HRM Purpose, Functions, Recruitment Approaches, and Employee Relations in Tesco

This document discusses the purpose and functions of HRM in workforce planning and resourcing. It explores various recruitment approaches and their strengths and weaknesses. It also highlights the importance of employee relations in HR decision-making. The case study focuses on Tesco, a multinational retail corporation.

Unit 3

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 Determine HRM purpose & functions applicable to workforce planning and resourcing in
an organisation........................................................................................................................3
P2 Determine various approaches of recruitment & selection with its strengths and
weaknesses.............................................................................................................................5
P3 Explaining various benefits of HR practices in relevance with both employer & employee
................................................................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................8
P5 Importance of employee relations with respect to orgasnitinal HR decision making process
................................................................................................................................................8
P6 Employment legislation & impact on HR decision making processes...........................10
P7 Illustration of application of HR parctices within work related context of organisation 10
CONCLUSION..............................................................................................................................14
REFERENCES:.............................................................................................................................15

INTRODUCTION
Human resource management is useful for every organisation as it helps in workforce
planning, resourcing and bring rise in productivity of business. This help organisation in
managing various activities such as decision making, employee relations etc. There are several
functions involved in carrying out HR practices that include, recruitment, selection, training,
development and payroll etc. Organisations such as Tesco, a multinational retail corporation
dealing with groceries & general merchandise in UK and across different countries globally use
different approaches of HRM discussed in following assessment. The below report explains
various human resource management aspects including HR practices, methods, functions,
purpose, legislations and illustrations regarding recruitment & selection procedures.
MAIN BODY
P1 Determine HRM purpose & functions applicable to workforce planning and resourcing in an
organisation
Human resource management is process of monitoring as well as managing staff of
organisation. Also following process deals with retaining potential candidates or acquiring fresh
new talent for business to gain benefits if productivity & profitability in future. In context with
Tesco, HR managers mainly focus on recruiting talented individuals having knowledge about
latest trends in market or are having special or innovative skills. It is important for HR
department to create vision or mission statement of firm to do workforce planning as per set
goals objectives or standards.
Company overview
Tesco is a leading multinational retail platform dealing with groceries, general
merchandising mainly. Following organisation states third position in market industry
headquartered in England, UK. There are various HR practices adopted by Human resource
department of Tesco to maintain workforce such as regular training sessions, development
programs providing staff employees career opportunities. This help employees work in
corporation for a longer period of time.
Mission statement: This statement derives actual goals of organisation with completing
ultimate vision of firm. Purpose behind application of various HRM functions is to become a
people oriented organisation both domestically and at a global level (Vickers,2020).

Purpose: To provide best experiences to consumers in future by quality of customer
services in future with maintaining quantity & quality of company product or services.
Core objective/business motive: To improve quality performance of employees at
workplace with satisfying maximum customers in market industry.
Purpose of Human resource management
Build strong relationships: The main purpose behind establishing various activities of
HRM is top create an effective bond between employer & employee of organisation to help them
connect with company goals or objectives.
Work efficiency: In context with Tesco has been adopting various tools & techniques to
enhance work efficiency of existing workers. This include 360 degree performance appraisal,
rating scale methods, challenging task roles etc. to encourage employees effectively participate
in company operations as well as complete work on time.
Coordination of activities: Since employees are a crucial asset for an enterprise, main
purpose of HRM department is to coordinate with both staff workers and align their personal
goals with organisational outcomes resulting in actual profits in future (Hooi, 2019).
Since Tesco is a customer oriented firm fulfilling their daily basic needs, it mainly focus
on training its employees to become quick learners according to dynamic environment of
business. This can be established through fastening of delivery services by door step deliveries,
produce quality services such as after sale functions of product maintenance etc.
Functions of HRM
Human resource planning: The most important is human resource planning that
includes organizing employee activities as per their allotted job positions. In relation with Tesco,
a systematic procedure is followed by managers to do workforce planning through setting up
policies or guidelines with desirable time to be accomplished.
Recruitment & selection: This step includes function of attracting useful applicants
towards a particular position or job profile. Further, Tesco make several efforts to create an
impact of brand image on new employees or aspirants for a particular position. Those candidates
who have capability to perform desired skills in given time period are selected based on their
knowledge & experience.
Training & development: This is third function of HRM that deals with training new or
existing staff of organisation (Das and Kodwani, 2018). In relevance with Tesco, various

