Human Resources for Tesco Assignment

This assignment discusses the purpose and function of HRM in Tesco, strengths and weaknesses of recruitment methods, impact of HRM on goal achieving, influence of employee relations on decision-making, and employee legislation in HRM.

HUMAN RESOURCES FOR
TESCO ASSIGNMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO1:.................................................................................................................................................3
P1- Purpose and function of HRM in organization.....................................................................3
P2- Strength and weakness of various recruitment methods.......................................................4
LO2:.................................................................................................................................................6
P3- Impact of HRM.....................................................................................................................6
P4- Effectiveness of HRM activities on goal achieving..............................................................7
LO3:.................................................................................................................................................8
P5- Influence of employee relation to HRM decision-making....................................................8
P6- Employee legislation on HRM decision-making:.................................................................9
LO4:...............................................................................................................................................10
P7- Application of HRM (Human Resources Practices) practices in a work-related context...10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
HRM (Human Resource Management) Plays an effective role to each company and business
in market place. In this dynamic world, no business is able to run its different operations and
activities in the market place without considering different practices of the human resource
management. This report discusses HRM function of Tesco. Basically, Tesco is one of the most
reputed and famous retail brands, headed in England United Kingdom. Major purposes and
function of HR department also has been discussed in this report. There are weaknesses and
strengths of various HRM methods and the impact of HRM practices on organisation goals also
has been discussed in this report.
MAIN BODY
LO1:
P1- Purpose and function of HRM in organization
Human resource management is the organizational practice done in order to improve the
working capabilities of the organization by efficiently managing it workforces by which
organizational working output of the company can be increased. In order to achieve this HRM
has to implement several organizational changes through which working output of the
organization can be increased. Following are the functions of HRM in terms of resourcing an
organization.
Recruitment and selection-
HRM at Tesco is responsible for increasing the working efficiency of the organization
and due to which it is responsible for recruiting new candidates as per company's requirement by
which HRM can improve the goal achieving capabilities of the organization. While recruiting
HRM make sure that candidates are able to fulfil the current and future requirement of the
organization, with that HRM at Tesco has to make sure that the selected employees are as per
company's requirement (Michael, 2019). This recruitment helps in developing effective
organizational plan but at the same time HRM has to make sure the candidates are not selected in
excessive number because they are selected in excessive number then it will make impact on
company's economic growth.
Training and development-
The main purpose of HRM activities is to make sure that it is able to increase the working
capabilities of the organization and for which it has to make sure that employees are working as

per current requirement. It is important for organizations like Tesco that they are able to work as
per current market trend and thus HRM has to make sure that employees are improving their
working capabilities (Aboramadan and et.al, 2020). For which efficient training is provided to
them as per company's requirement, through this HRM also develop a positive image of
organization in front of its employees because they are assured that company is showing interest
in their personal development.
Organizing-
HRM has to make sure that Tesco is able to achieve its organizational goals and for
which it has to implement organizational structure in which organizational departments are made
as per the availability of the workforces. Through this organizing HRM make sure that work load
is equally divided among all the employee's in which they are able to perform their specific
tasks. This empowers employee to identify the higher authorities of the organization by which
they will get motivated to discuss their issues through this HRM improves the problem solving
time of the organization which will improve its goal achieving capabilities.
P2- Strength and weakness of various recruitment methods
Recruitment is one of the most factor of organization in which candidates are selected as
per the requirement of the organization (Reid, Greaves and Kirby, 2017). For selecting
appropriate candidate for the position HRM can recruit best fit from two methods, which are
internal recruitment and external recruitment.
Internal recruitment-
As the name suggest in this type of recruitment candidates for a specific position are
selected from within the organization and due to which Tesco is having several advantages and
disadvantages which are as following.
Advantages-
1. Employees are already well aware of the working procedure of the organization due to
which comparatively less training is required, which will be beneficial for the
organization because they can join the work force in minimum time.
2. Internal recruitment is very beneficial for employee motivation because it can be done
through the process of promotion, will motivate employees to work hard, so they can get
organizational benefits (Beymer, Holloway and Grov, 2018).

