Analysis of HRM Practices for Workforce Planning and Resourcing at Tesco

This report provides an analysis of the purpose and functions of HRM in the context of workforce planning and resourcing at Tesco. It explores the strengths and weaknesses of recruitment and selection approaches and evaluates the benefits of HRM practices for both employers and employees. The effectiveness of these practices in raising organizational profit and productivity is also assessed.

Human Resource
Employee Induction
Manual

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Explanation of purpose and the functions of HRM applicable to workforce planning and
resourcing.....................................................................................................................................1
M1: Assessment of how functions of HRM are needed to fulfil business objectives................2
P2: Analysis of strengths and weaknesses of approaches of recruitment and selection..............2
M2: Evaluation of strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................4
D2: Critical evaluation of different approaches to recruitment and selection with examples.....4
TASK 3............................................................................................................................................4
P3: Explanation of benefits of HRM practices from the point of view of employer and
employee......................................................................................................................................4
P4: Evaluation of effectiveness of HRM practices in raising organisational profit and
productivity..................................................................................................................................6
M3: Assessment of methods used in HRM practices with examples..........................................6
D3: Critical evaluation of HRM practices using specific examples............................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management involves development and administration of programmes
that increase the efficiency and effectiveness of employees of an organisation (Alcaraz and et.al.,
2019). Employee induction manual is a handbook which states the objective, purpose of
organisation and its rules and regulations under which employees will be governed. For this
report, Tesco has been selected which is a British multinational company dealing in groceries
and general merchandise. In this report, a detailed analysis is made on explaining the purpose
and scope of HRM in context of finding talent to fulfil business functions. Also, evaluation of
effectiveness of key elements of HRM in an enterprise are also covered.
TASK 1
P1: Explanation of purpose and the functions of HRM applicable to workforce planning and
resourcing
Human resource management is a function in an organisation which has the task of
recruitment, selection, training, motivation and guidance of workers. The HR department is
responsible for development of employees (Ashton, 2018). The detailed explanation of purpose
and functions of HRM with regard to workforce planning and resourcing in context of Tesco is
as follows-
The purpose of HRM is maximisation of a company's potential by investment in right
people. The HR managers of Tesco use their skills, knowledge and tools and techniques to find
and employ top talent.
The different functions of HRM applicable to workforce planning and resourcing are as
follows-
Human resource planning is a process which ensures that right people are working at a
right place and appropriate time. In the context of Tesco, it is important that its HR department
uses this function effectively. It should make plans according to different requirements of human
resources in the company (Human Resource Planning, 2019.). Planning of human resources will
help Tesco in workforce planning and resourcing. This ensures that if there are positions lying
vacant then the HR department can make appropriate strategies to fill them.
Recruitment can be considered as a core function of the HRM. It uses different external
and internal sources for finding the right talent in the company. HR managers of Tesco use
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external as well as internal sources for finding the right talented people for the organisation. It
helps them in workforce planning and resourcing as it involves publicising job postings, sourcing
candidates, screening applicants, conducting interviews. After this, the final decision is made.
Training and development refers to use of a systematic setup where employees are
instructed and are taught technical details about their job (De Massis and et.al., 2018). The HR
department of Tesco also conducts training and development activities for its new employees
which enhances their abilities. It helps in workforce planning and resourcing as HR managers
can ensure that the new workers learn quickly about the processes in the company through
proper training and development.
Performance appraisal means checking and doing analysis of a worker's performance
and to see whether it meets the standards of organisation or not. In the context of Tesco, it is
necessary that the performance appraisal is carried out by the HR department (Domínguez-
Falcón, Martín-Santana and De Saá-Pérez, 2016). It is necessary to regularly check performance
of employees and appreciation should be provided to them for the good work done by them. It
helps in workforce planning and resourcing as HR department can identify those employees who
are not working properly and can find new workers who can replace them.
M1: Assessment of how functions of HRM are needed to fulfil business objectives
The functions of HRM provide the HR managers with the required skills to carry out
their tasks effectively. The HR managers of Tesco can use functions like recruitment and
selection, orientation, maintaining good working conditions. If there are any problems or
grievances of workers then it is the duty of HR department to address them. Subordinates have to
be given details about their specific tasks. It will help in properly directing and giving
instructions to employees for the achievement of business objectives.
P2: Analysis of strengths and weaknesses of approaches of recruitment and selection
Recruitment and selection means the process of finding out the right candidate for a
particular job. The HR department of Tesco uses recruitment and selection method for filling up
its vacant positions by finding out the best talent.
