Human Resource Management - Tesco Assignment

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 The purpose and functions of HRM applicable to workforce planning and resourcing. . 1
P2 The strength and weakness of different approaches to recruitment and selection. ..........3
TASK 2 ...........................................................................................................................................5
Covered in booklet.................................................................................................................5
TASK 3 ...........................................................................................................................................5
P5 Analyse the importance of employee relation in respect to influencing HRM decision-
making....................................................................................................................................5
P6 The key elements of employment legislation and the impact it has upon HRM decision-
making....................................................................................................................................6
TASK 4 ...........................................................................................................................................7
P7 The application of HRM practices in the work-related context........................................7
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human-Resource management is concerned with making plans for managing the
workforce working in a company. It is related with making necessary changes in the functions of
the organisation, so that goals of the firm are achieved in systematic manner. Major purpose of
the human resource management is to increase the performance of the workforce and appraise
them for the better work done. This will help in the achievement of organisational and individual
goals in the best possible manner. Organisation chosen for this report is TESCO which is the
multinational groceries retailer. Its headquarter is located in United Kingdom (Bagenstos, 2013).
The topics which will be covered in this report are aim and role of human-resource management,
strength and weaknesses of various approaches of recruitment and selection. Benefits of different
HRM practices, importance of employee relation and the application of human-resource
management practices in the organisation.
TASK 1
P1 The purpose and functions of HRM applicable to workforce planning and resourcing.
Human Resource management is concerned with managing the individuals working in
the organisation. This is generally done by training and motivating the employees, so that short
term goals are achieved in appropriate manner. One of the major function of HRM is to render
training to the workforce for increasing their performance. It is essential for the Human-Resource
manager of TESCO to evaluate and analyse the need of its workforce, in order to achieve the
competitive advantage. The workforce of the firm are provided training programmes so that their
overall efficiency is increased. The motive of the organisation is to fulfill the needs and demands
of its expected customer's (Belbin, 2012. This can only be done by encouraging and training the
employees in the systematic manner. The major functions of human-resource management are
discussed below-
Functions of Human-Resource management
Training and development- This method is generally used to improve the current set
of skills of the employees working in the organisation. The major motive behind this is to
increase their performance. With the help of various training programmes employee of TESCO
will be able to improve their skills and knowledge in the best possible manner. As their practical
knowledge will be increased and they will be able to give better output in the organisation. It is
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the duty of the manager of TESCO to provide training programmes for its employees on regular
basis, so that their motivated to perform better.
Recruitment and selection- It is necessary for the manager of TESCO to hire and select
best candidates for its organisation, so that resources can be used in the best possible manner.
This function is generally conducted after knowing the requirement of the organisation. This
means candidates are hired in TESCO on the basis of current situations and future predictions. If
the manager of TESCO is able to analyse the requirement in the organisation than best and
deserving candidate can be selected (Bloom and et. al., 2012).
Purpose of Human-Resource management
Maintaining effective employee relationship- One of the main purpose of human-
resource management is to improve and maintain proper relationship with the workforce. This is
because it can lead to reduction in conflicts and disputes in the internal environment of TESCO.
If the management of TESCO is successful in doing this than workforce will be able to perform
better and the chances of error will be reduced. This can be done by involving the workforce in
the decision-making process. This will increase their morale and ability to perform better in the
future.
Training and development- It is related with training the employees for completing the
task in the effective manner. This is can be done done for increasing the sale and profitability of
the firm. As if the employees are properly trained than they will be able to complete the assigned
task within limited period of time. This is because their skills will be improved and chances of
disputes will be reduced (Boxall and Purcell, 2011).
The functions of human resource management can be performed by using the hard and
soft approach depending upon the requirement of current situation. As per the soft approach need
and demand of each and every individual is taken into consideration because they are treated as
the valuable asset for the organisation. While according to the hard approach employees needs
are not taken into consideration. Manager of TESCO can make use of the soft approach because
by using this overall performance of the firm and employees can be increased in the systematic
manner. Soft approach can also lead to increase in sale and profitability of TESCO in the
systematic and desirable manner.
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P2 The strength and weakness of different approaches to recruitment and selection.
