Human Resource Management In Retail Enterprises

Unit 03– Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Purpose and function of HRM in workforce planning and resourcing at Tesco PLC............1
P2 Strength and weakness of approaches which are followed for recruitment and placment at
Tesco Plc......................................................................................................................................3
LO2..................................................................................................................................................5
P3 Advantages of HRM practices for both employee and employer...........................................5
P4 Impact of HRM practices on rise in profit and productivity of Tesco plc..............................6
LO3..................................................................................................................................................7
P5 Analyse the importance of employee relations in respect to influence the HRM decision
making. ........................................................................................................................................7
P6 key elements of employment legislation and its impact on the decision making...................8
LO4..................................................................................................................................................9
P7 Application of HRM...............................................................................................................9
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management plays a very crucial and important part in the
organisation. It is not only limited to recruitment and placement process but also, on the other
operations which are taken within the organisation. They perform a range of operations which
will help in meeting the operational requirements of entity, leading to rise in handling the
operational activities within the enterprise. They will look after a range of operations which
supports a rise in carrying out of the operations within an corporation. The present report lay
focus upon the HRM operations which are laid by the organisation which helps in the suitable
planning of the operations at UK based retail enterprise, Tesco Plc. It is one of the largest
retailer of UK and around the world.
The report will cover the details of the purposes and functions of HRM which is
applicable to workforce planning and resourcing. The strength and weakness of various
approaches of recruiting is selected. The report focuses on the importance and value of HRM
operations for both employer and employee along with its profit and revenue generation. The
significance of employee relationship on decison making with various employee legislations are
analysed. Other than this, a range of applications of HRM practices are been undertaken.
Company background
Tesco PLC is one of the leading and largest retail enterprise that operates in UK.
Founded 100 years ago, in 1919 by Jack Cohen at Burnt Oak, Barnet, it is a market leader of
groceries in Europe. Besides this, the firm is also diversified in telecom, media and banking
sector. At present, it is a multinational enterprise which operates in 11 countries with about 6400
shops. The firm has the employee power of about 460,000. The company's main slogan is "Every
Little helps". In the FY, 2018, the company generarted a net revenue of £57, 491 million. At
present the comany own about 30% market share of the retail market within UK.
LO1
P1 Purpose and function of HRM in workforce planning and resourcing at Tesco PLC
The Human Resource managemengt operations which are undertaken by the
organisation will affect the overall operations which are undertaken within the enterprise to have
a superior managemengt of the work force which is operating within enterprise (Budjanovcanin,
2018). The HRM department of the organisation undertakes a range of operations which are
followed within an enterprise that supports a good rise in operational capability and effectiveness
1

of their work force to perform their job roles. They will see through a range of operations
including the recruitment, induction, training and development with employee orientation.
Some of the major HRM functions which are followed by a business enterprise is as
follows:
Managerial functions:
It includes the HRM planning, organising the staff, recruiting, directing and controlling
the operations of the organisation. This will help them to perform their core responsibilities.
Operational Functions:
This includes the additional measures which are followed by the HRM department. They
will look after the compensation, skill development adn training measures. Other than this, they
also see through maintaining and motivating the workers at the workplace.
Some major roles and responsibilities which are followed and maintained by HRM within
Tesco plc for proper planning of the employees and resourcing within the enterprise are:
2
Illustration 1: Functions of HRM
Source: Human Resource Management, 2019

 Developing a recruitment module: The HRM department of Tesco plc will look after
the proper assessmnet of the skilled and appropriate work force. All these measures like
developing a job profile, screening the potential employees, interviewing and selecting
the baest suitable canddidate for a Job.
 Directing the training amd developmnet: Once a candidate is selected and and placed
within the enterprise, The HRM will see through proper training and development
measures which supports them to perform their job roles and assigned duties with a
higher effeciency.
 Controlling the operations: The HRM of Tesco plc will look after suitable planning and
resoucrces of the raw maerial in different departments that are operatiing within the
enterprise. This will improve the efficiency and effectiveness of organisation to carry out
their job roles and duiuties with a higher level of efficiency (Yu, Baird and Tung, 2018.).
 Motivating the work force: This is the most important aspect of HRM which is required
to be followed within the establishing of the operations that are planned. As the work
force will be encouraged, their confidence level will be raised and it will help in
improving their working efficiency and profitability of firm.
P2 Strength and weakness of approaches which are followed for recruitment and placment at
Tesco Plc
Recruitment and selection is one of the most important aspect of HRM which is followed
within an enterprise. It is important to get the operations and facilities which are followed by the
organisation to be highly effective. A range of recruitment approaches are been set and taken at
the organisation which will provide the organisation with the proper access to skilled and
knowledgable labour. The type of approaches which are followed will help in suitable rise in the
gaining access to more efficient and capable work force (LePine and et.al., 2016.). The
organisation follows majorly two types of recruitment processes, internal and external. Both the
approaches have certain strength and weaknesses which are required to be monitored and looked
after by Tesco plc. The major classification of the recruitment and selection processes which are
followed are as follows:
Internal Recruitment:
3

