Human Resource Management Practices at Tesco: A Critical Analysis

This report examines the application of Human Resource Management (HRM) practices at Tesco, a leading supermarket chain in the UK. It explores the purpose and functions of HRM, different approaches to recruitment and selection, the benefits of various HRM practices for both employers and employees, and the impact of employee relations and employment legislation on HRM decision-making. The report critically evaluates the strengths and weaknesses of different HRM practices and provides specific examples of their application within the Tesco context.

UNIT 3- HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction......................................................................................................................................4
LO1..................................................................................................................................................5
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................7
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.....................................................................................................................10
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.....................................................................................................................................11
D1 Critically evaluates the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples..........................................................................12
LO2................................................................................................................................................13
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................13
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................15
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.................................................................16
D2 Critically evaluate HRM practices and application within an organisational context, using
a range of specific examples......................................................................................................17
LO3................................................................................................................................................18
2

P5 Analyse the importance of employee relations with respect to influencing HRM decision-
making.......................................................................................................................................18
P6 Identify the key elements of employment legislation and the impact it has on HRM
decision-making.........................................................................................................................20
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organizational context................................................22
LO4................................................................................................................................................23
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................23
M5 Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................25
D3 Critically evaluates employee relations and the application of HRM practices that inform
and influence decision-making in an organizational context....................................................26
Conclusion.....................................................................................................................................27
Reference...................................................................................................................................28
3

Introduction
The report has been produced in order to identify various Human Resource Management
practices adopted at the Tesco. Tesco is a supermarket chain based in the United Kingdom. The
report will enable to identify and interpret the importance and significance the functions and
responsibilities of the HRM play in achieving the organisational goals and objectives. The report
will also profess on the importance of employee relations and their performance in the
organisation. The report will lastly discuss the various laws and regulations that have been
developed in order to guide the applicability of employee relations in the UK. The report will
also communicate on external factors that guide and influence the working and functioning of the
employee relations and human resource management in the UK. The report will apply HRM
practices at Tesco in a work-related context.
4

LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human Resource Management is the managerial aspect of management in an organisation which
deals in managing, organising, planning and dealing in the procurement and deployment of
human resources to achieve the organisational goals and objectives. Workforce planning refers to
recruiting and identifying the right person possessing the right and required skills and
competencies at the right place and time. At Tesco, the workforce planning and resourcing set
the HRM purpose and functions on the following basis.
Purpose of HRM
HRM fulfills various purposes and objectives in the terms of workforce planning and resourcing
in the Tesco. The following briefly describes the various purpose of HRM.
 Identifying and Recruiting Employees: The human resource manager is responsible to
identify the potential employees possessing the required levels of skills and
qualifications. The manager is also required to persuade the identified potential
candidates in applying for the positions.
 Employee Development: The HRM also serves the purpose of proving with employee
development for the workforce. The HRM function in the Tesco develops and establishes
various programs and activities that enable to foster the employee development in the
terms of skills and competencies development, performance enrichment programs etc.
(Storey, 2014)
 Performance Measurement: Another essential purpose of HRM is to measure the
performance of the employees and evaluate the reasons constructing drawbacks and
loopholes causing these deviations.
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(Source: Storey, 2014)
Functions of HRM
The HRM functions entail various activities and responsibilities which enable the management
of human resources at the Tesco. The following are HRM function described.
 Workforce planning: This function requires planning and organising the requirements
of the workforce. Workforce refers to the human resources that are employed in order to
achieve organisational aims and objectives. Planning involves identifying future needs of
the workforce and motivating the identified workforce to apply for the positions and fill
in the vacancies available in the organisation.
 Employee Motivation: It is another essential function of the HRM. Employee
motivation increases the working efficiency and abilities of the employees (Purce, 2014).
Employee motivation also ensures a higher level of work morale and enthusiasm in the
employees.
 Reward Management: The HRM at Tesco also performs reward management. Reward
management refers to various activities that analyse the performance of the employee.
This evaluation of the performance further acts as the decision making a base for
identifying the applicability of the various rewards and incentives.
6

