Importance of HRM in Workforce Planning and Resourcing at TESCO

This document discusses the purpose and function of HRM in workforce planning and resourcing at TESCO. It explores the strengths and weaknesses of different recruitment and selection approaches. The document also highlights the benefits of HRM practices to both employers and employees, and how these practices can raise profit and productivity at Unilever. Additionally, it emphasizes the importance of employee relations in influencing HRM decision making.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
LO 1............................................................................................................................................................3
P1 Purpose and function of HRM with respect to workforce planning and resourcing TESCO..............3
P2 Strength and weaknesses of different recruitment and selection approaches......................................4
LO 3............................................................................................................................................................7
P3 Benefits of different HRM practices to both employers and employee..............................................7
P4 Effectiveness of HRM practices to raise profit and productivity of Unilever.....................................7
LO 3............................................................................................................................................................9
P5 Importance of employee relation in influencing the decision making of the HRM.............................9
P6 Key elements of employment legislation and its impact on decision making of HRM.......................9
LO 4..........................................................................................................................................................10
P7 HRM practices in a work related context.........................................................................................10
CONCLUSION.........................................................................................................................................11
REFERENCES..........................................................................................................................................12

INTRODUCTION
It is very important for the business to have an effective human resource management as
the working staff is the most important asset for the business and managing them effectively
leads to business productivity(Bisharat and et.al., 2017). Present study is based on the company
TESCO that is a British multinational firm founded in the year 1919 by Jack Cohen. Report will
include the functions of HRM and its application to workplace planning. Report will include
different approaches of recruitment and selection and its advantages and disadvantages. Further
report will include benefits of different HRM practices for both employers and employees.
Report also includes different HRM practices that help the business to raise profit for the
business. Report will include the importance of employee relations to have effective decision
making of the business. Further, report includes different legislation and its impact over the
decision making of the business. Finally, report will include different HRM practices in work
related context.
MAIN BODY
LO 1
P1 Purpose and function of HRM with respect to workforce planning and resourcing TESCO
It is very important for TESCO to have an effective management of its staff members as
it helps the business to compete in market and for the same, business is required to allocated
right resources for the business. Human resource management works effectively for the strategic
planning have following functions within the workforce planning:-
 Staffing needs:- HRM is having its main function to recruit and select candidates that
match with the actual job role so that with their key skills they are able to perform their
respective roles(Oke, 2016). They also work to establish different organizational laws
and have their key eye whether the employees are following the same. They terminate
such employees who violate organizational laws and on bases of the performance of
employees, they give promotions.

 Compensation:- Another major role of HRM within the workforce planning is to provide
equal and fair wages to the employees on bases of their capability and skills. They
evaluate the pay structure of TESCO and work effectively to satisfy its working
staff(O’riordan, 2017).
 Benefits:- HRM at TESCO works on different benefit programs in order to recruit
candidates and make them work for long period in the organisation. There are different
benefits that HRM provides to its employees such as insurance, retirement plan, health
and safety etc. with the help of which employees retain for long period at TESCO.
 Performance appraisal:- The employees performance is been evaluated by the HRM and
on bases of that only, they provide them appraisals. Employees who perform well are
promoted to higher positions and if the employee is not able to perform well for a long
period, strict action is taken by HRM and is been terminated(Dahie and Mohamed,
2017).The performance appraisal helps TESCO to retain its potential employees for long
period of time.
 Law Compliance:- HRM at TESCO is having its another function to track different rules
and regulations in order to keep them up to date. It may include health and safety law,
Discrimination law and many more about which the employees need to be aware of.
The above function of HRM works to provide an effective talent and skills to the working
employees so that TESCO is able to achieve its respective objectives. Business is able to
achieve different goals with the help of Human resource managers as they work to create an
environment for the working staff where they can utilize their knowledge and skills to
achieve business goals. They provide a right direction to the working employees so that they
are able to work effectively by matching with the business standards. The HRM provide time
to time feedback to the employees in order to make improvement in their working pattern
and effectively designing their job role on bases of their acquired skills and knowledge.
P2 Strength and weaknesses of different recruitment and selection approaches
Both recruitment and selection is having a great impact on achievement of the business
objectives as they helps the business to acquire such employees that are having required skills
and knowledge matching with job role.
Recruitment:-