It is the responsibility of HR manager to make use of the appropriate recruitment and
selection process. As with the help of this right candidate can be hired for the right job. TESCO
aims at using both internal as well as external method of recruitment. This is because
organisation has wide range of options to select the desirable candidate. The various recruitment
and selection process which are used in TESCO are discussed below-
Internal recruitment- In this process the candidates for the vacant job is chosen from
the company itself. This means workforce who are already working with TESCO applies for the
job position. This method is generally used to save the cost and increase the morale of the
employees. With the help of this method existing workforce can be promoted as they are given
new chances for their growth and development (Cascio, 2015). The strength and weakness of
internal recruitment process are mentioned below-
Strength Weaknesses
 With the help of this method employees
can be motivated as they are directly
promoted within the organisation.
 It might increase the expectancy level of
the workforce in the organisation. This
is because it becomes difficult for the
manager to promote each and every
individual.
 It can help in saving the cost and time
of the firm. As TESCO will not be
required to invest money in lengthy
recruitment process.
 Other employees might get demotivate
if only one employee is promoted. It can
also lead to increase in conflict and
disputes among the employees. Due to
this performance can also be negatively
affected.
External recruitment – Under this method candidates are hired from different sources.
With the help of this new and talented candidates are hired, so that they are able to give their best
output and can contribute in completing the task in the best possible manner (Clarke and Hill,
2012). By using this method management of the organisation manages to attract more and more
candidates for the organisation. The HR Manager of TESCO generally aims at using online
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recruitment method for selecting the best and qualified candidate for the firm. Major strength and
weakness of online recruitment process is discussed below-
Strength Weaknesses
It considered as one of the cost-effective
method as better recruitment can be done with
the help of this method.
This method will not be suitable for the
candidates who does not have adequate
knowledge about computer.
By using this method organisation can have
wide range of option to recruit the best
candidate. Feedback from the candidates can
also be collected with the help of this method.
Chances of inappropriate applicants might be
increased, as sometime wrong data can be
uploaded by the candidate.
Method of selection
The manager of TESCO generally uses interview method for selecting right candidate for
the right job. Interview is taken of the candidates which are shortlisted from various sources of
recruitment. With the help of this method skills and qualities of the individual is properly
analysed. The manager of TESCO aims at conducting mock test for the candidates for analysing
their skills and capabilities (Clauwaert and Schömann, 2012). The major strength and weakness
of the interview method is discussed below-
Strength Weaknesses
Chances of doubts and misunderstanding can
be cleared at the time of face to face interview.
This is because interviewee and interviewer are
physically present at the time of interview.
It can be said as the incomplete selection
process because individuals are only selected
on the basis of personal interaction. Written test
of the individual is not taken into consideration.
By using this method time of the company can
be saved in the best possible manner.
It is the systematic process of selecting the best
candidates for the job but this largely depends
upon the efficiency level of the interviewer.
This is means if the interviewer is inefficient
that skilled candidates may not be hired.
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By using various recruitment and selection process management of TESCO aims at hiring and
selecting the best candidates, so that work of the organisation can be completed in the effective
and efficient manner. By making some necessary changes in the strategies for recruitment and
selection organisation will be able to overcome its weakness in the systematic manner (Coller,
Cordero and Echavarren, 2018).
TASK 2
Covered in booklet
TASK 3
P5 Analyse the importance of employee relation in respect to influencing HRM decision-making.
Employee relation and engagement- Collaborative approach
As per this approach it is necessary for the firm to properly manage the relationship as
with the help of this successful position can be attained. If the employees of TESCO are effective
than chances of disputes can be decreased and target can be meet within limited period of time.
Better relationship with the employees can directly help in increasing the engagement level of
the employees. It can also aim at increasing the sale and profitability of the organisation by
satisfying the needs and preferences of the expected customer's.
Effectiveness of collaborative approach-
 This directly helps in maintaining better relationship with the employees as the disputes
of the organisation can be resolved in the best possible manner. It also leads to increase
the morale and motivation level of individuals in TESCO.
 With the help of this Collaborative working can be done as organisation will aim at using
new ideas for the attainment of goals(Marescaux, De Winne and Sels, 2012).
The major motive of TESCO is to maintain better relationship with the employees, so that long
and short term goals are easily achieved. Employees in TESCO are treated as the valuable asset
for the organisation, so plans and strategies need to made as per there needs and demands. If
there is positive relationship in the organisation than work can be completed in the best possible
manner. To maintain the better relationship with the employees they can be rewarded for doing
better work in the organisation. Complex task of TESCO can also be completed in the proper
manner if there is healthy relationship within the internal environment of the organisation. The
benefits of employee relation are discussed below-
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 If the employee of the organisation are used for the decision-making process than work
can be completed in the best possible manner.
