just join the company. Also, this step by the management will motivate and
encourage them to work effectively and enthusiastically to achieve the desired goals and
objective for the company.
7. Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation
JOB DETAILS
Designation: Sales Manager
Company: TESCO
Job Purpose
Responsible for handling regular based activities of stores of TESCO. Selected Candidate is
also required to formulate goals and objective and also works with the provided targets. Along
with this, they are also required to conduct training sessions for other staff member of same
team so that they can easily understand team of customers in effective manner.
Roles and Responsibilities
 Solve conflicts among team in different complex situations.
 Motivate marketing executives to perform effectively according to the goals of
company.
 Formulate and deposit report of VOC data sales success.
 Meeting with the targeted customers at regular basis to enhance sales performance of
company.
 Develop positive relationship with customers for developing brand image of company.
 Find out new geographical location for bringing innovation in company.
 Evaluate strength and weaknesses of team and implement necessary measures
accordingly.
Person Specification
Post: Sales Manager
Department: Human resource management
Key: This states required need when like an evidence:
9

(I): Interview, (A): Application form and (R): Role
Attributes Essentials Desirable
Qualification & Experience Knowledge of basic computer
programs like MS office and
word.
Fluency in English both verbal
and written
Must have graduate degree
from recognised university.
Owns capability of dealing
with short tempered customers
and offer them effective
service so that problems can
be resolved in effective
manner.
Deal with professional
negotiating contract.
Skills or Knowledge Effective communication and
influencing skills for attracting
customers for longer period of
time.
Communicate to customers in
their comfortable language so
that effective conversation can
take place.
Adaptive in nature.
Job Related Questions:
1. Tell me something about yourself?
2. Are you able to conduct an effective data analysis?
3. Tell me something new about yourself which is not mentioned in CV?
4. Why would you like to work with TESCO?
Job Offer Letter for Sales Manager
Name: David Thomas
Address: 45, High Street, London,England.
Dear David Thomas,
On the behalf of TESCO, we are offering you employment for destination of Sales Manager.
Terms & Condition of employees regarding roles and responsibilities for Sales manager are
stated as below:
JOB DUTIES AND RESPONSIBILITIES:
10

 Analyse performance of employees at regular basis.
 Provide daily based reporting to management team about sales success
 Conduct regular based training session for employees on the basis of their strength and
weaknesses.
 Find out new locations for company so that new customers can be targeted.
CONTRACT INCLUDES:
(A) Reporting: You can contact to John Lewis who are appointed as Senior in sales department.
(B) Basic Salary: Basic Pay offered to the job position of Sales Manager is 900 Pounds.
(C) Working Hours: Your productive working hours will be from 9.00 am to 6.00 pm.
(D)Compensations and Benefits: Benefits of Sales Managers as per company terms includes:
House rent allowance, Insurance,Family health care and Meal card.
We are pleased to offer you employment letter for working in TESCO. The company welcomes
you as a new member of TESCO family.
Offer letter is required to be duly signed by you. Your role in the company will going to start
from 19 March 2019.
Congratulations and Welcome to become a valuable part of TESCO company.
Thanking You,
For TESCO
(Shivi John)
Human Resource Department
Human resource manager of TESCO can gain numerous of benefits from various
networking technology and channel. The company could use different digital platforms such as
social media, websites of company and many others with which they can grab attention of
customers at vast level. HR manager of this company can also promote their products and
services among employees.
Technology acts as a most important factor that affects an organisation day to day
performance along with its employee productivity level. With the help of different type of digital
platforms and other related social media sites company can increase its overall productivity in a
well defined manner. In this regard it is essential for Tesco manager to further discover different
11

form of social media platforms with the help of which they can attract large number of fresh
blood in their organisation and further facilitate innovation with high competencies. Company
can hire best effective candidates as by posting their job vacancies on various forms of social
media sites like MySpace, LinkedIn, and Face book. It will further help our company to hire best
effective candidates as per according to the job requirement from wide area location that lead
towards bringing diversity in culture at workplace in effective manner.
8. Evaluate the use of technology, online resources, digital platforms and social networking on
improving the recruitment and selection process.
Technology and social networking sites effectively help an organisation to strengthen their
overall level of performance with the help of which they can effectively conduct the process of
selection and recruitment in best effective manner:
 With the help of various technology and online sources Tesco can effectively able to hire
best effective potential candidates from different geographical locations. In addition with
this with the help of technology they can facilitate selection process in a fast manner that
lead towards saving time and cost on simultaneous manner (Ulrich, 2012).
 Digital platforms and social media sites along with technology and online resources helps
an business organisation to increase individual job performance with the help of testing
their skills and further offering training and development on online mode as to increase
their competency level.
Thus, it can be said that technology and digital media platforms lead towards increasing
organisational overall productivity and profitability. Therefore, it is essential for Tesco HR
manager to consider these technological measures in order to increase their overall effectiveness.
CONCLUSION
From the above detailed report, it is been analysed and summarised that managing human
resource is very important and crucial task for the Human Resource Department and HR manger
12

plays a key role in hiring a right candidate for right job description matching with the applicant
skills. The training should be provided to the existing and new joining candidate for effective
result. Employee's are the key ingredient for any organisation and their satisfaction from health
and safety perspective plays an important role in working environment for any organisation,
industry or firms to increase their motivation level and also increase the quality of productivity in
term of increase of sale by attracting potential clients towards the company. The HR managers
have to follow legal guidelines framed by the government in order to retain the employee's and
by protecting each and every employee's rights in working with the organisations.
13

REFERENCES
Books and Journals
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).pp.1-
14.
Rubery, J. and Urwin, P., 2011. Bringing the employer back in: why social care needs a standard
employment relationship. Human Resource Management Journal. 21(2). pp.122-137.
Schermerhorn and et. al., 2014. Management: Foundations and Applications (2nd Asia-Pacific
Edition). John Wiley & Sons.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Welch, C. and et. al., 2011. Theorising from case studies: Towards a pluralist future for
international business research. Journal of International Business Studies. 42(5).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Human Resource Management Review.23(4). pp.337-340.
Ulrich, D., and et. al., 2012. HR talent and the new HR competencies. Strategic HR Review.
11(4). pp.217-222.
Ulrich, D., and et. al., 2013. The state of the HR profession. Human Resource Management.
52(3).pp.457-471.
14