The recruitment process helps the organization to identify talented and knowledgeable
candidates for the specific position so that they work for achieving the objectives of the business.
For different job vacancies at TESCO, candidates apply their resumes and the job of HRM is to
review those applications for the purpose of screening and shortlisting right candidates that are
having skills and knowledge to perform different business activities. Basically, there are two
types of recruitment and are as following:-
Internal recruitment:- The internal recruitment is the process where the HRM at the business
promotes its existing employees or transfers them to other departments within the
business(Krylov and et.al., 2019). The employees of the organisation are been recruited and
shortlisted so that they are able to switch from a temporary to permanent position. There are
some of the advantages and disadvantages of the internal recruitment and are as following:-
ADVANTAGES DISADVANTAGES
 The employees get motivates to work
more effectively for achieving business
objectives.
 It is a cost effective method for the
business and works to retain potential
staff of TESCO for long period.
 It reduces the staff turnover as they get
new opportunities in hand.
 There may be different conflicts within
the staff that may affect their
productivity.
 It generally results in limited number of
candidates to choose from and it is
quite tough for the HRM to identify a
potential candidate among them(Fred
and Kinange, 2018).
 Fresh ideas may be missed by TESCO
that new candidates may bring towards
the business.
External recruitment:- In this type of recruitment process, existing staff is not been included
and the pool of candidates who applied for the job role with the help of different mediums are
been assessed by the HRM. By having an interaction with them, HRM at TESCO analyze their
key skills and knowledge so that they match with the required job role.
ADVANTAGES DISADVANTAGES

 The external recruitment leads to
generation of fresh and new innovative
ideas(Shenoy, Aithal and Ramesh Pai,
2018).
 There are different qualified candidates
who apply for the job role and that
result in tough competition and leading
to a better recruitment process.
 Nowadays, TESCO is using automated
recruitment process where with the help
of Artificial intelligence software right
candidates are been shortlisted.
 This process may not identify the right
candidates for the specific post as it
only highlights the skills and
knowledge and not their potential to
work(Krylov and et.al., 2019).
 It is expensive and time consuming
process than compared with internal
recruitment process as there are pool of
candidates.
 The new candidates will require special
training as they are not aware about the
organisational culture and values(Fred
and Kinange, 2018).
Selection Process:-
It is the process to shortlist right candidates that are having right skills and qualification
matching with the specific job role. For the same, different interviews are been conducted by
HRM that may be face to face or with different online mediums.
ADVANTAGES DISADVANTAGES
 This process leads to less wastage of
time and money of the
business(Obeidat, Tawalbeh and
Akour, 2019).
 The candidates that are not having
appropriate skills and knowledge to
match with the job role, are been
eliminated by TESCO with the help of
this process.
 The HRM may get biased of some
known candidates and that may result
in failure of selection process.
 The ability of the candidate that they
will effectively and not cannot be
judged with the online test(Burbach,
2018).

LO 3
P3 Benefits of different HRM practices to both employers and employee
HRM at TESCO works to achieve the strategic goals of the business by having an
interaction with different business functions. The Human resource management practices are
having a huge benefit for both employers and employees of TESCO in following ways:-
 Organisational culture:- There is a great influence of HRM towards the organisational
culture and this helps employer of TESCO to make its working staff more efficient
towards the business activities by providing them flexible working conditions to the
employees. TESCO is having different policies such as time management that gives
freedom to the employees so that they can decide their own schedule for working
effectively.
 Planning for change:- HRM at TESCO put their efforts to bring effective changes in the
business practices by having a proper plan that may lead them to success of the business.
With an effective planning, HRM works to bring changes with respect to introduction of
new technology and make the staff members aware about their role while its
implementation. On other hand, the employees work to develop key skills so that they are
able to adopt these technologies in their different business activities with an effective
planning for the change(Butler and et.al., 2016).
 Training and development:- In order to adopt new changes that are coming towards the
business, employees are required to be trained so that they are able to enhance their skills
that will help to deal with new changes coming towards them. The HRM of TESCO put
their efforts to make their employees trained in adopting new things. The role of
employers is to motivate the staff and make them aware about their key strengths so that
they may utilize the same in right direction in adopting new technologies(Bisharat and
et.al., 2017).
P4 Effectiveness of HRM practices to raise profit and productivity of Unilever
There are different HRM practices at TESCO that help their business to bring effective
productivity. It is very important for the business to have such organisational practices that create
brand value in market as it directly leads to huge profit for the business. The different HRM
practices that may lead the business to huge profitability are as following:-

 Creating an effective strategy for recruiting top talent:- The human resource
management at TESCO works effectively to bring such recruitment process that analyze
the key skills and knowledge of the candidates and select right staff. This helps HRM to
build effective team that can work for bringing profitability for the business with right
strategies in hand(Preenen and et.al., 2017).
 Flexibility at the work place:- It is very important to have flexible working schedule for
the employees as it leads to work life balance and the employees become more hard
working in order to bring profitability for the business. TESCO provides flexible working
hours to the employees and this helps the business to generate huge profit and achieve
business objectives(Lewin and Teece, 2019).
 Employee Engagement:- It is important for TESCO to make its employees feel part of
the business as the engagement of employees towards business helps in achieving
business goals. The HRM at TESCO works effectively to make its employees engaged
and provide them different development opportunities so that they get motivated to work
effectively for the business. Hiring an employee is quite costly for the business and that is
the reason HRM work to retain them so that they do not have to bear cost of recruitment
and training again and again. That is the reason retaining the employees results in profit
for the business.
 Compensation and benefits:- It is very important for the HRM to align the labor cost
with quality of the workforce in order to improve financial performance of the business.
Providing different benefits to the employees such as health and safety at the workplace,
development opportunity etc. may retain the employees for long period and this will keep
a balance in Labour cost. This will leads to profit for TESCO and company will also be
able to create brand value in market(Vivares-Vergara, Sarache-Castro and Naranjo-
Valencia, 2016).
LO 3
P5 Importance of employee relation in influencing the decision making of the HRM
Employee relation is very important part for the success of the business as it empowers
the decision making of the organisation and makes them work effectively for the business.