3. Internal recruitment is also done without promotion but in this case employees have to
showcase their specific skills to HRM by which HRM can change its department to the
desired position. By this HRM will increase employee's engagement with the
organization.
Disadvantages-
1. Only a limited number of employees are promoted to the specific position due to which it
makes negative impact on other employees because even after all their hard work they are
not able to receive the organizational benefits.
2. Internal recruitment will limit the new idea generation because if outsiders are selected
then they would be able to provide their creative and unique solutions for solving a
problem or improving working capabilities.
3. It will also make a negative image of Tesco in front of its customers because they are not
allowing outsiders to be a part of the organization which will decrease company's
reputation in the market.
External recruitment-
In this, candidates are selected from other the organization in which short listing for
appropriate candidate is done on the basis of the academics and professional experience. This
type of recruitment has several advantages and disadvantages which are as following.
Advantages-
1. New candidates will provide Tesco some new and creative ideas for improving the
working capabilities of the organization and by which company will increase the chances
of goal achievement.
2. Recruiting new candidates is important for Tesco because even if internal employees are
promoted but still the left over post has to be filled and which company has to recruit new
candidates.
3. Working capabilities of the organization will be increased and work load will also
reduced form employees because new candidates are playing their roles which will
increase the working capabilities.
Disadvantages-
1. Training has to be provided to employees as per company's requirement, which will
increase the organizational expenditures.

2. It increases the possibilities of leaking sensitive information because new joining can
leave the organization in short period after taking probation period of training.
3. High possibilities are there that an unworthy candidate is chosen which make negative
impact on company's working procedure.
LO2:
P3- Impact of HRM
HRM is responsible for implementing organizational changes such that Tesco's working
capabilities can be increased, thus in order to achieve that HRM at Tesco has to make sure that
the developed strategy will benefit both the employee and the employer (Mayrhofer, Gooderham
and Brewster, 2019). Since organizations like Tesco are the interconnected chain of activities,
thus functioning in one department will create a chain reaction of failures. Therefore it is
important for HRM at Tesco that all the required criteria are being fulfilled resulting improved
working performance at minimum expenditures.
Benefits to Employer-
Tesco has to make sure that it is able to provide high quality and rare products to its
customers by which it can maintain their loyalty towards the organization. For which it is the
responsibility of the HRM to make sure that its employees are able to work according to the
changing requirement of the organization. Therefore HRM implement organizational changes
and provide training to its employees by which their working capabilities can be increased. With
that HRM is also responsible for recruiting new candidates by which their working can be
increased and will reduce the work load from existing employees (Seeck and Diehl, 2017). The
main reason behind all this is to make company is performing well in market and at the same
employees are motivated for surpassing their limits because if employees are not motivated then
their working will be decreased. Thus this is important for HRM of Tesco that its employees are
performing well because employees are responsible for representing company and their
mistreatment with customers will decrease customer's loyalty towards organization. Therefore by
these activities of HRM it is beneficial for the organization that to make sure that they are
performing well in front of its customers.
Benefits to employees-

It is important for any organization that its employees are able to perform well because
they are responsible for representing organization and customer's loyalty towards organization is
directly affected by their performance. Thus HRM has to make sure that employees are working
in a synchronized way with each other in such a way that they are able to showcase a high level
of organizational performance. For achieving this HRM has to develop a efficient relationship
with its employees in which they are assured that they are having a secured future with Tesco,
which will motivate them to put more efforts in improving their performance. For achieving this
HRM take suggestions from employees regarding developing organizational structure which will
motivate employees to increase their engagement with organization because they are assured that
their suggestions are being listened by the organization. In addition to that training employees
will not only improve their organizational performance but at the same time it will improve their
personal growth as well. With the help of internal requirement company will motivate employees
to learn new skills such that they can efficiently use their experience for improving
organizational performance.
P4- Effectiveness of HRM activities on goal achieving
It is the role of HRM to make sure that Tesco is able to achieve its organizational goals
and for which they have to implement several organizational changes through which its
performance can be increased. The main goal of these activities is to increase the productivity of
the organization and at the same time make sure that the organization is following the right path
towards achieving its goals (Podgorodnichenko, Edgar and McAndrew, 2020). For this HRM has
to implement a proper integration of small consecutive steps which will enable it to increase the
accuracy of goal achievement and at the same time Tesco can improve its departmental
performance.
It is important for Tesco that it is able to provide new products or rare products which are
not easily available at the market place by which it can implement premium pricing on its
products. Through this implementation of premium pricing Tesco's profit margin will be
increased and inn order to provide something new and rare, organization has to empower its
employees that they provide their feedbacks and ideas regarding a requirement. This will provide
company some new ideas which could be used by Tesco for providing products on the basis
customer requirement. Resulting increment in customer engagement and at the same time high

