Importance of Employee Relations in Influencing HRM Decision Making - A Case Study of Tesco

This report discusses the purpose and function of HRM in workforce planning and resourcing at Tesco. It also examines the strengths and weaknesses of different approaches to recruitment and selection. The benefits of various HRM practices for both employers and employees are highlighted, along with their effectiveness in raising organizational profitability and productivity. The importance of employee relations in influencing HRM decision making and the impact of employment legislation are also discussed. The report concludes with the application of HRM practices in work-related contexts.

Recruitment
Process

INTRODUCTION...............................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Purpose and function of HRM which are applicable to workforce planning and resourcing an
organisation.......................................................................................................................................3
P2 Strength and weakness of different approaches to recruitment and selection...............................3
TASK 2.................................................................................................................................................3
P3 Benefits of different HRM practices within an organisation for both employers and employee...3
P4 Effectiveness of different HRM practices in raising organisational profitability and productivity
...........................................................................................................................................................5
TASK 3.................................................................................................................................................6
P5 Importance of employee relation in respect to influencing HRM decision making......................6
P6 Identify the key elements of employment legislation and its impact on HRM decision making...6
TASK 4.............................................................................................................................................8
P7 Application of HRM practices in work related contexts...............................................................8
CONCLUSION..................................................................................................................................10
REFERENCES..................................................................................................................................11

INTRODUCTION
Human Resource management is defined as the procedure of different practices such
as hiring, managing, recruiting, selecting staff members within business firm for
accomplishing goals as well as objectives. In an organisation it is managed by human
resource manager so that daily operations will carried out within effective manner and
suitable outcomes will gained (Coccossis and Mexa, 2017). In simple term, it can be said that
human resource is important part of an business firm who play essential role in welfare of
employees as well as also in making them satisfied within better manner. This report is based
on Tesco which is British multinational groceries and general merchandise retailer. It was
founded in 1919 and founder was Jack Cohen. They are serving in United Kingdom, Ireland,
India, Malaysia, Thailand, Czech Republic, Slovakia, Hungary and Poland as well as its
headquarter is located at Tesco House Shire Park Kestrel Way, Welwyn Garden City,
Hertfordshire, England, UK.
Respective report will going to discuss purpose and function of HRM along with
strength and weakness of different approaches to recruitment as well as selection. It also
highlight the benefits of different HRM practices in relation of both employers and employee.
Moreover, different HRM practices effectiveness will also highlight for raising organisational
profitability and productivity. Importance of employees relation for influencing employees
decision will elaborate. Furthermore, elements related to employees legislation and its impact
on HRM decision making will discuss with application of HRM practices.
TASK 1
P1 Purpose and function of HRM which are applicable to workforce planning and resourcing
an organisation
Human resource is division of company which play important role within organisation
as they conduct several activities like planning, recruiting, controlling, selecting, motivating,
monitoring and several more. By this staff member get motivate and conduct work within
effectual way for accomplishing goals and objectives (Donate and Pablo, 2015). HRM division
of Tesco design strategy as well as hire staff as per the requirement which provide assistance
in accomplishing goals as well as objectives of business firm. They also make full efforts to
provide training to their employees and motivating them so they conduct work in proper
manner. Below mention are some purpose as well as function played by human resource
management of Tesco are mention below :-

Purpose of HRM
 Staffing – One of the major purpose which HR manager conduct is related to
recruitment and selection of suitable candidates for company so that operations of
company will conduct in effective manner as well as result in goals accomplishment.
Manager of Tesco examine candidate in proper manner before recruiting them. So
that, they will identify that candidate is suitable or not.
 Performance appraisal – It is important for HR manager of company to analyse
performance of their employees and appraise them accordingly. Manager of Tesco
design appraisal policies for staff members such as promotions, rewards, rating and
many more. Through this they will be able to conduct work within appropriate
manner.
Function of HRM
 Training and development – It is function of human resource manager to create
exercises identified with give preparing and advancement to representatives so they
feel persuaded and lead work in powerful way (Geisler and Wickramasinghe, 2015). In
regard of Tesco, their human asset director create techniques and plans of preparing
just as advancement exercises as indicated by necessity of workers. Through this
staffs ready to direct their work in successful way with least wastage.
 Planning – It is function performed by Human Resource department in which they
design their goals as well as objectives for company as well as their employees. In
addition to this, HR manager develop plan as well as policies which will provide
assistance to them in gaining better outcomes. In relation of Tesco, manager will
conduct proper planning related to everything so that employees will able to conduct
their functions in appropriate way. Such practices will provide assistance in
accomplishment of goals within effective manner.
P2 Strength and weakness of different approaches to recruitment and selection
In an organisation, Human Resource manager conduct recruitment and selection
activities which provide assistance in hiring suitable candidates who help in accomplishment
of goals and objectives.
Selection approach

