Tesco's Human Resource Management Practices

This assignment delves into the human resource management (HRM) strategies employed by Tesco. It examines various aspects of HRM within the company, including recruitment and selection processes, training and development initiatives, performance management systems, and how employee relations and legislation influence decision-making. The analysis aims to provide a comprehensive understanding of how Tesco manages its workforce effectively.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Purpose and functions of HRM related to workforce of Wood Hill college.....................1
P2 Explaining the strength and weaknesses of different approaches of recruitment and
selection..................................................................................................................................3
TASK 3............................................................................................................................................7
P.3 ..........................................................................................................................................7
A. Difference between training and development .................................................................7
B. Training need to identify and method is used....................................................................8
C. Benefits for Tesco and the employees in having a systematic approach...........................8
P4 Evaluation of HRM practices in relation to increasing profits and productivity..............9
TASK 4..........................................................................................................................................10
P5 Importance in Maintaining Employee Relations ............................................................10
P6 Employment Legislation ................................................................................................11
P.7 Investigation into job role .............................................................................................13
A. Job advertisement ...........................................................................................................13
B. Suitable platform form of place.......................................................................................14
C. Job description and person specification ........................................................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16
Table of Illustrations
Figure 1 Sources of recruitment......................................................................................................3
Figure 2 Advantages and disadvantages of recruitment sources.....................................................5

INTRODUCTION
Human resources are the very important assets of any organisation they are recruited in
any organisation with a suitable recruitment process. Human resources are recruited as per the
skills and knowledge which is required for the particular job. Human resource function is not
only limited to recruitment but they also manage human resources. This report is prepared to
determine the purpose and functions of Human resource management (HRM) which is applicable
to human resource planning and resourcing. This report also includes strengths and weaknesses
of different approaches of recruitment and selection. The benefits for both employer and
employees related to HRM practices and evaluating these practices. The report is also consisted
the importance of employee’s relation on the decisions of HR. It also identifies elements related
to employment legislation. The report includes the application of HRM practices in work.
Task 1
P1 Purpose and functions of HRM related to workforce of Wood Hill college
Human resource management is the function of human resource department which is
related to improving the performance of employees to increase productivity (Armstrong, and
Taylor, 2014.). Human resources' management performs various functions in Wood Hill College
which help in the development of their human resources.
In order to see the case study is to be focus on Wood hill collage, they are focus on many
problems due to effective turnover in organization. It is to be focus on effectiveness of the
business to be several and thee work in organization. In each and every business is to be focus on
human resources' development in organization. This is play a most important role in requirement
and selection of employees in work place. In this way function of human resources' management
play a most important role in business. In this context function are as follows :-
 Requirement and selection :- Human resources' department is most important function is
requirement and selection in organization. In this way, human resources' department is to
be requirement of new employees in organization as per the ability of employees. This
function is related appointing qualified candidates on the basis of skills required for
particular job. The main objective of this function is to attract willing qualified
applicants. Wood Hill College makes special plans for conducting recruitment function.
Employing candidates as per the goals and objectives of Wood Hill College. The process
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help in reducing the cost of mistakes made by unqualified employees because help in
hiring proper qualified employees as per their skills.
 Orientation :- In this context human resources' department play a most important role to
introduce new employees in organization. Orientation is the best activity to introduce
new employees in organization feel them free in organization. Employee orientation
program should include the objectives and goals of the organization and how the
employee can help to achieve the long-term and short-term goals of the organization.
 Maintain good working condition :- In organization is help to maintained the good
working condition in organization and increase the level of performance in organization.
Human resource's department is help to increase the performance level.
 To develop good working environment: This is also function of human resource's
management to create a positive working environment for employees. They have to
develop a good working environment for the employees so they can work with more
efficiency and effectiveness (Brewster, and Hegewisch, 2017). This help in motivating
their employees to perform in such a manner to achieve the objectives of Wood Hill
College. This help in motivating employees so they work with positive attitude and
increase their level of satisfaction. Satisfied work force can only gives satisfied results.
 Manage employer and employee’s relations: Human resource management help in
building good relations between employees and employer. Human resources managers
can influence the behaviours of employees. They manage the employees relations of
Wood Hill College to make employees satisfied with their work. Human resource's
management also help employees in personal and professional level. Planning is done to
generate good and healthy relations between employees and employer.
