Human Resource Management Practices in Tesco: A Comprehensive Analysis

This comprehensive analysis delves into the application of Human Resource Management (HRM) practices within Tesco, a leading global retailer. It explores the purpose and functions of HRM, examining its role in workforce planning and resource allocation. The study investigates different approaches to recruitment and selection, evaluating their strengths and weaknesses. It further analyzes the impact of various HRM practices on both management and employees, highlighting their benefits in terms of organizational profit and productivity. The importance of employee relations and employment legislation in influencing HRM decision-making is also critically examined. Through specific examples and a range of theories and models, this research provides a detailed understanding of how HRM practices contribute to Tesco's success.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Introduction......................................................................................................................................1
LO 1.................................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organization.........................................................................................2
M1 how the HRM functions in your chosen organization can provide talent and skills
appropriate to fulfil business objectives using appropriate theories and models........................4
P2 explain the strengths and weaknesses of different approaches to recruitment and selection. 4
M2 evaluate the strengths and weaknesses of different approaches to recruitment and selection
using suitable theories and models..............................................................................................6
D1 critically evaluate the strengths and weaknesses of different approaches supported by
specific examples and independent judgment.............................................................................6
LO 2.................................................................................................................................................8
P3 Explain how different HRM practices benefit the management and employees of your
chosen organization.....................................................................................................................8
M3 identify and analyze the methods using appropriate models and specific examples of how
they benefit both the employers and employees of your chosen organization............................9
P4 Evaluate the effectiveness of different HRM practices in your chosen organization in terms
of raising organizational profit and productivity.......................................................................10
D2 critically evaluate HRM practices and their application, within the content of your chosen
organization, using a range of specific examples and coherent and lateral thinking.................11
LO 3...............................................................................................................................................13
P5 Analyse the importance of employee relations in your chosen organization with respect to
influencing HRM decision-making...........................................................................................13
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organization...........................................................................14

M4 evaluate the key aspects of employee relations and employment legislation in respect to
influencing HRM decision-making with the application of relevant in your chosen
organization...............................................................................................................................16
D3 critically evaluate the employee relations and the application of HRM practices that inform
and influence decision-making demonstrating convergent/lateral/creative thinking in your
organization...............................................................................................................................16
LO 4...............................................................................................................................................18
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples from your chosen organisation..................................................................................18
M5 provides a rationale for the application of specific HRM practices based on your chosen
organization...............................................................................................................................22
Conclusion.....................................................................................................................................24
References......................................................................................................................................25

LIST OF TABLES
Table 1: Strength and weakness of source of recruitment...............................................................5
Table 2: Job specification..............................................................................................................18
Table 3: CV....................................................................................................................................18
Table 4: Interview preparatory notes.............................................................................................19
Table 5: Offer letter.......................................................................................................................20

LIST OF FIGURES
Figure 1: Functions of HRM............................................................................................................3
Figure 2: Various Roles of HR department.....................................................................................3
Figure 3: Methods of recruitment....................................................................................................5
Figure 4: Effectiveness of HRM......................................................................................................8
Figure 5: Different practices of HRM...........................................................................................10
Figure 6: application of HRM practices within business...............................................................11
Figure 7: Importance of employee relation...................................................................................13
Figure 8: Elements of employee legislation..................................................................................15
Figure 9: Methods of recruitment..................................................................................................21
Figure 10: Rationale with HRM practice.......................................................................................22

Introduction
Human resource is the alive and functional part of any organization and the Human resource
management (HRM) carries out the functions like recruitment of right personnel at right time and
place along with activities like selection and training. With an aim to provide better services and
improved quality of products, Tesco, a retailer firm, is working at different parts of the world.
We aim to analyze the applicability of the HRM practices in Tesco along with an understanding
of dissimilar activities and practices benefiting the management and employees of the firm in
order to achieve the set objectives in a right manner.
1