programmes, training sessions & career opportunities to potential candidates working within
organisation are offered to encourage them perform at their best level in future operation of
business.
Compensation & benefits: This step includes providing employees at workplace with
fair remuneration & extra benefits as per their efforts or overtime work or hours devoted towards
achievement of company goals.
Performance management: This function mainly focusses on evaluating performances
of employees & monitoring their overall performance. The comparison of achieved objectives
and given tasks is analysed in performance management function (Carbery and Cross,2018).
Being a multinational firm, it is responsibility of manager to improve performance of existing
staff workers of firm by giving them challenging tasks, adequate resources to perform activities
smoothly.
The above HR functions are useful for manager to operate within organisation. These
functions therefore have helped departments regulate various activities of employees. This
includes above performance appraisal techniques, fair compensation, recruitment of
appropriately candidates for completing tasks of organisation on time etc.
P2 Determine various approaches of recruitment & selection with its strengths and weaknesses
Hiring and selection of talented individuals is important for every organisation to bring
innovation & creativity for long term growth of business. Therefore HR approaches are applied
by Tesco to acquire suitable candidates for various job positions they aspire to get talent for.
Some of significant approached adopted by chosen firm are explained in below points:
Recruitment approaches
Internal Recruitment: This form of recruitment is very frequent in large organisation
having potential candidates to take over reputed positions at workplace. In relevance with Tesco,
internal sourcing of experienced employees is done based on performance of individual at
current job position working within enterprise.
Strength: This sourcing approach is beneficial for firm as it help organisation save time
& money of recruiting new candidate as well as conduct their orientation (Gurmu, 2020). The
previous employees are familiar with working environment of firm making it easier for them to
adapt to new roles in future.

Weaknesses: This form of HR practice is not useful when organisation require fresh new
talent or innovative people bringing creativity in operations of business as well as enhance
productivity profits.
External recruitment: This form of approach is adopted by firms that are mostly either
technology driven who need dynamic individuals with unique skills or organisation aspiring to
be people oriented. External approach of HRM consist of hiring of candidates from outside
business rather than internal from which existing employees at firm (Zaid, Jaaron and Bon,
2018). In context with Tesco, give different form of employment opportunities to freshers as well
as skilful individuals willing to be a part of organisation's goal objectives.
Strength: Recruiting fresh talented people inn firm help firm stay connected with youth
workers, skilful employees, innovative enthusiasts etc. Since people come from different
backgrounds become part of corporations have unique thinking ability to promote company
brand in creative manner.
Weaknesses: This approach lead many enterprises incur huge hiring costs since there are
different layers of interviewing & selection of candidates. Also This is a time taking process as
new employees entering workplace require effective training & development programs to adapt
to new business environment.
Selection approaches
Traditional face to face-to-face interview: After creating preferable job positions for
which company want employees to apply. Corporations as per profile receive different
applications for employment purposes. The next approach therefore deals with selecting or
scrutinizing from amongst various alternative applicants who apply for a particular job. Face to
face round of interview mainly consist of communication between HR interviewer & interviewee
applicants based on a short introduction (Stewart and Brown, 2019). Here both individuals are
physically present in front of each other.
Strength: This approach is helpful for firm to actually interact with applicant or
interviewee physically. This help HR analyse non verbal skills of individuals by observing his
confidence, gesture, attitude towards work etc. that cannot be easily detected over written resume
or telephonic call.

Weaknesses: This approach is expensive and time taking process leading to delay or
expiry of actual goal of company behind hiring of candidate. Also evaluation of fresh applicant
in depth to know his or her behaviour requiring lot of patience lading to red tap-ism of work.
Telephonic interview rounds: This is oral form of communication between interviewer
and interviewee. This approach is helpful for organisation to hire exclusively good talent from
across the globe. Since this form of recruitment or selection approach do not require interviewee
to be physically present at office. Managers can use various mediums to communicate with
applicants such as telephone, audio visual conference calls, laptops or software etc.
The best individual suitable for job profile is after last selected in this approach (Lee, and et.al.,
2021). Inn relation with Tesco, conducts various rounds for selecting new people to become part
of respective firm.
P3 Explaining various benefits of HR practices in relevance with both employer & employee
Human resource practice is a strategic tool that aids in achieving long and short term goal
of the Tesco company. They help in evaluating skills of employee and team members. They
develop and enhance performance of employee to satisfy their potential consumer. It improves
cultural environment of company that improves productivity and profitability of company.
Governance and Compliances: In Tesco governance and compliances system must be
in as proper and appropriate structure. They should practice standardise format in their working
environment. They should manage that all employee work in a healthy and positive environment
so that they can push their limits towards organisational profit and productivity. Proper
governance and compliance promote overall performance of employee and company.
Discipline and Accountability: In any organisation discipline and accountability play
essential role in growth of a company. In Tesco, human resources department have to make
ensure that all employee must operates their activities in discipline manner. Discipline brings
efficiency and effectiveness in the performance of company (Williams, 2018). Tesco must divide
roles and responsibility in such a way that each employee and management must be accountable
for their work of actions. If management, leaders or employee are accountable for their work
then they be responsible for their work. With the aid of these practice, employee will try ton
enhance their performance in achieving organisational.

