Purpose and Functions of HRM in Tesco

Unit 3- Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1 Purpose and functions of HRM in Tesco...............................................................................3
P2 Strengths and weaknesses of various approaches to selection process..................................5
P3 Benefits of HRM practices within Tesco for both the employer and employee....................7
P4 Effectiveness of HRM practices.............................................................................................9
P5 Importance of employee relations........................................................................................10
P6 Key elements of employment legislation.............................................................................11
P7 Application of HRM practices in a work-related context....................................................12
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource management refers to the process of recruitment, selection, induction of
employees, providing orientation, enforcing training and development, appraising of employee
performance, distribution of salaries and remuneration, providing employee benefits and
motivating employees (Armstrong and Taylor, 2020). Tesco is a multinational corporation based
in UK and headquartered in Hertfordshire, England which deals in general merchandise,
groceries and is a retailer of FMCG goods. According to brand awareness and revenue, Tesco is
a leading retailer and supermarket chain and has multiple stores across Europe and Asia. This
report will focus upon purpose of HRM in context to resourcing Tesco with talent and skills
required to meet business goals. The significance of the primary elements of Human Resource
Management in Tesco will be evaluated. The internal and external factors affecting HRM
decision-making and employment legislations would be analysed along with HRM practices in a
work-related context.
MAIN BODY
P1 Purpose and functions of HRM in Tesco
The aim of HRM activities management of current and future employees appropriately
and involves functions of recruitment, selection and workforce planning. The purpose of Tesco is
to ensuring that all positions and work takes place collectively for driving its business targets and
objectives. For considering the right number of staff at relevant jobs, Tesco has structured an
effective recruitment and selection process for attracting applicants for positions and roles of
operations and management.
Workforce Planning: This refers to of evaluation of company’s potential needs for
employees and workers in terms of skills, locations and numbers. It lets organisation to plan the
meeting of manpower needs through recruitment and selection. It is vital as Tesco is a growing
corporation and has to conduct recruitment on a periodical basis for all the branches of its
business (Martin, 2015). The job vacancies usually become available when company opens new
stores or expands internationally, when there is employee turnover or company changes its
technology and processes. As per De Bruecker and et.al, (2015) the company uses a workforce
planning table to estimate likely demands for new employees considering both managerial and
operational positions. For example, Tesco calculates a demand for new managers in accordance
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to business growth and the planning takes place every year from February (De Bruecker and
et.al., 2015). The quarterly reviews happen in May, August and November for Tesco to adjust
workforce levels and conduct necessary recruitment. The job descriptions and person
specifications are set by HRM department which is done to see how job-holders fit into the
company. It also provides benchmarks for every job for skills and responsibilities (Miller, 2016).
Attracting and recruiting: As stated by Das and Ahmed, (2014) the purpose of
recruitment and attracting employees is to ensure that best talent is hired by Tesco for all its
managerial, non-managerial and operational job positions. Recruitment consists of attracting the
right level of candidates for applying in various vacancies. Tesco uses different ways to advertise
for its jobs depending upon the availability (Das and Ahmed, 2014). It helps in determining the
current and future needs, increase the job pool at minimum cots, to assist in the quality of
selection rate. It is necessary for long term objectives of the company to keep updating the
workforce and gather better qualified staff with changing times to improve operational
performances. Tesco follows both internal and external recruitment strategies through intranet,
social media postings, official website, direct recruitment etc. to enable best recruitment
techniques for attracting talent in the company (Rosnizam and et.al., 2020).
Selection: Selection process consists of choosing the most competent people from total
number of applicants for the vacancies of the company in adherence to employee legislations and
regulations. In Tesco, screening and checking the candidates is a significant procedure in the
selection process ensuring that chosen candidates fit with certain requirements of the job role.
Initial stages pertain to screening of each applicant’s CV by Tesco selectors (Rosnizam and
et.al., 2020). The candidates who clear screening round attend assessment centres which takes is
conducted in stores and managed by team leaders and top store managers who offer consistency
in the entire process. Numerous team-working activities, problem-solving and analytical
exercises are conduced to check how candidates would encounter the situations in the actual
workplace. After approval from the internal assessment, interviews are conducted and line
managers are often a part of the interview panel to ensuring that the selected candidate fits the
job role (Martin, 2015).
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