LO 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organization.
The Human resource management is considered to have various functions like:
 Organizational culture management– The culture of an organization defines the
behaviour of the workforce of that company and in order to avoid the unnecessary labour
turnover and other unfortunate incidents to occur at the company it is important to take
due care of the development of a healthy culture in the organization.
 Reward management– One of the best ways to encourage your workforce and to
motivate your employees to work better are the prizes and rewards in any management.
These would attract them to work effectively and efficiently for such achievements
(Caldwell and Ndalamba, 2017). Tesco, in order to keep the active part of the
organization motivated, should follow the same.
 Staffing– One of the integral parts of Human Resource department is the function of
staffing and it takes care of the goals of the organization to get the right people for the job
who can understand the goals of the organization and help the firm in expansion and
enlargement of the workforce. In order to be the best class staff, an individual has to go
through a lot of screening processes which is the passage where they are trained to be
efficient (Haff and Triplett, 2015).
2

Figure 1: Functions of HRM
Source: (By author)
The HR department of Tesco plays various important roles for staffing which can be explained
as follows:
Figure 2: Various Roles of HR department
Source: (By author)
3

 Training & Development – In order to make the individual understand the importance
of values and culture of the organization, it is very important to take him through with the
training process. Tesco enables its workers to understand the goals and motivations in
order to increase their profitability for the firm (Poba-Nzaou et.al. 2018). Exploring the
gifts of its workforce and making them more valuable for the organization can serve to be
a resource for Tesco.
 Recruitment – Tesco and the HR department of the firm is therefore a part of
recruitment process which enables the firm to attain individuals who are dependable and
are able to adapt to the organization’s culture and environment (Cascio, 2018). The outer
and inward enlistments, therefore, are assisted with Tesco.
 Performance management–In order to measure whether the labour force hired is
working according to their efficiency and dealings with general execution and examining
the profitability of the workforce, HRM has to deal with performance management
(Harrison, 2011). This enables the firm to understand the capabilities and expertise of its
workforce and Tesco after such analysis can create the hierarchical structures and place
the employees according to their skills in order to develop the organization and create a
larger market.
M1 how the HRM functions in your chosen organization can provide talent and skills appropriate
to fulfil business objectives using appropriate theories and models.
The Human Resource Management is focused on providing the organization with converted help
by providing them with executive help in the administration of their employees and
improvements in the same along with making appropriate changes in the working environment
of the company which result in achievement of the set business objectives (Christiansen, et. al.,
2017).In order to plan the Human resource in an appropriate manner, the inward, as well as the
outside involvement of the employers and employees, is necessary and all other functions to be
carried out by professionally and accurately. The functions of training and development in Tesco
are carried out by the HR department itself. The professional can skilfully recruit and select the
employees on the basis of their knowledge and enhance the workforce culture and
communication. The employees who can be seen to be contributing the most towards the
4

organization should be rewarded as well which motivates them as well as others to work
efficiently.
P2 explain the strengths and weaknesses of different approaches to recruitment and selection.
The determination and enlistment process carried out by the HR department should be able to
meet the set goals of the organization efficiently. The inner and outer enrolment forms are the
two most important methods used by the organization (Jaques, 2017). In order to improve the
organization, it is important to follow these methods of configuration and various different
approaches can be used in Tesco of which two most important ones and relevant ones can be
described as follow:
Figure 3: Methods of recruitment
Source: (By author)
 External Sourcing- The external sources of recruitment in any organization may recruit
the individuals who are not aware of the culture and values of the organizational
environment and have to be explained the same. One of the biggest advantages of using
this technique is that new talent in the form of fresh graduates can be recruited. However,
5

