Human Resource Management

Human Resource Management

Table of Content
INTRODUCTION...................................................................................................3
PROJECT PART 1..................................................................................................3
Overview of organization........................................................................................................................3
Strengths and weaknesses........................................................................................................................4
Workforce planning structure..................................................................................................................5
Employee relations and application of HRM...........................................................................................6
Employee Legislation..............................................................................................................................6
PROJECT 2.............................................................................................................7
Job Specification.....................................................................................................................................7
CV...........................................................................................................................................................8
Questions to be asked by interviewer......................................................................................................8
Selection procedures:...............................................................................................................................9
CONCLUSION........................................................................................................9
REFERENCES......................................................................................................10

INTRODUCTION
Human resource management is the most important function of management in company,
where the professionals and executives have the roles to keep employees motivated and highly
functional to improve their efficiency. Tesco is one of the biggest companies in UK where there
are variety of products and services for people in all stores and websites. The report explains the
key horizon where HR managers have to focus on for motivating employees as part of training
and development process, the key arenas for productive enhancement. This report also analyses
employee legislation rules, vital productive findings necessary for higher productive results and
strong profitability margins.
PROJECT PART 1
Overview of organization
Tesco is one of the biggest retail companies in world offering large portfolio of variety in
products and services all over world in all stores and networking websites of company. With
6800 shops in all locations of world, there are supermarkets and hypermarkets of Tesco where
company operations have been largely increasing with innovation strategies and high business
models to reach preferences of customers in world (Cameron,Mohyuddin and
Wijeratne ,2019).The company has diversified functioning areas of operations in business
breakthrough which has enabled brand to establish dominant place in world, and the innovation
business models have been highly encouraging to bring employees working standards with high
productivity.
 The mission statement of company is to deliver high quality production of innovative
products and services to all customers worldwide, enter into new segments of market
share and build strong diversification in new arenas of business. There has been
continuous record of 450,000 employees working in all stores of Tesco and advance
skills training has been productively given to them by leaders.
 Purpose of Tesco as one of the biggest retail company of UK and the third largest brand
in revenue growth factor which has been continuously enabled company management to
reach high competitive strength. The brand aims to develop strong image and goodwill
among consumers through strong quality products standards and services which are
delivered with high parameters of potential growth through promotional services
(Vishwakarma,2019).
Core business objectives: Tesco core objectives are to be the market leader of retail industry,
build competitive benchmarks with high innovation growth parameters and diversify business
services into untapped counties. The company has variety of products related to grocery food
items, furniture and hardware, home decors and various services catering to comfort of people.
Brand has functionally been active in delivering strong promotional services and partnerships
with global brands to reach new segments of customers and position itself with high

breakthrough of services and scientific up gradation. The company has varied business scale
activities where high innovation in products and services has developed benchmarks in company
presentation of operations which has developed strong brand image in world comparatively to
their competitors. The company business objectives are wide for reaching the set benchmarks
and productively diversified which enables it to deliver high quality products in all stores and
websites. The brand has emerged as one of the most high profitable retail company in industry
due to strong customer satisfaction services and high promotional services among the globe.
HR functions
The Human resource departments is responsible for hiring highly skilled employees with
advanced technology learning and built strong innovation in their core working pattern to
improve their performance standards. The function of HR department is to keep employees
motivated and retained in company, provide ethical safe working conditions to them and
maintain strong hygienic environment in production areas. Tesco HR department has been
efficiently active to bring new technology and machinery equipments for working standards in
employees and provide them with productive training and development platforms to enhance
their parameters of knowledge ((Chillas, and Baluch, 2019)
Key roles:
 Recruitment and selection is one of the foremost role of HR professionals, which
develops the workforce of company qualitatively and quantitatively for long term
stability in company tenure. Tesco highly focuses in hiring experienced employees and
team members which are given strong technical training by leaders and supervisors in
production departments. Recruiting young talented employees enable company to gain
competitive strength in market positioning and develop potential workforce, with high
quest energy and work ethics.
 Salary incentives and appraisals of all employees in company is the key functioning role
of HR professionals, where management focuses on giving extrinsic motivation to all
employees. It motivates employees to perform better and keep retained in company for
long tenures which helps company to take care of further recruitment costs.
Remenuration of employees highly keeps morale of employees high to produce
effectively and functionally become strong with detailed practical knowledge of working
in all conditions (Farndale,Mayrhofer and Brewster,2019).
 Training sessions, development campaigns and brainstorming sessions are organized by
HR professionals and leaders of team members where the main objective is to enhance
the working standards of employees. Through training cost effectiveness of resources is
established which minimizes wastage of production equipments and enriches the
company goals with high revenue sale profitability.
Strengths and weaknesses
Recruitmnet and selection procedures have various strengths and weaknesses which
impact companies on various levels, and the approaches companies choose for procedures vary
accordingly from management concerns to all herierchries development. Tesco has been highly
active in recruiting employees from advertising agencies and through networking websites
advertisements, through which employees get in touch to company resources The strength of this

