Human Resource Management Practices in Tesco

The assignment provides an in-depth examination of human resource management practices within Tesco, focusing on key aspects such as recruitment and selection, employee training and development, and compensating employees' needs and wants. The report concludes that these practices are essential for achieving productivity, performance, and business growth.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................4
1. An overview of the organisation.............................................................................................4
2. Purpose and Key roles and responsibilities of the HRM Functions. .....................................4
3.Approaches to work force planning, training and development, reward system and
performance management. ........................................................................................................5
4.Approaches to effectiveness of employee’s relation and employees engagement...................6
5. Key areas of employment legislation within which the organisation must work...................7
PART 2............................................................................................................................................9
1. The design of a job specification of given position in the organisation.................................9
2. A CV for each student, tailored to apply for one of the position..........................................11
3.Documentation of preparatory notes for interviews...............................................................13
4. A job offer to the selected candidate ...................................................................................13
5. An evaluation of the process and the rationale for conducting appropriate HR practices. . .13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is one of the most important for processing, hiring and
developing with management of employees in organisation to achieve desirable outcomes and
results. Human resource is one of the significant factors that helps in formulating HR policies

and strategies to ensure about employee productivity and their retention in organisation for long
duration. In HR main activities includes recruitment and selection, training and development,
orientation, benefits and compensation. This report is based on Tesco which is an British
multinational groceries and general merchandise. This is an third largest retailer chain in the
whole world in context of revenues and ninth largest retailer in context of revenue. This report is
based on various HR practices to attain and retain organisation for long period of time. It focus
on purpose and scope in HRM in terms coordinating various activities and evaluation of various
elements in HRM. Further it elaborates about key fields or areas of employment legislation and
best practices in organisational development.
PART 1
1. An overview of the organisation.
Tesco is an multinational grocery and general merchandise retailer that operates in more
than 4000 stores. In only at UK they have more than 2200 stores in various formats such as tesco
express, tesco metro and tesco superstores and tesco extra etc.. they operates 2026 stores in 13
markets in Europe, Asia and other major countries. It obey flexible and multi format approach
and establish an unique strategy for enhancement (Armstrong and Taylor, 2014.). It generates
about £56,910 millions in 2009- 2010. its vision and mission statement are that it majorly focus
on creating value to customers to make loyal consumers by satisfying their needs and wants.
They focus primarily on consumers (Bailey and et. al., 2018). To attract large consumer base
and make them loyal they issue an cards such as vouchers and club cards that give benefits to
their market base.
2. Purpose and Key roles and responsibilities of the HRM Functions.
Human resource management is one of the important approach related to recruitment and
selection, training and development for the employees, provide compenation and other benefits
that provide facilities to consumers. Here are the main HR functions in context of organisation
that are as follows:
Purpose of HRM functions:
Recruitment and selection: it is one of the most important factor that helps in choose
best candidate out of sort of applicants that satisfy organisational needs and wants. Their sole
purpose is to occupy the vacant seat and retain talented workforce in perspective of tesco.

Training and development:
Training and development is one of the important factor that helps in give skills and
talent set to employees to increase productivity of employees. In context of tesco they have main
objective to retain organisational goals and objectives in organisational enhancement.
Roles and responsibilities of HRM functions:
There are many important functions of HRM that are as follows:
1. HRM activities are accountable to provide training and development to their personnels
to give appropriate knowledge and skill set so that they can give their best.
2. HRM and their activities are responsible for recruiting best candidate according to
requirement of organisation so that they can give their best.
3.Approaches to work force planning, training and development, reward system and performance
management.
An organisation uses various approaches such as planning, training and development and
compensation management that should be obeyed by Tesco to reach at desirable outcomes.
Work force planning:
it is one of the most important attribute that helps in align or connect needs and wants of
workforce with help of recruiting best candidates. It helpful for tesco to attain best candidate
according to requirement of an organisation.
Approach to Work Force Planning-
Situational Work Force Planning- it is an important approach and held only at once and
helps in determine best candidates by examine specific challenges that face by and organisation.
This enables in achieve most talented workforce to achieve desirable outcomes ( Brewster and
Hegewisch eds., 2017.).
Training and Development- Training and development is one of the most important attribute to
educate and give proper information to workforce to handle different aspects.
Approach to training and Development-
there are majorly two approaches of training and development that are as follows:
on the job training: This approach of training is to give training and development to their
employees at time of working in Tesco. This enables to acknowledge the works and activities to
accomplish specific goals.

