Human Resources Management Project

This project explores the significance of Human Resource Management (HRM) in Tesco, a leading multinational retailer. It analyzes key HR functions, including workforce planning, recruitment, training, and employee relations, and their impact on business objectives. The project also includes a case study demonstrating the application of HR practices in a real-world scenario, highlighting the strengths and weaknesses of different approaches to recruitment and selection.

Human Resources
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
1. Overview of the Company: ...............................................................................................1
P1) Purpose of Human Resource functions and it's roles and responsibilities.......................1
P2) Explain the strengths and weaknesses of different approaches to recruitment and selection
................................................................................................................................................3
P3) Different HRM practices in an organization which can help employees as well as
employers...............................................................................................................................4
P4. Different HRM practices that help an organisation to increase in profit and productivity6
P5) Analyses the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................7
P6) Employment legislation within organisation..................................................................8
P7) . Job specification for a given post in organization. Develop all documents on separate
pages.....................................................................................................................................10
CONCLUSIONS..............................................................................................................................1
REFERENCES................................................................................................................................1

INTRODUCTION
Human Resource Management is the process of handling or managing all activities like,
training, hiring and development in an organization. It is carried out in an business associates so
that employees can be trained and developed and can be turned out as a valuable assets for the
business associates. This is important to carry out in an business as it handles issues related to
performance management, compensation, safety, benefits, training etc. so that effective and
efficient staff members can be retained for longer time duration. Tesco is a British multinational
groceries and general merchandise retailer. The founder of the company was Jack Cohen. This
report includes functions and purpose of HRM as well as study the strengths and weaknesses of
various approaches to recruitment and selection (Ganopoulos and et. al., 2013). Moreover,
benefits of HRM practices to employees and employer are studies and how they are raising
productivity level in the firm. Additionally, how employment legislation is impacting the
decision making process in an business. It also throw light on the applications of HRM practices
in work related context.
TASK 1
1. Overview of the Company:
Tesco is a British multinational groceries and general merchandise retailer. The founder
of the company is Jack Cohen and the firm came into existence in the year 1919. It is located in
Welwyn Garden City, United Kingdom and around 6,569 shops are there across the globe and
460,000 employees working in it. It's revenue is £57, 491 million according to 2018 data. Here,
Tesco occupy 15.6% the UK grocery retail market . Around 34% of market share is controlled by
grocery market of the company (About Tesco, 2019.).
P1) Purpose of Human Resource functions and it's roles and responsibilities
HRM (Human Resource Management) can be defined as necessary part of an business
associates. This involve distinguished function and purposes which aid an organisation to carry
out their work effectively and efficiently. The various functions of human resource are, staffing,
compensation, development etc. which are related with the process of appointing, sacking and
recounting and choosing an appropriate participants for an enterprise. Here, the task of Human
Resource managers are classified into employee’s compensation staffing, and benefits as well as
design and explain work profile (Gheiratmand and et. al., 2015).
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Purpose of Human Resource Management:
Human Resource Management (HRM) is an imperative process which assist on
continuous basis of improvement of employee’s work associated with skills, knowledge and
experience from their work. This directly aids employers and employees to work mutually so
that performance can be raised accordingly in order to meet the organisational goals and
objectives in the given time frame. The purpose are explained as follows:
Maintaining effective employee relations: The main purpose of HRM functions is to
maintain effective relations among the employee in order to reduces conflicts as well as aid the
employees to work more efficiently. This is the main roles and responsibilities which includes
employee in its decision making process so that it upgrades their morale value and makes them
sense valuable asset for the administration.
Training and development: Training and development main purpose is to train the staff
members so that they can work more effectively and efficiently. The major roles and
responsibilities is to render the on job by electing right candidates at right post . Which will help
top level in achieving organisational goals objectives and reduces conflicts.
