Human Resource Management Assignment Sample - Tesco

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 The explanation of main functions and purpose of HRM which is applicable in planning
for workforce through resourcing of an organization.................................................................1
P2 Explanation of different approaches related to recruitment and selection and identifying
their strengths and weaknesses....................................................................................................3
TASK 2............................................................................................................................................5
P3 Explaining the benefits of HRM in relation with employer and employee...........................5
P4 The explanation of different practices of HRM in relation with increasing profit for the
company......................................................................................................................................6
TASK 3............................................................................................................................................8
P5 Analysis of the importance of relation between employees and its influence in HRM
decision making..........................................................................................................................8
P6.Identify the key elements of employment legislation and the impact it has upon HRM
decision making..........................................................................................................................9
TASK 4..........................................................................................................................................11
P7.Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is the process of effective management of personnel
present in the organisation to rise its competitive advantage. It is formulated to increase the
performance of the employees by providing them proper training. Human resource management
focused on the number of areas like labour and employee relation, comparison and benefits,
organisational development,recruiting and staffing, training and learning. Behind the every
successful production process there is human mind human hour and their efforts. Not a single
product is produced without the help of human being. Chosen organisation for completing this
project is Tesco which is a supermarket chain and based in UK. Every organisation wants fresh
and talented manpower that helps organisation to grow more effectively or in right path. It is
very difficult to manage every personnel in the organisation because every person have different
mind so by the help of human resource management company manage work force very
effectively and achieve organisational goal by the help of that workforce. The main focus of the
human resource management is management of people within company.
TASK 1
P1 The explanation of main functions and purpose of HRM which is applicable in planning for
workforce through resourcing of an organization
Human resource management is a process to maintain the workforce of the company.
This is a approach used by the company to increase the efficiency of their workforce. The
strategies formed to retain and increase their job satisfaction in the company results in increased
efficiency which provides competitive advantage to the company. This involves the
identification of needs of employees and taking steps to fulfill it. The HR is also responsible for
solving any conflict arises between employees to maintain coordination among them. There are
several functions which are performed by HR of Tesco are as-
 Recruitment and Selection- The main function of HR is to fill vacant position in the
organization for various departments and provide them required workforce. The function
of HR is to recruit through attracting number of applicants and then selecting the right
person for the right job (Banfield and Royles, 2018). The selection of candidate is
determined on the basis of the pre determined criteria which is specified by the
1

department which require the candidate. This is applied by the Tesco by using proper
method to recruit and select people.
 Compensation- This is the consideration amount for which employee channelize their
effort. This is the basic pay that an employee receives in return for their work. The
function of HR is to assess the capability of employee and on that basis the remuneration
of employees are decided so that the decision regarding their basic pay can be formulated
easily. The HR of Tesco focus on providing fair remuneration to their employees for this
the HR has formed various policies for implementing all the laws before making any pay
strategy for employees.
 Induction and Orientation- This is the another function of HR which is to provide
knowledge to employee about the company and the employer communicates rules and
regulations to the new employee. The employer make sure that the new employee is
aware about the job he is expected to perform and at what criteria their performance will
be judged. The HR of Tesco provide proper induction and orientation to their new
employees and the queries are also resolved by them so that they feel valued in the
company and work effectively (Bratton and Gold, 2017).
There are some specific purposes in Tesco which is the base for the HR functions are as-
 Performance appraisal- The purpose to perform the HR activities is to increase the
efficiency of employees through effective monitoring and evaluation of their
performance. The HR of Tesco observes the performance of employee through taking
reviews from their supervisor. The performance appraisal is necessary to motivate the
employees so they will work effectively for the benefit of organization when they will
feel that their performance is rewarded.
 Staff needs- This is the main function of HR is to select the people for the job which is
identified on the basis of their qualities. The employees who work in the company are
considered as important assets for the company. There are various staffing function
which are performed by the HR. The HR of Tesco performs various functions such as
provide training and development to their employees and promote their employees in the
organization to maintain the stability in their workforce. They are responsible for
fulfilling the needs of the employees.
Importance of the HR in achieving organization objective-
2

The functions performed by HR is necessary for maintaining the workforce in the
company as they ensure that employees are satisfied in the company so that they will perform
their work effectively and efficiently. This involvement of HR in the employee work by
monitoring and evaluating result in better efficiency and increase in their motivation as their
performance is valued.
P2 Explanation of different approaches related to recruitment and selection and identifying their
strengths and weaknesses.
Recruitment and selection is the process through which employees are recruited and
selected in the company. This is the function of human resource to recruit the candidates as it is
a very important part of the functions of Human resource. The HR manager of Tesco is
responsible for providing workforce in the company and the quality of workforce should be
managed with it. There are few approaches which are used by HR are as-
 Approach related to workforce planning- The manpower planning is the process which
is related with the estimation of requirement of workforce in the company according to
the goals and objectives of every department (Brewster, 2017).
 Approach related to performance management- The HR of Tesco measures the
performance of their employees at small duration of time to check that they are
performing according to the predetermined standards as it is very essential for the
company so that company can achieve their goals and objective.
 Approach related to reward- This reward refers to the extra pay that an employee get
for their extra ordinary efforts in the company. The HR of Tesco use this tool to motivate
the employees for making them perform more effectively.
Recruitment and selection-
Recruitment refers to the process of first attracting the large number of candidates and
selecting the right candidate for their company. The recruitment includes two types of
recruitment which are as follows-
Strengths Weakness
3

This type of recruitment allows company to
get fresh talent who are creative and
innovative which benefits the company in
developing their business.
This type of recruitment is expensive and it
consumes a lot time in the company as there is
a lot to spend on advertisement to attract more
candidates.
External recruitment- This is a type of recruitment which involves the recruitment of
candidates from the outside sources such as hiring from colleges, other agencies etc. This allow
Tesco to bring fresh talent in the company and they will work better as the person is a fresher.
Internal recruitment- This type of recruitment involves filling the vacant position in
company that is fulfilled by the existing employees (Brewster, Brookes and Gollan, 2015). This
approach has some strengths and weakness which are as follows-
Strengths Weakness
This type of recruitment increase motivation
among employees as they will work better to
get the promotions which is beneficial for the
company. It also saves time of the company
which will be use in selecting new employee.
This type of recruitment bounds the company
and do not allow to attract fresh talent in the
company which restricts the company in
increasing their creativity and efficiency.
Selection- Selection refers to the selecting candidates from the few candidates as this is
negative process as it involves rejection. The employer follow proper procedure through which
employees are selected by analyzing the C.V and having personal interaction with them. There
are various methods of selection are as follows-
 Registering- This includes the invitation of application for the vacant position of the
company. The HR of Tesco makes their applicant to fill the form which includes personal
detail and some basic questions are asked to check their ability to think.
 Situational phase- This is the phase where a hypothetical situation is given to the
applicant which include various problem and issues which are related to the job they will
be performing in future.
 Stress interview- This is a type of interview which involves the situations that are given
to the applicant that will be coming in the future to check that how stress will impact the
performance of employees.
4

These method include various strengths and weakness which are as follows-
Strengths Weakness
The interview benefits the company in
identifying the capability and capacity of
employee to perform better.
The methods of interview consumes lot of
time and not every time it is efficient in
judging the capability of employee.
TASK 2
P3 Explaining the benefits of HRM in relation with employer and employee.
Human resource management plays a very important role in any organisation. It becomes
one of the most important practices Performed by an Organisation having loads and Loads of
Benefits within. Using Different types of techniques, New and existing strategies is also a part of
Human resource management practices of an organisation (Friedman, 2017).
 There are many Management functions in which Human Resource Management helps the
Organisation to full fill those functions and help the business grow much faster for a
longer period of time. The Same types of techniques are used by Tesco's Management.
 Whether it's about the Recruitment or the Selection process which is performed by every
organisation. Tesco does this very beautifully and precisely. Both the Recruitment and
the selection process which helps the Organisation to full fill the needs of Manpower and
the human resource in an organisation.
 First of all the organisation uses various types of techniques and strategic activities which
helps the organisation to perform the recruitment process. All the above steps are used by
the organisation and are created for the benefit of Organisation but also help in checking
skills and capabilities of the Man force engaged in the Organisation.
 Checking the skills and capabilities of an individual working in the Organisation helps
them to seek the need of improvement and training programs which are to be organised
for the skill development and the performance appraisal and improvement of the
individual.
 Human resources management in the Organisation is beneficial for the Employer as well
as the Employee of the Organisation. Tesco's main motive is to think about the proper
human resource management and the benefit of employees and the employers.
 Employer knows about the proper skills and capabilities of the employees and the
employees get the best skill development and Performance improvement programs. So
5

this can be said that the human resource management practices are really very beneficial
for the proper and faster growth of an organisation (Harrison and Lock, 2017).
Benefits to employer-
 This process of human resource helps the employer in increasing their profit which leads
to achievement of their objective.
 This result in less turnover ratio as it includes effective maintaining of workforce. This
makes human resource as an important part of the company which works for the growth
of the company.
 This includes selection and recruitment of candidates provide employer sufficient and
efficient employees to employers who can perform the given task and duties as
candidates are selected on the basis of their skills and knowledge which is required for
the job they are expected to perform (Lu, Zhu and Bao, 2015).
Benefits to employees-
 The HRM maintains the employees in the company and identify their needs and take
steps to fulfill them this makes employee happy and satisfied. As they improve the skills
and capabilities of employees through conducting training which is on the job or of the
job and this opens new growth opportunities for employees.
 The HR of Tesco creates positive working environment for their employees which result
in less conflicts that is beneficial for the employees as they can focus on their work.
 The HRM monitors the performance of the employees through comparing actual
performance with the pre determined and this allows employees to know their deviations
and they can correct them which help them in future as it increase their scope for growth
and as well increases scope for growth of the company and for its expansion as well.
P4 The explanation of different practices of HRM in relation with increasing profit for the
company.
The Human Resource management is responsible for managing and controlling the
workforce of the company. They organize various programs as a part of their training process to
develop the skills of their employees which benefits the employee and company both. The HR of
Tesco perform various different HR practices so that company can recruit right candidates for the
job. As it will benefit the company as the employee will be more productive when they possess
skill for that particular work which will result increase in performance of the company and it
6

helps in their expansion (Marchington and et. al., 2016). The different hrm practices are as
follows-
 Performance management system- The performance of employees are measured
by the human resource management through proper evaluation and monitoring their
work and taking reviews of their superiors and peers. The Tesco measure the
performance of employee through pre determined standard and performance is
compared with the standard performance that is formed according to the mission,
vision and objective of the company. The deviations are calculated and necessary
steps are taken to remove the deviations of employees in their performance. This
ensures proper feedback procedure is taking place in the company which will increase
the efficiency of the company.
 Manpower Planning- This is the main part of the human resource to estimate the
requirement of manpower to perform the activities in the company which will result
in achievement of company objective. The HR of Tesco estimates the need of human
resource and according to this strategies are formulated and plans are formed to full
the requirement or the demand of human resource so that Tesco can achieve the
objective of the company.
 Increase communication- The HR manager of the Tesco allows their employees to
freely communicate in the company so that they feel valued and they are asked to
give their opinions and ideas which will bring creativity in the company and increase
the flow of communication and there will be less conflict in the company which will
increase the productivity of the company.
 Selective hiring- The HR manager of the Tesco select the few candidates according
to the potential need of the employees in the company. The selective hiring is doe
thorough a selective procedure so that efficient and effective employees. This will
result in increased efficiency of the company in achieving their objective.
 Provide training- Training is a tool to increase the skills and capabilities of
employee by providing them on the job and off the job so that their knowledge can
be increased in relation with the jobs that they are going to be performed. This result
in increased efficiency of employees which will benefit the company in achieving
their objective.
7

TASK 3
P5 Analysis of the importance of relation between employees and its influence in HRM decision
making.
The relations between employees affect the performance of company which can help in
growth or can become reason for decline in growth. This refers to the bond that employees share
between each other. The relations are formed in the companies has to be maintained by the
human resource so that it will result in positive working environment. The human resource
management has to make their relations productive to make them feel satisfied in the company as
they will perform better to meet the organizational goal if their personal goal s are met. The HR
of Tesco uses employee relation approach to form healthy working environment which will help
in reducing conflicts and fights which takes place at workplace. As the improved relations of
employees helps in achieving more efficient revenue to the company as they are more focused on
their performance (Alfes and et. al., 2013). The good relations of employees benefits the
company in various different ways which are as follows-
 Increased Productivity- The employees who are motivated and feel satisfied with the
company as they have positive relation with their superior and peers they take more
interest in the company activities and they are more interested in taking more projects and
wants to put more efforts in the company. This type of performance of employees helps
in the growth of the company through increasing their efficiency.
 Higher Retention rates- It is important for the company to maintain retention rate so
that efficiency and motivation level between employees do not decreases. The lower
retention rates leads to the dissatisfied employee and it depicts that the working
environment of the company is not positive. As the lot of amount is spend on the training
and development activities for the employee to develop their skills which are valuable to
achieve the objective of the company. The company can face huge loss if retention rate is
low so the HR of Tesco focuses on retaining the employees through improving their
relations.
 Enhanced Motivation- Motivation is the tool that is used by the company to motivate
their employees by providing motive to increase their motivation level which will
increase their productivity. The HR of Tesco focuses on improving the relations of their
8

employees to motivate them to work effectively as they provides various rewards which
is a tool for motivation.
 Less Absenteeism- The Absenteeism can lead to decline in the performance efficiency of
employees which will lead to decline in growth of the company. This can cause by
increased stress at workplace and increased conflicts and these are the factor has to be
managed by the human resource. The human resource of Tesco can identify the cause of
their irregularity and steps can take to remove that so that it increases the efficiency of the
company.
 Increased revenue- The good employee’s relations gives a strong influence on the
performance of company. As people who feel motivated will work hard for the company
and will help in achieving their objective. The employees will perform better the work
and mainly according to the standard performance and the success of the company is
totally dependent upon the efficiency of their work.
Influence of employees relation in decision making-
The needs of the employees are identified by the human resource if there is open
communication in the company. The decision regarding strategies and policies are formulated
according to the needs of the employees and this provides them satisfaction and feeling of
belongingness in the company so they increase their efficiency of performance which is
beneficial for the company. This also result in effective management of resources as employees
are motivated and they will work effectively which will reduce the unnecessary wastage which
normally occurs at the workplace and this result in effective performance of employee.
Therefore, the decision making is influenced by the employee relations (Moutinho and Vargas-
Sanchez,2018).
P6.Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
The term employees legislation is used to protect the interest of the labour and employers at a
workplace such as industrial relation,wages, social security,working condition and welfare of
persons working in industries.
The labour legislation includes all the government laws that provide economic and social
security to the workers that are working in industries. The motive of these laws to reduce the
industry losses occurred due to any industrial conflicts and provide wages and other minimum
9

support to workers. There are some elements of employment legislation and its effect on decision
making are as follows:-
Equality :- This law provides equal opportunity to all the employees and protect against
them form discrimination against other persons because of gender, age, religion, disability,
belief, race etc. The equality act 2010 protect employees from unfairly discrimination because of
different religion, beliefs, sex, age etc. In quality law also include equality in payment between
women and men. Every person also have right to get equal payment in the smilier employment.
Health and safety :- An employer should provide safe working environment to the
employees of the industry to protect them from accident and other hazardous activities. Factories
act 1802 includes workplace cleanliness, proper machinery, cleanliness etc. employee also have
right to sue for compensation if any injury occurred due to working in the factory or industry. It
is responsibility of the employers to check accuracy of the machinery after some fixed specific
period.
Wage regulation :- Every employee working in the industry have right to get fair wage
according to their work. In 1998 the national minimum wage act was came which focuses on the
minimum wages that is provided to every labour working in the industry. National wage of UK
is depend on per hour wage which is applicable to all the jobs of the UK. Any person can file a
complain against employer if any person in the industry or organisation not getting minimum
wages.
Working time and child care :- Working time regulation act 1998 set proper and fixed
time for work also focuses on the holidays that is given to the employees. Every worker have
right to get four week or 28 days of holidays in a year so it helps to maintain relation between
work life and personal life. A person should only do 8 hour work in 24 hour time period if he or
she working at night. The employment right act 1996 also provide maternity and parental leaves
at the time of kid birth and paternity leaves should also be provided according to the paternity
and adoption leaves regulation 2002 for child care.
These elements of employment legislation direct the managers of the tesco to increase the
productivity of the organisation. These laws provide satisfaction to the employees and employers
working in the tesco by providing them better and safe working environment, wages according to
their, fixed leaves, proper working time, and treat equally without discrimination. These effect
the decisions regarding the working environment and safety measurements. HR of tesco uses
10

proper safety measures while designing the workplace of the industry as well as organisation.
The key objective of these laws is to protect employees or workers from inequality and
discrimination so HR should also develop effective policies and plans.
All these laws effect decision making of tesco positively. The decisions of HR goes right
because plans and policies of all the payroll and other remuneration policies with proper working
time are according to the laws. The HR of tesco follows every basic and minimum requirements
of the employees that increase their productivity (Alfes and et. al., 2013).
TASK 4
P7.Illustrate the application of HRM practices in a work-related context, using specific examples
The human resource management includes management of people working in the
organisation to reduce employees turnover ratio. The HR manager of Tesco manage their
employees very effectively. There are many HR practices used by organisation to improve the
capabilities and performance of the employees and also their overall productivity. Tesco line up
the mission, vision and objective of the organisation with the particular HR strategies to improve
organisation and employees efficiency. This company providing proper training , guidance , and
coaching to its manager and other persons of organisation.
Job description
Job Details
Post : HR executive
Company : tesco
Job Purpose
Hard-working and enthusiastic candidates are invited for HR executive job position. The
candidate must have good commination skills and also have good of HR. Additionally, the
candidate should able to organise training and development program well and also have good
presentation skills.
Roles & Responsibilities
 Maintain proper HR records by keeping all resumes, applications etc.
 Formulating effective HR policies and strategies for employees development.
11

