Unit 3- Human Resource Management

Unit 3

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
1. Overview.................................................................................................................................1
2. Purpose along with roles and responsibilities of HR function................................................1
3. Assessment of workforce planning, recruitment & selection, development & training along
with performance management & reward system.......................................................................3
Task 2...............................................................................................................................................4
Job specification..........................................................................................................................4
Preparatory notes for interviews.................................................................................................5
Score sheet..................................................................................................................................6
Offer letter...................................................................................................................................7
Rationale of carrying out HR practices.......................................................................................8
Effectiveness of employee engagement and relations................................................................9
Key aspects of employment legislation and their impact on decision making.........................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management refers to a function which is carried out within an
organisation and focus on recruitment, management and rendering effectual guidelines to
workforce within a company. Basically, it is an approach for managing people along with work
culture. Tesco is a British multinational organisation which furnishes services in retail sector, it
is headquartered in Welwyn Garden City, England, United Kingdom with their presence in
multiple countries with around 6,569 stores. This report is based on introduction to organisation,
purpose and roles of HR along with this workforce planning, development & training,
recruitment & selection, performance management and reward system. Apart from this, various
methods with respect to HR practices are included. Moreover, job specification, preparatory
notes score sheet and job offer letter is provided. Furthermore, employee relation and
employment legislations are evaluated along with their effectiveness. Key aspects associated
with employment legislation and employees relations are evaluated.
Task 1
1. Overview
Tesco is a MNC which renders their operations in general merchandise and groceries.
They furnish their services across Europe and Asia along with this they are market leader in UK
with around 28.4% market share. By taking into consideration gross revenue, they are the third
largest retailer across world. This organisation is founded by Jack Cohen in 1919 and render
services as a hypermarket, superstore, supermarket and convenience shop. Tesco has been listed
as a constituent of FTSE 100 Index and in London Stock Exchange. They have around 4,60,000
number of employees with around £57,491 million revenue. Tesco gains advantage of
diversification with respect to internet services, books & electronics, telecom, toys and software.
Their mission is to deliver value to team members, energy customers and communities. Along
with this there purpose is to maintain ethical standards and pride by maintaining their
commitment towards stakeholders, shareholders and each others.
2. Purpose along with roles and responsibilities of HR function.
HRM comprises of formative practices which are needed for alignment of organisational
goals. The basic purpose is to make sure that individuals are aligned with respect to
organisational objectives and goals. It is essential for HR managers to have atomistic orientation
1

idea so that HRM policies can be effectually met with reference to essential objectives. It is
essential to make sure that HRM practices are incorporated by making use of strategic approach
for effectual usage of people and resources so that Tesco can acquire effective ROI with respect
to money which have been invested by them. HRM acts like a key resource with in
developmental purpose for managing needs of workforce so that they can be managed and
retained in specific way. Major purpose of organisation comprises of effectual coordination in
between organisation workforce through which objectives and employee’s satisfaction can be
attained. HR manager operate their roles in such a way that overall efficiency can be improvised.
Internal employee's engagement: HRM department carry out their operations in
effectual manner to enhance employee’s performance by which working efficiency can be
enhanced. HR managers within Tesco carry out their roles and responsibilities with respect to
formative strategies by which employees can be retained for longer time interval with
improvisation in performance levels.
Cultural Sensitivity: It is one of the crucial factor which must be taken into
consideration by HR manager to make sure that effectual cultural awareness is adopted within
organisational structure. It will assist employees to response in an effectual way. Within Tesco,
HR manager carries out striking session to enhance comfort levels of their employees which will
assist them to carry out their operations in respectable way so that any kind of hurdles are not
faced by them.
Roles and Responsibilities of Human Resource Management
There are various roles and responsibilities which are involved in HRM like management
of employees, recruitment, assistance, talent management, empowerment of people and many
others. HR manager within Tesco needs to maintain effectual culture within working premises to
make sure that trenchant formative relationship is established among employees and build up
strategies with respect to giving benefits and rewards to employees. Basic roles and
responsibilities of HR manager with respect to Tesco are illustrated below:
Staffing and Recruiting: It is crucial segment where HR is engaged in process of hiring
and boarding of educated, skilled and effectual candidates. With respect to Tesco, HR manager
of organisation evaluates gap, recruit capable employees by taking into consideration present as
well as future requirements of organisation.
2

