Human Resource Management: Approaches and Practices at Tesco

This report explores the different approaches and practices of Human Resource Management at Tesco, including workforce planning, performance management, recruitment and selection, and more. It discusses the strengths and weaknesses of different recruitment and selection approaches, as well as the impact of HRM practices on overall business objectives. The report also highlights the importance of employee relations and employment legislation in meeting predetermined objectives.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
1. Overview of company..............................................................................................................3
2. Explanation the purpose of HR function that help to attain overall business objectives.........3
3. Strengths as well as weaknesses of different recruitment and selection approaches...............4
4. Approach associated with workforce planning and performance management systems.........7
5. Different methods of HR practices..........................................................................................8
PART 2............................................................................................................................................9
1. Design job specification .........................................................................................................9
2. Design documentation for interviews, selection criteria/score sheet.....................................10
3. Template of job offer.............................................................................................................11
4. Evaluation rationale for conducting systematic HR practices...............................................11
5. Approach for effectiveness employee relations as well as employee engagement...............12
6. Evaluation key aspects which are related to employment legislation....................................12
7. Critical evaluate significance of employee relations and employment legislation in order to
meet predetermined objectives..................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
In competitive environment it is vital for the organisation to examine the policies of
government and manage the working culture by adhering the employment legislation. This
involves the existence of Human resource management that encompasses practices like
conducting recruitment cycle, orientation of new aspirants as well as run training and
development programme (Askenazy and Forth, 2016). Existence of such department assist the
organisation to maximise the chances of return on investment by encouraging the personnel to
put forward best possible efforts. To better define the topic Tesco company has been selected
which is the retailing company whose headquarter is in UK. The multinational grocery company
effectively cater the diverse needs of local residence by provide them wide umbrella of necessity
item, electronics, books, grocery items, furniture and so on. This report cover topics like the
purpose as well as scope of HRM in order to resource the significant amount of talent as well as
skills to cater the business objective. Display the effectiveness of key elements of HRM within
an organisation. Focus on internal as well as external factors that can affect the decision making
process of HRM are covered in the report.
PART 1
1. Overview of company
Tesco is the public limited company that have wide and lengthy chains of retail store all
over the globe. It was founded in 1919 and is considered as one of the topmost companies that
have suitably manages the huge customer base. The purpose as well as core objective of an
organisation is to maintain its renowned position and become the market leader by overpowering
the existence of competitors. For this the mission of company is to offer the value to customers
by catering their existing and emerging requirement on the constant basis.
2. Explanation the purpose of HR function that help to attain overall business objectives.
Human resource functions is the essential part of the organisation that is concerned in
better managing the workforce to attain the collective targets. Explanation of the function in
context to Tesco company are defined below:
Create suitable programme and orientation session: Tesco offers suitable working
culture as well as environment to its employees so that they remain satisfied and acquire new
skills and knowledge to adjust in the changing environment of company. The internal manager

focuses to involve the programme like performance appraisal that leads to personal growth and
development (Belizón, Morley and Gunnigle, 2016). Along with that availability of medical
facilities, pension during the time of retirement as well as health and safety insurance derive the
feeling of job security. This further is considered as an effective technique in terms to retain the
potential workforce as well as attract new ones effectively.
Training and development: The purpose of company to focus on this function is to
enhance the engagement of employees and promote the quality of work. Within Tesco company
training and developing session helps to maintain the balance in workforce planning as it
produce the productive and consistent result. Further, the supervision and guidance of employer
helps to enhance the performance in terms to successfully attain the target of company.
Performance appraisal: This is again the essential function of HRM that help to manage
the workforce planning and resourcing due to personal growth and development opportunity.
With respected company it is one of the essential roles of HR department is to evalaute the
current and existing performance of staff. Based on this constructive feedback is given to focus
on the specific areas where improvement can be made in order to attain the overall target by
making the optimum use of available resources. Such positive reinforcement exercises assist the
employee to gain the advantage of monetary and non monetary benefits in form of appraisal,
promotion, incentives, salary hike, recognition etc.
Therefore, human resource management enable out the actions that is used to ensure the
efficiency of staff by using adequate amount of human talent in order to accomplish the
organisational success. The HRM functions possibly help to bridge the gap between the current
and actual standards of company by focusing to enrich the abilities of employees (Curado,
2018). It include indulging into training activities that help existing as well as new employee to
gain suitable abilities or skill in terms to deal with the challenging situation and attain
organisational objective. Along with that performance appraisal programme maintain the interest
of potential staff became their growth in monetary and non monetary terms is associated with the
objective of company.
3. Strengths as well as weaknesses of different recruitment and selection approaches
Recruitment: It is the positive process conducted by HR department to encourage the
desirable candidate to apply for the vacant position. Tesco company immense focuses to choose

the viable platform based on which company can spread awareness and conduct the hiring
process accordingly. Two methods of recruitment are discussed below:
Internal recruitment: Within this method the vacant post is filled by the internal
representatives of Tesco itself. It involve activities like promoting the experienced as well
qualified personnel to higher position or transfer them from one location or department to other.
Advantage Disadvantage
Internal recruitment offers the platform to staff
where they can grow and build successful
career.
High dependence on this method can restrict
the performance as well as scope of company.
Here the manager based on the performance
graph of staff takes decision which does not
involve any additional expenditure to perform
recruitment cycle.
Ignore the participation of fresh blood that can
perhaps give new shape to company in terms to
develop and wipe out competitive pressure.
Selection: Unlike recruitment it is considered as negative approach because the company
carry out various evaluation rounds. Due to which most of the applicants are weed out and only
few aspirant gets the opportunity to become the part of prevailing company. The HR of Tesco
company make significant effort to hire the right candidate for the vacant post in order enhance
the overall profitability of company. Thus, the strength and weakness of the various selection
methods are defined below:
Aptitude test: This is considered as the standardise method based on which score is given
to the candidate on the basis of their technical, mechanical, verbal as well as numerical ability.
This method assist test to select the quality candidate amongst the pool who are can become the
part of other rounds.
Advantage Disadvantage
This selection approach assist to reach at
unbiased and reliable result.
This method is not self reliant to select the
right candidate for specific job profile.

Interview method: It is one of the most significant selection methods where the
discussion takes place between the interviewer and interviewee. It is used to ascertain whether an
interviewee have the adequate knowledge and understand to perform the concern responsibilities.
Advantage Disadvantage
This method comprises of deeper validity in
terms to take the decision of final selection for
the particular job profile.
The unstructured as well as unplanned
interview can affect the final result because
here the interviewer fails to generate the sound
information.
Strengths and weaknesses of different approaches to recruitment and selection
Recruitment: The internal and external source to promote the job advert helps to
maintain the effective workforce planning. It include the approaches like placing notice on
company's notice board, post vacancy on the website as well as job portals. The strength of
internal advertisement and employee referral is to build strong networks between the employee
and employee and generate the feeling of job security (Huczynski, 2012). Excess dependency
can cause the causal behaviour of internal staff. Further, external recruitment enhances the
capacity by offering opportunity to new member. On contrary, Tesco needs to make huge
expenditure on the basis of time, energy as well as cost.
Selection: To choose the best applicant HR manager needs to conduct various rounds
such as online screening, personality profiling, interview round etc. The strength of this method
is that it give the right candidate to company who is flexible in terms to adopt Tesco's culture.
Moreover, the negligence of the HR can affect the essential information and impact of whole
process (Jouda, Ahmad and Dahleez, 2016).
On the basis of critical evaluation, Recruitment process help to attract the desirable pool
of candidates to apply for the specific job profile. It comprises of internal method that is used to
enhance the retention rate of existing member by giving value to their knowledge. But on other
side it somewhere limits the diversity and creativity of company which is not a problem in case
of external recruitment method because it involve the job advert that promote the entry of fresh
talent. Although it is time taking approach so the HR manager need to effectively preplan it.
Similarly, there are wide methods of selection such as conducting aptitude test, group discussion
and interview round. Amongst them interview is largely opt method that help to evolve the wide

information which is used to match the person's ability with vacant profile. But even after
making significant effort this method does not guarantee the result.
4. Approach associated with workforce planning and performance management systems.
Human resource managers in all the business entities such as Tesco use different types of
HRM practices for managing workforce properly. All of them provide benefits to employees as
well as employers. Description of some of them is as follows:
Workforce planning: It refer to the process under which company align its actual
preferences and need by satisfying the legal and production requirement (Quinlan and et. al.,
2019). The managers of Tesco company conduct the workforce planing programme in order to
support the existing as well as future business plans of the firm. It involve the forecasting
activities based on which respected company can utilises the resources in order to sustain its
competitive position.
Training and development: All the HR managers in Tesco make sure that newly
appointed staff members get proper training so that they can work productively. On the other
hand, they also try to develop existing employees by providing them development opportunities
such as promotions or job rotation (Nwachukwu and Chladková, 2017). With the help of this
HRM practice employers get benefited because it results in higher productivity of workforce.
Main benefits of it to the employees is that with the help of proper training and development
their skills and quality of performing job will be increased that can provide them job security.
Performance management and reward system: It is a HRM practice which is
concerned with the process of organising and designing a workplace to optimise worker
performance and safety. In Tesco HR mangers make sure that they establish growth and
development opportunity for all its workers. It is advantageous for employees because a
workplace with no uncertainties will motivate them to perform better and put full efforts to reach
their career goals. Its benefit for employer is that if a good environment for staff will be
established then their work quality will be increased and it may also result in higher retention
level of them within the enterprise.
One of the best example of HRM practices in companies is Diageo which is a drink
company. When its CEO stepped back from the position then effective management practices
have used by managers which has helped the enterprise to build strong leadership team. It has

also facilitated the entity to remain in the greatest companies of UK (Best HRM practices in
Diaego, 2020).
5. Different methods of HR practices
Most of the business entities have a main goals of higher profits and profitability and for
the purpose of attaining them human resource managers use HRM practices. Some of them
which are used in Tesco to achieve these objectives are discussed below:
Flexible organisation: It it a HRM practice which is used by managers for the purpose
of providing numerical, structural and functional flexibility to the staff members so that they can
work productively. It is used by Tesco to provide flexible working hours to the staff members
and allow the to work in flexible shifts. It results in increased productivity of them which is
beneficial for organisation to improve its profits. When work quality of workforce gets increased
then it facilitate the entity to generate higher revenues and meet long term business goals.
Performance and reward: According to this HRM practice all the entities should
provide rewards to the staff members on the basis of their performance so that they could be
motivated to contribute in attainment of organisational goals (Oppel, Winter and Schreyögg,
2017). It is focused by managers in Tesco for the purpose of achieving long term objectives such
as higher productivity and profitability. It is advantageous for the employees because their good
performance can help them to acquire monetary as well as non monetary benefits such as
incentives, bonus, promotion etc. It will help to improve their productivity which may result in
higher profits of the entity.
Both the above described HRM practices help Tesco to raise productivity and
profitability because focus upon them results in higher employee engagement which is beneficial
for the entity to achieve objective of increased profitability and productivity.
Assess different methods used in HRM practices
There are various types of the HRM practices such as training and development, Job and
workplace design, flexible organisation, performance and reward who collectively participate to
enhance the existing probability and productivity of company. Tesco being one of the most
successful companies implement training and development programme where the manager and
expert conduct various conference in terms to develop the interpersonal and communication skill
of employees. This help to improve the footfall of each and every store (Para-González, Jiménez-
Jiménez and Martínez-Lorente, 2016). Along with that evaluation of performance and reward

system which is the part of positive reinforcement is again essential HRM practices. For
instance, the manager of selected company set the targets for the employees and whosoever
achieves it within certain time limit gets reward in form of incentives (Swarbrooke and Page,
2012).
Critically evaluate HRM practices and application within an organisational context
HRM practices are the base of an organisation which needs to be focused by manger in
terms to enrich the performance of overall staff. Lack of certain practices like significant design
of workplace and job can affect the position of Tesco due to high turnover rate. Thus, both the
employee and employers needs to feel like they are working under the safe environment. This
can motivate them to maximize the effort and attain target (Pavlov and et.al., 2017).
PART 2
1. Design job specification
Person Specification
Position: HR manager
Functional unit: HR department
Reporting to: Administration Manager
Attributes Essential Desirable
Qualification & Experience The applicant must completed
the post graduation degree
from a well known approved
university with approx 65%
marks. The candidates must
have at least 1 year of
experience in HR.
The Candidates who has post
graduation within
management organisation and
having 1 year employed
experience from a well known
industry would be more
desirable.
Skills or Knowledge The individual must have
communication skills as well
as well spoken skills so that
they can communicate with
client effectively and can also
The candidates must have a
managing ability in different
tasks with higher potentiality.
They also must have good IT
and written skills which is