The process of finding and hiring best candidates for positions lying vacant in an
organisation by using different methods is known as recruitment. The HR department of Tesco
can use following methods for recruitment-
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In Direct method representatives of an enterprise are sent to the potential candidates in
educational and training institutes (Fedotova and Stolyarova, 2016). They work with a close co-
ordination with the placement cell of the institute. Sources of direct recruitment include
placement in colleges, job fairs, recruitment through internet. In the context of Tesco, its HR
managers can directly reach the candidates and assess their potential by using direct method. For
example- HR department of Tesco can publicise vacancies on the internet where suitable
candidates can apply for them.
Strengths of direct recruitment are clear transmission of message of the employer and
reduced recruitment costs.
Weaknesses of direct recruitment are lack of HR expertise if this task is handed over to
other employees in the organisation. Also, a limited talent pool can be accessed by using the
direct method.
In Indirect method, advertisements in newspapers, journals etc. are used to publicise the
vacancies available in the company (Madera and et.al., 2017). In it the candidates reach out to
the companies in search of job. The HR department of Tesco can use indirect method if it has to
fill its professional and technical posts. For example- Tesco can advertise about their positions in
newspapers and journals so that the interested candidates can contact them.
Strengths of the indirect method are qualified candidates available for the job. Also,
there are chances of better growth.
Weaknesses of the indirect method are higher risks and high costs incurred in the process
of recruitment.
Selection is the process of choosing the right candidate among a pool of candidates
available for the position vacant in organisation. For example- The HR department can use
different techniques like preliminary screening and interview to determine the candidate best
suitable for the available vacancy. The HR department of Tesco can use the following methods
of selection-
In Preliminary screening the HR department screens the applications of the potential
candidates to determine which one of them is suitable for the actual interview process. The HR
department of Tesco can use this method to select the best candidates among the available ones
for the interview process.
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Strengths of Preliminary screening include access to data of candidates before interview.
Also, it results in lower turnover rates.
Weaknesses of Preliminary screening are that it does not provides the whole picture
about the overall skills of candidates. Also, the results obtained can be ambiguous in nature.
In Interview method there is a direct and face-to-face interaction between the candidate
and the HR manager (Naser and et.al., 2017). HR managers of Tesco can use this method to
analyse the skills of the candidates with their interaction.
Strengths of this method includes selection of suitable candidate as the HR managers get
to know a lot about the candidates in this process. Also, sufficient information can be conducted
through interview.
Weaknesses of this method include inefficiency of some interviewers in judging the
candidate. Also, conducting of interviews take a lot of time.
M2: Evaluation of strengths and weaknesses of different approaches to recruitment and selection
Tesco makes use of recruitment through internet method as it publicises its vacancies
regularly on its website where the prospective candidates can apply for them. Strength of using
this particular method is access to a large pool of candidates. Thus the HR department has a lot
of choice. While the weakness is that it is difficult to measure skills of candidates using this
method. This means that the HR managers find can select inefficient candidates by using internet
recruitment method.
D2: Critical evaluation of different approaches to recruitment and selection with examples
Due to use of internet recruitment, HR department of Tesco is saving a lot of cost which
would have otherwise incurred in the process. Thus the direct recruitment method used by
company is cost-effective in nature. However due to use of this method, company is also
selecting certain candidates who are ineffective. By using interview method in selection HR
department of Tesco is able to access data about the candidate. However it is also affected by
incorrect judgements passed by interviewer during the process.
TASK 3
P3: Explanation of benefits of HRM practices from the point of view of employer and employee
HRM practices is a system which helps in attracting, developing, motivating and
retaining employees (Tinelli and et.al., 2017). Development of right HRM practices helps in
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achieving organisational objectives and enhancing productivity. The HR managers of Tesco use
the following HRM practices-
Safe, healthy and happy workplace- Creation of a safe, healthy and happy workplace
ensures that employees of the firm are happy (Ng and Parry, 2016). In the context of Tesco, it
has created a positive environment for its employees to work which increases their motivation
and they can focus better on their tasks.
The Benefits for Tesco in using this approach is that the employees will stay with it for a
long time. This is because a positive and motivating environment has been created at the
workplace. Also, efficiency and productivity of employees is increased by implementing this
HRM practice. Thus they would be able to do their tasks properly which will lead to smooth
functioning of operations in the enterprise.
The Benefits for employees of Tesco if company uses this approach is that their morale
will go up. If the morale of workers increases then it will result in increase in productivity. Also,
creation of a health environment leads to instilling a positive attitude in employees towards their
work.