Talent Management: Large scale organisation recruit and nurture their employees in
trenchant manner so that they can be retained for longer time interval. With reference to Tesco,
HR manager make use of talent management practices so that they can groom and nurture talents
within their working premises. They are also responsible for bringing diversity in their workforce
by carrying out recruitment of international employees from various backgrounds. By this
performance of entire organisation can be improvised.
3. Assessment of workforce planning, recruitment & selection, development & training along
with performance management & reward system
With respect to Tesco various factors has been analysed which creates impact on overall
performance of organisation. They are illustrated in following section.
Workforce planning is defined as a process for making sure that organisation has access
to current as well as future requirements by which operations can be carried out effectively.
Strategic workforce planning is aligned with objectives as well as long-term vision of
organisation. Within Tesco, strategies are utilised by employers for anticipating requirements of
labour and deployment of workers in effectual manner by making use of advanced technologies
associated with HR. The approaches which are used in this are situational approaches.
Recruitment & Selection are the crucial aspects with respect to execution of new and
established businesses. The appropriate employee will take business to greater heights and the
wrong one will turn off the customers along with creation of toxic working place environment.
Recruitment is defined as a process of exploring applicants and inspire them to apply for
expected vacancy. Selection refers to process of hiring employees from shortlisted candidates
and render job to them within organisation. Both of these processes are utilised by Tesco to have
impelling workforce who are capable to adapt within altering environment. Approaches which
are used are internal and external. However, recruitment as well as selection usually have
strengths as well as weakness which are mentioned in detail below:
Strengths Weaknesses
Decision making is one of the most important
strength of recruitment as well as selection
process.
Recruitment is basically of two types wherein
the internal recruitment basically provides
limited pool for hiring new candidates.
Moreover, recruitment is basically a cost Conflict within an organisation usually rises
3

effective method of hiring workforce within an
organisation.
due the decision taking by top management
will appointed the employees.
Employees are usually motivated when an
organisation implements internal recruitment
and the overall productivity of an organisation
tends to sure an improvement.
Recruitment and selection is usually a lengthy
process which includes a chain of procedure,
which need to be effectively followed.
Therefore, with references to Tesco the company might take several steps in order to
effectively understand the exact source through they have to hire new employees for effective
functioning. However, appointing right employee, at right time is essentially very helpful form
an organisation in achieving desired business targets within the allocated period of time.
Development and training is rendered by organisation when they acquire new
employees. In this case Tesco utilises different methods such as on job training and induction.
These methods are used by them to provide training to employees when they join organisation.
Apart from this, employees are trained when they are doing their tasks. Both of these methods
are used by organisation to monitor performance and productivity. This will create affirmative
impact on overall performance of organisation. This training within Tesco is rendered on the
basis of latest technologies and trends. Proactive approach has been used in this.
Performance Management is being utilised to evaluate performance of employees by
attaining high effectiveness as well as efficiency. One major method in this is comparative
approach where employee’s performance is compared with others to determine less trenchant
members which are present within a peculiar group. This will aid organisation to render suitable
training to employees by which their performance can be improvised with respect to fields in
which they are carrying out their operations. Other method is attribute approach in which
performance is identified in context of different characteristics like problem solving abilities,
teamwork and various others. This will allow Tesco to acquire the traits as well as attributes by
taking into consideration day to day operations. Total quality approach has been used in this.
Reward System is utilised by Tesco to enhance overall performance of employees. With
respect to this, different methods have been utilised to furnish rewards for employees.
Traditional approaches can be used to render rewards with respect to hierarchy of organisation.
Apart from this, focus of management of Tesco is to motivate employees by which performance
4