It us an approach which HR manager of company adopt for selecting candidates
which are selected with recruitment procedure. There are mainly two methods which are
consider in this such as shortlist candidates and assess which candidate is suitable for
conducting work in effective manner. HR manager of Tesco adopt various selection
procedure such as face to face interview, quiz, group discussion and so on. It have advantages
and disadvantages both explanation are as follows :-
Strength Weaknesses
 By conducting interview in selection
process Tesco will able to know skills,
capabilities, knowledge etc. of
candidate.
 Along with this, Tesco will able to hire
candidate as per the requirement of
vacant position.
 Sometime at respective situation
candidate not always be honest.
 This may also result in losing some
effective candidate because of
rejection.
Recruitment approach
There are mainly two type of recruitment approaches i.e., internal and external. They
also have their advantages and disadvantages explanation of these are mention below :-
Internal recruitment – It is defined as a strategy for recruitment which is embraced by
an organization so as to select competitor or representatives from inside the association. In
regard of Tesco their human asset administrator can receive limited time just as move
strategy all together select representatives through interior medium.
Strength Weaknesses
 It is cost effective as well as it will also
motivate employees.
 This will also help respective company
in developing employees engagement.
 If respective company adopt this
method they get limited pool of
candidates.

External recruitment - It is characterize as a technique which is received by an
organization so as to enroll workers from outside the association. In this they for the most
part make a huge pool of possibility for a specific position and afterward proper up-and-
comer from those crowds. For this human asset supervisor of individual organization can
receive vis-à-vis communication, Skype meet, etc.
Strength Weaknesses
 Through this company able to provide
opportunities to new candidates.
 By this they also able to recruit
appropriate candidate for a particular
position.
 It is little bit cost effective as well as
time taking for respective company.
TASK 2
P3 Benefits of different HRM practices within an organisation for both employers and
employee
In an business firm there are several kind of HRM practices conducted that impact
employees as well as employers in positive manner. Within the assistance of this they will
able to gain goals in proper manner and also provide aids to company for motivating their
personnel and gain high profitability. In relation of Tesco, bot employees as well as
employers get several advantages and able to enhance their quality of working. Some major
benefits of human resource management are mention below :-
Benefits for employers
 Maintaining employees relation – Through adoption of human resource management
practices an business firm able to maintain appropriate employees relation. By this
employers will able to get their work in appropriate manner which result in
accomplishing goals and objective effectively. By maintaining effective relation
within employees and employers Tesco will able to maintain appropriate and positive
working environment. Along with this, it also result in conducting work in proper
manner which assist in accomplishing goals.

 Training and development – It is explained as technique by that staff member will
able to conduct their work within suitable way that result in accomplishing goals in
effective manner. In relation of Tesco, training and development provide assistance to
its staff member because by this their staff will conduct work in proper manner which
assist them in accomplishing goals as well as objective properly. In addition to this, it
will provide assistance to employers also in adopting latest technologies and ideas
because trained staff will able to adopt latest technology and conduct their working in
appropriate manner without facing difficulties.
Benefits for employees
 Employees relation – For an organisation employees relation is important because it
help in conducting as well as accomplishing their work in appropriate manner. In
addition to this, with the assistance of proper employees relation staff member of
business firm feel motivated and also get encourage for conducting work in better
manner. In relation of Tesco plc, through proper employees relation staff feel
motivated which help in their encouragement and accomplishment of work in
effective way. So that, organisation will attain their goals and objectives properly. By
better employees relation they also feel satisfy which give impact in direct and
indirect manner on work quality.
 Training and development – By providing effective training and development session
an company will be able to motivate their staff members. Along with this, it also help
in enhancing skill, abilities and capabilities of staff members which help them in
conducting work within more effective manner and result in accomplishing goals. In
relation of Tesco, they provide suitable training and development session to staff
members which provide them assistance in conducting work within more effective
manner. With the assistance of this staff members will able to enhance their skills,
abilities and knowledge which impact quality of work. With the assistance of all these
staff member will able to conduct within appropriate manner with minimum wages.
By implementation of Human Resource Management in effective manner employers and
employees will able accomplish their goals as well as objectives in better manner.

