Functions and Purpose of HRM in Tesco

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and the functions of HRM...................................................................................3
P2 Strengths and weaknesses of recruitment and selection approaches................................6
TASK 2............................................................................................................................................9
P3 & P4 Benefits of HRM practices for employer and employee and Effectiveness of HRM
practices in raising organisational profit and productivity.....................................................9
TASK 3..........................................................................................................................................14
P5 Importance of employee relations and influence on HRM decision making..................14
P6 Elements of employment legislation and influence on HRM decision making..............16
TASK 4..........................................................................................................................................17
P7 Application of HRM practices in workplace context.....................................................17
CONCLUSION..............................................................................................................................23
REFERENCES..............................................................................................................................24

INTRODUCTION
HRM is concerned with the process of managing employees at workplace. Various
functions are associated with it such as training, development, recruitment, selection,
performance appraisal, compensation and benefits, employment relation etc. which helps in
motivating employees (Albrecht and et, al., 2015). This project is based on Tesco which is one of
the leading grocery store of UK that offers variety of products to customers. The firm was
established in 1919 and is headquartered in England, United kingdom. This report covers
functions and purpose of HRM along with internal and external recruitment and selection
process. It also includes various HR practices and their effective in increasing organizational
productivity. Apart from this, different employment legislation and application of of human
resource Management practices in context of work place are included in the report. The vision
and mission of HR manage of Tesco, is to recruit and select the best candidates for the company.
Also, they plan and manager staff in such a way to keep them motivated and encouraged enough
for working with their full potential and in best favor of Tesco. HR managers of Tesco, make
sure that the staff is happy while working with them and render them job satisfaction.
TASK 1
P1 Purpose and the functions of HRM
Workforce planning is strategy used by employers or organisations to evaluate needs of
skilled workers and appoint them effectively by using different human resource management
technology. Workforce planning is a subset of human resource management or workforce
management, which is a critical component of almost all types of organisations. Workforce
planning fall under two broad categories, operational and strategic.
Operational workforce planning is basically appointing day to day workers for running
the business activities and fulfilling everyday requirements. It includes talent management and
distribution of staff according to their expertise and amongst different departments (Bailey and
et. al., 2018).
Strategic workforce planning deals with broader segment and is done for long term, in
which company develops strategy encompassing the whole organisation and for future. This
planning process covers the whole organisation and strategies are made concerning all needs and
requirements of different departments.

Steps of workforce planning
Analyse future demands- This is the first stage which organisations go through while
planning workforce, in which strategic decisions of company are analysed (Wiegmann and
Shappell, 2017). Management look at the future objective, mission and goals of company set by
leaders in order to recognize company's needs of workforce. Management undergoes this stage
so that they can align requirements of organisation of talented and skilled labour in accordance
with aims to achieve them in appropriate manner. Tesco is a multinational supermarket serving
in several locations to worldwide customers. Therefore, company require huge skilled workforce
in order to run their business smoothly in all diverse locations. Managers will keep check on
their personnels and needs of company so to render best staff which enhance performance of
organisation, bringing better profits (Brewster and et. al., 2016). This step helps Tesco to manage
workforce in accordance with the company's present and future requirements, ignoring any kind
of delays to fill vacant position.
Analyse current workforce- This evaluation of current workforce includes supply and
demand analysis. This is second step at which company's management will evaluate their current
staff to check appropriateness of personnels and the level of support they provide to company
according to current trends and working conditions of company. Management of Tesco will
conduct through analysis of personnels already existing in company to known their needs and to
see if their knowledge is updated. According to this analysis manager or leaders will provide
training and development for employees to keep them updated and to increase their skills. This
will automatically helps Tesco as better skills will be developed in employees which they will
practice while performing their actions benefiting the organisation. This step enables Tesco's
managers to get proper understanding of their staff, which enables leaders in motivating and
encourage them to work with their full potential. Staff analysis is beneficial for both company
and employees but it is very hectic process. Managers have to invest lots of money and time for
understanding their employees (Brewster, Chung and Sparrow, 2016).
Close the gap- At this step managers will analyse the different between the demand and
supply of employees. In other words they will seek knowledge about the number of expertise
currently working with company and the number actually required. They will see the impact of
these gaps and fist fill those vacant positions or make changes in those departments which are on
priority and having huge influence on the performance of company. This stage assist leaders and

manages of Tesco in managing and improving their workforce. Managers will work to fill the
gap between the demand and supply of experts in particular functional units of Tesco.
Sometimes employees are very comfortable in their position and with their skills. They becomes
rigid and deny change which becomes a challenge for management of Tesco. Making staff
understand the need for change and improved skills is very difficult as every individual is
unique from one another and behave in different manner in situations (Chen, and et. al., 2016).
Evaluate, Monitor and Revise- After all stages of evaluation and filling all gaps, now
managers will analyse all the changes they made in workforce. This is done to monitor all the
changes and to see all the outcomes of it. Managers analyse the impacts of these changes if they
are positive or negative. Also they make improvements if required in those processes and
placement of workforce so that better outcomes can be attained. Mangers of Tesco can make
improvements in their workforce and make their placement better. This will help organisation to
achieve better results as employees will be working with their full potential. One drawback of
this step is that with frequent changes in placement and movement from one top another staff
gets frustrated and demotivated.
Human Resource Management is a process of managing employees of an organisation
and their needs. HRM function is one activity which every company goes through and of all
kinds. This function is concern with hiring, controlling, managing and motivating staff
organisation and making them work accordingly with their full potential providing maximum
benefits to both the employer and employee. Different functions of HRM are discussed below in
context of Tesco:
Functions and Purpose of HRM
Planning- Manager of Tesco make plans and strategies in relation with the ways they
want to get things done by their subordinates. This function includes anticipating hiring needs of
company, planning job requirements and identifying different sources of recruitment.
Purpose- This function helps manager in obtaining organisational goals and objective in
an effective and efficient manner and in given time frame (Collings, Wood and Szamosi, 2018).
Organizing- Once managers of Tesco makes proper plans and objectives now, they will
start organizing the structure of organisation. This structure is developed for carrying out
different operations of company and understanding the needs of each operational units.

Purpose- Organizing helps managers to assign jobs to individuals according to their
talents and skills they hold (Deery and Jago, 2015).
Directing- This function of HRM involves implementing all the plans made by managers,
along with motivating staff to work with their full potential and efficiently.
Purpose- Main purpose of this directing function is to make staff comfortable and
encourage them for working willingly so that all objective are attained in an efficient manner and
according to what plans are made.
Controlling- After implementing plans now its duties of Tesco's managers to conduct
controlling actions. This is the fourth function of HRM and the last in cycle where managers will
start doing regulating activities.
Purpose- The aim of this function is to monitor and control the performance of
employees of different departments involving audits and appraisals.
Technology's impacts on HR practice:
Technology nowadays, has huge impacts on overall organisation and how it works.
Company now use more technical equipments for conducting several activities, these new
technologies also have impacts over HRM practices which are undertaken by HR department of
Tesco. Technology changes the ways in which HR department or executives contact employees
and perform their actions. For effective communications of formal nature, emails are used for
circulating information in organisation and reaching to all members. Using such communication
channels saves a lot of cost of Tesco, as now company do not need to arrange huge employee
meetings, saving time and money. Also, for recruiting, advertisements are used to spread word
about the vacant position, these advertisements can be done through internet. The use of internet
enables Tesco to save money which are going to be used in conducting expensive marketing
activities.
P2 Strengths and weaknesses of recruitment and selection approaches
Recruitment is a process of discovering the sources to attract suitable candidates to meet the
requirements of staffing. Recruitment is a process of creating a pool of suitable and interested job
applicants and out of which few are chosen and selected by organisation. Recruitment can be
done in two forma internal and external.
Internal recruitment is when business managers looks to fill the vacancies and empty
positions within organisation through promotions or transfers. In other words, internal