Importance of HRM Functions and Practices in Tesco

This document discusses the purpose and functions of HRM in Tesco, including recruitment, workforce planning, and performance appraisal. It also explores the importance of HRM practices such as training and development, flexible work practices, and fair evaluation. The document emphasizes the impact of effective employee relations on the productivity and profitability of the organization.

Human Resource
Management

INTRODUCTION
Human resource management is a procedure of administrating, conducting and controlling
business division actions, operation and manpower of the enterprise. It can be an activity of
recruitment and assortment well knowledgeable and skilled candidates for the company so that
the department of it can be in effective manner. The accountabilities and obligation of human
resource manager are classified into diverse regions such as recruitment, employment, training,
initiation and many more. The key purpose of HRM is to increase the efficiency ad profits of the
commerce through determining the productivity of workers. HR executive manages the
employees and place importance on executing the strategy and activity (Zaid, Jaaron and Bon,
2018). They also assist in devising effective workers relation and maintenance of them. For the
completion of this written document Tesco is the enterprise which is considered. This company
was integrated in 1919 by Jack Cohen and is headquartered in Hertfordshire, England, UK. The
document will consider information about the purpose of HR functions and their roles and
responsibilities. Further, it will explain about approaches to workforce planning, recruitment and
selection. Moreover, it will describe about different HRM practices which assist in developing
profitability and efficiency of establishment. Essentialness f employee relation and influence of
employment legislation over HRM determination devising will also describe.
TASK 1
P1.
The description of HRM functions and purposes is as below in reference to Tesco:
Purpose of HRM
Satisfying staffing needs- It is the main purpose of HRM within Tesco as it fulfils human
resource place of work space in the venture. In context of it, this division is required to recruit
and select well qualified and skilled workers that perform regarding business goals.
Alignment of Human resource with business objectives- It is other motive of HRM is to
build better relationship with the worker and work for attaining the business of the venture in
granted time duration (Tang and et. al., 2018). In Tesco, for accomplishing goals and objectives
of the company, the management of this enterprise offer training to employees so that their
performance matches with that of needs of establishment.
Functions of HRM
1

Administrating employees relations’ - It is the key function of HRM and this department is
accountable to make effective relations hip among workers and company. The HR division is
responsible to manage relationship and for this, the administration of Tesco makes effective
announcement with the workforce so that they can distribute their problems and determining
them in time (Papa and et. al., 2018). If relationship of workers will be superior then it will assist
in generating a strong place of work where people can execute their task in improved form and
accomplish set business goals.
Performance appraisal- It is another function of HRM that is accountable to determine the
execution of the workers in a particular job. In Tesco, the management of the firm is responsible
to determine workers performance in business actions and operation of the company. This’
process is conducted by the firm so that they can determine workers execution and remunerated’
them accordingly.
Workforce planning- It is a process of examining, estimating and preparation or administrating
workforce deliver and command. Assessing gaps and shaping particular talent management
interference to promise that a business is managing the manpower of the company through
determining their skills and knowledge. In Tesco resourcing can be a part of personnel and
development which concentrates on the recruitment and release of people from companies as
well the administration of their execution and potential whilst employed through the company.
Purpose and importance of workforce planning
The key objective of workforce planning is to management of employees and determines
the want of them for upcoming demand of venture. This scheduling is crucial as it assists in
finding out ability gap in existing worker and offering guidance to fill up skill based space. It is
important as with the assistance of it, the administration of Tesco can identify the current and
forthcoming tome need of employees.
P2.
Recruitment- Within this process, it offers a manner to get attention, showing and assortment
the most reliable applicants for the company (Pham, Tučková and Jabbour, 2019). So that pre-
analysed principles can be accomplished in the long term, the HR administrator of Tesco assures
that they recruit trained workers in its administration group.
Importance-
2

 It offers a manner to measure to existing need of the workers in the company
through determining the employment obligation in the group.
 It is a phase where applicants are monitored on the basis of their education and
the abilities are required for executing the dissimilar actions in the firm.
Approaches- There is interior and exterior techniques for employment:
Internal approach- Here, applicants are selected from the workers of the company to fill up the
available posts in the administration unit. Some of instance of interior staffing is as under:
 Promotion- Within it, workers are promoted to upper level in the administration by
measuring their execution in the group (Haneda and Ito, 2018). Workers outcomes are
determine on the basis of skills and knowledge in the assigned work.
 Transfer- In it, workers are transfer to one place to another place in the establishment.
External approach- Under this, applicants is assorted from the external side of company while
skills and knowledge of candidates are taken in to consideration and the obligation of the
available position in the firm. Some of the exterior employment approaches are as under:
 Campus recruitment- Within it, applicants is assorted from the university to have fresher
in the venture.
 Advertisements- Here, information about the unoccupied posts in provided in the
newspaper, social media and others. So that effective applicants are chosen for the
several posts in the firm.
Strengths-
 Interior employment is rapid in procedure and needed less expenditure in the method.
 Exterior staffing offer new talent in the administration unit.
Weaknesses-
 There are fewer amounts of fresh thoughts in the company.
 Outside procedure is costly in organising the interviews.
Selection- Within, this applicants are further determined on the several this procedure shortlisted
basis and are another time selected for testing their abilities and information for the post
accessible (Yusoff and et. al., 2020).
Approaches-
 Online screening of the applicants is completed for another method.
 Interview is a face to face interaction process which is demeanour to test their abilities.
3