P4 Effectiveness of different HRM practices in raising organisational profitability and
productivity
In an business firm there are several human resource management practices that assist
them in increasing their profitability with productivity. Moreover, through human resource
management practices personnel will able to conduct work effectively which result in
accomplishing goals and objectives. There are several human resource management practices
which Tesco is adopting for improving productivity of employees and company profitability.
Some of them are discussed below :-
 Established transparency – With the assistance of establishing transparency an
organisation will be able to establish feeling of belongingness within staff members.
In addition to this, through HRM practices employers will able to know each and
every practices which help in motivating employees. Tesco develop proper
transparency within organisation by which employees able to conduct work within
effective manner and result in increasing productivity. Although, it will directly and
indirectly result in increasing profitability ratio of company.
 Conducting training and development – It is most important and well known
practices conducted by human resource department of company. By proper training
and development session employees will be able to conduct their daily task in
effective manner which result in enhancing productivity as well as profitability of
company. In relation of Tesco, as per the requirement of staff members human
resource manager develop training sessions which provide assistance in enhancing
skills, abilities and knowledge by which productivity of employees get enhance. With
the assistance of this Tesco will able to enhance their profitability ratio in market area.
 Developing proper and open communication – Within an organisation it is
important to develop proper as well as open communication because with the
assistance of this every personnel will able to interact with each other in suitable
manner. With the assistance of human resource management company can conduct
work in proper manner and it will also help them in resolving issues because
communication with each other result in resolving issues. By adopting human
resource management practices Tesco able to develop effective communication within
employees which provide them assistance in conducting work in proper manner. In
addition to this, they also able to increase productivity of staff members which result
in increasing revenue within particular market area.

Through implementation of above mention human resource practices Tesco will able to
achieve their work within effective manner and goals also. In addition to this, Tesco also able
to increase their personnel working quality and also result in increasing profitability ratio of
company.
TASK 3
P5 Importance of employee relation in respect to influencing HRM decision making
Employees relation is related to efforts which an organisation implement for
developing and maintaining effective relation among employers and employees. If an
business firm have suitable program for employees relation then they will be able to treat
fairly and in proper manner with their employees. Good employees relation provide
assistance in motivating and encouraging employees for conducting work within effective
manner so that business firm will accomplish their objectives in better manner. In context of
Tesco, they adopt several method for developing appropriate employees relation which result
in influencing decision making of Human Resource manager. Some of them are mention
below :-
 Resolve conflicts - It is fundamental for director of an organization to create just as
keep up appropriate condition at work environment which prompts less clash
circumstance. For which they can embrace different techniques, for example, create
rules and guideline, persuade workers, comprehend representatives issues and some
more. Alongside this it is additionally fundamental for HR chief to determine strife
circumstance in powerful way with the goal that workers didn't feel demotivated. This
circumstance will legitimately and in a roundabout way sway on dynamic of HR
administrator at Tesco in such a case that there is struggle circumstance at particular
spot then they need to put their time on separate issues so as to create choice
appropriately.
 Enhance working condition - It is responsibility of human resource manager to build
up those practices which upgrade working condition at work environment. This is so
in light of the fact that through it they ready to rouse just as energize workers with the
goal that they direct their exercises in powerful way. Alongside this, at particular
organization dynamic of human asset supervisor get impact by working leading in
such a case that there is terrible working condition then representatives feel
demotivated and it will legitimately affect on working of representatives so it is vital
for chief to create methodologies and strategies as needs be.