the downside is that the company has to incur the cost or training these people
(Shackleton, 2015).
 Internal Sourcing- The internal source of recruitment is conducted when the current
employees of the organization can bring in other employees through their own contacts
which can be suitable for the posts (Taylor, 2014.). Here the suggestions made by the
employees if accepted motivate the employees to a huge scale. However, the innovation
in the individuals is restricted here.
Table 1: Strength and weakness of source of recruitment
Strength Weakness
 In order to improve the quality of Human
resource in the organization, the
recruitment and selection process helps the
employees to enhance their skill set
(Shackleton, 2015).
 Spread in the brand awareness is also
possible.
 Internal recruitment practices help the firm
to reduce the costs of the recruitment
process.
 In order to obtain the best workforce
for the organization, various
strategies and screening procedures
have to be followed (Kurtz and
William, 2017).
 This type of recruitment and
selection processes lead to reduced
efficiency.
 The process can turn out to be time-
consuming and expensive for the
organization.
M2 evaluate the strengths and weaknesses of different approaches to recruitment and selection
using suitable theories and models.
Different approaches for the section and recruitment processes like job satisfaction, description
and analysis can be selected after determining the strengths and weaknesses of the same which
can be classified as follows:
Strength: Such a process will enable the organization to work in a superior way and to select a
choice of alternatives which is beneficial for the betterment of the organization (Liang and
Mackey, 2011).
6

Weakness: One of the main factors that this sort of a process depends on is the abilities of the
individuals in terms of aptitudes and abilities and the one having more information will be
chosen. A huge amount of cash and time has to be spent by the organization in order to identify
such abilities in the individual performances.
D1 critically evaluate the strengths and weaknesses of different approaches supported by specific
examples and independent judgment.
Strength
 All the new capacities of Tesco will be secured through this approach and a new ability is
setup for the upside.
 One of the biggest strength is that the favourable quality will generate the improvement
of the desired level (Ng and Dastmalchian, 2011).
 The person chosen after the long screening process will be having the qualities of finest
data and methodology along with fundamental activities.
Weakness
 The costs to be incurred in order to follow such a process is generally high and hence
time and money both will be consumed (Kurtz and William, 2017).
 The working of existing employees may be affected by the process of internal
recruitment by the organization.
For example, As the company, Tesco, already has a pool of skilled employees available, internal
recruiting can be a very good solution for the company to get new staff.
7

LO 2
P3 Explain how different HRM practices benefit the management and employees of your chosen
organization
The process of Human Resource management is very beneficial to the organization and the
representative both. Such advantages can be observed as follows in the organizations HRM
practices:
Figure 4: Effectiveness of HRM
Source: (By author)
Employee Relationship
The relationship between the employee and the employer determines the environment at the
workplace of any firm. The process of communication or the values and behaviour of the
employees can determine this kind of relationship for the organization. If the relationship is
strong and has a perfect blend of formal and informal relationship, the organization can prosper
8

with its employees constantly understanding and meeting all the expectations of the employer
creating a powerful company in global markets (Bratton and Gold, 2017).
Reward management
Every human being has a nature to respond to the rewards provided and this type of a framework
in any organization appreciates the workers to work harder and achieve the set targets which are
intern beneficial for the organization. Tesco constantly appreciates its employees to meet the set
targets with different reward mechanisms (Armstrong and Taylor, 2014). The benefits of the
relationship and competitive environment in the organization are extended to the whole firm.
M3 identify and analyze the methods using appropriate models and specific examples of how
they benefit both the employers and employees of your chosen organization.
The employer determines the values and culture of any organization and also enhances the
inspiration among the employees in the HR division. This enhances the abilities of the personnel
to work harder and achieve the set target while being in a defined business environment. The
levels of gifts and abilities of the representatives also affect the preparation given to the workers.
With the particular end goal in mind, the strategies and goals are constantly updated with the
help of live sessions prepared by the instructional meetings (MisHRa and Pandya, 2012). Such
qualities and expertise provide an advantage to the organization in terms of trained
representatives and encourage the work environment by decent affair thought processes. One of
the main disadvantages of such systems is that the process becomes tedious and the additional
expenses in terms of costs increase drastically.
9

