Human Resource Management: Purpose, Functions, and Practices in Tesco

This document provides an overview of Human Resource Management (HRM) in Tesco, focusing on its purpose, functions, and practices. It explains how HRM contributes to workforce planning, recruitment, selection, and increasing profit and productivity. The document also discusses the strength and weakness of different recruitment and selection methods, as well as the effectiveness of HRM practices in increasing profit and productivity. Overall, it offers insights into the role of HRM in Tesco and its impact on the organization.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource management (HRM) can be referred as the different practices of hiring,
managing, deploying the employees of an organisation. It is the separate department of an
organisation which helps to manage all its functions and operations of the organisation in order
to smooth functioning and in order to chive the target of the company. For this project, Tesco,
multinational retailer in the UK, has been selected which offers wide range of products or
services to the customers. This not only operate in the UK but also operate in number of
countries as well and help to increase the economic value of the country. The company has 6,800
shops in across the world. The headquarter of the company is in Welwyn garden city,
Hertfordshire, England.
It depicts different function of the HRM that helps the managers of the company to perform
all its operations. Different scope and purpose of HRM also going to be explained on which they
make their strategies. This also going to be explained the importance of different HRM practices
in the Tesco company how this helps to work force planning in the company. Further more this
report will help to explain the strength and weakness of the different recruitment and selection
process which helps the company to hire the right candidates for the company. Importance of
employ and employer relation also gong to be explained. Lastly with the different HRM
practices will be defined in context of the organization.
LO 1
P 1 Purpose and functions of HRM related to workforce planning
Tesco is one of the greatest multinational supermarket store. Which servers their services
the different and wide number of country across the UK. On the basis of the revenue Tesco is
ninth largest supermarket store in the world. Tesco company has strong human resource
management department which helps the company to manage all its operations and function.
This also helps the company to manage the effective workforce planning so that employees can
contribute a lot to achieve its target.
Thee are different scope and purpose of the Human resource of Tesco company. These
are:
The labour or personnel aspects – One of the main scope of the HRM of Tesco
company is concerned with the labour, or workforce planning, in which they perform the

different activities like recruitment, selection, placement, promotions, training and development
etc.
Welfare Aspects – In this HRM of the Tesco plan the different strategies like working
condition of the company, canteen, rest, lunch room etc that give the mental satisfaction to their
employees and staff of the Tesco company (Chelladurai and Kerwin, 2018).
Industrial relation Aspects — This refers with the union management, collective
bargaining, settlement of disputes, joint consultants etc that help the work force of the Tesco
company to maintain the health and strong relation with their workforce.
Purpose of HRM
 One of the main purpose of HRM of Tesco company is to make sure the adequate number
of workforce through the internal and external recruitment activities. Which help the
company to mange the workforce in the company.
 Another purpose of HR is to provide the effective and ongoing training and development
in order to enhance the skills of their workforce as according to their job role in Tesco.
 In order to retain their workforce or employees for a longer time, HRM of Tesco
company is to employee compensation, in order to give them different benefits and
sustain them in organisation.
Functions of HRM
There are different function of HRM in Tesco that help to manage and retain their
workforce in the company for a longer duration. These functions are categorized into two
category i.e. managerial function and operative function.
Managerial functions
 Planning – In this, to maintain the proper workforce in Tesco company, HR manger of
the company planning to hire the right candidate for the right post. For this they plan and
create job specification, person specification that give the detailed about the requirement
of the employees.
 Staffing – This whole process is concern with the select employees train them, promote
and retirement. This staffing is concern with the workforce management in the Tesco
company.

 Directing – In this HR managers of Tesco company direct their workforce or employees
in order to achieve the target for the company. In this they motivate them, encourage
them in the direction to desired goal.
Operative functions
 Procurement — In this function, HR managers of Tesco company make sure that right
kind of the candidates are being placed on the right vacant post in the company. So that
they can effectively perform their task.
 Training and development — In this HR managers of the Tesco company make sure
that their workforce are skilled and have knowledge about their job role and target. For
this they conduct the training and development program for their workforce in order to
enhance their skills.
 Compensation – This include the determination of the salary and wages to the workforce
that al get equal salary as according to their job role and can contribute to achieving the
target.
P 2 Strength and weakness of the different recruitment and selection methods
Recruitment can be referred as to finding the vacancy in job and to enhances more
number of skilled people for the post to fill it with skilled workforce in organisation.
Internal Recruitment refers to recruit the employees from the existing workforce of the Tesco
company (Berman and et.al., 2019).
Promotion – This method is mainly used by TESCO company HRM department to enhance the
interest of employees to retain their position in the company and offer him the senior position in
the company for better growth opportunity in company.
Strength
 Promotion helps the Marks and Spencer to get the skilled employees from internally, who
have all the knowledge about the company. Company do not have to trained them.
weakness Tesco will restrict their skill by this promotion. If company have skilled employee then
they do not to suffer from loss.
Transfer – This is such procedure which is used by company to enhance the interests of
employees by offering them new job post in different country, city or office to have greater