working productivity can be achieved (Renwick, 2018). Therefore it is important for HRM at
Tesco that they are able to develop a friendly work culture in which employees are showing high
interest in discussing issues and ideas with the higher authorities of the organization. Such that
they are able to improve the overall productivity and goal achieving accuracy of the
organization.
LO3:
P5- Influence of employee relation to HRM decision-making
HRM is responsible for developing efficient operational strategy such that Tesco's
working output can be increased, but with that it also has to make sure that organizational
employees are able to implement these changes on the ground level. With that HRM has to make
sure that through the developed working strategy employees are given a sufficient personal time
because if they work continuously then work efficiency will be decreased and at the same time
their loyalty towards Tesco will also be reduced (Dundon, Cullinane and Wilkinson, 2017).
It becomes more important in case of effective decision-making because government has
implemented several employee protection laws through which restricts organizations like Tesco
to take quick actions. It is crucial step for company to follow because if through a certain
decision employee's rights are being violated then Tesco becomes guilty and has to pay penalties
to the government. Thus HRM has to make sure that employee's rights are not being violated
during decision-making and it also has to make sure that it maintains a good fruitful relationship
with its employees.
The decision-making of HRM is affected by the fact that it must develop a friendly work
culture in which employees discuss their issues with the high authorities of the organization such
that their working capabilities and problem solving capabilities can be increased. This friendly
work culture will enable employees to efferently understand the working capabilities and
procedure of each other (Farndale and et.al, 2020). This can be used by HRM of Tesco to
develop effective organizational team for achieving a given target, which will increase the goal
achieving capabilities of the organization resulting a improved performance in front of its
customers. Thus HRM has to consider employee relations in its decision-making for improving
the probabilities of goal achievement.

P6- Employee legislation on HRM decision-making:
Tesco is a multinational organization which provide wide range of products to its wide
range of customers and in order to provide high service to its customers it is having large number
of well-trained employees which allow it to provide high level of services to its customers. Since
Tesco is having large number of employees due to which it is responsible for obeying the
employees laws provided by the government because if HRM develop a working process
through which employee's rights are being violated then organization has to pay penalties.
Following are the rights which HRM has to consider in its decision-making.
Minimum wages-
The HRM at Tesco is responsible to efficiently pay its employees such that employees
are able to fulfil their requirements and due to which it has to follow the minimum wage law of
the government in which a minimum price amount is set which has to be provided to employees
(Gooderham, Mayrhofer and Brewster, 2019). Through this minimum price HRM may establish
a symmetric pay structure but this will make a negative impact on company's economic growth
and at the same time will make negative impact on employee's motivation because they are
assured of getting same amount, thus motivation will be reduced.
Health and safety-
It is one of the important employee legislation act in which HRM at Tesco is responsible
for developing a safe and secured work environment for the employees to work at. This has to be
implemented because even if HRM may develop a effective organizational structure and efficient
salary structure but still its organizational employees will not be able to concentrate their efforts
on improving their performance (Malik, 2018). It happens because they are in a continuous threat
of getting hurt which will make a negative impact on their motivation. But the other side of the
coin is that it will increase organizational expenditures which will make a negative impact on its
economic growth.
Equity Pay-
HRM has to implement this employee legislative law in which it has to pay same amount
of salary equally to all its employee irrespective of their age, gender and any other factor because
they all are working hard and has to be paid equally. This is important for employee motivation
and at the same time will motivate them to perform well in their respective fields. But on the