P4 Evaluate the effectiveness of different HRM practices in your chosen organization in terms of
raising organizational profit and productivity.
Figure 5: Different practices of HRM
Source: (By author)
 Increases Profits–In order to increase the profitability of the organization, the Human
Resource department of every firm is formed around the growth of the whole workforce
and organization (Brewster et.al. 2016). This is executed with turnover benefits and
expansion as well. The HR department keeps working n the same for an increment of the
goodwill of the firm.
 Work-life balance- In order to succeed in any sector or organization, it is very important
for an individual to have a balance between the personal life and professional life in a
proper manner.
 Training and development– One of the most important parts of HR management is
Training and development and involves skills of professional development, because of
10

which the skills of the employees are also, enhanced leading to the progress of
organization (Scott and Davis, 2015).
 Reducing employee turnover – One of the main parts of the Human resource, after
acquiring the right personnel and training them, is retaining them in the organization for
which it is important to reduce the employee turnover ratio. The cost that is incurred by
the organization for the training of the employee will not be recovered if the employee
leaves the organization. Hence the development of the organization also depends largely
on retaining the employees and reducing the turnover (Papies, et. al., 2015).
 Compensation – One of the main things that attract any human being for their work is
the compensation which is one of the main things that any employee or employer is
concerned about. In order to give the employee job satisfaction, it becomes very much
important to provide the right amount of compensation for their work. One of the major
assumptions while providing compensation is that it provides the same to the employee
which will also reflect its image in the society at large.
D2 critically evaluate HRM practices and their application, within the content of your chosen
organization, using a range of specific examples and coherent and lateral thinking.
Figure 6: application of HRM practices within business
11

Source: (By author)
Reward management – Rewards are something any organization can attract the talent with and
improve their reputation in the market as well. Rewards are the best way to motivate. This
procedure causes the organization to deal with the representatives by the offering them with
reward and benefits in order to influence them to work harder keeping in mind the end goal to
pick up them (Tzabbar et.al. 2017). This procedure enlarges that general profitability of the
representatives and helps the organization with more developments and chances for
advancement.
Training & development – The exercises created in order to train the employees and aware they
regarding the workforce environment of the firm along with the values of the organization are
seen under the heading of training and development. These exercises mainly include the mock
runs and practices (O’Leary, 2017).
Service Quality Improvement – In order to survive in the competitive era where products and
services are joining hands, the procedure of enhancing the procedures with respect to suggestions
and needs of clients becomes very important. For this and gaining the highest, the value in the
market, it is important to constantly improve the quality of the services provided by the
organization.
12

LO 3
P5 Analyse the importance of employee relations in your chosen organization with respect to
influencing HRM decision-making.
The human element in any organization is what makes it alive and they have limitations, unlike
the machines. The right representatives will always work for the organization and with a view to
lead the firm with their collective efforts and commitment to the level where the importance of
the relationship with workers which can be described as follows:
Figure 7: Importance of employee relation
Source: (By author)
 Employee devotion–A devoted employee in any organization is committed duly towards
the work and visions to grow with the organization. The employee believes in the values
of the firm and there is no deviation or conflict of interest which results in the lower
labour turnover (Anitha, 2014).
13

 Ensuring equal division of work among people –As seen above it is very important to
have satisfied employees as a part of your workforce so that they are devoted and take the
organization towards its goals. In order to attain this workload of the organization should
be equally divided among all its employees (O’Leary, 2017). These relationships enhance
the efficiency and experience of the organization which leads to satisfied personnel.
 Dispiriting inconsistency among employees - Consistency in the work standards among
the employees is one more thing that the organization has to be careful about (Mone and
London, 2018). The inconsistent practices should be dispirited and employees are
working consistently according to the set standards, the firm should establish solid
relationships and settle the issues as soon as possible.
 Communication with employees–Communication is like water in any organization and
no firm can do without it. In order to develop a better relationship with the employees, it
is important to allow the flow of communication to be proper and unbiased. The
redressed of all employee problems should be provided at the earliest by the organization.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organization.
Employment legislation here refers to the labour laws and various standards set by the state in
order to protect the interests of both, the employer and the employee. One of the primary things
any organization is expected to do is to keep a track of current, past and prospective employees.
Enactment is one of the major features affecting the functioning of HR department and some of
the main constituents of enactment can be understood as follows:
14