opportunity and learning. Thus, it results in bring new changes in their working and also this
enhances their growth opportunity in their personal resumes. This procedure is usually
implemented by TESCO company to retain the interest of employees for longer term.
Strength
 The main strength by adapting their procedure is that the trust worthy employees are
retained in the same company and thus it results in increase in production and activity of
the company.
 As by choosing this procedure it reduces the time of company by recruiting or
transferring the same employees at different place if they attained good positions in
company (Stewart and Brown, 2019).
Weakness
 As if the employees had some bad reputation in the company and till his work is
appreciated there are no chances of such employees to be liable for good opportunity in
the same company.
 If they transfer the same employees to different places it never results in enhancing the
new and creative talents in the TESCO company.
External Recruitment
Media advertisement – By recruiting people through this method it is most popular and
commonly used procedure which is implemented by TESCO company through social media
marketing, Newspapers, pamphlet, online portal etc.
Strength It mainly gives the wide range and opportunities to attract number of employees to HR of
mark and Spencer.
weakness This may create issue and problem of fake employee, as this social media is being used
by many fake people as well.
Campus placement – It is mainly committed in colleges and universities to admit such students
which are skilled and liable to commit such work which is demanded by company from such
students. They are mainly appointed by HRM and to select the knowledge person are their first
priority.
Strength:

 By adapting this method TESCO company had more chances to recruit the skilled and
experienced person in their company and also their hard work is to be discussed by their
presentation and dedication towards such work.
 There are more chances to get such employees which are more creative and bring new
chances in the company if they recruit the right people.
Weakness:
 Its weakness is that it takes long time to recruit the right people and also there are more
chances to select the wrong people after having the top skills.
 This method is more time consuming method of lot of employees came for the interview.
Selection : This is mainly done to select the right candidates in the job and also eliminates such
employees which are not appropriate for the selected post where the vacancy arises. There are
various methods of selection such as:
Interview – The major aspect of interview is to select the right people which can carry the task
properly and commit it to achieve success.
Strength:
 Tesco company employer can minutely examine the stability of the employees at the time
of interview.
 They are clear with their wok achievement and task which is to be accomplished if they
are selected for such post.
Weakness: If there are large number of candidates, then to select the right candidates is difficult and
more time consuming concept is to be examined.
Selection Test – This test is mainly used to know the capability and skill of the candidates and
their judgement regarding such matter are to be evaluated.
Strength:
 They can minutely examine the capabilities and skills of the employees by appearing that
test (Poór and et.al., 2019).
Weakness:
 By choosing this method if the person with high skills and experiences not clear the test it
results in reflecting the whole procedure in TESCO company.

LO 2
P 3 Different HRM practices
There are different practices which are being performed by the HRM of the Tesco in
order to achieve the desired goals and target of the company. These practises not only help to
smooth driving of the operation and functions of HRM but also helps to increase the profit and
productivity of the company. These practices are:
Recruitment and selection – This is on of the basis and main practice of the any Human
resource management in any organization. In the Tesco company, human resource management
helps the company to hire the effective workforce as according to the vacant post in the Tesco
organization in order to achieve the target of company by having the skilled workforce
(Morgeson, Brannick and Levine, 2019). This help the Tesco company to select the best
workforce who can give the best quality services to their customers and can increase its
productivity.
Compensation and benefits – Compensation and benefits is another practice of the HRM of the
Tesco, that helps the company to retain their effective and skilled workforce in the company for
a longer duration (Berman and et.al., 2019). This includes the different benefits like bonus,
rewards on the basis of their work performance, give them promotion by seeing the effectiveness
of the work and provide them different opportunities in their career. This helps the work force
and employees of the Tesco company to sustain with it and increase their productivity in
different countries.
Providing security to their workforce – Another one of the main practice of the HRM of Tesco
is to provide the security to their workforce by applying the different laws and regulation and
giving them job security (Banfield, Kay and Royles, 2018). In this HRM of the Tesco company
apply the health and safety act, employees job security policies, consumer rights act etc. this give
the security and protect the basic rights of their workforce.
Work balance life — Maintain the balance between the work life and personal life of their
workforce is another practice of the HRM of Tesco company. In this human resource managers
of the Tesco provide the flexible time and give them number of holidays, and provide sick leaves
so that can give the time to their family as well. In the flexible working, HR managers of Tesco
set the different shifts, so as each employee can work according to their suitable time.

Training and development - Another one the main and important practice of human resource
mangers of Tesco is to giving the training and development program to their employees and
workforce. This training and development practice of HRM in Tesco help workforce to get
enhance their skill as according to their post and job role. This give them a hike and get to learn
more about the role and skill.
Benefits of Training and development
 Training and development helps the workforce of Tesco company to get improvement in
their skills which is required in the job role. So that they can give their full potential in
their performance (Bailey and et.al., 2018).
 This training and development also helps the workforce of Tesco to improve their moral
and give them satisfaction that they are also capable for the post and can handle all its
responsibilities effectively without hesitation by enhancing their skills.
 This training and development not only help the workforce but also helps the Tesco
company as well by reducing employee turnover.
P 4 Effectiveness of HRM practices in order to increase profit and productivity
Different HRM practices in Tesco company not only helps the workforce of the company
by enhancing their skill but this enhanced skill, increase their moral and satisfaction helps the
company to increase its profit and productivity.
Recruitment and selection — This practice of the HRM affect the profit and productivity of the
Tesco company. As the HR managers of company hire the skilled and experience employees
who have enough knowledge and work experience, this give the benefit to the company, that
those employees will have better understanding of their job role and target, so that they can
effectively perform all their task (Chams and García-Blandón, 2019). This will influence the
productivity of the company in the market, and this productivity help to increase the profit of
Tesco by satisfying their customers need and demand.
Compensation and benefits — Compensation and benefits also helps to increase the profit and
productivity of the company. As HR managers of Tesco company give different benefits and
career opportunities to their workforce then this will help to increase its loyalty towards the
company. They work effectively for the company in the direction to achieve the desired target of
Tesco company which is to increase its sales and profit (Turner and et.al., 2019). When
workforce of the company get rewards and appreciation for their work, then they will give their

best to company. This will increase its productivity and this productivity directly increase profit
when company fulfil the market needs on time.
Work life balance – In this as HR managers of Tesco company provide the flexible working and
timing then thy can give time to their family and can maintain the balance between work life and
personal life. When employees show that company is taking care of them then employees also
give them their full potential through their performance and accomplishing the task and goals of
the company. This will help to increase its sales and profit in the market.
Training and development – Training and development also helps to increase the productivity
and profit of the company. When employees get skilled and talented a according to their post
they can give their best in their working performance (Stewart and Brown, 2019). As training
and development helps the employees to better understand of their job role, objective and
according to it required skills are being enhance. Then employees will work effectively with
using their skills, then productivity will be increased and this productivity will help Tesco to
increase its sales and profit in market around the world.
LO 3
P 5 Importance of employer and employee relation in context of decision making in HRM
The relationship of employer and employee is important when the company had to take
important decision to improve the integrity of the company in effective way. Employee expected
from there employer that they are to be motivates when they stuck in some task or there decision
are to be appreciated by the employer and implemented in this task which is to be accomplished
within the stipulated time. In TESCO company, there is very close relationship between the
employer and employee relationship and due to such relationship it reflects more people to be
recruited by the HR department to maintain the retention of employees for longer time period.
If there is strong relationship between the employer and employee it reflects the work
culture of the company and also it results in bringing the effective decision making power. If
there is strong bounding it also results in reducing the risk in the works and also the targets is to
be accomplished as team. Trust, loyalty and honesty are the major aspect which is to be
maintained by both employer and employee to conduct work. It is the duty of the employer to
guide employees in right way and also motivate them to accomplish the task within the allotted
time. Also, the same is with the employees as employees had to respect the decision of the