Having an effective relation of employees with the organisation leads to business productivity as
health relation of employees with their employers brings effective decision making(Hagenimana,
Ngui and Mulili, 2018). There are many decisions in which the employers needs support of their
key staff and for the same, HRM have to bring different business activities that works effectively
to engage the working staff. The engagement of employees reduces the stress level and brings
effective decision making at the workplace. HRM at TESCO works to motivate its key staff and
make them feel part of the business by engaging them in decision making process. It is very
important for the business to have an effective communication with its employees as it brings
coordination between the supervisors and the staff members(Otoo, 2019). Building an effective
relation with the key staff helps the business to save its time and money as they cooperate with
each other to bring effective decision that can help TESCO to achieve its business objectives. For
the decision making process, many organisation hire consulting firms which is too costly and
that is the reason business is required to take its employees perspective for better decision
making. This also helps the employees to develop their skills and knowledge and have new
opportunities in hand. This helps the business to have an effective team that is having strength to
come up with strong decisions for the business.
P6 Key elements of employment legislation and its impact on decision making of HRM
There are different employment legislation that protects working employees of the
organisation and give rights to the working staff that the can protect themselves from any wrong
doing. The different laws that are introduced by the government of UK for the working
employees of different organizations are as following:-
 Sex Discrimination act 1975:- This law states that no employee can be discriminated at
the workplace on bases of the gender and marital status they have. All the staff members
are required to be treated equally at the workplace and if any organization does not
follow the law, it is right of the employees to make complaint so that legal actions can be
taken for that business(Eskridge Jr, 2017). The decision making of the HRM at TESCO
get influenced with this law as they provide equal wages and opportunity to its staff
irrespective of the gender that they have. Business also takes care that no sexual

harassment is their at the workplace and the HRM takes strict actions against such
employers and employees who are engaged in such activities.
 Equal pay act 1970:- According to this law, business have to assure that men and women
are treated equally on bases of the salary that they get. TESCO ensure that their us no
favorable treatments at the work place and no employee is treated unequally due to any
disability. All the employees working for TESCO are provided equal pay and that brings
a satisfaction level in working staff.
 National minimum wage act 1998:- According to this law, all the working employees
must have minimum wages in hand from the organisation and if any employee is not
getting the same, it is their right to take legal actions against them. TESCO works
effectively to follow the respective law by providing the minimum wages to the staff
members so that they are able to live a good life(Knudsen, 2018).
LO 4
P7 HRM practices in a work related context
Having effective HRM practices at the workplace leads to smooth running of the business
and company is able to achieve their respective goals and objectives. In a work related context,
the different HRM practices at TESCO are as following:-
 Social media recruitment:- In order to recruit right candidate in small duration, the HRM
at TESCO take help of Social media recruitment process. It is less costly and helps the
business to connect huge number of candidates so that the business can select best one
out of them. There are video interviews where face to face interaction of candidate can be
there and this helps to save time of HRM and also applying candidates. It is the most
suitable platform for HRM to select potential candidate for their business(Ladkin and
Buhalis, 2016).
 Tracking systems of applicants:- With the help of advance technology in hand, TESCO
recruit candidates with the help of tracking systems and scan all the applications of the
candidates that have applied for the job role. In this way business is able to select best
candidates for the job role.

 Mobile recruiting:- Another way of recruiting is with the help of mobile as it is less
costly for the business(Fagbolu and Atoloye, 2018). The HRM at TESCO take help of
this device in order to select the best candidate as most of the people take help of
LinkedIn, Indeed etc. to apply for the job role and company select out the best one that is
having key skills and knowledge.
CONCLUSION
From the above report it is been concluded that the HRM at TESCO is playing crucial
role for development of the business and is putting lots of efforts to run the business smoothly.
HRM works to recruit and select right candidate for the job role and accordingly provide them
effective training. Report further concluded that there are two types of recruitment one is internal
and another is external recruitment and business recruit and select candidates with the help of
these processes. Report also concluded that there are different benefits that employees and
employers have from different HRM practices. In order to raise profit and productivity of the
business, HRM practices plays very important role. Report also concluded that it is very
important for the business to engage the working staff as it helps the business to come up with
effective decision making. Report further concludes that the business needs to follow different
employment legislations in order to have effective HRM decision making. Finally, report
concluded that the TESCO uses different HRM practices in order to have an effective
recruitment process.
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