HRM Practices for Employee and Employer at Tesco

This report discusses the purpose and function of HRM, strengths and weaknesses of recruitment and selection approaches, benefits of HRM practices for employees and employers, different practices of HRM in raising productivity and overall organizational profit, the importance of employee relationship in HR decision-making, key elements of employment legislation and their impact on HR decision-making, and HRM practices in a work-related context at Tesco.

Human Resource management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
LO1..................................................................................................................................................4
P1 Purpose and function of HRM................................................................................................4
P2 Strength and Weakness of different approaches to recruitment and selection.......................5
LO2..................................................................................................................................................7
P3 Benefit of HRM practices for employee and employer..........................................................7
P4 Different practices of HR in raising productivity and overall organizational profit .............7
LO3..................................................................................................................................................8
P5 Importance of employee relationship in decision-making of HR...........................................8
P6 Key element of employment legislation and its impact on HR decision-making..................9
LO4..................................................................................................................................................9
P7 HRM Practice in work related context...................................................................................9
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is strategy used for recruit, selection, training and
development for maximum employee performance to achieve company objectives. Tesco
company is British groceries and general merchandise operating its business across worldwide. It
is the one of the largest retailer in the world and its mission and core purpose is to 'We make
what matters better, together'. In this report Tesco company has been taken and its covers
purpose and function of HRM in planning and resourcing workforce of an organization. It also
includes strengths and weakness of different approaches to recruitment and selection and benefit
of HRM for both employee and employer. It also explains the way different practices of HRM
raise company profit and productivity. Various key elements of employment legislation and its
impact upon HRM decision-making. At last this report describe about various HRM practices in
a work related content with certain examples.
MAIN BODY
LO1
P1 Purpose and function of HRM
Purpose of HR is to prevent issue of labour turnover in the company due to poor working
environment, lack of career developments and unsatisfactory compensation. HRM purpose is to
increase the skill and talent of employee by providing training in order to achieve organizational
objectives (Bondarouk, and Brewster, 2016). Thus, HR plays an important role in planning and
organizing the most important asset of the company. It also performs various function to prevent
such issue such as provide good working environment, deciding satisfactory compensation and
package benefit, training and development to employees and motivating them. The functions of
HRM department in Tesco company to increase skill and talents of employees are as follows:
Recruitment: It is one of the main and basis function of HR is to select most appropriate
candidate among pools of candidate for the company. It is done by forecasting number of
employees required, screening and selecting candidate that possess potential and qualification
necessary for particular job. It is one of the important process as it reduces cost for the Tesco
company and increases productivity by employing right person at right job. So, the employee can
effectively utilize its skill and talent and at the same time learn new skill while performing its
functions.

Orientation: HR provides a brief and intensive introduction about the company long term and
short objectives, the way employee help in achievement of company goals. It explains role and
responsibilities, job description, inter-relation with others to make him feel comfortable for work
effectively (Kempster, Maak and Parry, 2019). HRM of Tesco by providing orientation is able
to increasing employee morale and feeling of belongingness with new environment thus
increasing its efficiency and skills.
Good Working condition: It is fundamental duty and responsibilities of HR to provide good
and healthy working condition to employee in order to increase its morale and efficiency. HR
should also use various financial and non financial incentive or build strong relationship in order
to motivate employee for achievement of organizational goals. Thus, HR of Tesco company
think for the welfare of employee by developing new skill and talents through training, job
satisfaction.
Managing employee relationship: HR is responsible for building strong relationship between
employees, define inter-relation in order to enhance efficiency and productivity. Well planned
relationship between employees promote a sense of belongingness, incorporate new ideas and
view, increase creativity of employee in the organisation that is helpful in growth and success of
company (Crawshaw, Budhwar and Davis, 2017). Thus, HR of Tesco by defining interrelation
between various employees and building strong relationship can increase creativity, learning skill
and knowledge of the employee.
Training and Development: HR is responsible for providing training and development to
various employees for increasing their present and future knowledge for effectively performance.
Thus, HR of Tesco bring new talents and enhance knowledge and skill of employees by
providing training at various levels.
P2 Strength and Weakness of different approaches to recruitment and selection
Recruitment and selection refers to finding various sources, screen, short-listing and
selecting appropriate candidate for the organisation that help in growth and success of the
company (Al-Dhuwaihi and Ahmed, 2019). There are various approaches to recruit and select
right candidate for right position in order to achieve organizational objectives. Internal and
external are the two sources of recruitment:
Internal recruitment: It most important source for recruitment as it develop employee skill and
knowledge by assigning new role and responsibilities to employee and at the same time utilize