off the job training: in that approach of training that should be provide away from the
workplace. In which specialised training centre should be provide in which simulation,
management games and lectures are important programme should be organised ( Brewster,
Chung and Sparrow, 2016. ).
Performance and reward system:
To keep employees always motivated organisation have to give compensation and other
benefits according to the performance of the employees to manage various works and activities.
There are different approaches of performance and reward system.
Total reward system:
this is an important factor that focus on give reward at against the performance and work
of employees. If performance is good enough then tesco have to give compensation and benefits
to their employees.
Approach to Performance Management:
Total quality management: it is one of most important approach to improve
performance of employees that helps in increase monitoring performance by taking feedbacks
from their consumer to maintain quality management.
4.Approaches to effectiveness of employee’s relation and employees engagement.
To maintain and bring employee relation and engage with them to business objective
need to adopt HR practices to bring harmony in organisational goals and objectives. In case of
Tesco they use many work and practices to retain and engage employees for long period of time
(Briscoe, Tarique and Schuler, 2012).
Training and development:
Training and development is obligatory for organisational development by enhancing
skills and knowledge of workforce. Tesco majorly focus on giving appropriate training by
accessing organisational and individual needs and then give them proper knowledge that helps in
keep them motivated and engage.
Proper Performance and Reward Management- Proper compensation and reward should be
necessary to keep employee motivated and engaged. In context of Tesco they focus on keep
employee motivated by give them proper compensation.
Approach to effectiveness of employee engagement and employee's relation.

Employee engagement: Employee engagement is one of the most important for attitude
of employees to keep them enthusiastic and engaged with their work. It should be proved fruitful
for them.
Employee relations:
Employee relation focuses on keep harmonious bonding between the employee and
employer to attain desirable outcomes. In Tesco it should be maintained with help of equal
treatment with every employee so that they feel motivated (Budhwar and Debrah, eds., 2013.).
Here is the many approaches to maintain employee relations and engagement.
Human relation approach: This is one of the most important approach that emphasis on
individuals and group of individuals to treat or behave in well manner to attain organisational
goals and objectives. It is inter disciplinary approach that focus on develop close relations and to
minimize conflicts for effective results.
Psychological approach: This approach focuses on differentiation in opinion and perception
level of employee and employer, that cause for conflicts ( Budhwar and Debrah eds., 2013.). It
focus on to make harmonious thinking and decision-making to get desirable outcomes in favour
of Tesco.
Gandhi an approach: This approach focus on principles and rules of truth and for non violence.
If the employees obeys the trust and non violence that reduces probability of conflicts in
organisation. This would be fruitful to maintain a healthy relationship among the employees.
Here is the various approaches to maintain employee relations and engage to reduce conflicts.
Flexible organisation: Flexible organisation that should be practised in Tesco to grab attention
of large no. of employees to take appropriate decision-making in short period of time. Tesco
follows that systematic organisational structure in which work and power should be distributed
in an organised way.
Flexible work environment:
To gain effective results organisation have to maintain flexible work environment that are
very important attribute to keep employees motivated and productive enough. In case of Tesco
they keep flexible working hours, give work from home facility and many other benefits that are
appropriate to grab huge productivity.
Employer of choice:

this is accountable to maintain smooth work culture and environment to attract lot of
attention of consumer and employee base. It is responsible to make an healthy work environment
in organisation.
5. Key areas of employment legislation within which the organisation must work.
Employee legislation is one of the important rules and regulations that helps in to
maintain rights and authorities of employees. This is helpful to regulate the relations among
business as well as workers (Buller and McEvoy, 2012). By obeying with applicable law, both
employers and its workers can assure that its process of hiring, dismissal and its work as a whole
are equal for all people. There are certain laws and legislations that are as follows:
Data protection act 2018:
It is one of the most important legislation in organisation that work for protecting data
and information of employees from the third party and from unauthorized company that can be
proved harmful. An organisation have to take care about personal data and not take from them
that is banned by government. For an example if the data and information should be share with
others that directly impacts on employees security issue, trust and faith level and it impacts on
organisational productivity. In case of Tesco they protect data and information of their
employees so that they can remain away from any type of danger.
Employment regulation act, 1994:
In Employment regulation act, initiatives was taken to to protect common interests as
well as employment of all workers. It includes employees protection from any kinds of illegal
activities that is considered as a major threats for employment (.Chelladurai and Kerwin,
2017. ). It is the act which sets some basic terms for employment that company have to provide
to their employees in written way within 2 month from initiating period. This effects the human
resource decision making of Tesco regarding working shifts and task of employees.
Equal pay act, 1970:
This is considered as an essential act that should be apply by Tesco. It explains that all
individuals should get pay according to its performance as well as skills instead of gender,
religion, caste and many more. In case employees are obtaining capital amount as per the biases
then disputes and demotivation between employees will increased that is not effective for their
upcoming development as well as growth. For example: If Tesco workers are getting payment on
the basis of caste then other one will feel demotivated by the behaviour of human resource that is

minimise its level of productivity and effectiveness of work. Thus, HR of Tesco have to pay their
workers according to its performance and skills.
Sex Discrimination act, 1975:
This is the act that was introduced by the UK government so in case if any discrimination
regarding sex cannot takes place among individuals. It is the act that is highly impact the Tesco
HR decision-making, mostly during the time of rewards system and hiring task (Drucker, 2012).
Human resource manager do not has to distinguish its workers on the basis of marital basis and
many more. Whole employees should be treated equally either they are female or male. Thus,
Tesco human resource manager have to develop policies which will results in creating effective
surroundings.
Therefore, all the above mentioned employment legislation is helpful and effects the
decision making of Tesco human resource regarding equal pay, sex discrimination, protection in
context of data sharing and many more.
PART 2
1. The design of a job specification of given position in the organisation
Job Description is refers as a document that facilitates explanation regarding the
responsibilities as well as duties of particular vacant position and also specifies the knowledge,
skills, qualification which is required by applicants for job performing (Harrison and Lock,
2017.). Through this HR department of Tesco can streamline the process of selection as well as
receive a highly focused candidates that are appropriate for interview or position.
Company Name: Tesco
Job title: Human resource manager
Department: Human resource department
Reporting To: Head of human resource department
Job Type: Full Time
Salary: £ 60,000
Location: London
Job Purpose:
 the main job role is to recruit best candidate according to the need of organisation.

 With help of different software access the organisational demand of personnels and take
care about needs and preferences of employees.
 Handle and take care about main aspects of HR and many more such as training and
development, compensation, performance management etc..
Responsibilities
 To provide useful information related to employee and employers with environment of
organisation that should be healthy enough.
 Monitor and evaluate day to day functions of HR subordinates and distribute roles and
responsibilities to their subordinates.
 Develop and administer Human resource plans and procedures that relate with the
organisation personnel.
 Maintaining work culture and take care about solution of problems and maintain
employee relations.
Interested and qualified applicants can share their resume on [e-mail] or through
LinkedIn or provided contact number.
Thanks & Regards
XYZ
Human Resource Manager
Tesco
London
Contact number: 02597546321
Person specification: Person specification that denotes about the person attributes or
specifications that are essential for and employee. It specify about skill and capabilities that
should have to be essential for a company (Kehoe and Wright, 2013). It describes about the
education of particular person and skills set to perform the job.
PERSONAL SPECIFICATION
JOB TITLE:- Human resource Manager
Experience Necessary Demanding

