Human Resource Management Functions Tesco

Added on - 22 Jul 2020

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Human resource managementHuman resource management
CONTENTSINTRODUCTION.......................................................................................................................................11.PURPOSE AND SCOPE OF HRM.....................................................................................................1P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing......................1P2 Strengths and Weaknesses of TESCO in terms of recruitment and selection.....................................22.EFFECTIVENESS OF THE KEY ELEMENTS OF HRM.................................................................3P3 Benefits of different HRM practices in Tesco for both the company and workers.............................31.Guest’s model of HRM.................................................................................................................32.The triple-headed approach.........................................................................................................33.Flexible working practices...........................................................................................................4P4 Efficiency of different HRM practices in TESCO in terms of raising revenue and output.................43.INTERNAL AND EXTERNAL FACTORS AFFECTING THE DECISION MAKING OF HRM....5P5 Significance of employee relations in influencing HRM decision making in Tesco...........................5P6 Key fundamentals of employment legislation and its impact on HRM decision making....................6P7 Application of HRM practices in TESCO..........................................................................................6CONCLUSION...........................................................................................................................................7REFERENCES............................................................................................................................................8BIBLIOGRAPHY.......................................................................................................................................9
INTRODUCTIONTo cater with the growing needs and competitive market, the organizations are keen toperform tremendously. However, the dreams cannot be achieved without the intervention ofpeople (Redman and Wilkinson, 2001). Thus, here comes the significance of effective humanresource management. HR practices like managing the performance of the workers, skills ofemployees, work requirements which are some or the other way related with the overall goals ofthe business always considered as the challenge or the company (Mabey and Salaman, 2000).Therefore, under the current study we will through some light on how human resourcemanagement system and its practices affect the overall organizational purpose, productivity anddecision-making.The corporation taken under consideration in this project is TESCO. It isconsidered as the biggest multi-national food retailers worldwide.1.PURPOSE AND SCOPE OF HRMP1 Purpose and the functions of HRM, applicable to workforce planning and resourcingThe main perseverance of human resource department of any organization is maintainingrelation with the employees. The main responsibility of this department is to hire and fire staff asand when it is necessary or the company (Armstrong, 2006). In addition to this, it is also liable tooffer services to the staff. The primary question rise among the managers of the human resourcedepartment is how to increase the performance of the employees so as to maximize the output.Thus, we can say that HRM act as a binding force between the employees and the organization.In many establishments most of the facets such as compensations, policies, the culture within thecompany and governance are improved, enforced and retained with this department (Tescocompany profile. 2004). Consequently, human resource development is annex within anyassociation, whether it is a governmental concern or a private company.The corporation taken under consideration in this project is TESCO. It is considered as thebiggest multi-national food retailers worldwide. Tesco sells groceries, fresh foods, food productsand general merchandise at suitable locations in almost every part of the world (Koutsochera,2012). As its operations are reaching the international boundaries, management, planning andresourcing the workforce plays an integral role. The business has also insinuation of the novelinformation technology which has helped the human resource department brought down aservice which has minimum risk accompanied with the cost effective strategies and policies ofhuman resource management systems. Workforce planning and resourcing in TESCO is verystructured and at the same time is very flexible too. The approaches of training and developmentare being familiarized with the individual needs of the employees. The firm is linked with theVAK (Visual, auditory and kinesthetic) leaning theory in order to implement the auditoryapproach for store based jobs. They also try to give shadow of the “Honey and Mumfordlearning theory” to their employees through there specialize training and development programs.The company’s growth is highly linked with the synchronization of the staff and their corporateobjectives.Talking in regards with the recruitment and selection process of Tesco, it heavily relies onplanning of the workforce for the purpose of facilitating their staffing and selection. TESCO hasvery clear job descriptions as well specifications of the person in order to fill up the vacanciesthrough internal recruitment (Tesco Competitive Analysis 2005,2011). The performance of theemployees is being managed by similar identical process as in the goal setting theory. Theorganization also has many reward objectives which in turn helps them to keep their staff highlymotivated and contented. Some of their reward systems are:1
A unique approach towards the workers like offering them privilege cardsGiving them personalized annual reportAwarding them for their long servicesP2 Strengths and Weaknesses of TESCO in terms of recruitment and selectionTesco is known to be the largest private sector proprietor, which is operating nearly in 13nations outside the United Kingdom. There is increasing demand in the numbers of both non-stores as well as store-based (Beardwell, I. and et al., 2004). Furthermore, to meet out the goalsof the organization, the team of the human resource department has to make sure that there isadequate number of employees in the right department and position and at the right time. Theyneed good amount of workers both at the managerial and operational level. As Tesco is growingwith a high a pace, here it becomes necessary for them to have planning in regards with theworkforce in terms of skills, numbers and locations.Internal methods adopted by TescoThrowing light towards the internal recruitment and selection process of TESCO, theymake use of different approaches such as retired officials, transfers, promotion, temporaryshifting, contractual employees and many more to fulfill their vacant job positions. For thispurpose, they list down the workers who wish to move or needs to be promoted. If there is noone in the list than the department advertise internally through intranet.StrengthsWeaknessesThe internal recruitment approaches thatTESCO adopts are very cost effectiveAs HR department already knows the strengthsand weaknesses of the employees, it willhinder the company not to have new ideas fromoutsideInternal recruitment helps the HR departmentto cut the cost of recruiting employees fromoutsideThrough internal recruitment, there might belimited number of applicantsLess training, development and orientationrequiredEmployees who are not promoted will bedemotivatedExternal methods adopted by TescoThe company also makes use of external recruitment method for selecting the candidatefor the required job. They advertise their vacancies in number of methods such as media, campusplacement, advertisements, magazine, television and radio. The Suitable candidates are selectedthrough interview and assessment centers tests as well as by using job description and jobspecification.StrengthsWeaknessesMakes easy for the applicants to get the righttype of job at right time and placeEvery time it is not considered as cheap toadvertise in magazines as well as televisionApplication process is very simpleAs the company post job vacancies online, theapplicants are not encouraged to applyHelps in increasing the productivityExternal recruitment is very expensive and willincrease the cost, as it involves long processLast but not the least, stronger level ofThe process of external recruitment of TESCO2
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