 Trainings and development: Human resources managers organises training and
development programmes for the development of employees. These trainings help
employees to perform operations efficiently which results in increasing profitability. This
help in improving current and future performance of employees. The trainings include the
education trainings and skill development trainings.
 Generate effective Communication: HRM help in generating good communication
skills among employees so they can effectively communicate with each other. Effective
communication among the customers helps in reducing confusion and chaos in the Wood
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Hill college. Communications skills help in building effective communication among
customers and employees.
Purpose of HRM in Wood Hill college
 Purpose of HRM is to develop positive working environment in Wood Hill college so the
staff and students feel positive and motivates for their works.
 To increase the performance of employees At Wood Hill college.
 To build healthy and balanced relationship among staff of Wood Hill college.
 To build effective communication among employee and authorities.
 To motivated the employees and staff of the college.
 To take care about changing in law and legislation.
 To plan the activities of staff to reduce the level of confusion.
 To select the best candidates out of number of candidates as per the requirement of jobs.
 To satisfy the needs of employees in Wood Hill college so they help in achieving
objectives.
 To evaluate the performance of employees in Wood Hill college and make improvement
plans as per graph of performance.
P2 Explaining the strength and weaknesses of different approaches of recruitment and selection
Hiring and selection is the toughest HR function because, in current time, with the change
in staff requirement and need, it becomes tough for the HR professional to attract talented
manpower and retain them in the organization for a long- period. As per the scenario, currently,
Woodhill College is facing high turnover issues due to varied reasons. There are various ways by
which College’s HR managers can hire skilled manpower to meet their business need that are
explained here as under:
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Figure 1 Sources of recruitment
(Source: Chand, 2015)
Internal recruitment: In this method, Woodhill College HR professional seeks
applications from the existing employees for different positions. There are various sources of
internal recruitment such as employee referrals, former employee, previous job applicants and
application by currently employed workers detailed below:
Present employees: Existing staff members of Woodhill College can be transferred and
promoted to a different job designation with higher pay and status to meet the requirement.
When workers get promoted at higher positions with good pay and other benefits, they feel
extremely motivated.
Referrals: Currently employed staff workers can refer other people like family members,
relatives and friends to apply for the job in Woodhill College and as per the potential, so that best
candidate can be hired.
Former employees: In this, retired or retrenched member who are interested in coming
back to the College can apply for the available vacancy either on full time and part-time basis. It
helps organization in hiring the best candidate who had performed excellently and exceptionally
while worked with the enterprise.
Previous applicants: Candidates who had earlier applied for the vacancies but not hired
can again apply and if they are found perfect for the available job then they can get job
opportunity.
Strength on internal recruitment:
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 Woodhill College’s HR professionals already have knowledge about existing workers,
thus familiarity is the key strength of internal source.
 Talented and exceptional performer can get promotion opportunity which boost morale
and motivation resultant higher productivity. It is an economical way of hiring because no need to publish advertisement and also less
time-consuming.
Weaknesses of internal recruitment:
 Limited choices available to the Woodhill College in internal source of recruitment
because it avoids hiring from outside labour market from where talented people can be
hired.
 Many-times, it develops a tendency among people to get promotion without showing
extra accomplishment and enthusiasm. It also discourages workers who did not get promotion to upper designation, which in
turn, results in staff conflicts & controversies about whether or not they deserve to be
promoted.
External recruitment: This source of recruitment consists of hiring capable and talented
candidate from the outside labor market such as employment exchange, advertisement,
placement, employment agencies and others. Some of the popular ways which Woodhill College
can use are enumerated below:
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Figure 2 Advantages and disadvantages of recruitment sources
(Source: Chand, 2015)
Employment exchange: Such exchange registers job seekers at different locations who are
informed about various job vacancies. It is the best source for hiring technical workers.
Employment agencies: There are various private agencies who registered job seekers and
maintain contact with the companies and as per the requirement, the suitable candidate is sought
to the employers according to the demand.
Advertisement: Woodhill College can place advertisement either in newspaper or website
to seek job applications and candidate who found perfect as per the standard set is being selected
to fulfil manpower need (Sources of recruitment, 2016).
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Deputation: Many-times, employee from one organization is send to another firm for a
short period. It is often practiced in public and governmental departments and the best way to
develop expertise.
Strength:
 Such open process of external recruitment attracts larger number of job applicants and
helps in hiring fresh talent (Indartono, Chiou and Chen, 2016).
 It is highly competitive way of recruitment which will facilitate Wood Hill College in
hiring the best and extremely capable candidate.
