(PDF) Human Resource Management Assignment : Tesco

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.........................................................................................................................................3
MAIN BODY.................................................................................................................................................3
LO 1...............................................................................................................................................................3
P1 Explain the Function and purpose of the HRM in workforce planning and resourcing.......................3
P2 Explain Strength and Weaknesses of the different approaches to recruitment and selection..............4
LO 2...............................................................................................................................................................5
P3 Explain the benefit of the HRM practice for both the employee and the employer.............................5
P4 Explain the Benefit of HRM practice in raising the productivity and profit for the organisation........5
LO 3...............................................................................................................................................................6
P5 Analysis the importance of employee relation in respect to influencing the HR decision making......6
P6 Importance of employee legislation and its impact on influencing HR decision.................................7
LO 4...............................................................................................................................................................8
P7 Illustrate the application of HRM practice in work related context.....................................................8
CONCLUSION............................................................................................................................................10
REFERENCES............................................................................................................................................11

INTRODUCTION
Human Resource management (HRM) relates to the management of the human resources
in the organization. Present study will lay emphasis on Tesco. Tesco, is a British multinational
groceries and general merchandise retailer with headquarters in Welwyn Garden City,
Hertfordshire, England, United Kingdom. This report highlights the Function and purpose of
HRM in workforce planning and resourcing. Further, this report explains strength and weakness
of different approach to recruitment and selection. Further this report explains benefit of HRM
practice for both employee and employer. Further this report explains benefit of HRM practice in
increasing the profit for the organization. Further this report explains the employee relation in
influencing the decision of the HRM and the influence of HRM decision due to the employment
legislation in the UK and in the end report explains the application of HRM practice in the work
related context.
MAIN BODY
LO 1
P1 Explain the Function and purpose of the HRM in workforce planning and resourcing
Human resources management as the name suggest relates to the management of the
employees in the organization. HRM is the body of knowledge in the organization which
regulates the job and individual in the organization.
Recruitment and selection- The main purpose of the HRM is to recruit the best talent for the
organization for carrying out the day to day activity; HRM function also includes giving training
to the new employee which helps the employee to carry out the business activity and also
training to the old employee after finding out the weakness which employee are facing in
completing their task. HRM department of Tesco also looks behind the health and safety of the
employee in the organization and also they are the one who are responsible for providing best

working environment to the employees as it is the HRM function to prevail the employee for the
longer period of time (Bondarouk, Meijerink and Lepak, 2016)
Training and development- HRM plays a crucial role in the workforce planning and resourcing
an organization as after ascertaining the need of the employee in the organization HRM
department used to screen and recruit the best talent available to accomplish the requirement of
the job and then they used to provide the training to them to understand their roles and
responsibility more comfortably and then HR of Tesco used to motivate the employee to work
for the organization which helps the employee in getting the best result which eventually makes
employee happy about their work which helps the HRM to prevail the employee for longer
period of time which eventually result in gathering the best human resource for the organization.
Maintain employee relation- Not only that HRM always try to be in touch with the employee in
the organization to get a better knowledge of the current situation of the employee hence HRM
helps the Tesco in building a good and efficient workforce to carry out the day to day activity of
the business (Noe and et.al., 2017)
.
P2 Explain Strength and Weaknesses of the different approaches to recruitment and selection
Recruitment and Selection
There are mainly two approaches of recruitment and selection internal recruitment and external
recruitment
Internal Recruitment
It is the recruitment in which organization used to recruit the employee from the internal
resources itself, by selecting the employee from the organization itself who is already working in
the organization. Transfer, Retrenched and promotion are the way of the internal recruitment.
Generally, this type of recruitment is done for the senior position and the urgent position.
Strength: It is the source which helps the business in reducing the operational cost as this is the
source which is less expensive as compare to the other sources and this approach also allows the