the existing resource in effectively way. In internal recruitment HR recruit employee from within
the organization by way of promotion or transfer thus increasing motivation of employees.
Strength: By recruiting employee from internal sources enhances employee efficiency and
productivity thus increases productivity and profit margin of the company. It also helps in
reduction of cost and wastage of time by effectively utilising existing resource of the company.
Thus, Tesco by using internal recruitment process can develop new skill and talents of the
employee to perform specific task.
Weakness: Internal recruitment hinder in bringing new talents in the organisation, limited scope
and result in conflict between employees. Thus, Tesco HR has to effectively use various
strategies in order to promote employees within organisation.
External recruitment: In it the HR use external source to recruit candidate for the company
thus bring new blood, innovation in the organisation that help in success and growth of the
company (Slavković, M Pavlović and Simić, 2018). HR of Tesco can recruit employee by
advertisement, employment agencies, campus recruitment and references of present employee.
Strength: External recruitment increases the scope for choosing candidate, bring new ideas,
innovation and increase competition within employees to work effectively. Thus, it helps Tesco
company to increase its brand image by using external source for recruitment.
Weakness: Its weakness lies in its cost and time involved in selection of appropriate candidates
thus its is expensive and time-consuming process.
After recruitment process HR scrutinize and select the best candidate suitable for the
position. Approaches used in selection of candidates in the company is as follow:
Systematic Recruitment Approaches: This process involve rational basis and systematic
procedure for selection of candidates thus reducing bias in the organisation (Holm and Haahr,
2018).
Strength: Systematic procedure reduce the chance of bias and conflict between employee in the
organisation.
Weakness:It involves number of steps in selection of appropriate candidates thus it is more time-
consuming and expensive method.
Personalized Approaches: In this HR on his personal preference select a candidate for the
organisation.

Strength: It helps in selecting knowledgable, well qualified employee that help in enhancing
production and profitability of the company.
Weakness: It may result in discrimination and dissatisfaction among various employee thus
impact on employee productivity.
LO2
P3 Benefit of HRM practices for employee and employer
Human Resource management is responsible for protecting interest of employees and
employer by taking various crucial decision regarding employee relationship and at the same
time protect employee rights and ensure various laws to be followed while performing its task.
Resolve conflicts: HR of Tesco company is responsible to resolve conflict between employees
or between management and employees (Wickramasinghe and Dolamulla, 2017). HR can
resolve conflict by building strong inter-relation between employees, defining role,
responsibilities and authority, policy and procedure to perform a specific task. Thus, HRM by
providing good working condition, increasing motivation and sense of belongingness reduces
conflict between employee and management and helps in coordination of efforts towards
achievement of objectives.
Training and development: HRM of Tesco is responsible for providing training to employee so
that they can perform their work effectively and thus enhance their skill and knowledge,
capabilities to perform particular task.
It is beneficial to employer as it increase efficiency of employee, productivity and profit margin
of the company thus promote growth of organisation.
Employee relationship: HR help in building strong relationship between employee and
employer thus effectively coordinating efforts of both towards achievement of organisational
goals. HR is responsibility for monitoring and supervising that employer does not discriminate
on the basis of gender, caste thus help in protecting employee interest.
It benefits to the employer by effectively organizing various role and responsibilities of
employee and its inter-relation thus reducing conflict, confusion and delay in decision-making.
Provide Information: Human resource department has sufficient information of employee such
as compensation benefit, leave of absence and employee assistance program (Paauwe and Boon,
2018 ). Thus, it helps in providing various crucial information to employer regarding employee
as per requirement.