P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
Recruitment and selection refer to the process through which Tesco appoints and deploys
effective and selected human resources in its business organisation. There are basically two
procedures for recruitment and selection that is the internal and external approach.
Internal Recruitment
It refers to the approach of recruiting the candidates from within the organisation. This recruiting
process does not consider external sources of recruitment. The sources of internal recruitment
are:
 Promotion
 Transfer
 Job Rotation
 Employee Referrals etc.
External Recruitment
This recruitment approach considers employing the candidates outside of the business
environment of the organisation (De Bruecker, et. al., 2015). It refers to recruiting from the
external sources. It includes the following source:
 Consultancy firms
 Walk in interview
 Internships
 Advertising etc.
Job Analysis
Job analysis is an analysis technique through which the employer analyses the job to develop a
significant job description. The process enables to identify and determine the duties that are to be
performed and requirements or qualifications for a particular job position.
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Job Description
The job description is a detailed explanation of all the duties and responsibilities that are to be
executed by an individual in order to perform the job position. It entails the description of all the
minute and major duties along with the responsibilities an individual will have to execute. It
states the job requirements, duties, and responsibilities.
Person Specifications
A person specification is a document that depicts all the requirements an individual is required to
possess to satisfy the performance of the job position. The document describes all the details of
education qualification and background knowledge, skills and capabilities a person is required to
achieve.
Competency Approach
The approach adopts the style of interviewing the candidate as per the level of skills and
expertise. The interview guidelines are generated to direct the interview questions. The selection
is made according to the answer given by the candidate.
Strengths:
 The candidates are selected and appointed according to the level of skill and expertise is
possessed by them (Kang and Shen, 2013).
 The candidates are judged according to the actual performance and levels of the
knowledge required to execute the job responsibilities and duties.
 The interview is farmed according to the nature of the job and hence it enables to identify
the required sets of skills and knowledge.
Weaknesses:
 The process of selection and recruitment becomes lengthy through this approach.
 The candidate is essentially judged against the required sets of abilities and qualification
and thus it neglects another perspective of the candidates.
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Contingency Approach
The employers in this technique at the Tesco select the candidates on the basis of conditions and
the situations prevailing. There no specific terms and conditions that are to be fulfilled during the
interview and recruitment process in this approach.
Strengths:
 Due to the dynamic nature of the approach the management adapts towards the changes and
modifications in the business environment.
 It enables to appreciate and analyse the skills and qualifications of the employees apart from
those required by the job description (Kang and Shen, 2013).
Weaknesses:
 The approach does not follow a standard approach and it creates a situation of confusion and
ambiguity for the selection panel.
 The selection is based on the interview performance which may differ from the actual
performance of the individual.
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M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives
According to Rai Technology University (2017), the functions of HRM like the workforce
planning enables to deploy the right people at the right time with the right skills to accomplish
the goals and objective of Tesco. Workforce planning enables to achieve the goals and objectives
by performing all the required activities and duties. The function of reward management and
employee motivation also aids in achieving the goals and objectives for Tesco as employee
motivation increases the working efficiency and capacities and the function of reward
management enables to keep the morale and satisfaction of the employees to work effectively
and achieve the goals and objectives for Tesco (Rai Technology University, 2017).
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M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.
Strengths
The strengths of different approaches of recruitments like outsourcing, promotion, job transfer,
referrals etc. provide with advantages such as reducing in costing and expenditure for
interviewing and recruiting new employees. These approaches also enable to foster the growth
and development of the employees internally within the organisation.
Weaknesses
The weaknesses of different approaches such as the in-house recruitment, employee agency,
outsourcing etc. often fail to perform effectively in the actual working conditions and situations
(Bratton and Gold, 2017). The approaches also cost higher to the employers in the form of
consultancy fees and charges.
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D1 Critically evaluates the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples
At Tesco in-house recruitment is most commonly adopted selection and recruitment approach.
In-house recruitment allows identifying and selecting the desirable candidate within the
organisation. This fosters the working capacity of the candidate as the candidate is already
comfortable in the working environment and the conditions (Ozcan, 2014). The major weakness
of this approach is that establishes the feeling of discontent and dissatisfaction within the
employees who are not selected and lowers the motivation for these employees. This decreased
motivation for the employees is reflected in the efficiency of the employees and hinders the
growth of the organisation.
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LO2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
Benefits Employees Employer
Training and
Development
T&D is the activity which enables
the employees at Tesco to enhance
their working power and abilities. It
enriches the skills and knowledge of
the employees regarding the work
duties and responsibilities
(Marescaux, et. al., 2012).
T&D benefits the employer by greater
working efficiency for the employees.
This greater efficiency enables the
employee to achieve the desired goals
and objectives effectively.
Rewards and
Incentives
The function of rewards and
incentives enriches the motivation
and morale of the employees.
Incentives motivate the employees
to perform at increased levels and
achieve the rewards.
Rewards and incentives provided by
the employer benefit the organisation
to depict greater performance and
achievement of the goals. The rewards
and incentives enable the employer to
achieve higher levels of performance
and work outcomes.
Performance
Evaluation
The execution of performance
evaluation for the employees
identifies and educates the
employees of their drawbacks and
loopholes. The identification of
these drawbacks aids in improving
the performance.
Performance evaluation enables the
manager at Tesco to identify the
capable and responsible employees
that can handle and command the
subordinates in the future (Ozcan,
2014). Performance evaluation also
enables to form the basis of decision
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regarding promotion and demotion of
the employees.
Feedback The function of feedback enables the
employees to increase the interaction
and integration with the employers
(Fay, 2015). This increased
interaction develops understanding
and an effective relationship with
the employers.
The function of feedback at Tesco
enables the employer to educate and
communicate the scope of
improvement and areas of rectification
for the employees.
14