conduct better strategies
(Trappmann, 2017) .
necessary to maintain the
various operation departments.
2. Design documentation for interviews, selection criteria/score sheet
Q 1) What is the role of HR manager?
Q 2) How can you implement different strategies in departments?
Q 3) How can you improve recruitment process in an organisation?
Q 4) Tell me about your skills that can enhance our organisation growth?
Q 5) Which vision and mission you would prefer for improvement in business ?
JOB DESCRIPTION
Organisation: Tesco
Designation: - HR manager
Job Address: west side street, London
Job summary
The organisation require a candidate for the post of HR who can manage all operation
department effectively and are also able to handle desk work in some situation.
Role: -
To maintain employee work records.
Renewing and updating policies in company.
To conduct different activities that help the organisation.
Job Advertisement
Customer Relationship department
the Applications are invited for the HR administrator. For this ,candidates must have skills to
deal with the customers and employees.
Service Manager
Eligible candidates must have following skills to apply-

Must completed post graduation from authorised university.
Must have 1 year of experience.
Good communication and written skills.
Time-scales
Inviting applications from candidates 25 - 28 January, 2019
Short listing of applications 7- 9 February, 2019
Interview date 15-18 February, 2019
Selection criteria
 Establishment of teamwork skills to modify proper skilfulness and assigned
development of low level of quality and effective unit interaction.
 Communication and time management skills in operations departments.
 Accomplishment of economic process by communicating externally and internally
clients through their personal skills.
3. Template of job offer
Job offer letter
20th February 2019
Peter Jones
Tesco
Dear Peter Jones
We have impressed from your skills and background and offers you to join the post of
HR manager on 20th February 2019. So please join us on the date. Please carry your official
documents along with you.
We are excited to meet you.
Best regards,
Olivia Smith

4. Evaluation rationale for conducting systematic HR practices
Within Tesco company the practices of HR was conducted with the objective to provide unique
solution to address the issue of business like employment engagement and conflict management. This
leads to better employment engagement that raises the overall profitability and productivity of company.
Along with that application of employment legislation maintain the interest of employees in order to gain
long term competitive advantage (Karatepe, 2013).
5. Approach for effectiveness employee relations as well as employee engagement
The internal conflicts and grievances may result in poor performance of enterprise. For
this purpose, business entities such as Tesco uses various approaches of employee relations
which are influencing their decisions as well as benefiting them become employer of choice.
Description of some of them is as follows:
Skills oriented job approach: By using this approach human resource managers allocate
jobs to the employees on the basis of their skills and capabilities so that they can put their best
efforts to accomplish them successfully. With the help of it management try to increase
employee engagement and productivity of workforce (Bowen, 2013). It is a highly effective
approach for establishing good relationship with staff because its effectiveness could be
determined with the mind set of managers that they equip employees in such jobs that are
suitable to their skills. It is beneficial for Tesco to become the employer of choice as all the
individuals out there want to work in such entities where they can perform tasks according to
their capabilities.
Human relations approach: This approach states that staff members should be treated
as essential financial instruments for an organisation so that good relations with them could be
established. This approach is used by HR managers of Tesco for the purpose of establishing good
relations with staff for the purpose of improving their performance as it helps the entity to alter it
market image. With the help of it ultimate needs of staff are also fulfilled because it motivates
the top level executives to establish good relations with employees. Its effectiveness could be
evaluated by analysing efforts of employees. When they will be treated like a valuable asset of
the entity then it can motivate them to contribute in the organisational goals (Rawashdeh, 2018).
It is also beneficial for Tesco because this approach can also help it to become employer of
choice because when employees are treated properly by an entity then they tends to work for it
for a long period in future.

