Functions and Issues of HRM in TESCO

This presentation discusses the functions and issues of HRM in TESCO, the largest supermarket chain in the UK. It covers the recruitment and selection process, training and development, rewards for motivation, and human resource planning. It also addresses the challenges of overemployment and underemployment and provides potential solutions for effective HRM.

Role of HR Matrix and Data SourcesHuman resource management is a practice in which the manager is managing the staff or the
employees so as to get better performance (Almarzooqi, Khan and Khalid., 2019). The human
resource management is responsible for the better performance of the company with the help of
various function they are able to make sure that all the employees in the organisation are working
together for th benefit of the organisation. Some of the major role and function of HRM are as
follows:
1. Recruitment and selection – the most basic function of HRM is to recruit and
select more people to work in the organisation. HRM is responsible for getting the best candidate for
working in the organisation. The organisation creates post for new and fresh talent and the HRM is
responsible for selecting the new talent. In the recruitment process there are various people who
come up for the vacant position in the company but it is the responsibility of HRM to select the best
person who will be able to fill the vacant post. (Barba-Aragón, and Jiménez-Jiménez., 2020). In the
selection process the HRM chalks out the candidate who are fit according to the job requirements.
2. Training and development – In TESCO as there are various department and
they are all fully employed so every time it is not possible for the HR manager of the company to
create vacancy in the market. Through they will be able to reduce the cost that they will be investing
in the new talent (Guerci and et. al., 2019).
3. Rewards – this function of HRM is to motivate their employees so that in
future the employees will work more efficiently in order to gain the rewards. These rewards can be in
the form of appraisal or in the form of bonus (Hauff and et.al., 2021). This is the best way through
which HRM in TESCO is able to motive the employees and along with that they also motivate the
other employees that they can also get appraisal if the work more effectively and efficiently.
4. Human resource planning – with the help of human resource planning the
HRM of TESCO is able to make sure about what all kinds of talent are needed by the organisation.
Functions of HRM
Issues of HRM
TESCO being the largest supermarket chain in United Kingdom is having more than 6,000 store all
over UK so it is very hard for the HRM to manage them all. The most difficult function of them all is
that the TESCO is having the employee strength of more than 100,000 and there are a lot of area in
which the people employed are more than what is required by the task this is called over
employment. In this the organisation employees more staff than the one which is needed for that
particular task. This type of overemployment will always result in the wastage of resources (Keegan
and et .al., 2018). For instance, for the purpose of marketing only 3 people were need but the
organisation employed 5 people, so in this the extra 2 people which are employed are only the waste
of the resources. this type of overemployment will only result in chaotic situation and this will waste
the resources of the organisation. This type of wastage of resource will only lead the organisation to
have loss. There are also various situation in which the HRM employs less people than what is
needed and this type of situation will lead to incompletion of task. The HRM place a very crucial role
in an organisation and with the help of HRM TESCO was able to make sure that all their employees
are well trained. With the help of human resource planning TESCO became this large as all their
employees are highly skilled and they are all highly trained. There are various situation in TESCO
during which overemployment and the underemployment of personal happen and due to this there
arises chaotic situation and these type of situation will lead to incompletion of task. There are also
various situation in which the the staff are not competent enough in the task that they have been
provided with. During the situation of underemployment and in the situation of overemployment the
staff are not having any training regarding to that, this will cause the panic in between them. Due to
the lack of human resource planning the staff is not fully utilized in the way that they should be
utilized. The staff would have been able to handle the situation of underemployment if they would
have been provide with proper training and development form time to time. this is all because of the
incompetency of the human resource planning that is TESCO, if there would have been proper
HRM Planning
With the help of this they are also able to cut off the employees who are not working as efficient as
they are meant to do. This will help TESCO in reducing the inefficient work force and change them
with more efficient work force. This will lead to more and more effective utilisation of resources
and this will lead to higher profits and higher market share. Human resource is the term that is use
to describe the management and the people or the employees that are working in the
organisation. With the help of human resource the managements is able to employee more people
and with the help of human resource the manager is able to make sure that the employees that
are working for them are motivated. Human resource is that department in a company that is
responsible for the upliftment of the employees or that is responsible for the goodwill of the staff
that are working in the company. The firm taken for the completion of the project is TESCO. ,
TESCO was able to make it to the top of their completion.
Through the help of human resource planning TESCO is able to train and
develop their employees also, as they are various situation in which the existing employees with
their existing talent are not able to fulfil the requirements that are in the job. Through the help of
training and development they are able to make sure that all the employees are well educated to
operate the latest technology that are available with them. The training and development is a type
of investment that the company is doing so that they can yield higher results. TESCO provide
regular training and development program to the employees in their organisation son that they
can provide their customers with best product and service. this will also help them in gaining the
competitive advantage over its competitors. The HRM first trains and develops the employees and
after that they retain the high performing employees by giving them appraisal. So what the
manager in TESCO does is that they provide training and development program to all the
employees in the organisation and with the help of that they are able to make sure that all the
employees stay motivated all the time.HRM with the help of human resources planning they will
be able to train their employees and make them do the task and with effective communication.
Potential solution
For overcoming these situation, the HRM of TESCO will have to have make sure
that they are employing the personal with a proper human resource plan. With the
help of human resource plan the HRM will be able to the requirements that are
needed to do the job and they also have to make sure that they are all the
resources are being used correctly or not. Through the help of human resource
planning they will be able to make the optimum utilisation of the resource and this
will help TESCO in having efficiency and effectiveness in their working. With the
help of proper human resource planning. With the help of human resource plan
TESCO will be able to make sure that all their existing employees are having the
skills that are needed to operate latest technology (Stankevičiūtė and
Savanevičienė., 2018). With the help of proper training and development program
they will also be able to make sure that the employees are having the required
skills and the required information in order to deal with the customers. With the
help of the human resource plan TESCO will also be able make sure the people that
are needed for employment and after recruiting them they will make them pass
through various trials to reach the selection process and during various trial there
are a lot of candidates that are going to be ruled out of the selection due to their
lack of skills. First the candidate applies for the job and then they have to go
through various procedures and various trials and during these trials their skills and
their competency is measured. The HRM is responsible for picking up the best and
the most qualified personal for the job. The HR sees that all the vacancy regarding
the task is being fulfilled or not. Human resource planning during the situation of
overemployment and underemployment will make sure that the personal that are
employed in that are exactly what the task is needing. Through the help of training
and development also TESCO will be able to reduce the person needed for the task
and in that way they will employ them to different task this will lead the
organisation to have profit in the future and they will also be able to gain
competitive advantage over their competitors.
References
Almarzooqi, A. H., Khan, M. and Khalid, K., 2019. The role of sustainable HRM in
sustaining positive organizational outcomes: An interactional framework.
International Journal of Productivity and Performance Management.
Barba-Aragón, M. I. and Jiménez-Jiménez, D., 2020. HRM and radical innovation: A
dual approach with exploration as a mediator. European Management Journal.
38(5.) pp.791-803.
Guerci, M., and et. al., 2019. Moving beyond the link between HRM and economic
performance: A study on the individual reactions of HR managers and
professionals to sustainable HRM. Journal of Business Ethics. 160(3). pp.783-800.
Hauff, S., and et.al., 2021. Exploring necessary conditions in HRM research:
Fundamental issues and methodological implications. Human Resource
Management Journal. 31(1). pp.18-36.