Fair evaluation system- An evaluation system must be developed so that it links
organisational objectives with performance of employees (Nguyen, 2016). The HR department
of Tesco has to ensure that its internal evaluation system of ranking workers is fair and impartial.
This is necessary to track the performance of workers over the years for comparison and
improvement purposes. Self-rating should be a part of the process as it facilitates empowerment
of employee.
The Benefits for Tesco if it uses this approach is higher degree of control of its managers
over subordinates to ensure that they are working to achieve organisational goals. Also, it
ensures periodical review of performance of the employees by tracking their performance and
comparing it with set standards. This helps in finding out deficiencies in performance and
rectifying those deficiencies.
The Benefits for employees of Tesco if the organisation uses this approach is that the
evaluation system is free of bias and favouritism. Also, it helps the workers in self-improvement
if their performance is not found satisfactory for a particular period. This will enhance their
productivity and they will be able to concentrate on the tasks allotted to them.
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P4: Evaluation of effectiveness of HRM practices in raising organisational profit and
productivity
HRM practices can have a significant impact on an organisation in significantly raising
its level of profit and its productivity (Nguyen, 2016). Selection of a right practice is important
for an organisation as it will significantly raise its profit and overall productivity of employees.
The evaluation of HRM practices in the context of Tesco is as follows-
Highlighting performers by creation of profiles of top performers and making them
visible through intranet, display boards etc. helps the organisation to a great extent. The HR
department of Tesco can do so which will raise its profit as the employees of the company will
focus on maximising their potential to achieve organisational goals and targets (Oke, 2016).
Additionally, it will boost the productivity of workers as they would be attracted by the
incentives top workers in the enterprise will get for their good work. For implementing this
approach, it is necessary that the HR managers of Tesco highlight top performers by ranking
them. Also, a system for giving rewards to those employees who rank higher should be brought.
This will increase their morale and motivation.
Open house discussions and feedback mechanism enhances the innovativeness and
thinking ability of employees of an organisation. This helps in identifying and nurturing talent
within a company. The HR managers of Tesco can adopt this practice which will raise the profit
of company as workers are a source of out-of-box ideas. These ideas can turn out to be
significantly profitable for the firm. Also, it will boost the productivity of employees as they will
use their abilities to think out great ideas which can benefit the company (Runhaar, 2017). For
implementing this approach, it is essential that the HR department of Tesco uses open house
discussions, meetings between employees and management, boxes for putting suggestions. There
should be an appropriate mechanism for transfer of ideas.
M3: Assessment of methods used in HRM practices with examples
Tesco should adopt safe, healthy and happy workplace practice because creating a
positive environment is essential in the organisational context. This benefits Tesco as a positive
atmosphere allows the employees to work better for achieving the objectives of company. Also,
adoption of fair evaluation system will benefit the company as it will help in ranking workers
according to their performance. This ensures that there is no compromise with the performance.
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D3: Critical evaluation of HRM practices using specific examples
If Tesco uses safe, healthy and happy workplace practice then as as result of it employees
would be more efficient and effective in their work. However, adoption of this approach can also
lead to workers becoming callous in their work which will affect the organisation. If Tesco uses
fair evaluation system then it will result in analysis of actual performance of employees which
will help in comparison. However, the employees may feel that the system adopted for
evaluation is biased and subject to favouritism.
CONCLUSION
From the above report, it is concluded that human resource management is management
of people within an organisation. It is the forming of a relationship between management and
employees. It focuses on raising the productivity,efficiency and effectiveness of workers so that
organisational objectives can be achieved. There are different functions of it which can be used
in management of employees. Also, there are advantages and disadvantages of different
approaches of HRM. Practices of human resource management have a significant impact on
profit and productivity of organisation. Adopting of right HRM practices raises the profitability
level and brings smoothness in functioning of the company's operations.
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REFERENCES
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146.
Domínguez-Falcón, C., Martín-Santana, J. D. and De Saá-Pérez, P., 2016. Human resources
management and performance in the hotel industry. International Journal of
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Naser, S .S. A. and et.al., 2017. The Reality of Electronic Human Resources Management in
Palestinian Universities from the Perspective of the Staff in IT Centers.
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Oke, L., 2016. Human resources management. International Journal of Humanities and Cultural
Studies (IJHCS) ISSN 2356-5926. 1(4). pp.376-387.
Runhaar, P., 2017. How can schools and teachers benefit from human resources management?
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Tinelli, E. and et.al., 2017. Embedding semantics in human resources management automation
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Online
Human Resource Planning. 2019. [Online]. Available
through:<https://www.investopedia.com/terms/h/human-resource-planning.asp>
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