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
Performance Appraisal
The function of performance appraisal enables to increase the productivity and profitability of
the organisation. At Tesco, performance appraisal enables to develop and improve the
performance of the employees according to the required sets of standards and sets. Performance
Appraisal aids in developing the skills and quality of work for the employees, this further
enriches the performance of tasks and work allocated (Ozcan, 2014). Thus it adds to the value
chain of the organisation by increasing productivity and profitability.
Training
Training is the activity that develops the performance and learning curve of the employees.
Training contributes majorly towards the profitability and productivity of Tesco. The
training and developmental programs organised at Tesco for the employees enables to enrich and
enhance the employability skills and working efficiency of the employees. Training enables to
develop working abilities and proficiency of the employees. This enables to increases the
profitability and productivity of the employees
Reward System
The reward system includes incentives and rewards that are provided to the employees for their
efficiency and excellent performance. Rewards and incentives are also applied at Tesco to
provide with increased motivation and morale to the employees. The reward system encourages
the employees to perform with increased capabilities and skills.
This increased efficiency regulates the outcomes and productivity of the employees for the
deployed work and tasks (Armstron and Taylor, 2014). The reward system enables to increase
productivity with the help of enhanced efficiency and increased profitability due to increased
motivation and morale for the employees
15

M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.
There are various HRM practices that are followed at Tesco which provide with increased and
multiplied benefits and advantages to the employer and the employee. The practices of Training
and Development, Reward management, Recruitment and Selection, Performance appraisal etc.
provide with the benefits of increased working abilities and efficiency for the employees. At
Tesco, the HRM practices of training and development provide with enhanced and enriches
working skills and abilities to the employees in order to achieve the desired sets of goals and
objectives (Purce, 2014.). The HRM practice of performance appraisal and reward management
systems enables to identify the loopholes and drawbacks for the employees and aids in increasing
and enhancing the motivational levels to perform with increased capability.
16

D2 Critically evaluate HRM practices and application within an organisational context,
using a range of specific examples.
The numerous HRM practices adopted at Tesco provide with ample positive and negative results
for the organisation and its members. These are discussed below:
Positive Aspect
The HRM practices of training, learning, development, recruitment and selection, reward
management, performance appraisal and feedback etc. Positively impacts the organisational
ability to achieve the desired goals and objectives. The Tesco aims at increasing its share in the
market in the near future, thus various human resource development and appraisal activities are
adopted in order to achieve the results in this direction.
Negative Aspect
The negative aspect of these HRM practices can be viewed as they do not always provide with
the desired results. For example at the recruitment the candidates selected perform differently as
compared to the performances in real working conditions (De Bruecker, et. al., 2015). This
increases the training and developmental costs of the organisation further impacting the
profitability and productivity.
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LO3
P5 Analyse the importance of employee relations with respect to influencing HRM
decision-making.
Relationships that are being developed among employees give a great influence on the success
and efficiency of an administration like Tesco. Good relation helps in creating an effective team
which eventually support an organisation in achieving their goals and objectives. Thus,
employees are reliant on and authorized by their colleagues. Decisions of HRM are being
developed for workers in several contexts in order to work in cooperation. Connections which
are developed among staffs make an influence on the decision-making process of HRM as the
administration will make implementation of these judgments (Mishra, et. al., 2014).There are
various stages that are included in the process of decision making.
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D escripti o n o f P ro b lem
Ide n ti fi cati o n o f facto rs
C re ati o n o f su bsti tute s
C ho ice o f b e st su bstu itu te
Im p lem en tati o n
E valu ati o n an d co n tro lling

