Analysis of HRM Practices for Workforce Planning and Resourcing at Tesco

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
1

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-
2