 It encourages healthy competition because hiring applicants from outside labor market
need to be properly educated and trained.
Weakness:
 It incurs high cost and takes a lot of time, still, it does not guarantee hiring the suitable
person.
 Wood Hill College’s HR manager will not be familiar with external job applicants
therefore, it may face turnover problem. It is because, it may be possible that new worker
not be able to adjust with the business environment and colleagues, as a result, they may
decide to leave.
 It discourages current employed manpower as they do not get promotion which does not
promote them to work hard. Thus, demoralisation is the key drawback associated with the
external source of recruitment.
TASK 3
P.3
A. Difference between training and development
In TESCO organization is to be focus on training and development of employees in
organization. It is help to increase the level of performance and maintained the growth rate in
organization. In this way, organization is help training of new employees in work place.
Difference between training and development are as follows :-
Difference
Training Development
Training is a learning process and it is help to Development program related with the overall
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learn new things in organization. growth of employees that determines at
personal and professional level.
Training is only for a short period in
organization.
Development for long period or future growth.
In this way human resources practices is help to performance management , hiring and firing of
employees in organization. All such factor human resources' department is to be focus and
improve all such kind of practices in organization.
B. Training need to identify and method is used
In organization human resources' department is to be focus on need of training in work
place and improve them. Changes in the interest and demand of groceries products create impact
on the retail business operations. In this aspect, organization need to concentrate on the changes
for qualitative services. It is help to improve the growth rate in market and increase the level of
performance in organization (Snell, Morris, and Bohlander, 2015). Tesco need to train their staff
members. In this aspect, public interest change which is the great strategy to implement changes
at workplace. In this way proper training is help to increase the level of performance and
maintained the growth rate in organization. Best training is provided huge changes in future and
increase the level of performance in organization.
C. Benefits for Tesco and the employees in having a systematic approach
In simple way training is help to increase the knowledge and skills in organization. It is help to
increase the customer satisfaction level and increase growth rate in organization. In this way
organization is to be focus on two types of method to provide training in organization. This two
types of method are as follows :-
 On the job training :- In this method is to be focus on determines as the new experience
of employees learning which ascertain through observation manager, colleagues, etc.
They are performed their jobs through trying it with creative behaviors at workplace
(Snell, Morris, and Bohlander, 2015). In this way this type of training is help to increase
growth rate in organization.
 Off the job training :- In this type of training is to be provided by in higher school or
college etc. in this time learn each and every activity related to corporate world. In this
off the job training is to be focus on case study etc.
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P4 Evaluation of HRM practices in relation to increasing profits and productivity
HRM performs many functions which help in improving the performance of employees
and also improves leadership of employer which help in generating peace in Tesco and reduces
conflicts.
 By recruiting and selecting effective workforce HRM help Tesco in providing talented
staff which perform with their qualified skills and knowledge to perform in effective
manner. This effectiveness in performance help the Tesco in increasing their
profitability and productivity. . The profits are increases because talented staff do fewer
mistakes which reduces cost and also, they perform effectively which increase their
efficiencies.
 Orientation programmes organised by HRM in Tesco help employees to understand
their roles and responsibilities which reduces the confusion among employees related to
their work. This brings clarity in work of employees and employer which help in
achieving the goals and objectives of organisation I.e. is to increase profits and
improves productivity.
 Good working conditions are to be ensured in Tesco by HRM to make sure that
employees and employer are not facing any problems related to their work. Good
working condition motivated employees to work hard and these actions of employees
are directed towards increasing productivity and then profits.
 The employees and employer relations are managed by HRM which help in generating
friendly relationship among them. This create coordination in working of employees
and employers which help in reducing cost of employees.
 Training and development programme organised by HRM also help in increasing the
productivity as trained employees perform their work and apply their learnings in their
work which improves their workings (Beardwell, and Thompson, 2014). The
improvement in performance is help in improving the productivity. The training is
giving to employees help in the developing personality of employees and also help in
developing confidence. The communication skills can also develop among employees
by providing them trainings which help correct information flow in Tesco which
remove inefficiencies and create coordination.
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 In this context is to be focus on proper training and development of employees in
organization. It is help to increase growth rate in organization. It is help to increase the
performance of employees and encourage customer. It is help effective coordination
and effective team building in organization (Snell, Morris, and Bohlander, 2015). All
such factor is help to maintained the growth rate in organization and increase the level
of performance in organization. Therefore, it is valuable tool that implement action plan
of personal and professional development. In addition to this, effective coordination
also assist to make team building that make effective performance to deliver return on
investment in market. It is help to increase the growth rate and maintained the profit
ratio in organization.
