HRM Report: Tesco Employee Relations, Recruitment, and Legislation

This report provides an analysis of Human Resource Management (HRM) practices within Tesco, a multinational retail organization. It examines the purpose of the HR function, its key roles, and responsibilities, including staffing needs, employment hiring, and performance management. The report assesses Tesco's approach to workforce planning, recruitment and selection, training and development, performance management, and reward systems, considering both internal and external recruitment strategies. It also evaluates various methods for HR practices such as maintaining a safe and healthy workplace, implementing a fair evaluation system, and utilizing 360-degree performance feedback. Furthermore, the report includes a job description and person specification for a Marketing Manager position at Tesco, along with a sample job offer letter. The analysis extends to employee relations and the impact of employment legislation on HRM practices within the organization.

Unit 3 - Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
PART 1............................................................................................................................................1
A..................................................................................................................................................1
B...................................................................................................................................................2
C...................................................................................................................................................2
D..................................................................................................................................................5
PART 2............................................................................................................................................6
A..................................................................................................................................................6
B...................................................................................................................................................8
C...................................................................................................................................................8
D..................................................................................................................................................8
E...................................................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management can be describe as the business function that is responsible for
successfully managing employees of the organisation. This is consider to be crucial part of
business as it will lead to effectiveness and efficiency of the company (Kehoe and Han, 2020).
This report is based on Tesco company. This report purpose of HR function along with its key
role and responsibilities. Approaches of workforce planning, recruitment and selection, training
and development has been determined. Different methods of HR practices has been analysed.
Apart from this, it includes job description, person specification. This report includes evaluation
of how employee relations and employment legislation.
MAIN BODY
PART 1
A.
Chosen company for this report is Tesco. Tesco is one of the well known British
multinational organisation. This is a public limited company and it is dealing in retail sector.
Founder of Tesco company was Jack Cohen and it was developed in year 1919 (Coron, 2021).
Products and services of this organisation includes supermarket, hypermarket, superstore and
convenience shop. Head office of Welwyn Garden City, Hertforshire, England, UK.
 Mission statement – To become the most valued business by effectively and efficiently
serving customers, communities as well as shareholders.
 Purpose – Purpose of Tesco company is to server shopper better every day and be the
champion for customers.
 Core objective – The core objective of Tesco company to the become or stay the leading
retail supermarket as well as provide good quality products and services to customers.
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B.
Human resources allude as the strategy of managing and executing various exercises for
hiring and managing performance of workers. It is critical for selecting right and fit workers just
as spot them on right work so that all elements of business can be effectively performed.
Purpose of HR functions –
 Meeting with staffing need – HRM rehearses complete by separate organization is
directing business exercises determined to address staff issue. It is essential for separate
association to foster successful workforce plan which will help in finding and hiring right
representative for leading business task.
 Employment hiring and selecting – It is allude as the capacity of Human asset
management that incorporates finding and selecting the most reasonable and successful
possibility for Tesco organization (Andersén, 2021). There are sources through which
separate organization can enlist right contender to effectively perform business task.
 Performance management – It is significant capacity for particular organization as it help
in recognizing the real performance of workers. Through performance management
Tesco organization will actually want to decide the commitment of every representatives
towards the achievement of business objectives and objective.
Key role and responsibilities of HR –
 Maintaining records of employees – Keeping up with HR records is commanded by law.
These records assist businesses with distinguishing ability holes to assist with the hiring
interaction and to examine segment information and follow guidelines (Cafferkey and
et.al., 2020). They additionally contain individual subtleties and crisis contacts for every
worker.
 Compensation – Fair and reasonable compensation is a key Human Resource
Management role. The two agreements should be overseen. Compensation that is seen as
reasonable will inspire workers to put forth a valiant effort and to remain with the
organization.
C.
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 Workforce planning – Workforce Planning is the way toward investigating, anticipating,
and arranging workforce natural market, reviewing openings, and choosing target
capacity the load up mediations to ensure that an affiliation has the lucky people with the
right capacities in the ideal spots at the ideal opportunity to fulfill its order and key
objectives. Tesco company can consider strategic planning as the approach for workforce
planning. This will assist in determining the needs and requirements of the business for
managing employees in significant manner.
 Recruitment and selection – Recruitment refer as technique of hiring and tracking down
the right possibility for performing business task (Cafferkey and et.al., 2020). This is
considered as a positive interaction to look for the possible representative and impacting
them to apply for the in particular organization. This can be characterized as the way
toward picking the most skilled and right worker structure the pool of applicants.
Selection is viewed as regrettable interaction as in this up-and-comer who are no
appropriate for Tesco organization will get disposed of at each stage. Internal and
external can be consider as effective approach of recruitment and selection. This is
essential for maintaining right set of employees in order to perform business practices in
significant manner.