Functions of HRM:
Managerial Functions: In every organization various HRM functions are carried out so
that smooth functioning of the business can be carried out easily. Managerial functions includes
planning, organizing ,controlling , and directing all this are carried out so that desired goals can
be achieved on time (Gomes and et. al., 2012). Organization follows all this activities so that
errors can be rectified at the initial stage and customers needs can be fulfilled on time.
Operative function: In Tesco operative functions are carried out so that resources can be
utilized properly with less or no wastage. Some of the functions of operative are motivation,
maintenance, working conditions, acquisition, training and development, industrial relations etc.
all this are managed by the operative functions so that goodwill can be created in the market and
effective staff can be retained for longer time duration.
Advisory function: In this case any duty or roles and responsibilities is designed by the
top level management in Tesco. They advice the team or group to perform effectively and
efficiently so that desired objectives can be attained effectively.
Approaches of HRM.
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Soft Human Resource Management: Human assets are the primary part of a
organization and they are treated as essence of resource. In TESCO employees are essential
because they help the business associates in gaining competitive advantages and running their
business smoothly in the competitive environment. TESCO concentrate on long term planning
and free flow of two way communication. In order to assure its employees their importance in
the business, they conduct appraisal process and employee development sessions to motivate
them for productive outcomes on continuous basis.
Hard Human Resource Management: Hard Human Resource Management is
emphatic on workers which are monitored and are managed in effective manner in order to gain
competitive advantages and profitability ratio in the cut throat competitive market place. In
TESCO workers are also competed in the same manner as other resources are vied in he working
scenario. The management of this company do not think that there is difference between
replacing a non working machinery and non required employee. If they are useless for the
company than both are meant to be thrown out or fire(Guest and Wright, eds., 2012).
P2) Explain the strengths and weaknesses of different approaches to recruitment and selection
HRM(Human Resource Manager) has chosen the participants who are having the
capability, and ability to uplift the growth of company through recruitment and selection
method. In Tesco firm uses both internal and external recruitment method has they have large
number of candidates applying for the same post.
Internal recruitment process:
Strength Weaknesses
Internal recruitment directly saves time and
money of the business associates as they do
not need to spend too much money in the
recruitment procedure
The weaknesses of internal recruitment is
promoting one employee may demotivate
other employees in the company. It directly
create conflict among staff members which
will impact the performance of their job
responsibility.
External recruitment process:
Strength Weakness
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The main strengths of recruitment and
selection is that it handles high-volumes of
applications in consistent way and records
volume of response which advertisements
work best.
The weaknesses of recruitment and selection is
that there are many inappropriate applicants
who share their data wrong which waste the
time of company and results to unproductive
outcomes. In this case firm need to be careful
before appointing the individual for job.
Methods of selection in Tesco company: In this case HRM practices are those which
help people in managing work effectively and raise their performance in the market place. Here,
HRM is one of the most essential practice for an administration in modern business (Harrison,.
and Lock, 2017). This helped business associates in rising relations between employee and
employer. However, the are various HRM practices carried out by managers of Tesco are
stated as under:
Strength Weaknesses
Interview helps to save time while selecting
suitable participant. Within short duration of
communication it can complete the interview.
Interview is a systematic process of data
collection. The success of an interview
depends on the efficiency of the interviewer.
This inefficiency of an interviewer can lead to
misleading results.
The manager of Tesco can also use application form method for selecting best suitable
employees among listed candidate from internal and external sources of selection. The strength
and weaknesses of Application Form methods are as follows -
 Accomplished information of nominee
can be gathered without any mistake.
 By using Standardized format
 Personal information can be shared in
wrong way
 Details of nominee can be untrue or
unrealistic.
P3) Different HRM practices in an organization which can help employees as well as employers
In today's era HRM practices are those where individual manage and work effectively in
uplifting their performance in the global market. However, HRM is one of the essential practice
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for an administration in business. This helps an firm in rising relations between employee and
employer. However, there are various HRM practices which are considered by managers of
Tesco and are explained as follows.