recruitment approach is it becomes easy for HR teams to get in touch with the appropriate
candidates directly, as advertising agencies go through background checks. However, weakness
is that the reliability factor if skills and qualifications of employees performance is low (de
Zubielqui,Fryges and Jones,2019).
Interview screening: Tesco company can recruit yiung employees by directly interviewing them
and vitally segregating them on their based of their experiences and practical filed knowledge.
This will enable employees to highly correlate the company goals and objectives while selecting
employees, and recruiting only skilled and talented employees. Their functional operations and
efficiency can be determined by the way they perform in company, the synergy which they bring
in teams and how they can cope up with the learning of leaders.
Social websites and surveys: Large percentage of young generation is highly active on social
media advertisements and networking handles of job portals through internet, which can get
directly in touch with desired vacancies of various job posts of companies. Tesco by recruiting
through social media handles select the best desirable employees who posses smart working
skills and advance knowledge along with experience. Survey can be conducted in colleges and
universities where employees can be judged on their qualifications and practical experience
which will enable HR executives to know better and in deep details of employee integrity and
potentialities (Farndale,Mayrhofer and Brewster,2019).
Workforce planning structure
Workforce planning is the key objective role of HR executives where the professional work is to
strategically implement the function of selecting, hiring new employees who have high efficiency in their
working skills. Tesco by strong workforce planning can built competitive workforce and gain cpost
effectiveness in reaching the set production targets.
 Training and development of employees can be given by leaders and supervisors who
through brainstorming sessions, group discussions highly motivate employees to enrich
their skills, develop new potentialities and keep them retained for long periods. Tesco
believes workforce is the real face of brand as they come directly in contact with
customers in stores and through websites, skilled employees positively impacts global
image of brand among other competitors and also helps company to increase profitability
margins.
 Performance management and reward systems have huge benefits for employees and
employers both in company, as by giving recognitions on higher performance levels
employees get highly motivated and also determined to perform better. Tesco can reach
the set production goals and higher profitability margins with strong efficiency and build
new paradigms of work ethics among employees (Murugesan and Mani,2019).
 Organizational profitability has strong correlation with employee’s performance,
retainment and the skills through which they function in company. Tesco productivity

levels will have high positive impact with strong performance of employees and through
skilled working ethics, the brand image is also developed.
Employee relations and application of HRM
Employee relations are an integral part of HRM which elaborates the working ethics and
the organization culture which fosters the growth of employees and determine their stability
factors in company. Tesco employees are given strong working platforms by leaders where there
is strong emphasis on their interpersonal skills development; it motivates them to establish strong
communication with their peers and leaders
 Path goal theory of leadership is one innovative theory in which leaders builds strong
communication with the team members by solving their grievances related to work and
motivate them to perform better with practical field training. Application of HRM
practices at Tesco explains the key horizons which are built by company to bring
innovative growth culture in company. Company has taken several imitative in building
strong cooperation among all employees and providing the synergy of optimistic growth
among employees by building friendly organization environment.
 Tesco productivity is determined by the way employyes deliver their services to
customers in stores and websites portals, which explain the rationality why company
believes human resources as the real face value of brand. The company management has
been immensely active in rewarding employees on their higher performance, incentives
and appraisals which have made them gain high competencies and productivity levels
with higher creativity standards (Pande, 2016).
 Tesco aims to maintain ethical working conditions of all employees for giving them
strong working platforms to showcase their skills, high consideration is given to safety
standards, their production department cleanliness. Company management ahs been
determined to provide safety practices along with medical faculties for all employees
working in production departments.
Employee Legislation
The rules and regulations of all employees working in company are followed as the
guidelines and rules constructed by employee legislations, where high importance is given to
their safety standards, legislations and rules where they are legally registered. Tesco company
HR executives have strong rules and considerations where they are ethically promised to give
high production safety to all employees, maintain their work records and supervise their issues
with high functional operational efficiency. The development of HR department has gone
through various phases of high skilled recruitment of employees where there is strong focus on
their morale levels and potential enhancement (Paulet,2019).