 Better relation will also help in identifying the exact needs of the workforces. After
identifying this management of the organisation can take better decisions for improving
the current situation in the effective and efficient manner.
Therefore it can be said that management must focus on building and maintaining better
relationship with the individuals. As they can directly assist in achieving the targeted goals and
objectives within limited period of time.
P6 The key elements of employment legislation and the impact it has upon HRM decision-
making.
Employment legislation
It defines all the employment laws which governs the employees at workplace and who
works within the organizations. This law identifies that who should be employed and how they
should be treated at workplaces. The impact of employment laws has a great influence on almost
every business organizations where employees works. There are various key elements of
employment laws such as :
Employee act (2002): This act came into the force in 2002 which contained the rules
regarding employees interest such as maternity, paternity and adoption leaves. Which has drawn
positive changes for TESCO employees, after this act the women employees and their husbands
were allowed to take leaves at the time of maternity without salary reduction. Also they were
given the liberty to join the jobs again after certain leaves. Employees decisions will be affected
if the organizations are not flexible related to leaves and working hours. This showed negative
impact on HRM decisions because of maternity and paternity leaves taken by the employees
which leads to the shortage of human resource in the organization (Román, Congregado and
Millán, 2011).
Equality act (2010): This act was introduced by the parliament of UK which replaced
the previous anti-discrimination, sex discrimination act 1975, race relation act 1976 with equality
act 2010. this act protests people against gender discrimination, by proving employees equal
remuneration for equal work without being biased. This act includes disability, law against
disabled persons they should also be treated same as others. gender reassignment, equality
between women and man's on the behalf of their assigned jobs. The main motive of this act is to
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provide interest to the employees for their hard work. The organizations can affect the decision
making of employee if the wages discrimination arises between the workers. So HRM follows
the equality act this will increase employees satisfaction and work efficiency of workers with
positive attitude.
Payment of wages act (1936) This act was formed to reduce unnecessary delay in
payment and also to prevent wage deductions made by the organizations. This act is applicable
for the payment of workers employed in railways and factories. The act also says that the person
with the average salary of INR 6,500 per month will be covered and protected by this act. Under
this act the travelling allowances should be given by the organization if the employee is
travelling with business purpose or the expenses incurred for house accommodations, and supply
of light, water, medical attendance or any facility out of wages should be given to the employees.
This affects the decision making of employees, if the organizations will delay in salary
distribution it will directly impact to their lifestyle. but this act helps HRM in proper decision
made by the organizations for the payment of timely wages and fair remuneration paid to the
employees (Saini, 2010).
Health and safety act (1974) This act was made with the purpose to insure healthy
working conditions for employees within an organization. The main motive of health and safety
act is to secure, safety and welfare of persons by avoiding the use of explodes or highly
flammable harmful substances. The emission of harmful gases released by industries are
harmful for the employees. This will affect the decision making of employees when the
organizations will not provided them health related insurance policies but This act helped HRM
to provide safety measures to the employees and the organizations should take care of machinery
and equipments maintenance(Terziovski, 2010).
TASK 4
P7 The application of HRM practices in the work-related context.
The application of HRM practices in context to TESCO is mentioned below-
There are ample number of workforce working in the organisation, so it becomes
necessary for the organisation to manage its activities and plans in the systematic manner. This
can be done by using the performance management system in the planned and systematic manner
(Walker and et. al., 2013.). If the management of TESCO fails in using right HRM practices
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than working of the organisation can be affected and TESCO will not be able to gain competitive
advantage within limited period of time.
JOB DISCRIPTION
Job Details
Post : HR Manager
Company : TESCO
Job Purpose
The candidates are required to have special set of skills and knowledge for managing the
complex task of the organisation. The candidate will be responsible for handling and guiding
the work of various departments in TESCO.
Roles & Responsibilities
 Managing and guiding its subordinates in the systematic and coordinated manner.
 Developing and using HR polices and strategies for future plan.
 Preparing reports related to various on going project of the HR.
 Conduction of the research audit of different HR activities.
Person Specification
 Post: HR Manager
 Department: HR department
 Key: This indicates what is required
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Post-graduation in the
field of management from any
reputed college or university.
