HRM Practices and their Effectiveness in Tesco

This report discusses the purpose and functions of HRM, strengths and weaknesses of different approaches of recruitment and selection, benefits of different HRM practices for employee and employer, and evaluates the effectiveness of different HRM practices in terms of raising organizational profit and productivity. The discussion is carried out in the context of Tesco, a British multinational retail organization.

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO1..................................................................................................................................................3
P1 Purpose and Functions of HRM.............................................................................................3
P2 Strength and Weaknesses of different approaches of Recruitment and selection..................4
P3 Benefits of different HRM practices for employee and employer.........................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................8
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................9
P6 Key elements of employment legislation and its impact upon HRM decision-making.......10
P7 illustrate the application of HRM practices in work related context, by using suitable
example......................................................................................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Recruitment process can be defined as process in which organisation employs practices to
attract people to apply for the post which is vacant in the organisation. Recruitment in its wider
aspects involves attracting, short listing, selecting and appointing suitable candidates for jobs
within organisation. This report will include discussion over Human Resource Management
which can be defined as a formal system in organisation which is responsible for management of
people in the organisation and its several aspects and practices. Recruitment is one of the primary
activities which is undertaken by the HRM of the organisation. along with practices of HRM and
their benefits for the employer and employee and how different practices of HRM contributes in
profit and productivity of the organisation. HRM and its decision are affected by several internal
and external factors and employment legislation will also be discussed in the report. This
discussion will be carried out in context of Tesco, British multinational retail organisation
founded in 1919 and headquartered at London, England, UK. As Tesco operates under retail
industry its products are Supermarket, Hypermarket, Superstore and Convenience Store. Tesco
operates in 9 countries and serves at around 6800 locations. To manage its operations Tesco has
employed around 450000 employees in its company.
MAIN BODY
LO1
P1 Purpose and Functions of HRM
Purpose of HRM
HRM views people in the organisation as assets and this is why HRM ensures that Tesco can
effectively and efficiently use the assets which are available to it. Regarding this HRM also
ensures that Tesco has best available employees as an asset to the organisation.
To gain competitive advantage internally as well as externally (Lee and Kim, 2018). External
competitive advantage is based on competency and efficiency of organisational people in order
to improve competency and efficiency HRM undertakes several practices like training and
development.
One of the purpose of HRM is that it ensures that organisation has adequate number of
employees which means there is no shortage of employees and as well as there is no excess
employees. This is because both these situations are unfavourable for working and productivity
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of the organisation. This is done to effective Human Resource Planning and ensuring availability
of adequate people in the organisation.
Functions of HRM related to Workforce Planning and Resourcing Organisation
Workforce planning refers to planning the requirement of people in the organisation and
identifying and analysing gaps in workforce required and available workforce. This is followed
by measures in which it can resource the organisation and fill the gap in required and available
workforce in the organisation. Important functions of HRM in Tesco applicable to workforce
planning and resourcing organisation are;
Talent management- This is the practice which includes that organisation has best talent in it. In
this practice HRM ensures to recruit the best talent, develop the talent and later to retain the
talent in organisation (Oke, 2016). HRM plays important role in this by employing best talent
and later developing them through training and development and after this HRM ensures and
undertaken practices through which employs retain in Tesco.
Human Capital- Human capital refers to the stock of competencies, knowledge. Social and
personality attributes, which includes creativity and ability to perform in form of employees in
the Tesco so that they can produce economic value. HRM has function to assist Tesco in
obtaining the right number and types of employees so that they can contribute in producing
highest economic value for Tesco.
Human Resource Planning- Human resource planning refers to determination of needs of
human resource in the organisation. This involves demand forecasting which means forecasting
the requirement of the employees in the organisation and supply forecasting which means
identifying and analysing available employees or supply of the employees in Tesco. Later
demand and supply is analysed in order to find deviation and if any deviation exist HRM sources
for filing the gap are identified which are internal sources and external sources. All these
functions are carried out by HRM regarding recruitment and resourcing the organisation.
Resourcing Organisation- Employees who are employed in the organisation can become
resource for the organisation when they are capable to effectively carry out their function
(Rozario, Venkatraman and Abbas, 2019). This requires that HRM ensures that candidates who
are selected for the job in the organisation are also provided best required training.