P6 Identify the key elements of employment legislation and its impact on HRM decision
making
There are numerous rules as well as regulations that are designed by government for
providing guidelines to companies as well as their employees so that they will be able to
conduct work in appropriate and proper manner. Tesco have to adopt several employment
legislations that will provide them assistance in conducting work within effective and legal
manner. Because through legislations company will get guidelines that how they will be able
to conduct work in legal way, which will result in achieving practices in suitable manner.
Below mention are some employment legislations which Tesco have to implement within
their working explanation of these are as follows:-
 Working time regulation Act – This legislation was designed by government of
United Kingdom in 1998 and it discuss rights of employees in relation of working
hours and off time as well as mention regulation time with and without payment.
Moreover, it is important for organisation to mention each and every detail related to
work time within contract which company provide at the time of employment. As per
the working time legislation employees of Tesco need not to conduct work more than
48 hours and night shift work average working hours is 8 hours from 24 (Maximum
weekly working hours, 2019). Tesco’s manager and employee develop policies
related to working hours of personnel’s.
 Equality Act – In 2010, Equality Act was designed by the parliament of United
Kingdom which provide guidance in relation of anti-discrimination law. As per
respective legislation within an business firm no one can conduct discrimination
activities with anyone on the basis of race, colour, age, gender, region, values and
many more. In relation to this, it is responsibility of HR manager of Tesco to frame
appropriate rules, regulation as well as policies so that they will be able to avoid
situation of discrimination which create on the basis of colour, age, gender and many
more. In addition to this, it is essential because if there will be any discrimination
situation in organisation then it will result in decreasing motivation level as well as
employees working quality. Thus, it is responsibility of manager to adopt this policy
or legislation within effective manner for gaining positive outcomes.
 Minimum wages act – In 1998, minimum wages act was designed by government of
UK and it will explain minimum wage of particular person as per their age. In year
2019, the government bodies revised it and set minimum standard for wages i.e. staffs

from aged under 18 years they get £ 4.35, peoples within aged 18 to 20 get £ 6.15 and
individual aged between 21 to 24 get amount for £ 7.70. Along with this for those
staff members who are aged 25 or more they get £ 8.12 (National Minimum Wage,
2019). Thus, Human Resource manager of Tesco set wage of their staff member as
per the respective wage standard and they also provide wage according to skills,
capabilities as well as experiences of employees.
By implementation of all these legislation Tesco will be able to conduct their operations
in effective manner as well as gain better outcomes and result in accomplishing goals and
objectives of company also.
TASK 4
P7 Application of HRM practices in work related contexts
In an business firm there are several type of Human Resource Management practices
that are adopted by manager so that they will able to conduct work in proper manner as well
as accomplish organisational goals. For such purpose they also require to hire employees so
that they will able to accomplish their goals and objectives in effective manner. In relation of
Tesco, they want to develop performance of their work at workplace because of that they are
hiring new candidates those are more skilled and experienced. In relation of this, it is
important to design several HRM documents as well as practices that will provide them
assistance in attracting large number of customers. Some of them are mention below :-
Job specification
It is a document which adopted by Human Resource manager of business firm and it
involve all essential information in relation of specific job role like educational qualification,
leadership skills, communication skills, flexibility and many more. In addition to this, there
are several other details involved related to specific job position like qualification,
responsibilities and many other. In relation of Tesco, they are developing particular job
position for Human Resource Business manager. Explanation of these are as follows :-
Job Specification
Company: Tesco Plc
Position: Human Resource Manager
Qualification: Graduate from management background

