HRM Practices for Employee and Employer 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