Recruitment and Selection: Here, recruitment means the process of attracting, choosing,
selecting and hiring of qualified and capable participants for the vacant post. However, in Tesco
the main roles and responsibility of this HR function is to hire qualified employee as well as to
motivate or encourage unqualified candidates to opt themselves out (riedman, 2017). By this
firm gets skilled staff members which directly help in growth and development of the company
across the globe.
Training and development: Training and development main purpose is to train the staff
members so that they can work more effectively and efficiently. The major roles and
responsibilities is to render the on job and Selecting right kind of candidates helps managers and
owners in achieving organizational goals within specified time frame frame job training to the
employees and resolve their issues and conflicts and makes them effective in performing their
task (Storey, J., 2014).
Benefits to employees Benefits to employers
For employees HRM practices are essential as
they render discrimination free environment
for working to employees so that productivity
can be raised.
By selecting right participant at right place it
helps top level in meeting business objectives
in given time frame. Example: Post is of sales
Manger in Tesco and firm is looking for
appropriate candidate in an organization.
Candidate should have skills like, 2 years of
experience in marketing department, effective
communication skills, impressive personality
and post graduate in management filed.
Participant X is holding 1.8 months of
experience as well as all relevant skills which
are required for the post. In this case x
employee is suitable for the sales manger post.
So it can b e said that right candidate is
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selected for right job vacant in an organization.
P4. Different HRM practices that help an organisation to increase in profit and productivity
Human Resource Management (HRM) plays important role in business as it handle
worker and trained them accordingly so that productive results can be achieved. However, there
are different practices carried out by HRM like hiring a right candidate for right job post, so that
they can achieve desired goals. It directly provide positive working environment to the
employees productivity ratio is raised at a rapid scale as well as growth of the company. the
HRM practices which helped Tesco to improve their profitability volume are discussed as
follows:
Sharing Information: This practice of HRM helps staff members to understand the
pattern which helps them to increase knowledge about the work they have to done (Brewster and
Gollan, 2015). Tesco can adopt HRM practice for their firm as this will help them to make a
goodwill in the market. As there is free flow of information in the company it reduces the status
difference between employees. By Sharing information it aid employees to adopt skills and
knowledge from others and complete their target and objectives in given time frame.
 Performance Management System: It is the process of reviewing employees
performance during the preceding year and deciding where they stands as far their goals.
The leaders creating development plans that support employees goals, career interests and
potential for the organization's talent and goal. They provide knowledge, training,
feedback and direction for their better performance. If the managers and the employees
work together to plan and monitor their objectives or goals, they do good for productivity
and profit of the organization (Cascio, 2015).
 Recruitment and Selection: Business associates carries out effective recruitment and
selection process then staff members will be working effectively and effectively to meet
the objectives of the firm. Whereas, It directly or indirectly increase sales ratio of
TESCO product in the market which raised profitability. Tesco should hire nominee
according to their skills so that selected candidate work with justice for the post vacant.
 Compensation and benefits: Tesco provides good amount of compensation to it's people
so that they can be retained for longer time duration in business. However, when extra
pay is paid for extra work it directly raise employees inner motivation to work hard to
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achieved goals. Whereas, It helps to reduce employee turn out ratio as they are satisfied
with the given benefits. Employees of Tesco are given monetary as well as non monetary
benefits for their best performance by doing so other staff members are also gets
motivated indirectly. .
P5) Analyses the importance of employee relations in respect to influencing HRM decision
making
Employee relation and engagement
According to this approach the mutual relation between employees and organization is
essential for the growth and success of an organization. When the performance of Tesco
employee is effective then it result that there are less conflict and it help to achieve company
goal and target. The better relation between employee's help companies to generate new idea for
business. It also help to increase profits such as it reduce manufacturing cost of products or less
waste of products at time of product processing.