other hand this law increases company's expenditures resulting negative impact on its economic
growth.
Evaluation of employee retention on HRM decision making
HRM has to ensure that it takes decision in such a way that it is able to improvise employee
retaliation through which it can achieve high level of work productivity and improve the chances
of goal achievement. This is an important factor for the HRM because if the decisions are taken
in such a way that HRM is not able to fulfil employee requirements then in that case chances of
brand switching will be increased for the employees and due to which overall organizational
working will be affected. With that HRM has to ensure that the developed working strategy is
according to the legal legislation because if the legal laws are not being fulfilled then company
may have to face penalties which will make negative impact upon its economic growth.
LO4:
P7- Application of HRM (Human Resources Practices) practices in a work-related context
In order of the application of human resource management practices in the work-related
context, here is job advertisement, offer letter, CV and job description has been included below;
JOB ADVERTISEMENT
JOB ADVERTISEMENT
Job role: Information Technology Manager/IT Manager
Salary and location: CTC of £43200 per annum. Job location is the headquarter of Tesco,
England, United Kingdom.
The introduction: A talented as well as skilled IT manager is currently required in Tesco for
monitoring and controlling own different operations of technology.
The objectives: Company’s main objectives behind recruiting IT manager is to grow business by
adopting and implementing information technologies, for developing quality of existing
products, for enhancing communication with target customers etc.
Responsibilities: IT manager within Tesco will have responsibility to be enabled the
organisation to gain excellent success in market through implementing various latest and new
technologies in workplace (Xiao and Cooke, 2019).
- Tesco

JOB ANALYSIS
Currently Tesco is looking for a very talented IT manager for managing various aspects
and factors of the information technology under the business environment. In current world,
company has used lots of innovative technologies in own business environment, that’s why
Tesco has need of a person at workplace who can systematically manage its IT functions
effectively by using its knowledge, capabilities, skills etc.
JOB DESCRIPTION
JOB DESCRIPTION
Company Name: Tesco
Job Title: Information Technology Manager/IT Manager
Qualification: Bachelor degree or diploma in area of information technology.
Experience: Five to eight years of experience is mandatory to get the job of IT manager at
organisation.
Skills
 People management ability
 Problem-solving abilities
 Technical competence
 Interpersonal skills
 Decision-making competence
These all skills and competence are necessary in the future IT manager of company.
Responsibilities:
1. Plan and develop function of IT.
2. Maintain effective relations with other functional departments.
3. Prepare the report of existing performance and provide it to upper management.
4. Maintain communication with aims and targets of Tesco.
5. Build effective relations among all employees in IT department.
Characteristics
1. Problem solver
2. Decision-maker
3. Reliable
4. Appropriate leadership quality

5. Positive attitude
CTC/Pay Scale: IT manager at Tesco will be entitled for the CTC of £43200 per annum.
INTERVIEW QUESTIONS
1. Can you inform us about your weaknesses and strengths?
2. Do you have an effective plan in order to overcome weaknesses?
3. Can you inform use about impact of an IT manager in achieving final goals of company?
4. What types of skills and competences helps to an IT manager for performing perfectly in
the workplace?
PERSON SPECIFICATION
CV
Name: Harry Lee
Contact: [e-mail]
Qualifications and experience: IT manager for seven years in a reputed organisation.
Hard skills:
 Management knowledge
 Appropriate knowledge of latest technologies
 Better data understanding
 Knowledge about ways of using modern as well as traditional technological tools Currently believe in using new and modern technologies
Soft skills:
 Leadership ability
 Appropriate working potentialities
 Problem-solving skills
 People management competence
 Communication competence
 Ability of decision-making
 Time management ability
OFFER LETTER

OFFER LETTER
Organisation Name: Tesco
Address: Tesco’s Headquarter, England, UK.
Recipient Name: Harry Lee
Address/Mail Id: [e-mail]
Dear James,
We are really happy while informing you about you have been chosen or selected in
order to work as an IT manager within company (Wong, Xu, Chan and He, 2019). Harry,
HRM of Tesco can confirm the joining date on 25th of November, 2020.
You will be required to adhere all policies of company.
Harry, you have been entitled to CTC of £43200 per annum.
Note: You should carry mark-sheet as well as certificate of passing own graduation, the post-
graduation. While visiting here, you should have two passport sized images with a legal
identity for completing verification procedure.
Kindly send confirmation as soon as possible.
Thank You!
Sincerely
HR Team,
- Tesco.
CONCLUSION
It can be concluded that currently no business in across the world can achieve huge success
in market place without running its HRM practices and functions. In this situation, upper
management of Tesco also have to be active for systematically conducting different practices of
human resource management in own business environment. Currently each business is looking
for getting highly talented and skilled employees in workplace, and the HRM is the only
functional department to Tesco which can enable to achieve these employees in workplace.
That’s why HR manager and upper management of Tesco should be properly conduct different
practices of HRM to gain appropriate outcomes globally.

REFERENCES
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