 Description of problem: In the basic leadership procedure of HRM, representative relations
impact through giving their feelings with respect to the significant issue articulation and
centering the focus in controlling fitting arrangement. For instance, the issue in the
workplace will originate from the representatives of the operational stage which is impacted
by the joined choice of the representatives (Dalal, et. al., 2012).
 Identification of factors: For the most part, HRM basic decision making is finished by the
best administration of the association. Great connection between the business and
representative guarantees compelling ID of the components that can go about as an answer to
the recognized issue. In addition, representative relationship characterizes the fittingness of
individual factor with the combined choice.
 Creation of substitutes: In looking out and creating potential choices in managing the issue,
the great connection of workers empower them to accompany more adaptable thoughts and
alternatives. Workers can make a contribution in the arrangement by placing their sentiment
to break down the viability of every factor.
 Choice of the best substitute: There are numerous alternatives which can be shared by the
employees in regards to the best solution for an issue (Anitha, 2014). Relations between
employees make an influence on the selection of best alternative which will make a
contribution to high profitability and productivity in Tesco.
 Implementation: Dissecting the best option and its viability to give proper arrangement,
HRM choice is actualized. In execution of the choice, worker connection makes an effect on
how the choice will be actualized and the usage design of the choice is bolstered by the
community-oriented choice of representatives.
 Evaluation and controlling: The choice actualized by HRM ought to be controlled and
assessed to guarantee a better outcome in future. In assessment arrange worker connection
contributes guarantee reasonable controlling framework from the point of view of
representative efficiency and accomplishment of authoritative goals.
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P6 Identify the key elements of employment legislation and the impact it has on HRM
decision-making.
Work in the Tesco is altogether affected by different inward and outer variables. Enactments
identified with work are one of the main issues that affect HRM basic judgment making.
Legislation of employment is the legitimate system that plans to guarantee reasonableness in the
enrolment procedure, work prospect and essential advantages merited by the employees. The
motivation behind work enactment is to annihilate any out of line exercises in center capacities
and managing the HRM basic leadership towards perfection. The crucial components of
employment enactments are distinguishing here-
 Equal remuneration: Payment in regards to the execution criteria works duty and
correspondence with different representatives are basic. HRM basic leadership with respect to
installment to the representatives is dismissed by the Equal Pay Act 1970. This Act is material to
guarantee positive treatment is giving installment to men and ladies (Armstrong and Taylor,
2014).
 Sex discrimination: Sex segregation has turned into a typical yet real issue in the
associations as developing a number of protests are recorded every year. Segregation with female
labourers in the work environment is for the most part observed. To manage this circumstance in
the work environment, Sex Discrimination Act 1975 is connected to guarantee uniformity
amongst male and female representatives. This enactment directs the HRM to settle on choices
conquering sex separation.
 The environment of the workplace: Guaranteeing reasonable and sound work
environment condition is a major choice by HRM of Tesco. Management of work environment
condition is enlisted through Wellbeing and Safety at Work Act 1974 which is generally
connected in various types of associations. Any change of working environment engineering or
choice of workforce arranging by HRM is impacted by this enactment (Bratton and Gold, 2017).
 Equal opportunity: Providing a parallel change to the workers independent their sexual
orientation, race, and civilization is an essential component of HRM basic leadership. Measure
up to the circumstance in the association is managed with Equality Act 2010 which likewise
contains the arrangements of Equal Pay Act and Sex separation act. This demonstration
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exceptionally affects the HRM choice as it manages to guarantee level with circumstances as far
as duty, compensation, and prizes.
 Protection of data: Information on business task, work records, and client information
ought to be shielded successfully by the association from outcasts. The choice of information
insurance at work environment is affected by Data Protection Act 1998 which controlled the
choice of information assurance process and parts of association to guarantee information
security (Storey, 2014).
21

M4 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in an organizational context.
HRM hones in the association should be bolstered by enactments and lawful system. Distinctive
parts of worker relationship are connected straightforwardly with a business administration that
influences the HRM basic decision making in Tesco.
 Opportunity for employment: Chance to be utilized and employed in any authoritative
setting similarly is a major perspective. Numerous subjects are being raised beforehand
denouncing the imbalance in the business opportunity in the association which is upheld by an
act of equality, 2010 in Tesco.
 Sexual orientation Discrimination: Cases of separation has been expanded in recent
years despite the fact that numerous activities have been started by the legislature and industry
relationship's to manage it (Mishra, et. al., 2014).Sex segregation act 1975 is broadly connected
in managing the work environment separation issues.
 Working Environment: Environment is a major worry for the representatives where
they routinely operate. This is a vital perspective in the business since the sheltered and sound
condition is loved by each worker. This is bolstered by Health and Safety at Work Act
1974which monitors Tesco to guarantee a sound workplace.
 Business Rights: Every worker forces a few rights in being employed and receiving
profits by the association. Representative relationship administration is encompassed by the
impact of work right which is bolstered by Equal Pay Act 1970(Anitha, 2014).
22