employer and also work according to their norms and instruction which are guided by them to
complete such task.
P 6 Employee legislation
There are different number of employee legislation that affect the decision-making of the
HRM in Tesco.
Fair labour standard act – This legislation is based on to fairly treatment with all the workforce
in Tesco company. This fair treatment is based on the wages, benefits, rewards etc (Macke and
Genari, 2019). HRM of the Tesco will not treat their workforce then employee turnover will be
increased and this will affect the decision making of HRM as they have to make decision to
retain their workforce in the company.
Health and safety act – This health and safety act helps the workforce of Tesco company.
While working in the company any employee get injured then this act helps them to provide the
good health and safety care. And even it is mandatory to safeguard their employees while
working any risky work. If HR management do not take care their employees the employees do
not work for a long time, union leaders will fight for this conflict situation will arise in the
company. This will affect decision-making of HRM of Tesco as they have to make decision to
resolve conflict situation (Peccei and Van De Voorde, 2019).
Diversity and opportunities – Diversity and opportunities is another legislation that have to
follow by the HRM of Tesco supermarket. In this managers of Tesco should give equal career
opportunities to their workforce to maintain the healthy environment in company as according
top their job performance result. If managers of company will be partial towards their workforce
then this will occur the conflict situation, turnover. This affect their decision. So as to maintain
healthy environment HRM have to change and improve their decision in company.
Equality act – This equality act described that, no any discriminating behaviour will be done
with the workforce in the company. This discrimination is being done on the basis of the age,
gender, culture colour etc, if any of the employee have to face this kind of behaviour in Tesco
company, they have the rights to file case on the company (Buckley and et.al., 2019). This will
affect the market image of Tesco not only in local market but global level. This influence the
decision-making of HRM as they have to consider their act and maintain the equality in the
workplace of Tesco.

LO 4
P 7 Applications of HRM
Job specification

Job Title Financial assistants
Reports to CEO of Tesco
Roles & Responsibilities Monitor day to day financial operation of the company.
Maintain payroll, invoicing and other transactions.
Assist finance manager in their day to day activities.
Correct financial entries from the database.
Reconciling the account balance.
Qualification Bachelor’s Degree
MBA in field of Finance
Basic knowledge of accounts
Excellence skill in computer and related software
Person Specification
Title of the job Finance Assistance
Date: 19/07/2019
Qualification required Essential Desirable Met
Bachelor’s Degree
MBA in field of Finanace
Computer Qualification
Yes
Yes
Need of Experience
Minimum 3 years Yes

experience in Finance
department in retail
sector

Personal characteristics
& conduct
Strong workplace ethics
sense
Capability of influencing
others
Great communication
skills
Leadership abilities
Problem solver
Ability to motivate others
Honest and transparent
nature
Handle various
software’s expertly
Yes
Yes
Roles and
Responsibilities
Attracting talented
candidates
Getting involved in all
financial activities
Assisting workers in
finanacial development
program
Managing different
financial issues in the
company
Maintaining and
Reconciling the
account balance
Maintains work culture
Yes

Strong work ethics
management Yes
Curriculum Vitae Examples
Mike Clark
London, United Kingdom
[e-mail]
[phone]
Career Objective
I seek to work in an organization where I get to explore new opportunities, so that I can develop
myself as a successful Finance assistent.
Qualification
Bachelor’s degree in Business Communication (Queen Mary's college)
MBA in Finance management (Manchester University)
CIPD qualified
Proficiency in computer
Work experience
2 years experience as a Finance executive in Marks and Spencer's
2 months internship in Starbucks Ltd.
Interview notes
 Why did you opt to go in the field of Finance?
 As a finance assistant, how will you deal with differences or variances in balance sheet?
 What could be your strength and weakness as a Finance assistant?
 What is working capital?
 Why are increases in accounts receivable a cash reduction on the cash flow statement?
Job offer Letter Example
Mike Clark,
We are pleased to inform that, you have been appointed as an Finance assistant in Tesco Plc. We
will begin by paying you at pay rate £55,000. The remuneration will be provided on monthly
basis. As an employee of the company you will be entitled to incentives, bonus, compensation

and health insurance. You need to report to your manager on the day of your joining. Your
joining date is from 8 August, 2019.
Thank-you
Dave Lewis
(CEO of Tesco)
CONCLUSION
From the above study it has been summarized that, there are different scope and
purpose of the HRM of Tesco in welfare aspects, personal aspects etc. and have number of
purpose like selective hiring of workforce in Tesco. All these purpose helps the HRM of Tesco
to perform its all the functions effectively. It has concluded that, company apply different
recruitment and selection process like transfer, promotion, media job posting etc, which help the
company to get skilled workforce that can help to achieve its desired goals. Further more it also
been concluded that different practices like, recruitment and selection, training and development,
flexible working that helps the workforce of the Tesco to increase its productivity and helps to
retain them in the organisation. It has been analysed that employer-employee relationship play
great role and have vital importance in the company that helps to develop healthy environment
and work culture in the organisation and influence the decision of HR managers.

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Functions & Practices of Human Resource Management.2019.[Online].Available
through<https://smallbusiness.chron.com/functions-practices-human-resource-
management-59787.html>
Human Resource Management: Meaning, Objectives, Scope and Functions.2019.
[Online].Available through<http://www.yourarticlelibrary.com/hrm/human-resource-
management-meaning-objectives-scope-and-functions/35229>