Main Activities of Human Resources Department in Tesco

This report discusses the main activities of the human resources department in Tesco, including recruitment, safety, employee relations, and training and development. It also analyzes key employment legislation that Tesco must follow.

HUMAN RESOURCES
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Table of Contents
INTRODUCTION.....................................................................................................................................3
TASK 1.......................................................................................................................................................3
1.1 Main activities of a human resources department..............................................................................3
1.2 Analysis of key employment legislation............................................................................................3
TASK 2.......................................................................................................................................................4
2.1 Explanation of stages and importance of the recruitment and selection process................................4
TASK 3.......................................................................................................................................................4
3.1 Purpose of an appraisal system..........................................................................................................4
3.2 Role of training within Tesco............................................................................................................5
TASK 4.......................................................................................................................................................5
4.1 Trends and developments in human resources as a specific industry.................................................5
CONCLUSION..........................................................................................................................................6
REFERENCES..........................................................................................................................................7
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INTRODUCTION
An effectively run human resources department can give the corporation with structure
and the capability for meeting the business requirements via managing the organization most
important asset that is its employees (Mendenhall, 2012). There are various disciplines and area
that the HR department has to follow like recruiting skilled workers, providing them training and
many more things. The present report is based on the human resources of the Tesco. In this
project, the main activities of HRD are explained. In addition, it also described various
employment legislation.
TASK 1
1.1 Main activities of a human resources department
There are various activities that are performed by the human resource department. Some of
the important role played by them in Tesco are explained below:
 Recruitment: This is the most essential task of HRD where by the success of
employment experts and recruiter is commonly measured by the number of posts they
fill and the time taken to fill those positions.
 Safety: The safety with in working place is an important factor. One of the essential
responsibility of human resources is to provide safety at the working location while
providing them training (Sadiq, Ahmad Fareed Khan and Mujtaba, 2013). They also
maintain community mandated logs regarding injury happened at working place and
fatality reporting.
 Employee relations: Employee relations is one of the discipline of HR that is
concerned with the making healthy relationship between employee and employer.
This is done by measuring the level of job satisfaction, minimising conflicts at
working location and via employee engagement. This task is handled by one
specialist or sometimes managed by two HR experts.
 Training and developments: As HR department hire new workers on daily basis, so it
is also their responsibility to provide them effective training so that they can learn the
regular work of organisation easily and contribute in making company their turn over.
1.2 Analysis of key employment legislation
There are several laws or employment legislation that Tesco should follow. Some of them are
described below:
 Employment right act 1996: This is the United Kingdom Act of Parliament which was
passed by conservative government for codifying present law on individual employment
right in UK (Peris Bonet, Rueda Armengot and Ángel Galindo Martín, 2011). This is a
piece of legislation having an essence that formulated framework for the modern day
labour legislation in the UK. This legislation mainly concerns itself with the rights
provided to workers that includes reasonable notice before firing them, timing off for
parenting, redundancy and discriminatory discharging.
 Employment relation Act 2004: This law is about the relationship maintenance
between employer and employee. Employees now have canon protection against
being offered incentives by their employer not to be or to become a trade union
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member. They not have to be present compulsorily on the activities or may not make
use the services of their union. It also extended the protection against the dismissal
for employees by taking official action on it. Organisation have to give a notice where
they have to provide them a time period of approx. one month before firing them.
 Employment Act 2002: This law contains various new norms on motherhood,
fatherhood and adoption leave and pay and modifications to Tribunal system in the
UK (Gabcanova, 2012). This act covers many other elements like equal payment,
fixed working hours, flexible working conditions, etc. this act presented a compulsory
minimum dismissal procedure for workers.
TASK 2
2.1 Explanation of stages and importance of the recruitment and selection process
Tesco undergoes various stages for recruiting their workers. This recruitment life cycle
followed by them attracts the best and talented people. This life cycle of recruiting is explained
below:
 Evaluation: This stage tells employees that why they require to fill the vacancies. This
states the skills and qualifications required by job.
 Sourcing: HRD uses a number of procedures to source workers. Sourcing workers means
is to explore resources that aids recruiters to acquire a pool of skilled candidates (Camps
and Luna‐Arocas, 2012). This stage involves posting vacancies of job, using social
networking sites for viewing profiles of job seekers, creating alliances with people of
professional associations, etc.
 Preliminary Screening: In this stage, resumes and applications of employment are
examined for determining which candidate has required skills and qualification for the
vacant posts. It ends with taking interviews via phone or face to face.
 Selection: This is the last stage where the selection of candidates is occurred after taking
their interviews.
TASK 3
3.1 Purpose of an appraisal system
Tesco uses appraisal system for evaluation and developmental purposes. A correctly
prosecuted appraisal act as a basis of recruiting new workers, training and improvement of
existed one, making new structure of work flow and motivating employees (Daley, 2012).