can be improvised. Another approach which can be utilised is establishing strategic objectives by
formulation of analysing criteria along with benefits are provided to employees on the basis of
contribution which is carried out by them to attain their goals as well as objectives. Total reward
approach is being used in this system.
Task 2
Job specification
A formal statement which comprises of formative characteristics as well as qualifications
of candidates which are crucial for an organisation to carry out specific role is known as Job
specification. It is attained by analysing job. With reference to Tesco, after suitable evolution HR
manager of organisation has publicized job specification for the Customer Service Manager.
Job Specification
Company: TESCO
Job Role: Customer Service Manager
Department: Customer Service
Job type: Full Time
Salary: Depends on knowledge possessed by an individual
Location: London, United Kingdom
Job Specifications:
1. Formulate and execute strategies associated with services rendered to customers within
working premises. Along with this, exact certainty of conformations of orders and
customer’s quotations.
2. Maintenance and development of impulsive team to inspire workforce by which high
level team spirit can be acquired.
3. Ensure that grievances and issues of customers are resolved in appropriate way by which
functions can be carried out smoothly.
Responsibilities:
 Maintenance of records related with requirements and wants of customers along with
consumer interactions and transactions.
 Make sure that policies as well as strategies are clearly defined in cost effectual manner
along with quality of services are maintained.
5

 Develop new employees by engaging them in different processes related with customer
services.
 Appropriate attainment of professional, optimistic attitude and adhering empathetic
behaviour towards customers.
 Quick actions in context of complaints and queries to establish well formulated customer
relationship.
Candidates who is serving at specific roles and match with the given requirements then, they
can send their resume at [e-mail].
Thanks and Regards
Mrs. Henry
Human Resource Manager
(TESCO)
London, United Kingdom
+022875987
Preparatory notes for interviews
With respect to Tesco, they are illustrated below:
Name of candidate:
Panel Number:
Indispensable Criteria
Education or degree level or equivalen
Notes
Wide range of senior managerial practices in
context of operational background
Apt apprehension with in customer service
profile
Ace in communication skills
Effectiveness of capabilities and acquisition of
6

skills with respect to guidance, leading and
adaptability to alterations.
Effective organisational skills with respect to
abilities for prioritising and delegating duties
effectually.
Advanced abilities in context of
communication process written and
communication.
Effectiveness in management of customer
along with formative ability for handling
complaints and issues with various essentials.
Desirable Criteria Notes
Higher qualification as well as experience
from large firms.
Apprehension of customers preferences and
needs along with power to influence them.
Appropriate awareness with respect to exact
needs and requirements of customer which
they are looking forward to.
7

Score sheet
Score sheet shows the way in which marking has been done. This is shown below with
respect to requirement of Customer Service manager within Tesco.
(Source: How to assess soft skills in an interview, 2019)
Offer letter
Name: Redempta Fernandiz
Address: Elizabeth Road, England
Dear Redempta Fernandiz,
It is our pleasure to inform you that you have been selected for the post of Customer Service
Manager within Tesco. The major roles and responsibilities which you have to carry out are
8
Illustration 1: Score sheet

depicted below as it is crucial for an individual to know what they have to do. They are as:
JOB DUTIES AND RESPONSIBILITIES
 Formulation of strategies and policies for furnishing assistance to customers.
 Maintenance of affirmative relationship with customers by which their loyalty for
services being rendered by Tesco can be enhanced.
CONTRACT INCLUDES
(A) Report: To Bella Louis in Customer Service Department
(B)Working Hours: 9 am to 6 pm.
(C) Basic Salary: $ 800 along with incentives with respect to job performance.
(D) Compensation and Benefits: HRA, Meal Card, Health Care and Group insurance.
Management of Tesco is looking forward to you to be a part of their organisation. For this, you
have to report for this from July 1st , 2019.
Congratulations
Regards
From TESCO
( Henry)
Rationale of carrying out HR practices
Within an organisation implementation of Human Resources practises plays a very
critical role in developing the overall growth. Through these practices the issue arising within an
organisation are solved. Furthermore, these practices are required at vert stage. Human resource
management act as an important part of organisation because it help in management of staff
members within organisation in effective manner. Moreover, this procedure not only assist in
enhancing efficiencies of staff members but also help in strengthen working proficiency of
company (Daley, 2012). In order to efficaciously fight with legal issues, it becomes crucial for
Human Resource manager of Tesco Plc. to evaluate HR practices within well defined way.
Below mention are some certain measures which have to be consider by the manager of
respective organisation. Explanation of these are as follows :- Recruitment and selection - This procedure is related to efficient recruitment of
candidates who are from distinct backgrounds for strengthening workplace along with its
efficiency. In relation of Tesco Plc. It is responsibility of HR manager within
9