Strengths-
 Online is an easy technique and process to select the applicants.
 Interview assists in acknowledging the character.
Weaknesses-
 Applicants get anxiety at the interview around.
 It also takes more time and some time chances of wrong selection are high.
Workforce planning- It is a form to determine the need of the workers in the company. So that
skilled workers are hired in the management unit (von Bonsdorff and et. al., 2018). In context of
Tesco, the administrator assures that they hire effective manpower in its group so that aims can
be accomplished.
Approaches-
Successful organisation- The better execution of the company is supported to the approachs
that are shaped on the stand of the chronological execution and the hierarchy of the firm. It will
assist Tesco to have effective atmosphere in the company execution.
Organisation in dynamic environment- In Tesco, the administrator assures that they utilise
outside data and information in reference to maximise the interior abilities.
TASK 2
P3.
In Tesco, there are several HRM activities which are performed through the management
of organisation. These HRM practices are important for the workers and managers and help in
their growth and progress.
Training and development- It indicates to the procedure that is conducted by the
administration of the workers so that they can create development and enhancement in their
abilities and knowledge. In Tesco, the management offer training and development sessions both
current newly recruited people so that they can obtain information about the use of technologies
which is used by firm and improve their skills. The management of respective firm offer several
types of training sessions like investigation, teaching, job revolution and mentoring etc.
Benefits for employees- Training and growth are crucial for workers as it assist in building
improvement in manpowers abilities’ and information (Gutierrez-Gutierrez, Barrales-Molina and
Kaynak, 2018). This HRM activity is important for personal and professional development of
4

employees. With the help of this type of action they can get data about new things such as tools
etc.
Benefits for employers- This HRM action is crucial for administrator as when the firm
offer training to workers then manager have skilled workforce for their particular project.
Trained employees enable in attaining the task objectives in amended form or in set time frame.
Flexible work practice- It is an essential exercise of HRM within enterprise create suppleness in
their way of functioning and running the business of enterprise (Rasool and et. al., 2019). In
Tesco, for this administration of the firm provide supple functioning alternative and worker
option to its workers in several units like work as per shifts, work from home and part time work
etc.
Benefits to employees- It is crucial to workers as it help in making work life balance. This
HRM activity will be advantage to employee of the firm as though accepting this option they can
expand their time with family. It will help in reducing pressure and get employment according
their option.
Benefits to employer- It is effective and beneficial as if enterprise offers this alternative to
employees then work load will be decrease. Employer will build concentration on their
employment and attain their goal ad aim.
Performance appraisal- It is an activity of analyse and monitor workers execution. In Tesco,’
management of the form can conduct this process periodical and yearly base to determine
performance in form of incentives, trips and bonus etc.
Benefits to employees- This practice of HRM is important of workforce as it empower
them. It helps in offering fiscal and non-monetary advantages to them in form of recompense,
coupons, trips and many more.
Benefits to employer- It is crucial to managers and seniors because with the assistance of
it, they conscious with capable, conversant and talented manpower that can be appropriate for
their scheme and duty. this activity assist in empowering workers so the work regarding which
they are performed, done on time and also enable in accomplishing employers target by making’
contribution in their project.
P4.
There are several human resource activities that are essential for improving profitability and
productivity of the firm (Stewart and Brown, 2019). The explanation of them is as under:
5