 Developing different programs of training and development to increase employees
involvement .
Person Specification
 Post : HR executive
 Department : HR department
 Key : this shows what is required as an evidence:
 (A):Application form, (I):Interview, (R ):Role
Attributes Essential Desirable
 Qualification &
experience
 Post graduation or Diploma
in management field from
any good university.
 Minimum 4 year of work
experience in HR field.
 Experience in working in
HR department.
 Skills or
Knowledge
 Effective communication
skills both verbal as well as
written.
 Ability to understand the
business environment and
its competencies by
implementing new
system and working.
Creation of structured interview:- The HR management of tesco call candidate by giving
advertisement on newspapers, websites, job portals, social networking sites, magazines etc. The
HR manager of the company takes interview of different candidates regarding normal question
related to individual goal and motive (Lu, Zhu and Bao, 2015).
 How HR manger helps the organisation in growth and development?
 why there is need of effective relationship between employees and employer?
 How can training affect the employees to boost their efficiency?
12

 Why our company should hire you?
Job offer letter
Mr./Ms,Last-Name
Address
City, state postcode
Dear Mr./ Ms. Last name,
Our organisation tesco is favoured to offering you the position of HR Executive. Your
experience and knowledge in suitable as per requirement of the company.
As per the discussion in assessment your joining date is 1 august , 2019. the salary that is
offered by company is $30,000 per annum and it will be provided on a monthly basis. Company
will also provide some other extra benefits such as food facility, conveyance charges,
accommodation and medical insurance. First three months of joining company will provide
training to the candidate after three months that candidate will considered as regular employee
and eligible to avail all the benefits of the organisation. In addition the pension plan also begin
after three moths of joining.
If this offer is acceptable by you then please sign the second given form which is attached with
it and return as soon as possible.
When your acknowledgement is received, we will call you to complete the formalities of
joining the organisation as soon as possible.
If you have any query and doubt then please let us know we will definitely try to help you.
Sincerely,
First-name,Last-Name
Director,Human-Resources
tesco
----------------------------
I hereby accept the HR Executive , HR department position.
----------------------------
Signature ----------------------
Date -------------
13

Company used these HR practices to hire skilled and effective candidates. It increases
efficiency and productivity of employees which is beneficial for the growth of the company
therefore, it is important to use HR practices in the company.
CONCLUSION
From the above report it can be concluded that HR practices is very helpful to hire more
skilled and talented candidates also it increase the efficiency of the individual by providing
training and developing of the employees . It also helpful in achieving organisational objective
such as through recruitment and selection Tesco can hire best and fresh talent from the market.
HRM practices is very beneficial for the employees and employer both because it is provide job
satisfaction as well as increase there efficiency also by proper training and development. Some
of the laws of employment are protect the interest of the employees of tesco by providing them
minimum wages, equality, avoid discrimination etc.
14

REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
University Press.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
InPolicy and practice in European human resource management(pp. 22-35). Routledge.
Brewster, C., Brookes, M. and Gollan, P. J., 2015. The institutional antecedents of the
assignment of HRM responsibilities to line managers.Human Resource
Management.54(4).pp.577-597.
Friedman, S. D., 2017. Succession systems in large corporations: Characteristics and correlates
of performance. In Leadership succession(pp. 15-38). Routledge.
Harrison, F. and Lock, D., 2017.Advanced project management: a structured approach.
Routledge.
Lu, K., Zhu, J. and Bao, H., 2015. High-performance human resource management and firm
performance: The mediating role of innovation in China.Industrial Management & Data
Systems.115(2). pp.353-382.
Marchington, M. and et. al., 2016.Human resource management at work. Kogan Page Publishers.
Mosakowski, E., 2017. Overcoming resource disadvantages in entrepreneurial firms: When less
is more.Strategic entrepreneurship: Creating a new mindset, pp.106-126.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018.Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Online
Discrimination. 2019. [Online] Available
through<https://www.sheffield.ac.uk/hr/equality/focus/equalityact/types>./
The employment act. 2019. [online] Available through<https://cartwrightking.co.uk/areas-of-
practice/Employment/employee-rights/>/.
15