PROJECT 2
Job Specification
Job role
Requirement for a human resource manager in Tesco
Reporting To
The human resource manager will have to report to the management of Tesco which are Jack
Cohen or T.E. Stockwell.
Timing
The timings are going to be flexible and the total number of hours per week to be completed is
56.
Qualification
The qualifications which are required by the candidate are bachelor degree in human resource,
master’s degree in human resource management or a field related to it.
Soft skills
 Should be able to create a friendly environment in the organization and a friendly and
professional relationship with the employees.
 The communication skills of the human resource manager have to be good so that the
direction in the company is appropriate which will help the company to achieve their
objectives on time.
 There is a sense of flexibility which I can provide to the employees so that they can give
their best in the company which is going to be very beneficial.
 Experience in organization development and the changes management in the company so
that there is a better functioning and the company will be able to function smoothly and
achieve their goals on time.
Hard Skills
 Should be able to control the employees of the company so that the work can be
completed on time and the supervision on them has to be conducted from time to time.
 Should be able to look at the bigger picture of the company and have the time
management to help the company achieve their objectives and goals on time.
 Can make sure that the changes which are implemented in the organization are being

followed and the company is being able to have a better functioning with the changes.
CV
Name: David Thomas
Address: Lake street gardens
Email: [e-mail]
Education:
 Graduated from Durham University of business school
 Master’s in human resource management
Work Experience:
 Worked with smaller companies and start up’s as the member of the human resource
department since that would give me more experience in this field so that I could develop
myself and achieve my dream job.
 Interned with Tesco as a store manager for 5 months which gives me a better
understanding of the company.
Skills:
 Can guide the employees well and understand them so that the management can make
their decisions accordingly.
 Have time management in me so that I can give time to the employees and my work as a
human resource manager so that the internal environment of the company can be
maintained and the productivity of the company does not fall.
 Can make the team work as one and that is a very important factor for the company to
have so that the objectives can be met.
 Rules and regulations of the government are strictly checked and implemented in the
organization so that there is no unfair treatment in the company.
 Can use programs like Microsoft word and excel which is the basic knowledge which the
human resource manager must have so that they can play their role better in the company.
The interview has been scheduled on 1st April, 2020
Questions to be asked by interviewer
 What are your qualifications and experience?

 How many teams you have worked with and what were your experience of working
with the supervisors?
 What are your potential learning abilities and how you plan to integrate your
training experience in production department?
 How much competitive knowledge you posses of working in practical filed of
production department?
Selection procedures:
The candidate will be selected based on interpersonal skills, management principles
knowledge and the work ethics he has built in with the past experience. The section procedures
will be supervised by HR managers who have high experience of selecting high skilled
employees in company. The selection procedure will be supervised and the descion making
process will enable company management to get directly in touch with the deserving candidates,
select them on their potentially basis. Candidate must possess strong interpersonal skills, soft
skills and hard skills to communicate effectively among team members and their potentiality
must be dynamic to perform in all working conditions (Richards and Sang,2019).
CONCLUSION
This report can be concluded with explanation that HR function have varied role to play
in maintaining strong workforce structure in company. It also explains the high importance of
building competitive strength and training employees with advanced skills, development
opportunities and the vital areas where company needs to work for bringing new horizons of
development in employees working standards. It also concludes the importance of employee
relations and legislations for companies. The report concludes how Tesco can gain competitive
workforce and maintain their proficiency levels by training and development platforms, and the
work ethics which needs to be enhanced for long term stability in company management.

REFERENCES
Books and Journals
Cameron, R., Mohyuddin, S. and Wijeratne, A., 2019. Qualitative Research Methods for Human
Resources Management.
Chillas, S. and Baluch, A., 2019. Cracking labour process theory in employment relations and
HRM. In Elgar Introduction to Theories of Human Resources and Employment
Relations. Edward Elgar Publishing.
de Zubielqui, G.C., Fryges, H. and Jones, J., 2019. Social media, open innovation & HRM:
Implications for performance. Technological Forecasting and Social Change, 144,
pp.334-347.
Farndale, E., Mayrhofer, W. and Brewster, C., 2019. Comparative HRM. The SAGE Handbook
of Human Resource Management, (2nd), pp.99-109.
Murugesan, G. and Mani, A., 2019. Role of Human Resource Management Practices in
Knowledge Management with Reference in it/ites Organisation. Indian Journal of
Public Health Research & Development, 10(11).
Pande, B., 2016. A Study on Work Behavior of HR Personnel Towards Environment to Endorse
Green HRM Practices at Workplace. Dnyanamay Journal. 1(3). pp.53-55
Paulet, R., 2019. Sustainable HRM: Rhetoric Versus Reality. Contemporary HRM Issues in the
21st Century, Emerald Publishing Limited, pp.159-172.
Richards, J. and Sang, K., 2019. Socially ir responsible human resource management?
Conceptualising HRM practice and philosophy in relation to in-work poverty in the
UK. The International Journal of Human Resource Management, pp.1-28.
Vishwakarma, V.K., 2019. A STUDY ON GREEN HRM PRACTICES IN AN
ORGANISATION. Advance and Innovative Research, p.414.
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