P2 Strength and Weaknesses of different approaches of Recruitment and selection
Advertisement on Job portal and social media
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Advertisements are integral part of recruitment and this is why Tesco advertises on social
media and job portal. Social media and job portals are effective mediums for job advertisement
presently and this also increase possibilities of finding suitable candidate for the job.
Strengths of this are;
Reduced efforts and cost effective method of advertisement
 Reduces time required in advertisement and response of candidate. This is because
candidates can directly apply for the job from social media and job portals.
 Improved quality of recruitment process because social media and job portals both
contain details of candidate which helps in assuring suitability of the candidate (Ahmed,
2016).
 Short listing of the application can be completed through job portals and this saves time
and efforts of Tesco and only suitable application are received by Tesco after screening.
Weaknesses of this are;
 Increases chances of biasness because candidate and their personality is judged on the
basis of how they appear at social media which might not have anything to do with job of
the candidate.
Interview
This involves one to one communication in recruiter and candidate and this is done to get
more details about the candidate which is not there in CV and application. The recruiter can get
better idea about suitability of the candidate and their skills. This is a traditional practice which is
being followed till now. But forms of interview have changed as this involves telephone
interview and interview through video conference.
Strengths of this are;
 Get to know about candidate in more detail and their suitability can be properly analysed
through interview.
 This gives a chance to candidate to know about the company and whether they are
willing to work there or not.
Weakness of this are;
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 Time consuming approach of selection
 Decision can be complicated in case two or more employees are suitable for one post
Ability and Aptitude Tests
Tesco also use ability and aptitude test this covers range of areas and tests which are;
 General Intelligence
 Verbal ability
 Numerical ability
 Spatial ability
 Clerical ability
 Mechanical ability
 Sensory and Motor ability
This approach and tests ensures that employees are judged and analysed for specific skills which
are required for carrying out the jobs (Babaita, 2018).
Strengths of this are;
 This ensures that candidate come with required skills for the job and they are already
prepared for job on which they are being recruited.
Weakness of this are;
 Candidate having all other skills required for the job can be rejected on the basis of these
hard skills even in case they can be learned after employee joins the organisation.
Personality Profiling
Tesco employs employees for stores and in this it is very important that their personality
is analysed so that they are suitable for the job. This is important because they directly
communicate and come in contact with customers, it is important that their personality and
behaviour is suitable for their job.
Strengths of this are;
 Analysis of this before their joining contributes that employee will require less training
 Personality traits are important to determine impact of behaviour on customer satisfaction
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Assessment Centres
In this approach of selection some candidates participate together and undertakes
selection tests and are observed by multiple assessors. Candidates compete with each other in
various exercises on the basis of which their competency will be evaluated and they will be
selected for the job.
Strength of this are;
 Candidates can find out their strength and weakness and reduced biasness in selection
 This also ensures quality of selection as candidates are evaluated by many experts
Weaknesses of this are;
 This approach of selection is very costly as well as time consuming
 Highly expert managers are required for this
In-tray Test Approach
This approach is based on simulation used to assess potential and aptitude of potential
employees as part of their selection process.
Strengths of this are;
 Exhibition of correct level of knowledge
 Provides knowledge to candidate regarding their suitability for the job
 Prepares candidate for real job challenges
Weaknesses of this are;
 Not suitable for all type of job assessment
 Time and cost consuming
Presentation approach for selection
In this candidates are required to present managerial topics or topics what are relevant to
their job.
Strengths of this are;
 This allows knowing presentation and communication skills of the candidates
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 Exhibits subject related knowledge of candidates
Weaknesses of this are;
 Not suitable for all type of job specially those are not managerial jobs
P3 Benefits of different HRM practices for employee and employer
Practices of HRM are not only important for employee and employer. Benefits of
practices are as follows-
Performance Management
This means managing performance in the organisation. This involves linking
organisational objectives with individual objectives of the employee (Bititci, Cocca and Ates,
2016). This also involves linking all the functions and task in the organisation towards
achievement of the organisational objectives.