Figure 8: Elements of employee legislation
Source: (By author)
Work timing–The ideal work timings of the organization should be known by the employee and
they should follow the same. With a clear and organized way of work timings, it becomes easier
to compensate the employees. One of the important features of HRM is the time circulation
(Freedland et.al. 2016).
Allocating positions–The functions of any organization include the allocation of resources and
one of the basic resources is manpower. Allocation of positions in various departments to various
employees is a key function of HRM. When the employee is placed at a place he/she deserves to
be, the level of enthusiasm and motivation increases.
Ensuring equality–Diversity is one of the key characteristics of any organization and equal
opportunities for everyone is something an organization should take care of. No one in terms of
age, gender, sex, cast or culture should be treated unequally (Countouris, 2016).
Proper compensation–In order to motivate and at the very least acknowledge the work that is
done or services provided by the employees, at Tesco, it becomes integral to provide the
15
WorktimingAllocatingpositionsEnsuringequalityPropercompensation

compensation according to one’s abilities. The representatives should be properly compensated
and the firm should realize their value aptly.
M4 evaluate the key aspects of employee relations and employment legislation in respect to
influencing HRM decision-making with the application of relevant in your chosen organization.
EQUITY ACT 2010-In order to ensure the equal opportunities for all the employees of the
organization, the government has created this law for ensuring that no discrimination occurs at
any level of the organization (Wilton, 2016). One of the main advantages of enacting this law is
that it will reduce the conflicts and will setup a peaceful unbiased organization.
Antidiscrimination law- The law of anti-discrimination bans the practices that discriminate on
the basis of age, sex, gender, cast religion etc. Equity is maintained in the organization on the
basis of this act.
Health and safety at work act 1974- Health is one of the primary concerns in many countries of
the world today and through the implementation of this act, the employer ensures the safety of
the employee which results into a carefree environment for the workers and their families.
D3 critically evaluate the employee relations and the application of HRM practices that inform
and influence decision-making demonstrating convergent/lateral/creative thinking in your
organization.
The additional abilities of any employee are always appreciated by the HRM and in case of
issues on any level of organization the HR department sorts such issues out (Poba-Nzaou et.al.
2018).Enhancement of the profitability of any organization leads to increased revenues for all its
stakeholders and the process of selection after the recruitment helps in acquiring the right people
to execute the plans of such sort. The application of HR practices has various benefits and come
with the fundamental authority. The applications can be discussed as follows:
Merits–The Human resource department acts as a link between the top and bottom level in the
organization by listening to the issues of the bottom level workers and finding solutions for the
same and suggesting them to the top level management. The HR personnel is informal in nature
16

generally and try to communicate in such a way that the labourers can communicate their
problems.
Demerits–HR managers as discussed can merely provide solutions and suggest them however
the implementation at the labourer’s level is done by everyone in the organization. Because of
this various conflicts arise which should be sorted out (Sekaran and Bougie, 2016).
17

LO 4
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
from your chosen organisation
Table 2: Job specification
Job specification for a product manager
Required experience Minimum 1 years experience
Required Qualification Degree in product development
Production management course
Skill Good verbal communication
Teamwork
General Attribute Organised
Communication skills
Honest
Table 3: CV
Resume
Name: Paul
Address: 62, roar road, UK
Contact: 02145248855
Career objective: To become an employee in reputed as well as an organization which will help
in getting appropriate growth?
Academic qualification:
Degree in production management
Personal skill
Confident
Teamwork
Good leadership skill
18

Experience
One should have at least of 1-year experience
Personal details
Name: Paul
Fathers name: Tiro Paul
DOB: 19th January 1989
Nationality: British
Language: English
Place:
Date:
Table 4: Interview preparatory notes
Step 1
(preparation)
Step 2 (starting
date)
Step 3
(asking
question)
Step 4
(Closing
date of an
interview)
Step 5
(Evaluation)
At the time interview
starting the HR will
review the description of
the job.
The interview
should proceed on
the planned time
period.
In this period
the HR has to
ask some of
the questions
which are
related to the
job and
position for
which they are
conducting the
interview.
If there is
any sort of
issues related
to the
interview
then it is
important to
take the
appropriate
interview.
The process
of valuation
for the
interview
has to be
conducted.
The eligible individual
requires being
Reports require
being complete
To make
appropriate
To take
further
Managing all
interview
19

