Human Resource Management Project

This project examines the role of Human Resource Management in Tesco, a leading multinational retailer. It analyzes key HR functions, including workforce planning, recruitment, training, and employee relations, and their impact on business objectives. The project also includes a case study demonstrating the application of HR practices in a real-world scenario. Desklib provides past papers and solved assignments for students.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
1.overview of the company.........................................................................................................4
2.Purpose of the human resource management functions...........................................................4
Role and Responsibilities of the human resource management in the Tesco.............................4
3. Approaches of the work force planning..................................................................................5
4.Employee relation....................................................................................................................8
Employee Engagement ...............................................................................................................8
5.Key areas of employment legislation ......................................................................................9
TASK 2 ...........................................................................................................................................9
2. Resume .................................................................................................................................11
3.Interview notes ......................................................................................................................12
4. Job offer letter.......................................................................................................................13
5.Recruitment process ..............................................................................................................14
6.Evaluation of the process ......................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is defined as the process of recruiting, developing and
maintaining appropriate human resource at the work place for the efficient accomplishment of
the organizational goal in the effective manner. HRM is the art of managing the man power at
the work in such a manner that they give the best possible efforts in the achievement of the
business objective(Cascio, 2015). Report will present the roles and responsibilities of the human
resource function in the Tesco company. Tesco is the multinational groceries and merchandise
retailer and established in the Welwyn Garden city, England. Study will evaluate the various
human resource practices such as work force planning, training and development, performance
management and reward system. Report will high light the importance of the employee relation
in respect to influencing human resource management decision making.
TASK 1
1.overview of the company
Tesco is the British Multinational groceries and general merchandise retailer and it was
founded on 1919 by the Jack Cohen. Tesco has 6,569 shops which are located across the United
Kingdom, Ireland, India, Malaysia and Thailand. Tesco diversified its business in so many areas
such as retailing of books, clothing, electronic, furniture, toys, petrol and Telecoms etc.
Human resource management
Human resource management is the process of making effective utilization of human
resource for the attainment of the organizational goals efficiently. It is also defined as the
important part of management which manage the people at the work place and also maintain the
good relationship among them(Bratton and Gold, 2017).
2.Purpose of the human resource management functions
The main purpose of the human resource management is to coordinate of an
organization's people for attaining the organizational objectives and fulfilling staffing needs.
Human resource management includes various functions such as recruitment, selection, training
and development, performance management and reward management. HRM also maintain the
employee satisfaction(DeCenzo, Robbins and Verhulst, 2016). Human resource management
functions fulfill the various objective of the Tesco such as recruiting the employees, training
workers, maintaining better relationship and interpreting employment laws. To ensure that
organization runs effectively human resource management functions work willingly in the Tesco

company. In the Tesco, human resource management functions manage transformation and
change by providing various training and development activities to employees for encouraging
them towards the achievement of the business objective of Tesco.
Role and Responsibilities of the human resource management in the Tesco
Human resource management includes various functions such as staffing, human
resource development, compensation and benefit, safety & health and employee relations, all of
these functions plays an important role in the success of the organizational firms.
Staffing: This function of human resource management plays an important role in the
achievement of the business objective through providing qualified persons which are designated
along with proper place and timing. Tesco can get such qualified employees on time when its
human resource department performs effective staffing functions.
Human resource development: the roles and responsibilities of this function is to providing
retaining and development to the employee along with the career planning for managing the
changes in the Tesco company. This function is design to provide the employees with required
skill and knowledge for performing their current job position in the Tesco(Toner, 2017).
Compensation and benefit: This function of HRM is responsible for providing the
compensation and benefit to employees. It is defined as all the rewards that are obtained by the
employee as a result of his employment and also provides the various benefits for better
performance of the employees in the Tesco.
Safety and health: it is the important function of the human resource management because it
plays an important role in preventing the employees from health and safety issues. Employees
are the assets of the Tesco and their good health in a safe working environment helps in
increasing the productivity and the effectiveness of the company(Nankervis and et.al.,2016).
Employees relation: it is the crucial factor of the human resource department which plays an
important role in maintaining harmonious relationship between the management and employees
towards the attainment of the business objective of the Tesco.
3. Approaches of the work force planning
Work force planning defines as the process of ensuring an organization has current and
future access to the human resource which are required to perform effectively. It induces two
main approaches such as work load analysis and manpower analysis