With better relation between employee's it will bring motivation and boost the moral of
employees. This help company to produce effective result in its operation activities.
New ideas and method to do business help to lead organization to attain target and objective of
the organization.
Individuals in an organization simply state that there are large number of people are
working together to build strong relationship between employ and employer. Human-Resources
is the valuable asset of an company. Each and every particular firm does not want to loose share
as they work effective tool for company. Positive approach of an employ towards the business
help to accomplish company goal in effective and efficient way. The workforce who is working
with Tesco need to achieve their task effectively and efficiently. In context of this case HR
manager are responsible to balance employ performance and reward. Along with this if any
dispute is happen between teams and employee's then it is the responsible of HR manager to find
alternative of this problems. Few benefits that relate with HRM decision making are as follow:
 The HR of Tesco ask the solution form their employee's with different needs like they
include suggestion of company employee's to complete their goals.
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 Good and strong relationship between the staff and business help an organization to
understand need of its employees. With the understanding of company demand the HR
manager modify strategy as per company and employee's goals.
At last the strong relationship between HR manager and employees or staff there are less chances
that dispute and issue happen between organization. Therefore it is very necessary for company
that they develop policy by which positive environment and relations is developed in
organisation.
Flexible working: Tesco should allow flexible working so that employees can perform
effectively and efficiently in order to meet the set goals on time. When flexible working carried
out in an organization motivates it's staff members to work hard in order to achieve firm as well
as personal objectives.
Flexible organization: When organization is flexible in nature it can easily adopt to the
dynamic environment. Which leads to raise customer base as well as profitability ratio of Tesco
n the market. It also helps TESCO to respond to the external environment so that competitive
advantages can be gained as well as sustainability can be raised accordingly.
P6) Employment legislation within organisation
Anti-discrimination act: Anti-discrimination helps in preventing favouritism at
workplace environment. Here, the act declare that every employee an business associates should
be treated with respect and equality avoiding any kind of discrimination in their company.
However the top level manger of Tesco continue to follow this particular act in order to hire
and select appropriate participants as per their working profil (Brewster, 2017). Whereas,
Tesco's manger miscarry this act due to which high penalties was charged by the governing
bodies in the competitive market.
Minimum wage act: In this case minimum wage act was imposed by governing bodies
in which certain laws regarding payment, salary and wages to employees are framed. The
Human Resource Manager of Tesco check that every staff members is paid payments according
to the the regulation act of minimum wage act set by the government. It is done to ensure that
there is no discrimination carried out in pay scale of employees.
Equality Act, 2010: It was profound in the year 2010, with the help of equality law the
governing bodies of UK have successfully get rid of all immoral actions which were taking
place in an working place. According to this act men and women of government should be
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treated equally pay of salaries for the same post they are doing in an firm. The salaries or wages
or remuneration should be paid according to their roles and work performance of employees, not
according to their gender.
The Employment Rights Act, 1999 and 2003: In this employment right act the worker
should entitled to identify salary slip and National Minimum Wage Act so that employees can
be aware about the rights. Here, worker should provide an agreement in writen form in which
terms and conditions of working as well as protection act are mentioned .
Data protection act 1998: This act was designed to protect the personal information of
the employees which are stored ion computers or on paper filling. It need to be executed in an
organization so that exploitation of personal data can be done by anyone in TESCO. As well as
staff members feel safe and secure while working in an organization it will raise productivity
level directly. It also, raise goodwill in the market which is a positive sign for TESCO and it's
employees.
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TASK 2
P7) . Job specification for a given post in organization.
Job Description
Job type: Full time
Job code:
Title: HR Consultant
Report to: General manager
Company: Tesco
Salary: $ 50,000
Working hours: 7 hour
Job purpose
Applications are invited from dynamic and energetic candidates those who are effectively
responsible trained in all department of handling and taking care of all the products of Tesco. In
addition to this, candidates are also required to be skilled in selling retail products of Tesco.