With minimum 3 years of
experience in the HR
department.
Experience of working in HR
department of the organisation.
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Skills or knowledge Proper written and verbal
communication skills.
Ability to treat the employees
in the best possible manner by
taking care of their needs and
requirements.
Creation of structured interview- With the above job description TESCO will be able to attract
large number of candidates. As the job advertisement will be placed on newspaper and websites.
For the conduction of interview different set of questions will be asked by the candidates to
analyse their skills. Some of the questions are mentioned below-
 Introduce yourself
 What can be the responsibilities of HR manager
 How can better relationship at the workplace can be developed.
JOB OFFER LETTER
Mr./Ms.LastName
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
TESCO is pleased to appoint you as the HR manager. As the your skills will be suitable for the
work of the organisation
As per the previous discussion, your joining date will be July 1, 20XX and the starting pay is
$30,000 per year which will be paid on monthly basis.
You will be provided family medial coverage by the organisation which will be effective after
1July. The organisation will also provide flexible time off as per the need and requirement of
the employees. These generally include personal ans sick leave. You will be eligible for the
retirement plan after 90 days of your joining.
If you wish to take this job offer than you are requested to sign the letter and send it back to the
company's office.
After receiving the letter, you will get employee enrolment form and a handbook containing the
laws and plans of TESCO.
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Sincerely,
First-name,Last-Name
Director,Human-Resources
TESCO
____________
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
Organisation aims at using the technology in the systematic and desirable manner. As with the
help of this better use of opportunities can be taken in the effective manner. More and more
candidates will be able to apply for the job position(Wilton, 2014).
CONCLUSION
From the above report it has been concluded that appropriate plans for managing the
human-resource can directly assist the organisation is achieving its long and short term
objectives in the best possible manner. After analysing the strength and weaknesses of different
approaches management of the organisation can take best decision for the future course of
action. As by using various recruitment and selection process best candidates can be hired. So
plans for human-resource management is beneficial for employee and employer. This is because
with the help of this productivity and sale of the organisation can be directly increased. While on
the other hand needs and demands of the individuals working in the organisation can also be
fulfilled.
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REFERENCES
Books and Journals
Bagenstos, S.R., 2013. Employment Law and Social Equality. Mich. L. Rev.112. p.225.
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Bloom and et. al., 2012. Management practices across firms and countries. Academy of
Management Perspectives. 26(1). pp.12-33.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Macmillan
International Higher Education.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Clarke, M.A. and Hill, S.R., 2012. Promoting employee wellbeing and quality service outcomes:
The role of HRM practices. Journal of Management & Organization. 18(5). pp.702-713.
Clauwaert, S. and Schömann, I., 2012. The crisis and national labour law reforms: a mapping
exercise. European Labour Law Journal. 3(1). pp.54-69.
Coller, X., Cordero, G. and Echavarren, J.M., 2018. Recruitment and selection. In Political
Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Drucker, P., 2012. The practice of management. Routledge.
French, R. and Rumbles, S., 2010. Recruitment and selection. In Leading, managing and
developing people (pp. 169-190). CIPD Publications.
Garrick, J., 2012. Informal learning in the workplace: Unmasking human resource development.
Routledge.
Marescaux, E., De Winne, S. and Sels, L., 2012. HR practices and HRM outcomes: The role of
basic need satisfaction. Personnel Review. 42(1). pp.4-27.
Román, C., Congregado, E. and Millán, J.M., 2011. Dependent self-employment as a way to
evade employment protection legislation. Small Business Economics. 37(3). pp.363-392.
Saini, D.S., 2010. Employment law framework: Structure and potential hurdles. In Doing
Business in India (pp. 39-61). Routledge.
Terziovski, M., 2010. Innovation practice and its performance implications in small and medium
enterprises (SMEs) in the manufacturing sector: a resource‐based view. Strategic
Management Journal. 31(8). pp.892-902.
Walker and et. al., 2013. Is this how I will be treated? Reducing uncertainty through recruitment
interactions. Academy of Management Journal. 56(5). pp.1325-1347.
Wilton, N., 2014. Employability is in the eye of the beholder: Employer decision-making in the
recruitment of work placement students. Higher Education, Skills and Work-based
Learning.4(3). pp.242-255.
Online
The employment act. 2019. [online] Available through<https://cartwrightking.co.uk/areas-of-
practice/Employment/employee-rights/>/.
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