Human resource management provides personal assistance and guide employee toward to work
effectively for attainment of organisational goals. Thus, it can be stated that different HRM
practice benefit to both Employee and employer in effective way.
P4 Different practices of HR in raising productivity and overall organizational profit
Human resource department is responsible for managing peoples to increase their
performance in order to enhance profit and productivity of the company. HR of Tesco use
different practices to increase efficiency of employee for achievement of organisational
objectives.
Transparency: HR is responsible for providing transparent and clear information regarding
various process and function to be performed by employees. HR provides various information to
employee such as self development plan, self evaluation and rewards and recognition which
reduce confusion and delay in decision-making. Thus, HR of Tesco by clearly assigning
responsibilities reduce confusion and increases productivity and profit margin.
Appreciation: One of the effectively way to increase productivity of employee is appreciating
its performance by saying Thank you and well done. Thus, HR of Tesco should consistently
appreciate employee effort and encourage feedback in order to enhance productivity and profit of
the company.
Maintenance of employee satisfaction: HR while performing its task should ensure that it
satisfied the needs of employee in an effectively way. As more satisfied and motivated employee
work effectively towards achievement of organizational goals. It is one of the best way for
engaging employee it can be done by providing good working condition and by building strong
relationship between employees. Thus, HR of Tesco by satisfy needs of employee can effectively
increase its performance and productivity for achievement of organisational goals.
Training and development: It is also one of the most common method used to increase
productivity of employee by providing training. It helps in improving the areas in which
employee lack and develop new skills to perform certain task in effective manner. Thus, Tesco
by effectively organizing various training and development program increases skill and
knowledgable of employee and reduce cost of production.

LO3
P5 Importance of employee relationship in decision-making of HR
It is important for every organisation to build strong relationship between employees to
reduce chance of conflict and bring new ideas and innovation in organisation. The importance of
employee relationship in decision-making of HR of Tesco is as follows:
Employee loyalty and retention: Strong relationship between employees provide better and
pleasant work condition, increase their motivation and bring new ideas and innovation in the
company. Thus, strong relationship between employee reduce employee turnover and increases
satisfaction level, performance of employee thereby reducing HR efforts.
Reduction in conflict: Strong relationship reduce the chances of conflict between employees,
provide healthy and friendly environment. Thus, it affects decision-making of HR as it has to
make less effort to increase productivity and motivation of employees.
Communication: Strong relationship helps in effectively communication of various role and
responsibilities, help in providing various crucial information related to training or recent
changes in process of production (Veth and et.al., 2019). Thus, HR of Tesco can easily motivate
and influence employees to adapt to such changes and help in achievement of organisational
goals.
Productivity: Strong relationship between employee help in bringing new ideas, views and
increases creativity and productivity of employee. HR of Tesco can effectively increase
productivity of employees due to pleasant work environment and highly motivated employee
working together towards achievement of company goals.
P6 Key element of employment legislation and its impact on HR decision-making
Various elements of employment legislation should be considered by HR in its decision-
making for effectively and successful achievement of company objectives (Nisar, Kumar and
Prabhakar, 2019). Various elements of employment legislation followed by HR of Tesco are:
Equal employment opportunity: HR of Tesco company does not discriminate on the basis of
gender, age and caste thus provide equal employment opportunity to people in promotion or in
getting job.
Affirmation Action: It means the HR of Tesco company has recruited and select employee from
Protected group also thus provide equal opportunity to all.