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
Employee are the valuable resource and play essential role in productivity and
profitability of company. Because their performance affect overall development of company and
influence decision making of HRM practice. Tesco provides value to their employee and
costumer. In order to increase productivity and growth of the industry.
Improved productivity- Tesco can enhance or improve their productivity level in the
operations of company by developing strong relationship between employee and management.
Healthy relation with employee and management provide innovation solution to the business
problems that help in decision making of HR. Positive relationship encourage and motivate
employee to extend their limit and provide creative business solution to achieve long or short
term goal. Satisfied or motivated employee can work in more productive way and generate more
profit in company.
Reduced Conflicts- Healthy or positive relation with employee build effective
communication (Bimir, 2020). It integrate effective flow of actions or informations in the
enterprise. It helps in eliminate lots of confusion or conflict that organisation can face in their
operations. Ineffective communication leads to influence in decision making of HR. Appropriate
flow of information reduces conflicts within company. Healthy relation of employee and
management contributes aids in the actions of employee. The top, middle and bottom level of
management can easily solve business problems or conflicts by effective communication.
Easy Delegation: Effective and efficient delegation ensure employee best utilisation of
time and skills. This will help individual employee or team members to reach their maximum
potential. Therefore for strategy formulation and decision making in HR practice easy delegation
is necessary in Tesco company. Easy delegation in employee actions improves skills of
employee and team members. This also enhance performance and relation of employee with
management.
P5 Importance of employee relations with respect to orgasnitinal HR decision making process
Maintaining good relationship with employee helps to deal with the issues concerning
individual. Workforce are very important asset of any organisation. Good relation help to make a
organisation successful (Gamborg, Lund and Jensen, 2019). Positive relationship between
employee and HRM helps to motivate the employee and putting efforts to fulfilling the

organisational goals so before making any decision the HRM should contact the employee, it
helps to execute the decision successful. Importance of relationship of employee in respect to
influencing HRM decision-making, in the context to TESCO:
Increased productivity: It help to increased productivity, when the employer maintain
good relation with the employee that motivate employee to give their best towards productivity
and done work effectively and efficiently which enhance the revenue of the company. In the
disclosure of Tesco, organisation used motivate their employee by maintaining the good relation
with them. Organisation used to listen the ideas and opinion of the employee so they can provide
feedbacks which is very important to motivate the employee (Brewster, Mayrhofer and Farndale,
2018). It build employee's trust with the organisation so they do work efficiently and effectively
to achieve the organisational goal and helps to increase the productivity and revenue. It is very
important for HRM to build relationship with employee.
Reduce workplace conflicts: When a employee give feedbacks and opinion without any
hesitation than there is less chance of conflicts between the employer and employee. Maintaining
peace in workplace is a benefit of employer and employee relationships. Conflict in workplace
may decrease the productivity which is not beneficial for the organisation. Proper
communication is very important to reduce the conflicts so removing the communication gap is
important (Chelladurai and Kerwin, 2018). In the disclosure of Tesco, organisation follows a
proper communication channel where manager create the friendly environment so employee can
share their opinion and ideas freely which remove the communication gap. It gave confidence to
the employee which increase the performance and helps to achieve the organisational goal and
helps HRM to make decision due to reduce conflicts. The organisation preserve the rights of the
employee so the conflicts can be decrease or minimized.
Easy delegation of duties: It means assigning authority and responsibility to one or more
than one person. Good relationship between employee and employer helps to assign the duties
easily. Relationship helps the manager to transfer the authority according to their responsibility.
In the disclosure of the Tesco, due to maintaining good relations with employee helps the
manager to assign duties, authority, responsibility according to their skills. It is very important
for assigning duties for achieving the organisational goals.