Training and development- It is an important process of enhancing workers cap’ abilities
and knowledge so that they can perform their job with more efficiency. For instant, in Tesco, the
administration of the firm offer teaching and knowledge programmes so that they can conscious
with the new expertises and improves their information. It assist the company when they adopt
new technology them workforce can perform their duty in efficient form and achieve it in
appropriate form without facing any kind of issues. It assists in increasing productivity of the
establishment.
Performance management- It is other proficient HRM practice that is essential for
formative and determining workers execution’ in a particular task (Macke and Genari, 2019). In
Tesco, with the help of this preparation, the venture determines workforce finishing so that if
employees are not executing well then company can offer training to them. If they performed
well then they can remunerated for their effective work. It encourages workers and they do their
task with more efficiency and utilise their all effectiveness. It assists in increasing profit margins
and efficiency of the venture in appropriate form.
Reward system- It is an effective human resource activity which make an effective
contribution in maximisation of profits and enhancement of efficiency of company. After the
process of performance management, the employees are rewarded for their good execution in
term of monetary of non- monetary (Schmidt and et. al., 2018). In monetary term, the
management offer those incentives, bonus, compensation and others. In non-monetary, they are
rewarded by offer training, food vouchers, holiday packages, extra leaves and many more. These
all kind of remuneration motivates them and they execute their work with more effectiveness
which help in raising organisational profit and productivity.
Fair evaluation- It is an effective practice of HRM and with the assistance of it, the firm
can do fair evaluation of employees performance without making any kind of favouritism so that
all the employees are rewarded in fair manner. To make fair evaluation, the management of
Tesco can consider behavioural approach, quality approach and many more (Chapman and et.
al., 2018). When people of company are measured fairly then they feel encouraged and they
make their effective contribution in accomplishing the business goals and aims which assist in
improving profits and productivity of enterprise.
6

TASK 3
P5.
Worker relationship refers to an establishments effectiveness to administrate and manage’
relations between workers and employer. An organisation which has skilled relationship with
employees can offer fair and consistent treatment to its manpower so that they will be engaged
with their employments and faithful towards enterprise. In Tesco, if the administration of
enterprise accepts or executes efficient strategy and laws that are adequate for establishment and
manpower then workforce accept them easily and appropriate way as well as job as per them
(Schmidt and et. al., 2018). It crucial for the suppleness of the company as if the legislation and
strategies are in favour of workers then it forms positive influence over workers. As they accept
them to complete their task in easier and ethical mode. For instance, in Tesco, if the business
venture will not offer flexible working option to people of company then unfavourably affect
some individual take negative benefits regarding completion of their flexible manner which
maximise the cost and reduce efficiency. In reference to this, decision making of the firm will be
affect unfavourably and the organisation conduct determination devising activity again.
P6.
Legislation of employment is regarded as workers attitudes within entity. There are several
regulations as well as norms which firm should opt in entity in order to maintain optimistic
atmosphere at work area. There are several firms that are included to maintain the work of firm
through executing much legislation. In context of TESCO, there are various norms adapted for
managing as well as controlling welfare of workers are discussed below:
 Equality Act, 2010: This is regarded as the legal norms that describes, workers should be
facilitated with even rights at work area. Respective regulation is opted through TESCO
which safeguards staff as well as workers from several discrimination at work premises. The
human resource manager of respective entity renders equal opportunities for staff. It assists
them to encourage as well as inspire staff performance at various situations within work
area.
 Health and safety act, 1974: It is a legal regulation that is facilitated through TESCOs’
human resource manager. As per this, it is the responsibility of their administrative to
concern about workers health. Moreover, there are several safety as well as security
7

measures facilitated to staff for managing optimistic atmosphere. This aids in enhancing
staff engagement as well as retention. It aids to maximise the health and safety of workers at
work area.
 Sex discrimination act, 1975: As per respective regulation, it is determined that any staff
should be discriminated based on their gender. Whole workers who are performing into
TESCO are to be treated evenly as well as there should not be any gender bias. The human
resource manager of respective entity to facilitates even treatment to whole staff members.
 Fix work hours act, 1998: This is vital for entity to set appropriate time for staff as it
cannot perform based upon the needs of firm. The target has to be set as per the working
hours of staff. Moreover, TESCO have fixed working time as well as has appropriate
development of remuneration according to work hours.
Therefore, this is essential for TESCO to comply whole essential employment legislation as
this assists them to encourage as well as inspire staff performance at various situations. In
addition to this, it is also helpful in enhancing staff engagement as well as retention and many
more.
TASK 4
P7.
Basically, accountabilities as well as responsibilities of human resource manager are
classified in diverse field such as employment, staffing, preparation, orientation and many more
The human resource manager practices include hiring proficient candidates that is suitable for
particular job role. Moreover, it is a function that will have direct impact upon organisational
productivity as workers plays vital role into development of entity. Some documentation that is
required for recruiting TESCO human resource manager are discussed below:
Job Specification:
This is regarded as the detail description about the job role, which consist whole
accountabilities, aims and needs. Moreover, it is an written documents of particular qualities,
experience level, competencies, educational qualification and many more for performing the
particular job role, accountabilities. A specific example regarding this are mentioned below:
Job Title: Human resource manager
Location: TESCO, (UK) United Kingdom
8

