Human Resource Management | TESCO PLC

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1 ...................................................................................................................................3
Define purpose and function to HRM to workforce planning and resourcing an enterprise. ....3
Explain the strength and weakness of different approaches to recruitment and selection. ........6
ACTIVITY 2....................................................................................................................................7
Benefits of various Human resource management practices within the TESCO for employee
and workers.................................................................................................................................7
Effectiveness of several HRM practices in term of increasing productivity and organizational
profit............................................................................................................................................9
Evaluation of HRM application and practices in context of organization................................11
ACTIVITY 3..................................................................................................................................12
Importance of employee relations in respect to affecting HRM decision-making...................12
Key elements of employment legislation and its impact upon Human resource management
decision-making........................................................................................................................13
Aspects of employment legislation and employee relations management that affect HRM
decision-making procedure in TESCO.....................................................................................13
Evaluation of employee relations and application of TESCO HRM practices that influence
and inform decision-making in company..................................................................................14
Application of HRM practices in context of work....................................................................15
CONCLUSION..............................................................................................................................15
References......................................................................................................................................16

INTRODUCTION
Human resource management termed out as practice of recruiting, hiring, deploying and
managing employees within enterprise (Alfes and et.al., 2013). This is defined as an operational
function within firm that designed to maximise employee’s performance to meet out strategic
goals and objectives. Henceforth, it mainly focuses on management of people and also emphasis
on creation of system or policies. Additionally, HRM plays strategic roles in terms to managing
people and workplace environment (Beloglazov, Abawajy and Buyya, 2012). The main aim of
Human resource is to assist people and entity to achieve desired gaols by implementing policies,
practices and processes.
Therefore, the present report is based on the business activities of Tesco. It is British
multination grocery retailer that engaged in supermarket chains and deals in commodities as
retailing of books, electronics, furniture, financial service and clothing etc.
Moreover, report will cover the activities as purpose and functions of HRM to achieve
business goals, strength and weakness to differ approaches to recruitment and selection,
beneficial aspects of HRM practices for both employer and employee. Lastly, application of
HRM practices will be defined in work related context with use of specific examples.
ACTIVITY 1
Define purpose and function to HRM to workforce planning and resourcing an enterprise.
Human resource managers within the enterprise plays crucial role to achieve enterprise
goals through HR planning and managing performance. It can be done with looking over
recruitment, training and development of employees. They work as to hire best candidates to
carry out day to day activities and to achieve strategic goals. Henceforth, role of HR is to create,
manage, execute and supervise policies and regulation that are crucial for each employee to
conduct appropriate functioning (Bloom and et.al., 2012). Herein, Purpose and functions to
HRM are defined in below contexed manner as-
Functions of HRM-
Human resource management functions are categorised into three stages as operative,
managerial and advisory. Thus, its defined in following manner are as-
Operative functions-

 Employment- Human resource management is responsible authority to carry out
functions as recruitment, placement and selection etc. They must determine the
requirement within manpower in term to quality and number of personal. Thus, process
as recruitment and selection needs to be taken to cover the sources of supply and devise
that are designed to hire right candidate for various jobs within enterprise. Therefore,
induction and placement for better performance covers under procurement and
employment function.
 Development- It is function that allows employees to perform their job role with
innovative skills and knowledge (Buller and McEvoy, 2012). Hence, it can be stated that
training and development also prepares employees for higher level responsibilities.
 Performance appraisal- It is crucial to look over the performance of employees, this
also aids to perform job role effectively. Henceforth, checking and analysing employee’s
performance leads to achieve strategic goals.
 Salary administration- Human resource managerial authorities must work as to
determines the pay to employees as per their job role. It is also inclusive of benefits as
compensation, incentives, bonus etc. to employees.
Managerial function-
 Planning- It is crucial function that works as to set goals and objectives. Therefore,
polices and procedure must be laid down to achieve desire goals. Better planning leads to
achieve strategic goals within enterprise.
 Organising- Another managerial function is to develop and design the structure of
enterprise. Hence, it is crucial to delegate authorities to employees with task and
responsibilities they have assigned.
 Directing- The HR must function as to direct and inspire employees to achieve desired
goals. It can be done with help of proper planning of career of employees, motivational
methods and friendly relations. He is responsible authority to identify the needs and
wants of employees and to find ways to achieve it.
 Controlling- It is function that is relate with apprehension of activities as per plan and
that all was framed on the basis of desired goals. At this level, it is crucial to find out the
gap between planned and actual performance, if there is any deviation than corrective