Benefits of Employer
 Increase productivity of the organisation
 Reduces cost, time, efforts and duplication of work in the organisation
 Clarity of work in the organisation which reduce conflicts in the organisation
Benefits to Employee
 Increase job satisfaction of the employee
 Improved performance in the organisation allows for professional development and
personal development as well
 Employee remains aware about what they are required to do
Training and Development
This is a practice which is carried out to enhance and improve skills and knowledge of
the employees (Eby and et.al., 2019). This is done so that employees can perform better and are
equipped with required knowledge and skills for the job.
Benefits of Employer
 Increased productivity of the employees which lead to increase in the profit
 Reduced mistakes and wastage of resources in the organisation
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 Better customer satisfaction
 Positive work environment at the organisation which contribute in improved overall
performance of the organisation
Benefits of Employee
 Increased and enhanced confidence which lead to better performance and decision
making
 This contributes to fair and healthy competition in the organisation contribute in
employee satisfaction
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
The handling of the different HRM practice have bene identified as the important aspect for the
development of the company. The firm will having in success the appropriate level of important
function in order to have the proper level of recruitments with selectivity and highly trained and
staff. Tesco have the major level of support in the increasing the productivity as well as the
operational efficiency in the perfect manner.
The company is trying to have the effective level of development in building the appropriate
level of relationship with process of having the selection of employee. The firm have succeeded
in the making the more level of identification in terms of skill an ability of employee in perfect
manner.
In order to have the evaluation of the different HRM practices in the terms of raising the
organizational level of profits and productivity. The process which have been selected by the
company are such as-
Recruitments and selection- this have the major level of responsibility for the hr department in
order to take up the selective level of hiring which will be succeed in the organizational to have
the ending up with the specie values. The hr dept. have the tries to add more level of specific
skill and exceptional peoples which will be successive on the adding more and more values as
the respective business tools. This pectising will helps the company to gains the competitive
level of advantages by adding more and more values as the key of competitive advantage in the
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world of technologies. This will have the proper level of mechanism by having the openness and
fairness along with objectivity of differentiated appraisal process.
Training and development- this have the statement of the company which have the make the
clear level of incensements in order to tale the appropriate level of training by keeping the vision
and mission for company. The training can be the part of the formal learning which have the
requirement of the proper level of focus in order to have the corrective measure and focussing on
the feedbacks and significant level of peer learning in perfect manner. The firm is having the
applicability of the 70% for the challenging assignments, the next 20% for development
relationship and the last 10% is learning about their formal course of training.
Performance managements system
This practice has the clear level of objectives in order to have the providing the support and the
effective commitment level by allocating the resource indifferentiable manners as per as keeping
the propriety as the important aspects. There is the need for the proper tracking in the
performance improvement aspects along with mode of orientations in which the public demand
will be perfectly enhanced. This will have the proper level of mechanism by having the openness
and fairness along with objectivity of differentiated appraisal process.
Service quality enhancements-
The company is need to have the proper level of focus of their HR policies by having the
reflection in the differential programmes with along with policies, procedure and practices. This
is helpful in encasing more level of productivity and the efficiency which is enhanced by tasking
staff more initiate in order to serve. There is the need for the proper tracking in the performance
improvement aspects along with mode of orientations in which the public demand will be
perfectly enhanced.
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making
In the company every individual has the proper level of enhancing’s t maintains the certain level
of relationship as all the worker are the human being no the machines. There is the need to have
the isolated environment in the busing organization by increasing level of motivations to be work
around the individuals. It is essential to have the providence if the healthy environments in order
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oil make the employee more level of compatibility as the single unit for achieving the
organization common goals in perfect manner.
Role of trade union
Theis have the helping in more way for negotiating the employer in way of advocating the
setter level of work on conditions compensation and job security. This turning out to be the work
becoming the easy which have the sharing among the all as the responsibilities which is the must
divided to accomplish the assigned the task with the stipulated time framing. The employee
reaction has the vernal level of dealing which is being the factor as the effecting the level of
differentiate business environment. There is training level of employee reaction which have the
clear level of dependence to be parts of health and safe in business environment along with
making the high clear involvements and proper level o commitment which is needed to be taken.