Working time regulation: HR ensure that the working hours should not exceed 40 hours per
week or eight hours per day in order to protect interest of employees.
Wages and remuneration: HR allot minimum wages and remuneration to employee for satisfy
their needs effectively and motivate them to increase their performance.
Working Condition: HR of Tesco is responsible for providing good and pleasant working
condition to increase its productivity and performance.
Social Security and safety: HR of Tesco must ensure that all rules related to safety and security
of employee are abided while performing its task.
LO4
P7 HRM Practice in work related context
JOB SPECIFICATION
Job Title Manager
Location Tesco, UK
Job purpose:
The purpose is of the job is to effective managing the workforce and coordinating individuals
goals towards organizational goals.
Responsibilities and duties:
 Effectively management of employees.
 Evaluation of their performance.
 To resolve problem and to take crucial decision.
 Coordinating of individuals goals towards organizationals goals.
 Planning and setting future goals
Skills required
 Problem solving ability.
 Good communication skills.
 Quick decision-making.
 Able to motivate employees.

Interview questions:
 What are the qualities of good manager?
 What method do you used to motivate employees?
 How important are deadlines?
Selection criteria
Qualifications Master in Business Administration
Experience 3 years of experience in management or supervision position
Skills Effective communication skills, Problem solving ability, ability to meet
dead line, ability to motivate employee.
Capabilities To maintain coordination, ability to measure and evaluate employee
performance
JOB OFFER
To,
John Michael,
We are happy to inform you that you have been selected for manager position in Tesco
company. You are welcome to join the company on 24/1/20.
Sincerely
HR team
RATIONALE
Manager plans various strategies to achieve predetermine objectives of the company and
help in coordination and control of activities of employee. Manager has the ability to maintain
good working condition by resolving conflict and building strong relationship. Thus, manager of
company help in effectively coordination of individuals goals towards organisational goals for
increasing profitability and productivity.

CONCLUSION
From the above report it can be concluded that HRM is responsible for planning and
organising the most important resource of the company. HR of Tesco use different approaches
for recruit and select of appropriate candidates in the organisation. Different practices of HR
helps in increasing productivity and profitability at the same time provide benefit to both
employee and employer. Strong employee relationship and employment legislation impact on the
decision-making of HR in Tesco company. At last, it can be concluded that HR helps in finding
in the organization by selecting right person for right job. It also helps in satisfying the needs of
employee thereby reducing employee turnover and maintain loyalty of employee. Thus, HR
department help in achievement of organisational goals by increasing productivity and profit
margin of the company.

REFERENCES
Books and Journals
Al-Dhuwaihi, A. and Ahmed, E . I., 2019. Recruitment and Selection of Principals: Using
Narratives to Explore the Process and the Challenging Aspects. International Journal of
Applied Engineering Research. 14(23). pp.4262-4270.
Bondarouk, T. and Brewster, C., 2016. Conceptualising the future of HRM and technology
research. The International Journal of Human Resource Management. 27(21). pp.2652-
2671.
Boselie, P., 2016. Strategic HRM. In Encyclopedia of human resource management. Edward
Elgar Publishing Limited.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2017. Human resource management: Strategic
and international perspectives. Sage.
Holm, A. B. and Haahr, L., 2018. 11 e-Recruitment and selection. e-HRM: Digital Approaches,
Directions & Applications.
Kempster, S., Maak, T. and Parry, K. eds., 2019. Good dividends: Responsible leadership of
business purpose. Routledge.
Nisar, T. M., Kumar, N. and Prabhakar, G., 2019. Effect of best management practices on the
performance and productivity of small firms. Production Planning & Control. 30(10-
12), pp.919-934.
Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human resource
management (pp. 49-73). Routledge.
Slavković, M., Pavlović, G. and Simić, M., 2018. Employee recruitment and its relationship with
employee satisfaction: Verifying the mediating role of the employer brand. Ekonomski
horizonti. 20(2). pp.127-139.
Veth, K. N. And et.al., 2019. Which HRM practices enhance employee outcomes at work across
the life-span?. The international journal of human resource management. 30(19).
pp.2777-2808.
Wickramasinghe, V. and Dolamulla, S., 2017. The Effects of HRM Practices on Teamwork and
Career Growth in Offshore Outsourcing Firms. Global Business and Organizational
Excellence. 36(2). pp.46-60.
Online
Patidar, M., 2020., Functions of Human Resource Management. [Online]. Available
Through:<https://www.enotesmba.com/2014/11/functions-of-human-resource-
management.html>.