organization in getting the employee which is already trained and having the knowledge about
the job (Cascio, 2015).
Weakness: Internal source is only helpful for the temporary basis as it fulfills the one opening
but opens the other one and in the Internal approach the talent of the pool is very less as compare
to the other approach.
External Recruitment
It is the approach in which company used to recruit the employee from the pool of the candidate
outside the organization. This approach generally includes the selection of the candidate by the
specific process of searching, rounds of interview selection and the training. This type of the
approach is generally used for all type of the job position as this approach is the flexible. Like for
example campus placement and contract labor.
Strength: It is the source which helps the HRM in having a large pool of the candidate to select
out of them. It also helps the organization in testing the skills of the employee before recruitment
as this approach includes the test and interview which help the organization in assessing the
skills level of the employee.
Weakness: It is the source which consumes a lot time to select the employee and cannot be used
for the urgent position and this the approach which also increase the burden of the cost on the
organization as this is the expensive approach to recruit the employee in the organization.
Selection approaches-
Interview- It includes face to face conversation with the participants. The best employee is being
selected in this process.
Strength- Most easy method and is also reliable
Weakness- Takes too much time and is also expensive.
Psychometric test- It can be used by Tesco to measure employee’s intelligence, skills and
personality.
Strength- helps in analyzing emotional intelligence

Weakness- Reliability and validity of this test is quiet low.
LO 2
P3 Explain the benefit of the HRM practice
for both the employee and the employer
Recruitment: it is the practice in which
HRM department used to recruit the
employee in the organization which helped
the organization in getting the best talent out
of pool of many candidate which eventually
helped the Tesco in increasing efficiency of
the resources in the organization and also
helps the employee in getting the new
skilled employee in the organization which
eventually increase their efficiency as they
can discuss their problem with them or they
may have new technique (DeCenzo and
et.al., 2016)
Training: It is the second most important
practice of the HRM in the organization as
they used to provide training to the
employee to have better their skills to
defend the challenges they are facing which
helps the Tesco in getting more efficient
worker as increase in employee skill which
eventually increase their efficiency of the
employee and efficiency of the employee is
positively interlinked with the organization
success.
Benefits to employees- It helps the
employee in increasing their efficiency as
with the help of the new skill employee can
complete the task more efficiently and can
face every issue very comfortably (Brewster,
Chung and Sparrow, 2016).
Security to the Employee: HRM always try
to give the job security to the employee by
motivating them at the times to work for the
organization, which help the Tesco in
prevailing their employee for the larger
period and decreases the employee turn
around rate as the employee does not leave
the Tesco very frequently and it also helps
the employee in feeling comfortable in the
organization which eventually helps them to
take better result out of them which
eventually result in the positive effect on the
organization success.

Working environment: HRM always make
effort in the organization in providing good
working environment to the employee so
that employee can feel comfortable to work
in the organization this help the organization
in building a good name in the eye of the
employee which eventually helps them in
showing good working culture in the
organization and also it helps the employee
in feeling comfortable to work in the
organization which helps them to increase
their efficiency.
P4 Explain the Benefit of HRM practice in
raising the productivity and profit for the
organization
Recruitment: it is the main practice of the
HRM in the to recruit the best available
talent for the organization who can carry out
the day to day activity of the business and
always look to bring the employee with new
skill and efficiency which helps the business
in improving the efficiency of work in the
organization which eventually result in
increasing the productivity of the business
which helps the business in increasing the
profit of the organization.
Training: Training is the process of
increasing the skill level of the employee in
the organization by the way of providing
new knowledge to the employee which
eventually helps the employee in gaining
new knowledge about the technique of doing
the work which eventually help them in
achieving the goal more efficiently which
eventually helps the organization in
completing the task on time with increases
the productivity of the organization and
eventually result in increases profit of the
company (Brewster And et.al., 2016).
Security to the employee: HRM provides
job security to the employee by giving them
the proper idea of the role and responsibility
and providing them the motivation to do the
work in the organization which help the
business in reducing the opportunity cost as
due to these the rate of employee turnover is
reduce and hence the cost of recruitment is
cut down and hence the cost is oppositely
interlinked with the profit it increases the
profit for the organization.
Working environment: HRM always look
to provide the employee good working
environment in the organization by allowing
free flow of communication in the
organization which helps the employee in
discussing their problem with the seniors
and the manager which eventually helps
them solving the problem at the initial stage
itself which helps the organization in