Work load analysis: Through this approach human resource department can identified the
current and future human resource requirement in the company by analyzing the current and
future working operation of the firm.
Strength
 It provides the vital strategic inputs to recruitment process in bringing the necessary right
fit in terms of the skills, knowledge and timing through evaluating the current and future
operations
weakness
 It is the expensive method because management needs to observe the field operations and
also modeling the business target.
Man power planning: This approach is necessary to provide the organization with a good work
force plan which is required for both current and future need of the employees for accomplishing
the organizational goal(Berman and et.al., 2019).
Strength
 It provides the right man on the right place, at the right time and on the right job.
Weakness
 It typically addresses a longer time frame which can not helps in current problems
regarding human resource.
Tesco can use work load analysis approach for accomplishing the organizational goal
effectively because it determines the current and future human resource requirement through
evaluating the current and future work loads of the company. Through these approach human
resource department of Tesco provides competent people to the firm for attaining desired level of
results.
Recruitment: it is the process of attracting and recruiting employees towards the firm. It
includes two main approaches such as internal recruitment and external recruitment.
Internal recruitment
It is the process of hiring candidates from with in the organization. In this HR department
can fulfill the required vacancy from with in the organization.
Strength: It is the quickly and cheaply approach of recruiting employees in the organization and
employer have the full information about the employees in terms of background information,
skill and knowledge.

Weakness: It reduces the level of getting fresh level knowledge from the outside employees due
to hiring with in the organization.
Tesco can use this approach of recruitment for getting employees quickly and cheaply
manner but it has disadvantage it terms of getting better and high level skill and knowledge from
the outside employees(Lindgren and Österlind, 2017).
External recruitment: it is defined as process of recruiting employees from the outside world of
the company.
Strength
It provides the larger pool of employees with higher level skill and knowledge which
helps in accomplishing organizational goal efficiently.
Weakness
This approach of recruitment consumes more time as well as high cost and also provides
the employee who don't have any type of the internal activities of the production in the firm.
Tesco can recruit the employees through these approach which provides the larger pool if
skilled employees but it is also costly and highly time consuming method which affect the
profitability of the firm.
Training and development: It is an important human resource practice which helps in
accomplishing the business objective of the firm effectively through providing various training
and development activities to employees.
On the job training
Through this approach of training and development human resource management
provides the training activities to employees while performing the job.
Strength: this approach of training development improve the performance of the employees and
also give the greater understanding of their responsibilities(Toner, 2017).
Weakness: It increases the pressure and decrease the quality of training.
Tesco can use this approach of training and development human resource practices for
providing effective training through actual job environment but if employees are not given time
off from their regular work it puts the pressure which desecrate the quality of training.
Off the job training: Through these approach human resource management provides the off the
job training through coachings.

Strength: it is more collaborative method and improve the skill and skills of the employee
through one to one basis.
Weakness: learning is difficult to asses through this method of training because employees can
not effectively their effective performance on actual job.
Tesco can use this approach of training and development for effective train their
employees while they are free from their regular job.
Performance management
It is the human resource practice which manage the performance of employee through
setting the performance standard and also evaluate it with actual performance. It includes two
main approaches such as 360 degree appraisal system evaluates the performance of the
employee through gaining feedback from superior, customer and subordinates of the employees.
And second approach is setting the standard of performance and evaluate them with the actual
performance of the employees(Berman and et.al., 2019).
Tesco can use the 360 degree approach of performance management for evaluating
efficiently the performance of the employees which encourage employees to give their best
efforts towards the attainment of the organizational goal.
4.Employee relation
An organization can perform effectively through human beings who work together and
perform towards the attainment of the organizational goal. The success and failure of any
organization is largely depended upon its employees. The better relationship among the
employees helps in maintaining healthy working environment in the organization(Kwiatkowski,
2016).
Effectiveness of the employee relation
Healthy employee relationship discourage conflict and fight among the employees
because it maintains the better working environment in which employees start treating each other
as a friend and try there best to compromise at the work place of the Tesco which results in the
high productivity of the Tesco. It also reduces the employee turn over in the company because
employees are more serious towards the work.