This is the recruitment process which is followed and carried out within the organisation.
It will help in making the recruitment and selection process to be more easy, economic and
faster. As the organisation will select the candidate or desired person from within the enterprise,
the time and resources which are followed by the enterprise can be carried out. This will help in
establishing the suitable recruitment operations at the work place ( Glendon and Clarke, 2015).
The process involves the approaches like promotion, transfer or reference from existing
employee.
Advantage:
 It is a time saving and economic approach of recruitment and selection.
 As the candidate is chosen from within the enterprise, the cost and time that will be spent
on training and development will be saved.
 Helps in the proper assessment of the qualities and efficiencies of the existing work force
to select the best suitable candidate.
Disadvantage:
 It has the limited number of potential employees for the job role.
 It restricts the chances of innovation and new ideas.
 May leads to conflicts and misunderstanding at the work place (Rittinghouse and
Ransome, 2016.).
External recruitment:
It is the selection and recruitment process that is carried out within the organisation and
helps in improving the overall functionality and recruitment process that is followed by the
enterprise. In this process, the recruitment approaches and processes which are followed will
help in improving the placement measures which are undertaken within the organisation. It
involves a range of operations which are followed in order to improve the quality of recruitment
policy by the organisation. This recruitment process includes the agencies, companies and
advertisements.
Advantages:
 As the organisations adopt the external recruitment process, they will have good access to
innovation and ideas which will help in improving the performance of organisation
(Gupta, Agarwal and Khatri, 2016.).
4

 They will help in improving the competition at the work place and hence supports a
proper rise in the operations which will help in carrying out of the service measures
which are followed at work place.
 The candidates are offered with multiple chances of growth and this can be turned out to
be a better opportunity of growth at work place.
Disadvantage:
 The biggest disadvantage it has is that it is a very time and resource consuming process.
This can effect a big deal to organisation.
 The newly recruit employees or candidates are required to be well trained and developed
in order to make them able to carry out the job role with a higher efficiency (Andrew,
2017.).
LO2
P3 Advantages of HRM practices for both employee and employer
The HRM practices which are followed will be very effective and beneficial for the
Tesco plc as the employer firm. All these operations which are followed by the accessibility of
skilled labour by HRM department, improves performance on a higher scale. All the operations
which are followed will help in improving the level of operations and thus it will help in carrying
out the operations which are followed within the enterprise to carry out the human resourcing
related operations. The range of the HRM practices which are followed by the organisation with
their benefits on employer and employees are :
Resolving the conflicts:
Impact on employee's: The resolving of the conflicts which occurs at the work place
will help in proper planning of the operations which are carried out (Martin, 2016.). This will
help in proper planning of the operations which will help in improving the quality of services
which are followed by the organisation. This will help in developing a mutual understanding and
this will help in carrying out of the operations which are undertaken within the organisation.
Impact on employer: Tesco plc will look after the suitable handling of the operations
which are followed within the organisation improves its performance. On a wider scale, these
activities which are followed will support in meeting the needs of their customers and improve
the sales and action plans to induce a proper growth within the market. This will support the
5

achieving the operations which will help in carrying out of the service measures that are
undertaken by the entity (Resta and et.al., 2016).
Performance monitoring:
Impact on employee's: As the overall performance of the employees or the working
force will be monitored which is carried out by the organisation, this will help in improving the
work efficiency and effectiveness of workers to operate and achieve their functional and personal
goals. It also helps in identifying the scope of improvement to a greater extent.
Impact on employer: The performance management measures which are followed have
affected the performance of organisation on a greater level. This will lead to improve the
performance of the organisation and this will help in carrying out the operations and achieve the
objectives. This will also help in improving the sales and increase the productivity of the
organisation on a higher level (Maheshwari and et.al., 2017..).
Training and development:
Impact on employee's: As the workers are been trained and their skills are been
developed this will help in enhancing the operations and their ability to carry out their job roles
and carrying out of the service measures which will help in improving the effectiveness and
ability or workers. This will help in improving the overall functionality of the organisation and
employees.
Impact on employer: As the skills and knowledge of the work force within the
organisation will be improved, all these measures which are carried out will help in enhancing
the performance and achieve the objectives within the organisation in an effective way.
P4 Impact of HRM practices on rise in profit and productivity of Tesco plc
The HRM practices and approaches which are followed by the organisation will support
in enhancing the quality of service measures which help in enhancing the revenue generation and
productivity which is followed by Tesco plc. The practices which are followed will help in
enhancing the quality of action plans which are undertaken at the workplace. Various HRM
approaches which are followed within the enterprise and as discussed above, will lead to a have
following impact on the profit and productivity (Glaser, Fourné and Elfring, 2015. ).
Resolving the conflicts: As the conflicts will be resolved, the mutual understanding will be
developed which will help in the proper planning of the services and carrying out of the service
6

measures which are followed within the enterprise. This will improve the efficiency to develop
innovative products and services and increase the financial earning of the organisation.
Performance monitoring: As the performance of the employees will be monitored and the
suitable improvement is been observed, it will improve the efficiency of the organisation to
develop and market innovative product and meet customer requirements. This will help in
improving the performance and overall growth of profit and productivity of the organisation
(Král and Králová, 2016).
Training and development: The training and skill improvement measures which are carried out
by the organisation will help in enhancing the performance and overall profitability and
productivity of enterprise.
LO3
P5 Analyse the importance of employee relations in respect to influence the HRM decision
making.
Employee relation is an important concept and benefits that are related to the workplace. It
helps to develop the effective relationship between employee and employer. Employee relation
always influence the HRM decision in Tesco.
For maintaining the healthy employee relation in Tesco is a pre- requisite for the success of
business. A strong relation is required for increasing the productivity and profitability or human
satisfaction. The employee relation typically deals with resolving issues and problem to avoid the
conflict between them. A strong relation between employee depends on the healthy working
environment that directly impact on the business growth and development (Budjanovcanin,
2018).
In Tesco, Human resource manager plays important role which influences the employee
towards the enterprises goals and achievement. HR is trying to communicate and motivate
through reward, incentive at workplace. It directly influences the Human resource to make good
decision related the business development. In Tesco, employee has more expectation to HR
manager of fair and equal judgements. Sometimes, it has increased the conflict between the
employee due to inequality which directly affect the organization. In this way, HRM have taken
the decision to provide the equal opportunities and right to employee at workplace. They are
always trying to maintain the good relationship between employees and its colleagues.
7

Human resource manager provide the workforce within organization and also guideline
that effects on the nature of business goals or objectives. It makes variety of functions in Tesco
regarding participation of decision making or influence the employee relations. Tesco is mainly
focused on the employee relation and satisfaction to build an effective relationship (Yu, Baird
and Tung, 2018). Employees always expect the organization to develop the safe working
environment when the people can free to put their innovative ideas in business success. In this
way, Human resource manager of Tesco is coordinated with the employee to improve the
environment and culture so that they were increased their efficiency and performance in product
development. This type of situation has influenced the HR manager to take right decision
regarding the employee’s development. Afterwards, it can implement the new concept in the
business process to improve the productivity and profitability in marketplace. It concluded that
employee relation may essential for human resource to maintain and control the coordination
between them. It always influences on the decision making of HRM in Tesco.
P6 key elements of employment legislation and its impact on the decision making
The legal obligations which are carried out by the organisation will help in the suitable
planning of the service measures which are carried out within suitable planning of the operations.
This will help in enhancing the overall decision making (Toode and et.al., 2015.). Some major
legal obligations which are carried out by the organisation which are followed within the Tesco
plc are as follows:
Equality Act, 2010: This legal obligation will help in improving the equality measures which
will helps in improving the service measures which are carried out and will help in enhancing the
job opportunity and develop the proper code of conduct at the work place. This will help in
eradicating the discrimination and difference at the work place.
Health and Safety at the Workplace Act, 1974: It is the legal obligation which helps me to
improve the working conditions that are prevailing at the work place. It binds the organisation to
provide their workers with safety gears and protective working environment. All these measures
which are carried out by the organisation (Yam and et.al., 2016.).
Anti harassment law: This is the legal obligation that guides the organisations to improve the
work place condition and protect the employees against any molestation.
8