Both the above described approaches are used by Tesco to become employer of choice
and accomplish all the business goals such as higher productivity, profits and engaged
employees.
6. Evaluation key aspects which are related to employment legislation
Employment legislation comprises of the necessary laws and activities which are
designed by the local authorities and is necessary to adhere by the company (Sturdy, Wylie and
Wright, 2013). Explanation of certain legislation that positively impact the decision making of
Tesco company are discussed below:
National minimum wage act, 1998: As per this act it is necessary for all the
organisation that they need to maintain the minimum wage rate. The purpose of this employment
legislation is to maintain the interest of employee or worker so that they does not get exploited.
Here the amount of remuneration is decided on the basis of age as well as working hour. People
who are of 25 years and more than that needs to get 7.83 pound per hour. Similarly, individuals
who under the age group of 21 to 24 and 18 to 20 are required to get the minimum wages of 7.38
as well as 5.90 pound per hour respectively. This act impact the decision making process of
Tesco company because the managers are required to have to allocate the work and makes the
decision of wages based on the set criteria (National Minimum wage act, 1998, 2016). Thus,
negligence of this act can affect the performance of company due to the intervention of trade
union as well as government.
Employment relations act 1999: This act give importance to the affirmative relation
which needs to be shared between the employer and employee within workplace. Good relation
helps in better performance of activities by effectively engaging the employees to carry out
operations in favourable manner. In context to Tesco company should focuses on the
employment relation as it help to make the better decision in terms to adopt the significant
changes and maintain supreme position of firm. On contract, lack of communication and
transparency does not sustain the reliable relation due to which absenteeism and high turnover
rate takes place (Sundiman, 2017). Thus, the HR manager needs to make the significant decision
in terms to promote the right culture.
Human rights act, 1998: This act state that the all the employees of an organisation
needs to be treated with same dignity and trust irrespective of their religion, caste or colour. This
affect the decision making of firm because if the company lacks to manage the workforce

equally then they can set the performance indicator or criteria. This generate the satisfaction
amongst employees that they are considered or promoted to higher level based on the
performance (Cogin, 2012).
7. Critical evaluate significance of employee relations and employment legislation in order to meet
predetermined objectives
Organisations can execute all the operational activities properly if the management and
employees share good relations with each others. The manager of Tesco focuses on the human
relation approach under which adequate relations helps in building the competitive team which is
used to take necessary decision in terms to adopt the changes. Sound communication and
transparent relation enhances the contribution of workforce due to which manager can formulate
viable decision for successful functioning (Sanders and Lin, 2016). Similarly, implementation of
employment legislation help to maintain the trust of workforce for company because they get fair
remunerate and health working conditions. Due to which the manager analyse the internal and
external environment and makes significant decision which are accompanied by the personnel
effectively.
Employment relation justify the functioning of an organisation as it influences the overall
decision making process. If the employer of Tesco does not share viable relation with employees
then they will remain reluctant in term,s to enhances their skill by acquiring new working
pattern. So better employee relation assist the firm to enhance the productivity by managing
sound relation with employees (Zeuch, 2016). Moreover, HRM practices too impact the decision
making round and needs to adopted according to the situation or business environment. Like, if
Tesco company is facing issues related to the absenteeism rate then they can offer the flexible
working environment to employees in order to retain their interest and leads to organisational
success.
CONCLUSION
From the above report it has been determined that human resource management is the
effective integral part of business that focuses to enhance the performance of employees in terms
to attain the particular objective. The significant purpose as well as scope of company is to attain
the growth by hiring desirable personnel and accomplish the objective of firm. Certain activities
like motivation, training as well well development programme leads to the job satisfaction and
help to flourish the performance of business. There are various recruitment as well as selection

approaches that help carry forward the performance of suitable candidate and weed out
unsuitable ones. Moreover, effective relations needs to be shared between the employer and
employee which enhanced the chances of productivity. Further, application of employment
legislation assist the company to maintain the employee relation and gain sustainable
development.

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