Masters in Human resource
Experience: Minimum 3-5 years in Human Resource areas
Skills required:
 Effective communication skills in both written as well as oral.
 Must have high team working and leading skills.
 Skills to exhibit high level confidence as well as confidentiality while interaction with
others.
 Ability to develop skills and abilities of personnel by motivating as well as encouraging
them.
 Ability to develop effective environment at workplace that leads to change.
Responsibilities:
 Develop business plan for Human Resource which provide assistance in measuring
objective as well as budget of an business firm.
 Hire candidates as per the need of organisation.
 Motivate and encourage staff member so that they can conduct their work in effective
manner that will result in accomplishment of business goal.
 Frame strategies for adopting modifications that increase profitability of business as
well as market shares.
 Conduct documentation of every personnel and new joineries.
 Provide training as well as development session to personnel so that workers will able to
conduct their work in appropriate manner with less damage or wastage.
Thanks and regards,
Human Resource Manager
Tesco Plc
Interview Questions
These are the questions which asked while hiring candidates by leaders and managers
for understanding as well as analysing candidates for conducting interview. By asking such
type of questions HR manager of company will determine skills as well as abilities of
candidates and this will also provide the assistance in analysing that they are suitable for the
vacant position or not. Manager of Tesco will conduct interview for position of HR manager
for which they designed interview questions. Out of these designed questions some of them
are mention below :-

 Tell me something about yourself which influence me to hire you.
 What do you know about our company (Tesco Plc ) ?
 Why you want this job (Human Resource Manager) ?
 Tell me about your professional strengths, achievements as well as weakness.
 Tell about challenges as well as issues you faced and how you deal with that
particular challenge or issues for minimising their negative impact.
CONCLUSION
After going through entire discussion it has been summarised that, within an business
firm human resources play important role because there are several activities which conduct
by respective division with the help of that they will be able to conduct their operations in
effective manner and accomplish goals and objectives in appropriate manner. In addition to
this, they also encourage as well as motivate employees for conducting their operations in
effective manner so that both employees and organisation will able to accomplish their goals.
Along with this there are several purpose as well as functions of HRM which played by
respective division in company so that they will be able to accomplish competitive
advantages. Ny using various methods human resource manager conduct recruitment and
selection by using several methods such as internal as well as external recruitment etc. which
have negative and positive both aspects. Moreover, there are various kind of employment
legislation that are followed by Human Resource Management of company and also assist
them in conducting work within better manner. They also require to design several
documents such as job description, personal specification and several other for recruitment of
employees for job specification.

REFERENCES
Books and Journals
Coccossis, H. and Mexa, A., 2017. The challenge of tourism carrying capacity assessment:
Theory and practice. Routledge.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business
Research. 68(2). pp.360-370.
Geisler, E. and Wickramasinghe, N., 2015. Principles of Knowledge Management: Theory,
Practice, and Cases: Theory, Practice, and Cases. Routledge.
Grizzetti, B. and et.al., 2016. Assessing water ecosystem services for water resource
management. Environmental Science & Policy. 61. pp.194-203.
Inkinen, H. T., Kianto, A. and Vanhala, M., 2015. Knowledge management practices and
innovation performance in Finland. Baltic Journal of Management. 10(4). pp.432-
455.
Jabbour, C. J. C. and et.al., 2015. Green product development and performance of Brazilian
firms: measuring the role of human and technical aspects. Journal of Cleaner
Production. 87. pp.442-451.
Kalysh, K., Kulik, C. T. and Perera, S., 2016. Help or hindrance? Work–life practices and
women in management. The Leadership Quarterly. 27(3). pp.504-518.
Koopman, J., Lanaj, K. and Scott, B. A., 2016. Integrating the bright and dark sides of OCB:
A daily investigation of the benefits and costs of helping others. Academy of
Management Journal. 59(2). pp.414-435.
Latorre, F. and et.al., 2016. High commitment HR practices, the employment relationship and
job performance: A test of a mediation model. European Management Journal. 34(4).
pp.328-337.
Marsden, P. V., 2017. Interpersonal ties, social capital, and employer staffing practices.
In Social capital (pp. 105-125). Routledge.
Ortiz‐de‐Mandojana, N. and Bansal, P., 2016. The long‐term benefits of organizational
resilience through sustainable business practices. Strategic Management
Journal. 37(8). pp.1615-1631.
Potts, S. G. and et.al., 2016. Safeguarding pollinators and their values to human well-
being. Nature. 540(7632). pp.220.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of
Management. 42(6). pp.1723-1746.
Online
National Minimum Wage. 2019. Available
through:<https://www.politics.co.uk/reference/national-minimum-wage>.
Equality Act 2010: guidance. 2019. Available
through:<https://www.gov.uk/guidance/equality-act-2010-guidance>.