Overview of the Job: This human resource manager job role is accountable for personnel
development of entity is systematized way. Moreover, its duties are to conduct job interview,
hiring, choosing as well as also the performance management of employees.
Qualification Required:
 Completed graduation in business administration from affiliated university.
 Management of Business Administration in Human resource from affiliated university.
Experiences & required Knowledge:
 Knowledge related to human resource payroll system.
 Knowledge related to execution of training & development programmes.
 Competent knowledge regarding various kinds of employment regulations.
Skills needed:
 Communication skills.
 Problem-solving skills.
 Decision-making skills.
CV
Alderson smith
Address: Street lane, London, United Kingdom.
Objectives: To perform in renowned entity that assist me to obtain development opportunities
effectively through implementing whole my competencies and skills of various human resource
management activities appropriately.
Work experience:
 Should have experience of at least 3 years.
 Training in HR Department for one year.
 Done internship in field of human resource manager for about six months.
Qualification:
 Bachelor degree in the Business administration.
 Management of Business Administration in Human resource.
Interview questions
1) Describe yourself in brief.
9

2) What are your key strengths?
3) How you would handle stress at work area?
4) If you are hired for this job post then how would you develop employee performance?
Job Advertisement
Basically job advertisement means an announcement regarding open job post. The main
aim of it is to inform potential job candidates regarding a new opening as well as grab the
attention of various candidates to apply. This is important for firm as it attract more competent
candidates as well as fends off whole other candidates. Also it is less time consuming and costly.
TESCO
JOB OPENINGS
TESCO is seeking for management skills who can develop staff performance.
HR Manager
JOB DESCRIPTION
HR manager should have at experience of 3 years. The candidates should have the
management skills as well as should be able to manage a team.
REQUIRED SKILLS
 Decision making skills
 Communiqué skills
 Issue resolving skills
APPLY NOW
Send your resume to [e-mail] or visit the website- www.tesco.com.
Offer letter
This is the letter that facilitates a brief overview about job post as well as entity.
Moreover, it also involves particular job information, such as salary, work schedule, advantages,
starting date and others. Along with this, it is regarded as the formal document that is sent to
candidates who are chosen for particular employment or job role.
Dear, Alderson smith
We are glad to inform you that you are selected for the applied human resource manager
position within entity.
10

Job roles and responsibilities:
 Scrutinize staff needs within entity.
 Perform training & development programmes continuous basis.
Reporting to: HR department
Basic salary: $25000 per month
Working hours: 10.00AM – 6.30PM
CONCLUSION
From the above defined data, it can be analysed and concluded that human resource
management is an appropriate activity of administrating workers and business department of an
establishment. It help a business venture through performing several actions an practices such as
training and development, recruitment & selection, performance management and many more.
There diverse human resource management practices are crucial or advantageous for workers
and employer for their personal and professional growth. Good employee relation is also
effective to make progress and success in company and accomplishing in attaining its set
business objectives. Along with this, employment legislation is also essential for ethical
operation of enterprise. Several HRM applications such as advertisement for the job role, job
description and offer letter are good for recruiting talented and knowledgeable candidates.
11

REFERENCES
Books & Journals
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An
empirical study. Journal of Cleaner Production, 204, pp.965-979.
Tang, G. and et. al., 2018. Green human resource management practices: scale development and
validity. Asia Pacific Journal of Human Resources, 56(1), pp.31-55.
Papa, A. and et. al., 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management
practices. Journal of Knowledge Management.
Pham, N.T., Tučková, Z. and Jabbour, C.J.C., 2019. Greening the hospitality industry: How do
green human resource management practices influence organizational citizenship
behavior in hotels? A mixed-methods study. Tourism Management, 72, pp.386-399.
Haneda, S. and Ito, K., 2018. Organizational and human resource management and innovation:
Which management practices are linked to product and/or process
innovation?. Research Policy, 47(1), pp.194-208.
Yusoff, Y.M. and et. al., 2020. Linking green human resource management practices to
environmental performance in hotel industry. Global Business Review, 21(3), pp.663-
680.
von Bonsdorff, M.E. and et. al., 2018. Employee age and company performance: An integrated
model of aging and human resource management practices. Journal of
Management, 44(8), pp.3124-3150.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product
development. International Journal of Operations & Production Management.
Rasool, S.F. and et. al., 2019. How human resource management practices translate into
sustainable organizational performance: the mediating role of product, process and
knowledge innovation. Psychology Research and Behavior Management, 12, p.1009.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
12

Chapman, E.F. and et. al., 2018. Human resource development and human resource management
levers for sustained competitive advantage: Combining isomorphism and
differentiation. Journal of Management & Organization, 24(4), pp.533-550.
Schmidt, J.A. and et. al., 2018. Human resource management practices and voluntary turnover: A
study of internal workforce and external labor market contingencies. The International
Journal of Human Resource Management, 29(3), pp.571-594.
13