LO4
P7 Application of HRM
Job description
Position Store manager at Tesco plc
Job Role  To manage the operations at retail store.
 To handle the inventories within outlet.
 Manage customer related activities.
 Resolve any issue at the retail outlet.
Person specification:
Qualities involved:
 Good communication skills.
 Good IT skill
 Appropriate Time and resource management.
 Suitable PR development skills.
 Proper inventory management ability
Potential candidates:
9

Interview Questions:
10

Q1 What are your expectations from this job?
Q2 What makes you the most suitable person for this profile?
Q3 Why you want to join us?
Q4 How can you add to this profile?
Offer letter
Johnny Wong
HR department
Tesco PLC
London, UK
6th June 2019
Subject: Offer letter for Store manager
Dear Raphael Parker
In response to your application for the post of Store manager, we would be glad to inform you
that you have been selected for the job. You can join from 10th June from 9AM. The office
timing will be 10AM to 6PM. The salary will be the same as negotiated. We hope you to join us
at the London Store.
Thank You
Sincerely
Jim Moriarty
HR Executive
CONCLUSION
As per discussion, it concluded that human resource management is important concept in
the organization to perform different role in management and control the operations functions. It
supports the enterprise to make decision related the growth and development. It summarised that
there are variety of functions performed by Human resource that capable to handle the complex
situation in business activities. Furthermore, it is also evaluating the strength and weakness of
recruiting approach therefore, it helps to increase the profit rate of enterprises in global
marketplace. Moreover, it is described the significance of employee relation on the decision
making of various type of legislation were analysed in proper manner.
11

REFERENCES
Books and Journals
Andrew, A., 2017. Relationship between employee readiness for organizational change and
employee performance. Journal for Studies in Management and Planning. 3(01). pp.23-
35.
Budjanovcanin, A., 2018. Actions speak louder than words: how employees mind the
implementation gap. The International Journal of Human Resource Management. 29(22).
pp.3136-3155.
Glaser, L., Fourné, S.P. and Elfring, T., 2015. Achieving strategic renewal: The multi-level
influences of top and middle managers’ boundary-spanning. Small Business
Economics. 45(2). pp.305-327.
Glendon, A.I. and Clarke, S., 2015. Human safety and risk management: A psychological
perspective. Crc Press.
Gupta, V., Agarwal, U.A. and Khatri, N., 2016. The relationships between perceived
organizational support, affective commitment, psychological contract breach,
organizational citizenship behaviour and work engagement. Journal of advanced
nursing. 72(11). pp.2806-2817.
Král, P. and Králová, V., 2016. Approaches to changing organizational structure: The effect of
drivers and communication. Journal of Business Research. 69(11). pp.5169-5174.
LePine, M.A., and et.al., 2016. Turning their pain to gain: Charismatic leader influence on
follower stress appraisal and job performance. Academy of Management Journal. 59(3).
pp.1036-1059.
Maheshwari, V. and et.al., 2017. Exploring HR practitioners’ perspective on employer branding
and its role in organisational attractiveness and talent management. International Journal
of Organizational Analysis. 25(5). pp.742-761.
Martin, L.L., 2016. Financial management for human service administrators. Waveland Press.
Resta, B. and et.al., 2016. Enhancing environmental management in the textile sector: an
organisational-life cycle assessment approach. Journal of Cleaner Production. 135.
pp.620-632.
Rittinghouse, J.W. and Ransome, J.F., 2016. Cloud computing: implementation, management,
and security. CRC press.
Toode, K. and et.al., 2015. Hospital nurses’ working conditions in relation to motivation and
patient safety. Nursing management. 21(10).
Yam, K.C. And et.al., 2016. Out of control: A self-control perspective on the link between
surface acting and abusive supervision. Journal of Applied Psychology. 101(2). pp.292.
Yu, Y., Baird, K.M. and Tung, A., 2018. Human resource management in Australian hospitals:
the role of controls in influencing the effectiveness of performance management
systems. The International Journal of Human Resource Management. pp.1-26.
12

Online
Human Resource Management, 2019. [Online]. Available through :
<http://www.whatishumanresource.com/human-resource-management>.
13