organisation to analyse vacant position and according to this formulate strategies for
hiring candidates. Thus, it is necessary to frame proper strategies for attracting skilled as
well as potential candidates matching to vacant job position. Work life balance – For enhancing efficiencies of staff members it is needed by the
manager to maintain proper balance within work life. There are several strategic
measures which are taken by HR manager of Tesco Plc. For enhancing efficiency of their
personnels. Their is an option of telecommunication training which will be provided by
organisation for maintaining proper balance within work life (Durão and et. al., 2012). In
context of respective organisation, Human resource manager have to access several
measures such as proper schedule logistic, regular training session and modified
technology. Because such practices will result in enhancing efficiency as well as
productivity of staff members in well manner. Compensation and performance appraisal - According to this element staff members
within organisation get compensation and appraisal according to their performance.
These are in monetary as well as non-monetary form such as travelling packages, bonus,
promotion and so on (Fulton and et. al., 2011). Compensation and performance appraisal
is the best tool of employees motivation as it result in increasing productivity of
company. In relation of Tesco plc., HR manager have to take advantages of numerous
practices as well as provisions which will assist them in giving rewards to most suitable
or desired staff members. By giving rewarding to personnels for their better performance
within organisation Tesco plc. can efficaciously able to enhance brand image and
goodwill within target market area. Such practices result in enhancing overall
productivity as well as performance of staff members and company within effective
manner. Training and development – It is the element which assist in working efficiency of
organisation, team as well as individual. Along with this, training and development result
in increasing overall productivity of Tesco Plc. There are several training session
provided by HR manager of Tesco plc for enhancing skills and knowledge of their
workers such as job skills training, leadership training and new employee orientation for
increase their productivity within defined manner.
10

 Strategic Management – Moreover, HR practices usually helps in capitalizing the
success of an organisation. However, managers who inherit effective HR strategies
usually participate in corporate decision making. In context to Tesco this strategy
effectively helps the company in capturing good market share.
Effectiveness of employee engagement and relations
Within an organisation, it is crucial for an HR manager to effectually formulate and
establish effective relationship among employees by which performance of workforce can be
improvised in well specified way. With respect to organisational culture within Tesco, HR
manager efficaciously make sure their efficient relationship is utilised with resources as well as
workforce (Glendon, Clarke and McKenna, 2016). This will lead towards enhancement in
performance as well as productivity of both organisation as well as employees. The rationale
behind carrying out HR practices is ensure that employees work as per the standards of
organisation and if any kind of issues are being faced by them then those can be handled within
given duration before they creates negative impact.
Productivity:
Within organisation, employees carry out operations in coordinated manner by which
overall productivity of organisation can be enhanced. With respect to Tesco, HR manager is
taking advantage from employee relationship strategies as well as practices associated with
employee engagement. It will aid to decrease situations which may lead to conflicts.
Teamwork: For enhancing working abilities of employees, it is crucial for organisation
to work within a team. With reference to Tesco, HR manager make sure that employees are
carrying out their operations in a coordinated way. This assists them to improvise overall
productivity in a specified way (Schuler, Jackson and Tarique, 2011). Apart from this, team
working culture as this creates coordinated as well as affirmative working culture within
organisation. It aids in enhancement of working efficiency respectively along with profitability
and productivity.
Conflict Resolution: For enhancing the work life efficiency of employees, it is crucial to
resolve various problems which they are facing within working structure. If problems related
with this prevails then it will create negative impact on their as well as overall performance of
Tesco. Healthy and strong relationship within organisation with lead to generation of high
performance abilities within employees which will bring high productivity. With respect to
11