LO4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
HRM rehearses vary in the associations in light of the idea of task and sorts of representatives
they are managing. Likewise, uses of each HRM rehearse additionally varies in the diverse
business related setting. The utilization of HRM hone took after by Tesco in their effort setting
are outlining here.
 Execution Management: Achievement of the corporate is reliant on the execution of
representatives and its compelling estimation with the help of which association can make its
development. Application of execution administration has most prominent hugeness in the
change of Tesco. In the setting of the mentioned organization, worker engagement application is
utilized as a piece of estimating worker execution (Bratton and Gold, 2017). 86% of the
representatives said that this application is truly gainful in dealing with their execution with the
persistent association with the director. This application additionally fills in as a motivational
device as it advises supervisor about an extraordinary day of a representative such as a birthday
or any other occasion to celebrate.
 Worker Selection and Recruitment: Recruitment and choice of prospective
representative is the essential routine with regards to HRM. The use of enlistment and
determination process incorporates getting ready employment descript and individual detail,
work promotion, evaluation of competitors furthermore, taking representatives, however, choice
process. Enlistment furthermore, the determination at Tesco happens midway and additionally its
provincial workplaces. Innovation is currently generally utilized as a part of enlistment
procedure of cited organization.
 Enhancing Abilities and Proficiencies: Expansion and constant change of aptitudes and
capabilities is an imperative routine with regards to HRM and its solicitation is exceptionally
gainful for the association. In the work setting of Tesco, the engagement application is utilized
by the representatives for training discussion control known as 'Time with my Manager' is
connected to balance training and tutoring (Marescaux, et.al. 2012). It causes the workers to
23

comprehend their commitment to an organisation and their part in the business. With this
application, representatives used to get aptitudes session with the assistance of directors.
24

M5 Provide a rationale for the application of specific HRM practices in a work-related
context.
HRM rehearses are considered as the major elements of the HR branch of several associations.
Use of HRM rehearses drives the trade in the direction of supportability by monitoring the
activities of mortal assets and controlling their commitment to the proficiency. Utilization of
powerful HRM hones is vital as this is the means by which associations can outline their
representatives and build up an unchanging authoritative culture. Diverse HRM hones manage
the workforce condition adequately with the goal that it can accomplish its commerce targets and
lead the trade towards progress. With regards to Tesco, the practice of HRM is in particular
fundamental since it relates an assorted scope of capacities in the association.
Enrollment and choice of the representatives are being done with the support of an orderly
methodology from both inner and outer sources (Armstrong and Taylor, 2014). Execution
administration in Tesco happens with their engagement App that tracks the representative
execution controlled by their chief. Preparing and improvement of the representatives have
turned out to be less demanding by this application where a worker can take week after week
coaching from their director and 86% representatives tends to that this application is helpful for
dealing with their execution standard. Along these lines, utilization of HRM studies is boundless
in the associations setting of mentioned association in accomplishing business goals.
25

D3 Critically evaluates employee relations and the application of HRM practices that
inform and influence decision-making in an organizational context.
In guaranteeing compelling basic leadership by the HRM, the perfect representative relationship
among the cooperative individuals is basic. Worker connection in Tesco is connected with the
utilization of HRM practices and its assessment is reflecting here:
 Tune in: We don't contemplate there are a few individuals. They make sharing of their
perspectives and give data to their clients. Be that as it may, listening and tuning is an intense
device. For instance, store and request something from a customer. In any case, the customer's
supervisor came to disregard it (Dalal, et. al., 2012). A representative of this site will be terrible.
On the off chance that you require the aptitudes and skill of your representatives, you have to
give preparing and advancement platforms through the pyramid.
 Talk: Each client needs to have a formal talk with their representatives. The working
self-importance is eager, light and light syndicated program and client benefit staffs are close by
to give positive criticism. Therefore, the pyramids revenue this data and realize why. On the off
chance that preparation, human asset administration is needed and will be given.
26

Conclusion
The report has been able to gather and depict empirical information and explanations on the
various concepts and notations of the Human Resource Management. The report has considered
Tesco as the business organisation for understanding an interpretation. The report has concluded
and denoted HRM as an essential aspect of the dynamic and rapidly changeling business
environment. The report has attempted to conserve on the significance the maintenance and
establishment of employee relations play in the effective working of an organisation. The report
has further discussed the various legal regulations and statutory guidelines and obligations
provided in the United Kingdom. The report has discussed HRM practices such as recruitment
and selection, training and development, employee motivation and satisfaction as essential
elements and functions of a successful human resource manager.
27

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