TASK 4
P5 Importance in Maintaining Employee Relations
“ITV” focuses on developing healthy relations with its employees in order to gain support
from their side (Snell, Morris, and Bohlander, 2015). Through this, company is able to
implement the change with mutual consent and negotiations. Based on it resistance among
employees is decline and it supports in gaining positive output. Beside this, following are
some importance of healthy employee relations to ITV:
 Productivity: It is one huge factor that aids the company in boosting its performance to a
great extent. ITV focuses on engaging with employees on regular basis so that loopholes
can be address with immediate effect so that employee can work with their full zeal.
From this, overall productivity of employees is increased that aids in attaining business
goals. Also, they remain positive towards changes and supports for the same.
 Employee Loyalty: It is even found that ITV enjoys the benefits of high employee
loyalty and commitment level due to healthy employee relation practice. Company gains
suggestions from each and every employee and not only from union. This aids in
boosting the morale of employees which in turn leads to boasting of overall loyalty level.
From this, employee’s retention rate is increased which leads to less incur of cost in
training and development by ITV.
 Low Conflict: Conflict and rivalry between employee and employer is common at the
workplace and so can be the scenario for ITV as well. However, due to healthy relations
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practice, such chances are reduced. With direct communication method and survey,
inputs from both the party is entertained at cited organisation which aids in reducing the
issue of workplace conflict. Also, regular session and communication are organised
within company which aids in addressing such issue in an appropriate manner.
 Quality Improvement: It is even found that healthy employee relation practice aids in
enhancing overall quality of the employees. Since, ITV welcomes feedback from each
and every employee regarding every aspect of business which helps the company in
gaining results related to effectiveness of training and development session. Based on it,
corrective measures are applied at the same time which is results into high quality of
employees. In addition to it, high level of inputs is attained by employees which results in
taking sound HR level decisions. Also, trained workforce is developed in ITV which
results into high quality workforce.
 Job Satisfaction: This is yet another crucial importance of healthy employee relation.
ITV hears to every issue of its employees which in turn aids in developing sound HR
policies. From this, employees feel motivated and hence ultimately results into high job
satisfaction level. Communication is a key tool that aids in developing employees and
same is focused by company in order to attain the business objectives.
Based on this discussion, it can be enumerated that ITV is able to gain high amount of support
and commitment from its employees due to several employee relation practices (Wehrmeyer,
2017). Consultation and negotiation develops the morale of employees which supports in
boosting their productivity level. Also, HR decisions are taken and same is followed by the
employees at all level.
P6 Employment Legislation
Employment legislation aids in fulfilling the legal obligations of the company. There are
several elements that are included in it which gibes rights to employees on different grounds
such as equality, health and safety contractual responsibilities and other related. In this context,
following are the employment legislation which need to be considered by ITV while taking
decisions:
 Equality Act 2010: As per this act, employee has a right to have equal treatment as
others are getting. Employer cannot discriminate the employees on the basis of caste,
creed, race or any other basis. Further, this legislation offers a right to employee to have
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equal employment opportunity (Reiche, Mendenhall, and Stahl, 2016). Considering this,
ITV need to focus on this element of legislation and should not discriminate the
employee while doing promotion, appraisal, transfer, bonus distribution and other related
activities. If company found following such discriminatory practice, then it may result
into legal formalities and paying of compensation to employees.
 Working Time Directive: As per this legislation, ITV cannot ask employees to extend
their working hours for long. Working Time Regulation gives right to employees to work
48 hours a week along with annual leave of 5.6 weeks. Cited organisation need to adhere
the same in order to have healthy relations with employees. Further, 20-minute rest
breaks between the work is essential which certainly helps the company in boosting the
employee productivity level. Further, HR need to communicate in prior to employee if
they change the timing of any employee.
 Health and Safety at Work Act 1974: As per this act, it is legal duty of ITV to offer
safe and healthy workplace in order to ensure the safety of its employees. For this,
caution sign and boards must be installed at relevant place. Also, safe use and handling of
equipment must be briefed so that employees can work with the same. Safe gears and
helmets should be offered to employees and relevant installing of equipment at different
place must be ensured (Sparrow, Brewster, and Chung, 2016). Further, first aid and fire
extinguisher should be maintained for the emergency situation. All these measures aids in
adhering to legal requirement. Failing to this law can leads to legal complexity against
company.