Roles & Responsibilities
 Suggesting management on the administration of human resources policies and
procedures.
 Delivering as internal consultants by examining a firms existing HR programs and
solutions (Bratton and Gold, 2017).
 Revising, implementing and Developing, HR procedures and policies.
 Checking HR programs in compliance with established policies and procedures laws
and regulations
 Framing and maintaining reports related to particular HR projects
 Conducting audits for HR activities to secure compliance
 Presenting training programmes related to particular HR programs
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Personal specifications
Post: HR Consultant
Department: HR department
Attributes Essential Desirable
Qualification & Experience Post-graduation in
management field from any
college. At least 4 years of
working experience
in HR department.
Experience of working in HR
departmental filed in relation
to management sector
Skills or knowledge Need fluency in
communication
skills both in written and
verbal.
Zeal or ability to learn
changing
product line and keen
interest to treat
employees with respect.
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Interview questions:
Interviewer: What is your name?
Me: My name is John
Interviewer: How much year of experience do you have in HR department?
Me: I have 3.5 years of experience.
Interviewer: Which was your last company?
Me: X was the last company.
Interviewer: Why you want to join Tesco?
Me: Tesco is the best platform where I can use all my skills, abilities and 3.5 years of
experience in order to come up with productive results.
Interviewer: Thank you
Me: Thank you
Interviewer: Feedback will be given by call (DeCenzo and Verhulst, 2016).
Me: Ok thank you, have a nice day.
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Offer Letter
Mr./Ms.LastName
Address:
City, State Zip Code
Dear Mr./Ms. Last Name,
Tesco company is pleased to offer you the position of HR consultant. Your skills and
experience will be an ideal fit for our HR department.
As we discussed, your starting date will be july 10, 20XX. The starting salary is $30,000 per
year and is paid on a weekly basis. Direct deposit is available.
Company provide full family medical coverage and employee benefit plan and will be effective
from July 20. Optical insurance are also available. Tesco offers flexible paid time-off plan
which includes personal, sick, vacation, and leave. Time off accrues at the rate of one day per
month for your first year, then increases based on your tenure with the company. Eligibility for
the company retirement plan begins 60 days after your start date.
If you choose to accept this job offer, please sign the second copy of this letter and return it to
me at your earliest convenience.
When your acknowledgement is received, we will send you employee benefit enrolment forms
and an employee handbook which details our benefit plans and retirement plan. We look
forward to welcoming you to the Tesco team (Banfield and Royles, 2018).
Please let me know if you have any questions or I can provide any additional information.
Sincerely,
First-name,Last-Name
Director,Human-Resources
Tesco
____________
I hereby accept the HR Consultant, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
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CONCLUSIONS
From the above report it is concluded that HR play an essential role for the growth of
company. They work with motive to manage human resources in the company. Along with this it
also increase the productivity of employee's and match company actual result with expected
result of management. Their are different types of strength that relate that approach to make
company result in order to enhance their expansion and growth. Further process or steps that
relate with HRM decision making is the recruitment and selection process by which company
found suitable employ for vacant job. At last it is stated that HRM practice is developed for the
welfare of employee's.

REFERENCES
Books and journals
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Gheiratmand and et. al., 2015. The effect of mechanical milling on the soft magnetic properties
of amorphous FINEMET alloy. Journal of Magnetism and Magnetic Materials. 381,
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Gomes and et. al., 2012. HRM issues and outcomes in African mergers and acquisitions: a study
of the Nigerian banking sector. The International Journal of Human Resource
Management. 23(14). pp.2874-2900.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
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.
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assignment of HRM responsibilities to line managers.Human Resource
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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.
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Lu, K., Zhu, J. and Bao, H., 2015. High-performance human resource management and firm
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Online:
About Tesco, 2019. [Online] Available through<https://corporatewatch.org/tesco-company-
profile/>./

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