Working experience as a HR
Manager .
6-7 years Minimum of 5Years
Skills/knowledge/cognition Necessary Demanding
Skills in understanding human
behaviour and software
knowledge.
Certified diploma in software
and well versed with computer
knowledge.
A+ Grade
Qualifications needed in
educational sector
Necessary Demanding
 Graduate in Business
administration.
 Masters in Business
administration
 Graduate (Human
resource manager)
Requirement is major work
experience under HR
knowledge and appraisal with
performance management.
A+ Grade
Personal skills PERSONAL
SPECIFICATION
JOB TITLE:- Finance
Manager
Demanding
 Good knowledge of
human resource their
knowledge and skill
set with behaviour
accessibility.
 Communication skills
that are necessary to
communicate with
their clients.
 They have proper
Applying candidates should
necessary posses
communication and decision
making skills to perform tasks
effectively.
English(UK), (US) and (AUS),
Spanish and French

knowledge skills set to
manage work and
behaviour with
decision-making
ability.
Interested candidates should apply on [e-mail].
Time of reporting 10.30 to 6.30.
2. A CV for each student, tailored to apply for one of the position.
Curriculum Vitae(CV)
XYZ
Address: hybrid street, London (2589)
Email id: [e-mail]
Professional summary: experimental and output proven with potential that believes on
productivity and proficiency in work. High knowledge based manager possessed with to deal
with employees, individuals and teams to get success. Dedicated to work with efficiency and
effectively to attain goals and objectives.
Skills:
 command over communication skills assist to interact with them in well manner and
helps to increase their sales and strong knowledge of field of HR that accomplish goals
goals and objectives.
 I am proficient in various skills set such as well communicator and co operative and
enrich with handling of various situations and strong knowledge of analytics.
Work experience:

 Experience of 3 years working in ICICI Bank. Hired as a HR Manager in JP Morgan and base for 2 YEARS.
Education:
 Completed Masters in Business Administration from University of London.
 Completed graduations in Finance from University of London. Certified Diploma in various software and relevant knowledge of management.
Hobbies and interest: My interest mainly includes in human resource of understanding
behaviour of human being and reading books and novels.
3.Documentation of preparatory notes for interviews
Interview questions for hiring for the post of human resource manager are described as
follows-
 What are the Key elements to evaluate candidate and their knowledge base?
 How to engage the goals and objectives with personnel?
 How to evaluate different HR practices and related experience?
 Tell me your knowledge regarding HR regulation that benefited the company.
4. A job offer to the selected candidate
OFFER LETTER
Sir, Madam
Address
Date
with the application submission and after scheduling of interview, management pleased to
inform that you are eligible for that post and selected for position of HR manager, your
knowledge and skills should be relevant according to the need and requirement of organisation.
At the period of employment you should be offered £ 60,000 per year. Compensation and
other benefits should be paid according to the payroll system. Kindly take a copy of offer letter
with signature as a indication of acceptance for offer.
Regards

Tesco
HR Team
5. An evaluation of the process and the rationale for conducting appropriate HR practices.
It is very potential in context of Tesco to examine the rationale for HR practices by
different HR practices such as training and development, compensation and flexible work hours
that are essential for growth and advancement. That practices are very much potential for Tesco
to employ highly motivated workforce that helps in attain goals and objectives. It conduct an
effective interview that are necessary for selecting right kind of candidates and for quality
management (Kim, 2012).
In context of human resource audit is one of the most important and comprehensive method to
examine current rules and regulation and necessary improvements in perspective of Tesco.
CONCLUSION
From the above report it has been concluded that organisation have to conduct
recruitment and selection method to business activities in proper manner. To get appropriate
productivity organisation have to give training and development to perform in well manner. To
get effective results organisation have to make strong relationship with their employees by
compensating their needs and wants. Organisation have to appoint people according to the needs
and wants and skills set of the employees so that they can enlarge business opportunities.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp. 43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Drucker, P., 2012. The practice of management. Routledge.
Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
Routledge.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pattanayak, B., 2018. Human resource management. PHI Learning Pvt. Ltd..
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.

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