Typically, performance appraisal is having the motive of reviewing the performances of the
workers over a given time interval. This help Tesco to judge the gap occurred between actual and
the desired performance. Some of the main benefits of appraisal system within organisation are
listed below:
 Assisting the management in making organisational control.
 Diagnosing the need of training and improvement programmes in future.
 It also gives information that assists HR department in making their decisions while
promoting and transferring any employee.
 Judging the effectiveness of the various other functionalities of human resources of the
company like recruitment, selection, training and improvement programmes, etc.
 It aids in making payroll and compensation related decisions.
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 It also helps in deciding course of action and future goals.
 Reduces the grievances of the workers.
3.2 Role of training within Tesco
Training plays a very important role within Tesco. It expands the knowledge and
experiences of all the workers. Some of the important benefits of the training and development
programmes are described below:
 Address weaknesses: Each and every worker have some weaknesses in their skills. These
weaknesses can be converted into strength by providing them proper training. This aids in
reduction of any type of weak links in the corporation who depends on others for
completing the basic task or works. Providing the important training can create complete
knowledgeable employees who can help from one another as needed.
 Improve performance of employee: A worker who get the proper training has good
ability to perform his task. Employees become more aware of safe practices and can
apply appropriate procedure for doing basic task (Fitz-Enz and Davidson, 2012). Training
also create confidence in the staff members as after the training period, they can strongly
understand the objectives of organisation and also understand their responsibilities and
obligations for their company. This increased level of confidence push themselves for
performing even better and they can also think about the new and creative ideas that
assist in them excel.
 Consistency: A structured training and development activity assures that workers have
consistent experience and background knowledge. This consistency is especially
admissible for the basic policies and procedures of the venture. Each and every worker
requires to be aware of the suppositions and procedures within the organisation. This
involves safety, inequity and administrative tasks. Keeping all the staffs in regular
training in these areas assures that all employees at least have vulnerability to the
information.
 Employee satisfaction: Workers having the access to training and development activities
have the advantage over those workers in other ventures who are left for seeking out
training opportunities on their own. The money invested in the training programmes
shows the workers their value to them. This creates a supportive platform for them. So, as
a result they get satisfaction from their job.
TASK 4
4.1 Trends and developments in human resources as a specific industry
There are various trends and development seen in the human resource industry. Some of
them are explained below:
 Globalisation and its impact: Now a day’s business has not any national boundaries, it
can be done anywhere in the globe. The rising of global firms places new necessities on
human resource managers. The HRD requires to assure that the proper mix of workers
regarding abilities, acquaintance and cultural flexibility is available for handling
international assignments (Top 10 Human Resources Trends of the Decade, 2017). For
meeting this goal, the firms have to train individuals to face the challenges of
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globalisation. The workers must consist of the awareness of the languages and culture
followed of the host nation.
 Work force diversity: In past years, HRM was noticeably very simple as the work force
was extremely homogenous. But now a day’s workforce consists of employees having
different culture, gender, social class orientation, life style, age, backgrounds
characteristics like geographic origin, marital status, languages, religion, beliefs, physical
appearance, etc. within the corporation. Human resource department have to train
workers of different age groups so that they can efficiently manage and deal with one
another and esteem the diversity of views offered by each other.
Continuous improvement programs: Such programs concentrate on long term welfare of the
company. It is procedure where by enterprises focus on quality and creates a good foundation for
serving its consumers (Gil-Aluja, 2013)
 . HRM plays a vital role in the execution of regular improvement programs. It prepares
each worker for the changing condition and aids them in working as per that.
CONCLUSION
From the above based report, it can be concluded that human resource department plays a
very significant role in any organization for recruiting skilled workers for them. They follow a
fixed life cycle during hiring the people like evaluation, sourcing, preliminary screening and
selection. Their task is not only hiring but also providing training programs to them.
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REFERENCES
Books & journals
Gil-Aluja, J., 2013. The interactive management of human resources in uncertainty (Vol. 11).
Springer Science & Business Media.
Fitz-Enz, J. and Davidson, B., 2012. How to measure human resources management. Prenada
Media.
Mendenhall, M. E. ed., 2012. Global leadership: Research, practice, and development.
Routledge.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Camps, J. and Luna‐Arocas, R., 2012. A matter of learning: How human resources affect
organizational performance. British Journal of Management.23(1). pp.1-21.
Gabcanova, I., 2012. Human resources key performance indicators. Journal of
competitiveness, 4(1).
Peris Bonet, F., Rueda Armengot, C. and Ángel Galindo Martín, M., 2011. Entrepreneurial
success and human resources. International Journal of Manpower.32(1). pp.68-80.
Sadiq, U., Ahmad Fareed Khan, K. I. and Mujtaba, B. G., 2013. The Impact of Information
Systems on the Performance of Human Resources Department.  Strategic Human Resource
Management at Tertiary Level. p.31.
Online
Top 10 Human Resources Trends of the Decade. 2017. [Online], Available through :
<https://www.thebalance.com/top-human-resources-trends-of-the-decade-1917744>. [Accessed
on 5th November 2017].
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