Tesco, HR manager is taking into account formulation of effectual and smooth working
environment which will assist them to perform their operations in conflict free environment.
However, with references to Tesco the human resource manager shall implement several
strategies related to communication so that the problems faced within an organisation are solved
easily. Along with this, they can ensure that there employees are provided with specified training
which will lead to improvisation within their performance. Employee relations enhances the
performance of employees as when they (staff) are involved within decision making processes as
well as their opinions are taken into consideration then it creates affirmative impact on overall
performance.
Key aspects of employment legislation and their impact on decision making.
Employment legislation refers to a framework in which government has formulated
various measures as well as laws which must be followed by organisation. These laws regulate
effectual relationship with employees and organisation. With respect to Tesco, certain laws are
specified below:
Anti-discrimination act: This act aids in prevention of inclination within working
premises. This signifies that every employee must be treated fairly and equally without any kind
discrimination. The managers of Tesco abide to this law while hiring and selection of appropriate
candidate as per specific working criteria. For accomplishment of organisational objectives and
goals, if managers do not adopt this act then they will be fined by government. The decisions are
taken by management by taking into consideration several aspects which have positive impact on
the overall performance of an organisation. (Shuck and Wollard, 2010).
Minimum wage act: According to this act, it is crucial for an organisation to have
appropriate and suitable knowledge of these regulations and laws which have been formulated by
different organisations. With reference to Tesco, HR manager needs to take into account every
law. Management is following this act so that salary is paid to employees with respect to this and
any kind of discrimination do not occur. If Tesco fails to adhere to this law, then they may be
punished government and productivity will be hampered. Organisation needs to pay wages with
respect to this law and make decisions respectively as this can cause problems within working
environment (Armstrong-Stassen and et. al, 2015).
Employment legislation ensure that activities that are being carried out by organisation
are as per required standards. This will lead them to have favourable results as security of
12

employees will also be taken into consideration which will boost up their morale to carry out
their responsibilities in an appropriate manner.
CONCLUSION
From above report, it can be concluded that, HRM acts as crucial element within
organisation to assist towards enhancement in productivity as well as proficiency of both
employees and organisation. With respect to this, it is crucial to acquire employees by screening
suitable candidates and carrying out interview. It is essential for them to take into consideration
employee relationship as it will improvise loyalty as well as productivity of an organisation.
Apart from this, they need to manage employee legislation and have appropriate understanding
of policies and laws which will lead to effectual maintenance of organisational structure.
REFERENCES
Books and Journals
Armstrong-Stassen, M. and et. al, 2015. Nurse managers’ role in older nurses’ intention to stay.
Journal of health organization and management. 29(1), pp.55-74.
13

Armstrong, M., 2014. Institutional repository management models that support faculty research
dissemination. OCLC Systems & Services. 30(1), pp.43-51.
Armstrong, M., 2014. Taylor S. Armstrong’s handbook of human resource management
practice: Kogan Page Publishers.
Armstrong, Michael. Human resource management practice. 1980.
Bondarouk, T. and Ruël, H., 2013. The strategic value of e-HRM: results from an exploratory
study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Chang, A., Chiang, H. H. and Han, T. S., 2012. A multilevel investigation of relationships
among brand-centered HRM, brand psychological ownership, brand citizenship
behaviors, and customer satisfaction. European Journal of Marketing. 46(5). pp.626-
662.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Costea, B., Amiridis, K. and Crump, N., 2012. Graduate employability and the principle of
potentiality: An aspect of the ethics of HRM. Journal of business ethics. 111(1). pp.25-
36.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Durão and et. al., 2012. Bone regeneration in osteoporotic conditions: healing of subcritical-size
calvarial defects in the ovariectomized rat. International Journal of Oral &
Maxillofacial Implants. 27(6).
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4). pp.506-
516.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Online:
Human resource management. 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.
14