 Development and training – Training and growth can be portrays the formal, advancing
exercises that are made inside relationship to chip away at the performance and smugness
of their agents through a combination of educational procedures and undertakings.
Training and advancement implies enlightening activities inside an association made to
work on the data and capacities of laborers while giving information and direction on the
most ideal approach to all the more promptly perform clear responsibilities. There are
different approaches of training and development which could be consider by
organisation in order to enhance skills and capabilities of employees. Training and
development approaches includes on the job training as well as off the job training.
Through this respective organisation will be able to manage employees skills as well as
develop new skills as per the needs and requirements of business.
 Performance management – Performance management is a corporate organization gadget
that helps bosses with checking and evaluate delegates' work. Performance management
will likely set up an environment where people can proceed too as could be required to
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make the best work most capably and effectively. Performance the board instruments
help people with proceeding too as could be relied upon to convey the best work most
gainfully and sufficiently. Performance management is the consistent collaboration of
further developing performance by setting individual and gathering goals which are
acclimated to the essential destinations of the association, arranging performance to
achieve the targets, reviewing and assessing progress, and fostering the information,
abilities, and capacities of people. Since execution management is a collaboration that
intends to change solitary goals to bundle and legitimate destinations, it is an essential
and formal cycle. This suggests that key individual vocation decisions, as rewards,
progressions, and dismissals are totally associated with this cycle.
 Rewards system – Reward systems refer as to programs set up by an association to
reward performance and convince employees on individual and also pack levels. They
are ordinarily seen as disconnected from pay anyway may be cash related in nature or
regardless have a cost for the association. Result-oriented approach is an essential and
straight-forward thought, wherein affiliation rate agents dependent on specialist execution
results. The fundamental kind of result approach is the Balanced Scorecard technique. In
this approach, laborers are surveyed reliant upon target rules. The consideration isn't on
input anyway yield, both to the extent quality and sum. This approach is fitting when
there are various approaches to accomplish the work (Andersén, 2021). The eventual
outcome is basic, not how it has been done. Delegate acknowledgment is an inside and
out facilitated certification to an individual or gathering which worships their work or
direct. Whether or not they have performed outstandingly or helped with achieving one of
the affiliation's targets, they will have clearly blown away normal suppositions. Delegate
grant and acknowledgment has been shown to chip away at various leveled
characteristics, further develop coordinated efforts, increase buyer steadfastness and
convince certain practices among people from staff. Other than typical compensation, a
good arrangement for assistance is probably the quickest approach to your laborers' hearts
and is an astonishing strategy to compensate them for the time and energy they put into
your association. By offering a combination of advantages like medical care, retirement,
venture organizing, and so on, you should have the alternative to keep a more noteworthy
measure of your top capacity around for additional.
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D.
There are different practices of Human resource which needs to be performed in effective
and significant manner. it is essential for Tesco company to carry out human resources activities
in better and accurate manner with the motive of increasing business performance as well as able
to meet desired goals of organisation. Human resources management, the way toward choosing
and enrolling staff, must be given the HR works on, going about as the way in to the
accomplishment of every association. Different methods that could be consider for HR practices
of Tesco company is mention below –
 Safe and healthy workplace – It is crucial for organisation to maintain safe and healthy
workplace in order to successfully performing human resources activities. Making a safe,
healthy and glad working environment guarantees that representatives feel comfortable
and stay with the association for seemingly forever. Capture employees considerations
through surveys or reviews. Safe and healthy workplace is helpful for motivating
employees to carry out business activities effectively and efficiently.
 Fair evaluation system –It is important that Tesco company is correctly and fairly
evaluating the performance of employees in order to identify actual productivity of each
and every employees. Foster an assessment framework that plainly interfaces singular
execution to corporate business objectives and needs. Every representative ought to have
obvious announcing connections (Pariona‐Cabrera, Cavanagh and Bartram, 2020). Self-
rating ought to be a piece of the assessment cycle as it enables workers. Assessment
becomes more pleasant in case it depends on accomplishments of the representative,
followed throughout the year.
 360 degree performance management feedback – This structure, which solicitations
contribution from seniors, friends, and subordinates, has been dynamically embraced as
the best available procedure for social occasion execution analysis. Every person in the
gathering is at risk for giving critical, positive and helpful info. This is consider as one of
the most effective method of evaluating employees performance. Through 360 degree
feedback, respective company that is Tesco will be able to measure actual performance of
employees by considering the feedback of senior person, manager, customers, co
workers, juniors and so on. This will assist in determining actual performance of Tesco
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company. Through this HR practices such as training and development, performance
management, rewarding , compensation and so on could be performed significantly.
PART 2
A.
Job description of Marketing Manager
Job description
Tesco company is seeking for an innovative and creative marketing manager who have ability to
carry out business practices as well as promote our brand and services in market area. An
outstanding marketing manager will need to have extensive knowledge of marketing strategies
and capability to lead business.