Disciplines
This is considered to be the matter of dominances for providing thw better h and sfe woeking
environments for the success of the organizations as the development of strong employee
reaction which is been required to have the high standard level of productivity and increased
level of human satisfaction in perfect manner. On the other hand, maintains the level of
employee relationship have they been the perquisite level of mechanism by having the openness
and fairness along with objectivity of differentiated appraisal process.
There is the need for the proper tracking in the performance improvement aspects along with
mode of orientations in which the public demand will be perfectly enhanced. As making the
deviance level of usage of the heathy employee relation which have the turned to be the
efficient and motivates there level of employee productise have the further dealing in order to
make the increasing the sale level. There is more level of significance to emulation the god
employee relations have helped in gaining the positive level of identity and motivational aspects
to have the handling of nay level of mis circumstance with proper level of motivations and
management is being hampered in the efficient manner.
Collective agreements
To have the enhancing the better level of employee relations the employee are tuned to
have the behaviour is accepted normed and behaviour as the result in the employee perfect level
of disciplines which can be such as the increased level of cased of absenteeism . the descriptive
change in the behaviour of employees in order to have the understanding the of slow preferences
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and givenness. On the other hand, there is the mor e level of negative impacts on the other
employee so the firm have the need to make the proper development of the safe business
environment by motivating the employee to the with fair incentives, participation in decision
making and increase in level of satisfaction.
P6 Key elements of employment legislation and its impact upon HRM decision-making
Employee legislation have bene considered as the import aspect in the organization in the
perspective of employee and employers who have the clear to provide the proper level of
protection to the employee and employee against the happing of negative practice in the working
of the organization. In the contact of the Tesco, it has bene one of the succeeding retails sectors
have the objectivity to imposes the relationship with employee. in the other, the company have
raised the issue that’s there were many levels of challenges which is been faced by the retail
sector industry. So as the form have realised that’s the there is need for the major level of
legislations in order to have all level of solving problems which can be relate to the employee
labour turnover and other conflicts in perfect manner.
Equality act: it have ben the major level of law which is need to have the major level of
protections against their discrimination on the base of tasking the age genders and other level of
business aspects. This is the discriminations have been identified as the main problems which
are feasting the major level of serious issues. If the Tesco company is the having the
discrimination o the employee have the basis of genders and have resulted in the decreasing the
image of the firm and increase the labour turnover ratio od company. So this have resulted as
there more level of implementation of the following the nukes and of the retail level of industry’s
which age made the employee g have the feeling of more level o evaluations and tun out to be
the motivating factor for the firm in order to treat the employee to reads in equal and healthy
manner.
Health and safety act: As per this acts, this have the clear level of statements, that’s there is the
need to have the pretention of employees in order to have the providence of the safety to the
respective workers at the different working environment. The employer has the preference s to
wok the Tesco have an effective and safe working environment as it makes them feel safe and
healthy. By following all guidelines of this act, Tesco can solve problems related to employees.
It can also attract wider range of skilled workforce.
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Data protection act on the other hand, this have been the effective law which is used by the firm
to provide the proper level of protections to the data of company which is hel0ful in improving
the image of company. Tesco tends to have the collection of the date for the differ customers in
order to have the analysing the different needs and perception for customer in which to have the
itself lawsuits. On the other hand, the customer tends to have the right in order to have the
finding out there the data and or the information that’s the Tesco company is having must be
safe. The company have the sue of the data in order to have the analysis the customer needs and
trends of the market. As per this law, all customers have rights to find out that which data and
information’s organizations store about them.
Employment contract act: this is the acted which is the issued by parliaments if the UK which
have introduced to have the noticeable notice to be given before dismissal, this have the creatine
level of ruel and regulation which collective level of inclusions for the TESCO company as
there is need to have the cabler description of the employee regarding the completion of the job
and what are condition in which the employee can haven dismissal form the company. The law
have state that the company doesn’t have the right to dismiss the employee with proving ant level
of caler and valid reasons otherwise the firm have to face the law suit.
P7 illustrate the application of HRM practices in work related context, by using suitable
example.