appropriately reviewed. regarding the
interview
procedure.
documentation
which is
connected to
interview
records?
phases in
interview
development.
marks.
Table 5: Offer letter
Subject: Offer letter
Mr.Paul
This is to inform you that as per your performance you are selected for the product development
process. We are very much grateful to have you in our office in the product department. This
offer letter is valid 3 days from published. You are required to bring ID proof and various other
papers of ID with you.
Thanks and regards
HR
Tesco
UK
Application of HRM practices in a work-related context
Human resources are seen to be the assets of any organization and innovation and research is a
result of such developed personnel in any organization. The concept of Human asset
administration is executed keeping the final goal of the organization in mind. Such a
methodology helps the employees to prepare plans according to the final foal and long term and
short term targets can be evaluated by looking at the progress the organization makes (Fay et.al.
2015). In Tesco, effective training is provided to the employees and helps them to work in an
effective manner. Some of the main systems that are incorporated in the practices of the
organization can be as follows:
20

Figure 9: Methods of recruitment
Source: (By author)
 Social media requirement–This is one of the most popular sources of recruitment today. The
various portals has been established in order to achieve this and people with the right skills and
passion are searched for and recruited online itself. While doing the search for such people it
becomes important to keep the end goal of the organization in mind and then proceed (Wilton,
2016). The interviews in such cases are done through telephonic rounds or video calls.
 The tracking system of the applicant–In order to determine the genuineness of the applicant, it
becomes very important for the organization to be alert in their own way. Anyone can determine
the profile of an ideal candidate through Skype interview or telephonic interview keeping the
vision and mission of the company in mind. This may lead to the difference of interests at the
later stages which can prove to be harmful to the company.
 Mobile recruiting–The mobile recruiting process mainly refers to the text messages sent out by
the organizations announcing their vacancies and giving out an opportunity to the general
population to apply for the post(Sekaran and Bougie, 2016).
 Career pages and job boards–Professional courses are done by any candidate add to the value
of the firm and hence after graduation the students generally prefer going to the career pages in
21

the newspaper advertisements and the job boards that are well established. The students basically
after gaining an education with to get a job that will not only satisfy the educational standards
they have acquired but will also provide them with an opportunity to learn more. For the same,
the Job boards and career pages fix them with the right match of the student’s company and
charge substantial fees for the same.
M5 provides a rationale for the application of specific HRM practices based on your chosen
organization.
Figure 10: Rationale with HRM practice
Source: (By author)
Service quality enhancement–In order to compete with the ever-growing industrial
environment and the cut-throat competition, the industries and companies have to constantly
keep enhancing the quality of products and services they provide. Such quality enhancement is
nowadays done through providing transparency and services after the sale of the product as well
(Gilman et.al. 2015). The company is with the customer throughout the life of the product which
is a brilliant way to acquire a loyal customer base.
22
ServicequalityenhancementPerformancemanagementsystemTrainingandDevelopment

Performance management system–In order to know the position of the organization in the
roadmap decided for achieving the end target of the firm it is very important to keep the
performance of the company in records. Execution administration proves to be very important
keeping the relationships among various personnel in mind (van Harten et.al. 2017).
Training and Development–The procedure of introducing the newly acquired personal in the
organization and making them aware of the organizational procedures is termed as training and
development. It is one of the key functions of the Human resource management department of
any organization. The results of such training and development lead to the enhanced
effectiveness of the organization. The improvements are made in the functioning’s of the hired
employees through these type of processes.
23

Conclusion
Concluding the arguments on the Human resource management of Tesco it can be effectively
said that it is very important to investigate the shortcomings of the organization in the UK and
keep working on improving such shortcomings. There are a lot of advantages of conducting such
a procedure of human resource development. however there can be some disadvantages as well
as discussed earlier like increased costs. The HRM department focuses on continuously
enhancing the workforce of the company and hiring of employees who can understand the vision
and mission of the company and can match the speed of the organization by effectively
contribution to the same.
24

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