 Data Protection Act 1998: As per this act, company need to protect the data of each
employees. HR department has crucial information regarding employees such as bank
details, salary annexure, insurance number, medical records and other related. It is
required that such data should not be shared by any individual or institute without the
consent of employees in writing. Hence, HR team of ITV need to consider the same and
ensure related infrastructure to safeguard the data of company and of employees as well.
 Contractual Responsibilities: Employee and employer shares few contractual
responsivities which is been set mutually. ITV need to keep record of the same and
should take appropriate action if any party fails to fulfil the duty. This contractual
responsibilities aids in resolving issue if arises between employer and employee.
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Employee relations carry different activity such as negotiation, consultation. Collective
bargaining and other related which supports in gaining support from employees. However, same
cannot be considered at every point of time as employee may negotiate on factor which is not
feasible for company (Purce, 2014). Hence, this element need to consider while making
negation. Further, employment legislation is considered to safeguard the right and duties of
employees. It mainly focuses on developing healthy workplace so that employee work with full
zeal.
Since, ITV engages certain set of employment relation operatic such as engagement,
collective bargaining, direct communication, survey, consolation group and other related activity.
It proves effective in developing relation with employees. however, it can be argued that all of
these practices cannot be applied while formulating strategic and tactual decisions. Business
level decisions cannot be taken effectively by engaging more of employees and it can only be
done by involving top level official only (Marchington, 2016). Also, by frequent negotiation and
consultation, expectation of employees gets developed which can hamper their interest.
Therefore, this should not be used at every point of time. Beside this, direct communication aids
in getting support from employees but same cannot be implemented for sharing crucial
information.
P.7 Investigation into job role
A. Job advertisement
Requirement for staff faculty
Advertisement for science faculty in Wood Hill College
Post- lecturer
Required qualifications- Masters and diploma in science.
Required experience – Wood Hill College require 3 years of experience
 Candidates apply for faculty vacancy in Wood Hill College. They need to submit their
CV and 2 Passport size photos on the college website.
 Shortlisted candidates called by the business through e-mail and phone.
 Interview will be conducted on 5th January 2018 in the college.
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B. Suitable platform form of place
In order to create advertisement is to be focus on Wood Hill College need to concentrate
on the advertisement through they are able to conduct proper information towards the vacant
post. In this way, they are use vivarium promotion tool to increase the level of performance and
maintained the growth rate in organization (Reiche, Mendenhall, and Stahl, 2016). Promotion is
most important to increase the number of customer. Promotion is help to increase the growth rate
and profit in market.
C. Job description and person specification
In this context is to be focus on job description and person specification in organisation are as
follows :-
Job description
Post – Faculty at science field
Report to be – lab manager of Wood hill College
Objectives for job role – To contribute maximum participation and efforts in the science field of
enterprise. To increase skills and knowledge in teaching field. To demonstrates efficiency
towards proper functioning and outcomes in the business.
Responsibilities –
 To perform effective working abilities with teaching college students.
 To support the all students in order to make positive environment.
 To demonstrates good relationship with other members of staff
 To participates in several activities of the business.
Person specification
Knowledge require – Experience of science lecturer from 2 years in any areas.
Skills
 leadership skills
 Effective communication skills
 problem solving
 hard working
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CONCLUSION
The study carried above found that HR professionals perform wide range of functions i.e.
hiring, selection, training, motivation, conflict management, compensation and others. There are
multiple of sources from where Wood Hill College can hire talented member in the organization
such as employee referral, promotion, employment agencies, deputation and other internal &
external sources. This includes the format of job advertisements and job description etc. it also
gives the platforms on which these advertisements can be published. In Tesco HRM play a very
important role and provide benefits to employer and employees. The functions of HR help in
increasing increase productivity and profitability. Employee’s relations and legislation also help
in decision making in Tesco.
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REFERENCES
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approach. Pearson Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Cook, M., 2016. Personnel Selection: Adding Value Through People-a Changing Picture. John
Wiley & Sons.
Indartono, S., Chiou, H. and Chen, C. H. V., 2016. The Knowledge Characteristics Work Design;
Analysis of Job Fit Influence on Role Performance. Journal of Human Capital. 1(01).
pp.81-104.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals. 8(1). pp.1-56.
Marchington, and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international
human resource management. Taylor & Francis.
Snell, S.A., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson
Education.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
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