Job description
This have the major level of description which have to proper level of description of the
stabilities, skills and knowledge which is need to be accomplish in the employee. The
organization have the clear level of sleekness to hire the employee which can have the proper
level of handling the of the significant task in order to handle the business task in overact
manner. Therefore, there is the need to have the human resources to be conducted in the perfect
recruitment process by making the proper level of advertisements for the purpose of job
disruption.
Profile : HR Assistant
Company: Tesco PLC
Academic Qualification: Master in human resource management from reputation college or
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university.
Skill and attribute
 Effective and efficient level of communication skill
 Leadership style
 Depth knowledge regarding the human resource policies and procedures.
 Good interpersonal skill
 Proper negotiation skills
 Idea of training and development practices
Working Experience
 There is the proper requirement of the minimum three year experience as assistant
human resource manager or equivalent profile
Appearances
 Smart and good walking
 Better command of language
Agee between 23-36years.
CV
Professional profile:
I have four-year experience along with the abilities to handle the significant level of task with
appropriate role and reasonability which is needed to be performed by the HR assistant. I believe
that I am hardworking candidates as the individual personality who can have the proper dealing
with complex business situation. These qualities always support for me to develop growth rate of
business in global world.
Other experience
 Worked as intern in retail company in HR assistant in Sainsbury for the 1 years.
IT Skill and knowledge
 SPSS
 Digital marketing
 Excel
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 PowerPoint presentation
 Microsoft office
Personal interest
 Travelling
 Newspaper reading,
 Playing games
 Listening songs
Interview Questions
Have the verified reason to hire you?
What are significant roles and responsibilities of HR assistant?
What areas which are considered as strength and weakness of HR assistant?
How can HR manage the critical situation or condition within organization?
Job offer letter
23432 halter way
orange bally, 55242
29 May 2020
Dear johns
It is her to have the glad that’s you have they been selected for the position of the of Human
resource in Tesco organization dealing the retail sector. We have toughly gone through the detail
details about qualification, skills and knowledge. I have discussed with my manager regarding
this, I look forwards CV for next level foe the further letter of your appointment. Welcome to the
Tesco family as it is my immense requites to have the accepting of the offer letter for the
position of HRM.
As per the discussed salary in out meeting we are offering you with same along with full range
of benefits , this is my request to have the completion of level formality along acceptable to take
proper training.
Sincerely
Smith
Assistant manager
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Tesco
CONCLUSION
From the above file it can be conclude that In order to have the evaluation of the different HRM
practices in the terms of raising the organizational level of profits and productivity. The training
can be the part of the formal learning which have the requirement of the proper level of focus in
order to have the corrective measure and focussing on the feedbacks. There is more level of
significance to emulation the god employee relations have helped in gaining the positive level of
identity and motivational aspects to have the handling of nay level of mis circumstance. Tesco
company is the having the discrimination on the employee have the basis of genders and have
resulted in the decreasing the image of the firm and increase the labour turnover ratio od
company. Tesco can solve problems related to employees. It can also attract wider range of
skilled workforce. The company have the sue of the data in order to have the analysis the
customer needs and trends of the market. TESCO company as there is need to have the cabler
description of the employee regarding the completion of the job and what are condition in which
the employee can haven dismissal form the company
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REFERENCES
Books and Journals
Online
Ahmed, F., 2016. Different functions of human resource management of Nestlé Bangladesh.
Babaita, I.S., 2018. Impact of information technology on human resource management
procurement functions.
Bititci, U., Cocca, P. and Ates, A., 2016. Impact of visual performance management systems on
the performance management practices of organisations. International Journal of
Production Research. 54(6). pp.1571-1593.
Eby, L.T and et.al., 2019. Mindfulness-based training interventions for employees: A qualitative
review of the literature. Human Resource Management Review. 29(2). pp.156-178.
Lee, J.Y. and Kim, T., 2018. Human resource development in balance: revisiting the purpose of
HRD and ethical perspectives. International Journal of Human Resources Development
and Management. 18(3-4), pp.198-216.
Oke, L., 2016. Human resources management. International Journal of Humanities and Cultural
Studies (IJHCS) ISSN 2356-5926. 1(4), pp.376-387.
Rozario, S.D., Venkatraman, S. and Abbas, A., 2019. Challenges in Recruitment and Selection
Process: An Empirical Study. Challenges. 10(2). p.35.
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