Employee Engagement
It is the process of engaging employees towards the work and also attached emotionally
to the organization. The human resource management can effectively motivate and keep them
engage in their work through providing cash prizes, trophies and performance based rewards.
Effectiveness of the employee engagement
Tesco can achieve desired level of results through employee engagement because it helps
the employees in developing a seance of trust and loyalty towards the management and sick to
the organization for a longer period. With the help of employee engagement employee learn to
take ownership of their work and do very possible thing which satisfies them as well as the
Tesco(Albrecht and et.al., 2015.).
Flexible working practices is defined as a strategic tool which is used by company to
improve the performance of the employees which results in the high productivity of the firm.
Companies provides the various flexible working arrangement such as part-time, mobile working
and compressed hours.
Many organizations provide the facility of the employer of choice which offer a work
culture and workplace environment that attract and retains the employees in the firm and results
in the high productivity and profitability of the business firm because it encourages the employee
towards completing the business objective(Topouzi, Fawcett, Killip and Owen, 2019).
Employees relation influence the human resource decision-making because an interactive
workplace can motivate the employees which can be measured in the monetary values which
encourage them towards the accomplishing the business objective of the Tesco. Good
relationship among the workers at Tesco reduces the chance of the conflict among the employees
and they trust each other in assisting in the performance to achieve the objectives. As a result
productivity increases which helps the HRM to take better decision for the company.
5.Key areas of employment legislation
Tesco maintains the employment legislation while recruiting the new employees as well
as for the running employees in the company that has some critical impact on the human
resource decision making.
Proper compensation
Tesco must define compensation for the employees at the time of recruiting new
employees. Company ensure their employees about their minimum wages and length of their

working hours. Company can identifies and select their desired employees after proper
agreement.
Ensuring equality
Tesco has to work on the equality in their business environment, there will equality in
wages, sex, working hours and health facilities. Employee can ask for legislative help for
fulfilling their demand in terms of any discrimination.
Internal and external factors that influence Human resource management decision making
and employment legislation
 Labor compensation & supply – Labor supply influence the amount of compensation
offered by an organization to their employees. Human resource management needs to
continually evaluate the compensation structure by conducting location and industry
specific salary surveys in order to make sure wages remains financially competitive.
 Impact of employment legislation – Legislation affects each and every activity
performed by HR department. State and Federal legislation typically dictate how long an
organization needs to retain employee’s data as well as personnel data, how to store and
what to store.
 Internal policies and employee relations – Internal procedures and policies also
influence HR practices, for example – if an organization is committed towards promoting
employees within the organization. HR needs to make sure that the employees receive
appropriate training and development programs to make them ready for the promotion.
TASK 2
1. Person specification
It includes qualities, experience, skills and qualification of the candidate which is
essential for the effective performance of HR Assistant Job on the Tesco..
Qualities Desirable Essential
Qualification
 Graduate in commerce.
 Specialize degree in the
human resource
management.
Yes
Yes

 Internship in HR
department at-least for
two months. Yes
Experience
 0-1 year experience
 2-3 year experience
about working in
human resource
department.
Yes
Yes
Skills
 Better communication
skills.
 Confidence in dealing
with the wide range of
peoples.
 Good cooperation.
Skills as you are
working with different
teams day to day.
 The ability to defuse
situations quickly.
Yes
Yes
yes
yes
Job Description
Tittle Human resource Assistant
Roles  Employee orientation, development and
training logistics.
 Assisting with employee relations.
 Assisting with day to day efficient

operation of the HR office.
Responsibility  Maintaining employees files and HR
files.
 Compensation and benefit
administration.
2. Resume
RESUME
Michel Jones
[e-mail]
Address – 90, Myers drive New York
Career Objective
Seeking an important and challenging role in an organization where I can attract with new
peoples and show my abilities.
Key skills: manpower planning, organizational development, job evaluation, performance
appraisal. Compensation management, employee welfare and handling employee grievance.
Summary of skill and experience:
Approximately 4 years experience in recruitment process, performance management,

