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

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: