Human Resource Management- Reflective Portfolio

This report discusses factors affecting human resource management, recruitment and selection practices in Tesco, and key employment legislation. It also explores the role of workplace representation and employee relations in HRM.

Human Resource
Management- Reflective
Portfolio

Table of Contents
Human Resource Management- Reflective Portfolio......................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Task 3...............................................................................................................................................3
Employee Relation and Employment Legislation.......................................................................3
Human Resource Management Practices....................................................................................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is organisational function which includes managing
employees of an organisation. Management activities include decision making so do human
resource management. This report will discuss factors which affect human resource
management. Recruitment and selection of employees is an important activity of HRM and this
report will discuss its practices in context of Tesco. A British Multinational groceries and general
merchandise retailer headquartered at Hertfordshire, UK.
MAIN BODY
Task 3
Employee Relation and Employment Legislation
a. Role of Workplace Representation and relevance of employee relations to Human
Resource Management
Workplace representation plays an important role in human resource management.
Workplace representation refers to representation of workers in the workplace. Some of the roles
are facilitating human resource management by setting norms and policies collectively. This is
also known as collective bargaining.
In relation with Tesco its workplace representative is Usdaw (Union of Shop, Distributive and
Allied Workers) (Addison and Teixeira, 2019). Employees of the Tesco are members of only
recognised union which is Usdaw. The role of Usdaw in Tesco is that it enables colleagues and
Tesco have to have a better understanding of the issues that both organisation and workers are
facing together.
Usdaw and Tesco have a long standing relationship which is based on shared values, mutual trust
and respect and open and honest ways in which both can work together. This facilitates HRM
and their decision making process as they have clear idea and support from Usdaw regarding
issues of employees.

Employee relations in the organisation and Tesco are equally important for Tesco as
workplace representation. Employee relations means relations that exist between employee and
employer and management make efforts to manage this relationship. In Tesco this relationship is
in Tesco and its employees. Relevance of employee relations in HRM is that they are related to
factors like job satisfaction of the employees. Such activities are aim of HRM activities and by
maintaining harmonious and positive relationship between management and employees HRM
can achieve this objective (Bryson and Bellmann, 2019). The ultimate goal behind this is to
increase productivity of the employees and reducing their turnover.
Performance management which have significant impact on employee and employer relations
and this is also activity undertaken by human resource management and employee relations plays
role in integrating and implementing performance management in the Tesco. Performance
management requires support from employees and their best support is possible only if they are
having positive employee relations.
b. Key Employment Legislation
employment legislation is another important factor that affect human resource
management and its decision making this is an external factor. Some of the factors and their
impact on Tesco are as follows-
Equal Opportunity
This means that Tesco needs to provide equal opportunity to all its employees and it
cannot discriminate with its employees on the basis of their culture, age, ethnicity and race of the
employee. This is governed in Tesco by the Equality Law (Barlow and et.al., 2019). According
to which discrimination is illegal activity and every employee of the organisation is entitled to
equal opportunity regardless of their element and feature which differentiate them from others. In
this opportunities which Tesco gives to its employees can be based on their competency and
knowledge.
Data Protection
This legislation provides that no employer can process personal and private detail of their
employees. Tesco as per this legislation have to ensure that all the data which company collects

and manage for their processing related to their employees is safe with the company and
company cannot process this data without permission of the employee. This also requires that
while processing of the data employees are required to sign a agreement for acceptance.
Employment Contract
This part of employment legislation requires that employer are required to develop
employment contract which needs to be agreed by employee (Najeeb and Barrett, 2019). This is
important and terms which are agreed by employee ensures that employee is ready to follow the
rules and regulations of the Tesco which are mentioned in the contract and the contract also
includes benefits which employee will receive in exchange of their services to the Tesco.
Health and Safety Regulations
Health and safety of the employees at their workplace is a major concern and this
requires that employer follow all the regulations related to health and safety of the employees.
Health and Safety at Work etc. Act 1974 regulates and define structure for encouragement,
regulation and enforcement of health, safety and welfare at workplace. This act define duties of
employee, employer and contractors for the safety at work premises.
Human Resource Management Practices
a. HRM Documentation
Important documents related to human resource management are job and person
specification. Which are as follows-
Job Description
Company TESCO
Post Human Resource Executive
Report to Human Resource Manager
Qualification MBA or equivalent qualification
Responsibilities Assisting manager in recruitment and

selection, performance management and
payroll processing
Person Specification
Title of the job Human Resource Executive
Qualification required Essential Desirable Met
MBA or
equivalent
qualification
MBA or
equivalent
qualification
MBA
Need of Experience 1-2 years 1-2 years 1 year
Personal
characteristics &
conduct
Managerial
Skills, good
communication
skills,
interpersonal
skills,
Organizational
skills, team
working skills,
able to execute
interviews,
effective writing
skills
Managerial Skills,
good
communication
skills,
interpersonal
skills,
Organizational
skills, team
management,
leadership skills,
executing
interviews
Managerial Skills, good
communication skills,
interpersonal skills,
Organizational skills,
team management and
ability to execute
interviews and writing
skills.
Roles and
Responsibilities
Assisting
manager in
recruitment,
Training and
Development.
Compensation
Assisting
manager in
recruitment,
Training and
Development.
Compensation
Management of
recruitment, Training
and Development.
Compensation and
Payroll.

and Payroll. and Payroll and
assisting manager
in performance
management and
execution of
performance
management
system.
Interview Checklist
This document contains what interviewers is looking for in an interviewee and what
specifications have met in the interviewee. Interview Checklist in Tesco is as follows-
Particulars
Arrive on Time Early On time Late
Professional dress and
act
Not professional Professional Above required
Documents Incomplete Complete Above required
Greetings Improper Proper
Confidence Underconfident Confident Over confident
Communication skills Bad Good Best
Qualification according
to job role
Under qualified Qualified Over qualified
Experience Less than required Adequate More than required

Job Advertisement
Looking for HR Executive at Tesco
Experience - 1-2 years
Qualification – Masters in Human resource management or equivalent qualification
Salary – Best in Industry
Roles and Responsibility – Assistance to Human Resource Manager in activities related to
management of personnel
b. Recruitment and Selection Practices
Recruitment is the process where Tesco undertakes activity to attract competent and
efficient employees to apply for the job in the organisation. Selection is process of selecting most
suitable candidate for the job among those who have applied for the job in the organisation
(Uzair, Majeed and Shakeel, 2017). Selection involves eliminating employees who are not
suitable and selection is based on some of the test for candidates. These are primary and
important HRM functions and for effectiveness of recruitment and selection some of the relevant
factors are-
Employee Relations, for internal recruitment employee relations play most important role
because internal recruitment involves selecting one of the existing employee for the job in the
organisation and many times this create internal conflicts and positive employee relations can
restrain internal conflict. Employee relations are also important as even after effective
recruitment negative employee relations might reduce the efficiency of the recruitment and
increase turnover of the employees in the organisation.
Relevance of Employment Legislation compliance on the recruitment selection is that while
recruitment and selection Tesco have to comply to some of the legislations which are Equality
Act, as per this all the candidates which are part of the selection procedure need to be selected on
the basis of their qualification and company cannot discriminate on any basis like their gender

and culture (Herschberg, Benschop and Van den Brink, 2018). Tesco needs to also comply with
such laws and the laws might differ in different countries and Tesco have to consider the laws of
that particular country in which recruitment and selection process is being carried out.
CONCLUSION
On the basis of above discussion it can be concluded that HRM practices are important
for effective management of the employees. Being related with employees there are various
factors that affect the practices of HRM in the Tesco and one of the factor is association of the
employees and workers representation and other important factor of employment legislation.

REFERENCES
Books and Journals
Addison, J.T. and Teixeira, P., 2019. Strikes, employee workplace representation, unionism, and
industrial relations quality in European establishments. Journal of Economic Behavior
& Organization. 159. pp.109-133.
Barlow, P and et.al., 2019. Employment relations and dismissal regulations: Does employment
legislation protect the health of workers?. Social Policy & Administration. 53(7).
pp.939-957.
Bryson, A. and Bellmann, L., 2019. A special issue on workplace representation and its
implications for workers and employers. Journal of Participation and Employee
Ownership.
Herschberg, C., Benschop, Y. and Van den Brink, M., 2018. Precarious postdocs: A comparative
study on recruitment and selection of early-career researchers. Scandinavian Journal of
Management. 34(4). pp.303-310.
Najeeb, A. and Barrett, M., 2019. Conformance or evasion: Employment legislation and
employment practices in self-contained tourist resorts.
Ressia, S., 2016. Person specification. In Encyclopedia of Human Resource Management.
Edward Elgar Publishing Limited.
Uzair, S., Majeed, A. and Shakeel, S., 2017. Recruitment, Selection Policies and Procedure. Int.
J. of Multidisciplinary and Current research, 5.