employment relation and similar such activities.
Resourceful, goal oriented, better communication skill with ability to work under pressure and
multi task in a fast paced environment.
Facilitating recruitment and induction.
Professional Qualification
2013-2014 PGDHRM from National Institute of Business Management.
2010-2013 MBA in HR from Harward University.
2007-2010 B.com from college of commerce and management studies.
Summer training
3 months of summer training at the company in the HR department.
Projects and certification
Attending a human resource summit on innovative issue of human resource management in
2011.
Computer skills
Proficient with MS office and using internet for research.
Hobbies: playing Chase and reading books
3.Interview notes
Essential Criteria Notes
 Educated to degree level or
equivalent
Yes candidate have the appropriate degree
level.
 Significant experience in personnel
management
Applicant has the required knowledge.
 Strong interpersonal skills with
ability to lead, manage change &
build teams
Meet
 Quick analytical mind with the
ability to think laterally and
Meet

creatively
 Strong organizational skills with
ability to priorities and delegate
effectively
Not appropriate but over all good
performance.
 Able to communicate well both
orally and in writing to a wide
range of people
Meet
 Well versed in the use of IT and
able to use a range of software
Perfect knowledge of the all available
software.
4. Job offer letter
JOB OFFER LETTER
Mr. Michel Jones
Address – 90, Myers drive New York
Tesco company is pleased to offer you the position of the human resource assistant. Your skills
and knowledge as well as experience will be an ideal fit for our HR assistant position
As we discussed your joining date is April 1st 2019. Starting salary is $22000 per year and is
paid on the monthly basis.

If you choose to accept this job offer letter, please send the E-mail on the companies registered
email.
Regards
Kris ten
Director, human resource
Tesco company.
5.Recruitment process
Identifying vacancy: The first step of the recruitment process is identified the required vacancy
in the firm. This process starts when employer received the requisition for requirement of the
employees from various department of the Tesco.
Job Analysis: It is the process of identifying, evaluating and determine the roles and
responsibilities of the specific job(Bartlett, Milne and Croucher, 2018).
Job description: it is the document which provides the various information about the job to the
vacant which involves roles, qualification, skill and knowledge needed for the vacant post in the
firm.
Searching the right candidate: for attractive appropriate candidates towards the firm employer
use various source of recruitment such as advertisement, marketing and also placed vacancy on
the online sides.
Shortlisting: After getting various resumes from candidates next step is to shortlisted the
candidates for the interview process.
Interview and selection: selected candidates placed for interview and interviewer determine the
applicants on various standard and finally select the appropriate and best candidate which are
best fit to the vacant position in organization.
6.Evaluation of the process
This process of recruitment plays important role in selecting employees with high skill
and knowledge which is essential for efficient performance of the job because it involves job
identification which helps in identifying the all requirement of man power in the organization
and with this also determine the required knowledge and skills for performing job which helps in

finding employees with required skills and knowledge which contributes the best efforts in the
accomplishment of the business objective of the Tesco(Michels, 2018).
CONCLUSION
The above study has been summarized with that the human resource management
function plays an important role in the attainment of the business goals and also manage the
employee relations at the work place which create healthy working environment in the enterprise
which ultimately results in the high productivity of the firm.
REFERENCES
Books and journals
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Nankervis, A.R and et.al.,2016. Human resource management: strategy and practice. Cengage
AU.

DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Bartlett, R., Milne, R. and Croucher, R., 2018. Strategies to improve recruitment of people with
dementia to research studies. Dementia. p.1471301217748503.
Toner, A., 2017. Making it Stick: Records Management Training Approaches.
Topouzi, M., Fawcett, T., Killip, G. and Owen, A., 2019, June. Deep retrofit approaches:
Managing risks to minimise the energy performance gap. In eceee 2019 Summer Study
proceedings. European Council for an Energy Efficient Economy.
Kwiatkowski, C., 2016. The role of the manager communication competence in relation to the
employee (Doctoral dissertation, ТНЕУ).
Albrecht, S.L and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Michels, J., 2018. Recruiting Process: The Decision is Now.
Lindgren, E. and Österlind, L., 2018. Inclusion in a recruitment process.
Berman, E.M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.