Marketing Manager responsibilities
 Evaluating marketing and pricing strategies of business
 Identify new and creative marketing trends
 Generating new business leads
 Developing and implementing effective marketing strategies
Marketing Manager Qualification
 Bachelor’s degree in Marketing
 Masters in Marketing Management
 At least two years of experience in Marketing field
 Effective communication and leadership skills
A person specification for the same role.
Marketing Manager person specification
Company name – Tesco
Location – UK
Job profile – Marketing Manager
Education and experiences
 Masters in Marketing Management
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 Bachelors in business Administration
 At least 2 years of experience in Marketing field
Skills and competencies
 Effective communication
 Leadership skills
 Digital skills
A job offer letter for the selected candidate.
Offer letter
Date – 19 July 2021
Dear candidate
We are pleased to inform you that you have been selected for the position of Marketing Manager
in Tesco company. Your capabilities and skills is accurate for conducting marketing manager job
role in significant manner. Your major roles and responsibilities will be –
 Evaluating marketing and pricing strategies of business
 Identify new and creative marketing trends
 Generating new business leads
 Developing and implementing effective marketing strategies
Your reporting will be to senior marketing manager. Your working hours will start from 9.30
AM to 6 PM.
We are delighted to send you this offer to be approved and signed from you in order to start the
job from 1st August 2021.
We look forward to join our company in order to work with you.
Sincerely
Human Resource Manager
B.
There are different steps that are includes for conducting appropriate HR practices. This is
mention below in detail –
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 Designing appropriate job description and job specification for organisation
 Screening and selection of CVs
 Documentation of preparatory notes for interviews and determining selection criteria
 Developing job offer to the selected candidates
C.
It is very important that Tesco company have effectiveness of employee relations and
employee engagement in order to carry out business practices in effective manner (Andersén,
2021). Strong and effective employee relations are significant for performing organisational task
correctly as well as reducing different issues and problems. Flexible organisation and flexible
working practices as well as employer choice is crucial for smooth functioning of business. This
will asst in developing strong relationship with employees as well as motivating them to carry
out business task successfully.
D.
Employment legislations are identified with the privileges of staff individuals which
manage connection with employers. In an association human asset division is liable for execution
of employment law inside business approaches for leading by and large activities in right way.
Equality act – as indicated by this act it is obligation of employers to give equivalent freedoms to
every single representative working in their association (Pariona‐Cabrera, Cavanagh and
Bartram, 2020). Accordingly, Human Resource Manager of Marks and Spencer should need to
carry out equality approaches inside their employment structure which bring about forbidding
discrimination based on disability, age, gender just as a few different factors. Despite the fact
that give employment openings through execution of equality act. based on singular experience
and capability.
E.
Employee relations and employment legislation will lead to have major impact on decision
making as well as meeting organisational goals. Employment legislations will help Human
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resources team to take right and accurate decisions. High and strong relationship between
employees will assist in motivating employees and carry out task more effectively. Through this
company can attain business objectives.
CONCLUSION
From the above report it can be concluded that human resource management is one of the
crucial part of business in order to carry out its activities in effective and efficient manner. There
are several activities of human resource management such as recruiting, selecting, training,
compensation and many more. Workforce planning is crucial part of business in order to meet
long term objectives. Clear and fair evaluation system can be consider as effective method that
could be used for HR practices.
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REFERENCES
Books and Journals
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resource management perspective for collaborative robotics implementation and adoption.
In Proceedings of the 53rd Hawaii International Conference on System Sciences.
Aburumman, O. and et.al , 2020. The impact of human resource management practices and
career satisfaction on employee’s turnover intention. Management Science Letters, 10(3),
pp.641-652.
Karman, A., 2020. Understanding sustainable human resource management–organizational value
linkages: The strength of the SHRM system. Human Systems Management, 39(1), pp.51-68.
Shaw, J.D., 2021. The resource-based view and its use in strategic human resource management
research: The elegant and inglorious. Journal of Management, p.0149206321993543.
Salas‐Vallina, A., Alegre, J. and López‐Cabrales, Á., 2021. The challenge of increasing
employees' well‐being and performance: How human resource management practices and
engaging leadership work together toward reaching this goal. Human Resource
Management, 60(3), pp.333-347.
Oluwatayo, A.A. and Adetoro, O., 2020. Influence of employee attributes, work context and
human resource management practices on employee job engagement. Global Journal of Flexible
Systems Management, 21(4), pp.295-308.
Kaufman, B.E., 2020. The real problem: The deadly combination of psychologisation, scientism,
and normative promotionalism takes strategic human resource management down a 30‐year dead
end. Human Resource Management Journal, 30(1), pp.49-72.
Úbeda-García, M., and et.al., 2021. Corporate social responsibility and firm performance in the
hotel industry. The mediating role of green human resource management and environmental
outcomes. Journal of Business Research, 123, pp.57-69.
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