earning the higher profit as compare to the past.
LO 3
P5 Analysis the importance of employee relation in respect to influencing the HR decision
making
As employees are the key element of the business they play a crucial role in the decision making
of the HRM as all the decision which are taken by the HRM in the organization is taken with
taking care about the employee as the main purpose of the HRM is to maintain the Human
resources in the organization, that’s the region employee relation plays an important role in
influencing the decision making of the HRM
HRM in the organization always observe the function of the employee and discuss the
same with the employee and after that HRM used to take the decision regarding their training
and the issue which are faced by the employee in the organization. Employee relation in Tesco
can be improved by having efficient communication. It can help firm in HRM also used to take
the decision regarding organizing timely event and the informal meeting in the organization so
that the employee builds a good relationship among the other employee which helps the HRM in
understanding the customer easily which helps them in taking the decision and implementing
them easily and also HRM always communicate with the leader in the Tesco to known the
current situation of the employee in the team as they are the one who closed to the employee and
on the basis of that HRM used to take the decision as if employee is in good status than HRM
used to guide them to increase their efficiency and if the employee is not in a good status than
HRM used to motivate them to work by providing good working environment and helping them
in resolving the issue which they are facing in the process of completing the task (Bailey And
et.al., 2018)
.
P6 Importance of employee legislation and its impact on influencing HR decision

Minimum wage rate: minimum wage rate is the legislation in which firm is guided to give
minimum of these much wages to the employee. In the UK minimum wage rate is 1453.28 euro
pound which is very high as compare to the other for example Spain minimum wage rate is 1050
euro pound as minimum wage rate is high in the UK that’s why HR department has to make sure
that they recruit the best talented employee in the organization and the employee who can offer
multiple benefit to the employee as if the number of employee in the organization will be high
than it will increase the cost for the organization so the HR management used to make the
decision to take the employee who are having multiple skill to complete the task.
Health and safety act 1974: it is the responsibility of the HR department to look at the health
and security of the employee in the organization as per the legislation of UK government all the
company who are having more than 25 employee in the Tesco has to do a medical insurance for
all the employee as a result HR department has to make sure that all the employee are insured
under the medical insurance and also HR department has to make sure that there is a security
equipment at the work place so in the case of any uncertainty like fire employee can defend the
problem to some extent, fire extinguisher and first Aid box are the two equipment which are kept
at the work place (DeCenzo and et.al., 2016).
Equality act 2010: It is the HR department responsibility to see that there is no discrimination in
the employee on the basis of the age, gender, caste and color so HR department has to make sure
that they build a good working environment in the organization so that there is no discrimination
in the Tesco as if any complaint against the company is registered than company has to pay a
good amount of fine to the government and it also hampers the goodwill and reputation of the
company in the market.
LO 4
P7 Illustrate the application of HRM practice in work related context
Job Description
It is a document and written statement of a specific job position in the organisation. Job
description includes the job analysis. It generally includes duties, role and responsibility, scope

and working condition of a job along with the job title, name and the designation of the person
and the individual whom individual will be reporting.
Position title: Human Resource manager
Report to: CEO of the Tesco
Department: HR department
Job Summary
As a HR manager provides advice and counsel to manager and supervise the function of the
employee. Managing the recruitment for the organization and managing the worker’s
compensation and benefit program.
Roles and Responsibility
 As a Human resources department looks at all the policy and procedure regarding the
employee in the organization as a head you have to manage and direct the function of
the department.
 Need to report to the CEO with the report of all the happening of the department.
 Continues evaluation of the company’s recruitment program to include continues
relationship with community resources.
Need to be in touch with all the department leader with the purpose of human resource
management (Bailey And et.al., 2018).
Person Specification
Person specification is the description of the required skills experience, knowledge and other
attributes (selection criteria) which a candidate must possess to perform the job duties for the
opened position. Job description is the document on the basis of which person specification is
derived from (DeCenzo and et.al., 2016)
.

Job Title: Human Resource Manager
Reference Number: BSHOW1
Required Skills and Attribute
Good and Proficient Communication skill
Good Organizational skills
Good evaluation Skills
Good Knowledge of computer operation
Good sourcing skill
Desirable Skill and Attributes
Patience skill
Good Presentation skill
Qualification
Graduation
Certificate in any relevant course (Preferred)
CONCLUSION
After going through above report it has been summarized that HRM plays a crucial role in the success of
the organization as they are the one who manage the employee in the organization and as the employee
are the important aspect of the organization. It has also been summarized that employee legislation has
affected the decision making of the HRM.

REFERENCES
Books and Journal
Bailey, C. And et.al., 2018.Strategic human resource management. Oxford University Press.
Bondarouk, T., Meijerink, J.G. and Lepak, D.P., 2016. Employees as Active Consumers of
HRM: Linking Employees’ HRM Competences with Their Perceptions of HRM Service Value.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. And et.al., 2016. International human resource management. Kogan Page
Publishers.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A. and et.al., 2016.Fundamentals of Human Resource Management, Binder Ready
Version. John Wiley & Sons.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.