P6 Employment legislation & impact on HR decision making processes
Employment Legislation Act 1996: This legislations act was passed by parliament of
U.K. This is one of essential acts that identifies different rights of staff workers in companies for
which they are performing (Santhanam and et.al., 2017). Following law covers various division
of employees which include unfair dismissal, paternity leave etc. For avoiding any prevailing
contingencies, HR manager is responsible for implementing appropriate structure of
employment rights promoting working conditions. Tesco is a multinational brand that prioritises
its employees by facilitating each one with appropriate rights in order to work in effectively.
The Equality Act, 2010: In Following act, Staff involved in workforce are protected
legally from any kind of discrimination against an individual working at workplace. These
include employees from each race, culture, gender or age .Tesco has been protecting its
employees form any kind of discrimination with its workforce so that optimistic environment can
be maintained. This act has various provisions that is needed to be stated by HR department of
company before making decisions (Analoui, 2017). It is act with provide a framework legally to
protect the right of individual person and equal opportunity for all. It is implied on 1 October
2010. This act protect people against harassment, discrimination in employment in both the
private and public sector. It main aim to protect the rights of the employee.
National minimum wage act: This act reflects minimum amount which needs to be
remunerated to worker for their fair contribution at workplace. It is considered as a legal
requirement which needs to be abide within order to promote employer-employee relations. In
this act, wages are payable based on working hours of an employee in respective organisation.
Tesco is providing adequate amount to its workers in order to maintain integrity. It guide firm
promote employee honesty & trustworthiness towards their respective organisation which will be
beneficial in the long term (Zaid, Jaaron and Bon, 2018). Tesco having mutual understanding
with its employee in every aspect related to pay as they are considered as significant asset for
overall development of an organisation. It is define as amount of payment which the worker are
entitle to per hour. National minimum wages act applied on 1 April 1999. It is legal for worker to
pay the national minimum wages. When the employers are paying the worker the minimum
wage, the employee have a authority to take employer to the court.
P7 Illustration of application of HR parctices within work related context of organisation

Job Description
Job Details
Designation : Social media manager
Company : Tesco, plc
Job role
 Manager should be able manage different duties and responsibility so by making
marketing initiatives.
 Manager should be able to conduct market research and implement different
strategies and planning to oversees promotion and campaigns.
 The candidate also able to manage market positioning of company products and
services.
 Provide Supervision to subordinates and perform market related task with sole
responsibility.
 Analysing market trends, culture, needs and requirements of consumers in order to
develop effective strategic policies.
 Facilitating with relevant report of market analysis which will acknowledge
superiors with brief knowledge of market and consumer habits.
Roles & Responsibilities
 To increase brand awareness.
 To enhance good effective potential leads
 To attract more customers to manage market operation or trend performances.
 Knowledge & good experience in relevant field having expertise in marketing.
 Multi-tasking and adaptable to social media platforms such as Facebook,
Instagram , twitter handles etc.
 Degree or diploma in management field & having relevant knowledge of market.
 Effective verbal as well as non verbal communication.
 Ability to cope up with various risks or contingencies in external & internal
environment.

Job Specification
 Profile: Social media
 Designation: Marketing department
 Key: It shows what is needed as evidence:
 (R): Request form, (I): Interview, (R): Role
Experience:  At least 6 years experience in
marketing or social media
management segment with further
knowledge of market factors.
 Knowledge of working in social
media marketing based renowned
firm.
Skills:  Ability to create effective strategies
to meet up future contingencies.
 Working through maintenance of
standardized structure
 Problem solving capabilities
 Extraordinary marketing &
interaction skills
 Adaptability with working
environment.
 communication skills
Offer Letter
Mr./Ms XYZ,
Address

Place code:
Dear,
Wishes from Tesco, Plc!!!
The organisation is impressed by our abilities and interview performance. Social media
manager position is offered to you.
This is letter which is offered to you at 27 January 2021 & with this you get other facilities also.
If it is accepted by employee then revert us within 8 days & comes at the first day with all
required accurate original documents and IDs for evaluating documentations.
Salary and benefits:
A) Basic pay- £500per month
B) Employment benefits- According to policies of Tesco plc.
C) Bonus- As per organisation's determined policies.
If you have any problem please feel free to contact.
Sincerely,
XYZ ,
HR
Tesco, Plc
____________
I hereby accept Social media manager, marketing department position.
_____________________________
Sign _____________________________
Date ----------
The above Documents are an example of various HR practices that are carried out
thriough recruitment & selction procedures Wuithin an orgasnisation. Human resource
managemnt is a broad concept that includes all activities related to emplopyeee resource
planning which is placed in company. HR practices of recruitment and selection helps in smooth
flow of activities which will result in advanced effectiveness & productivity for organisation.

CONCLUSION
The below repiort explain about various hr p[racticves introduyes by chopsen orgasnition
to carry out operation s as well as managem human resource wsithin orgasnition. It is important
for companies to have human resource management in their operations so that they are able to
accomplish company's goals and objectives on time. The report also classifies various
application of hr practices in decisoin making processes of firm.. HRM has its own advantages
for employers & employees as these operations are effective in terms of gaining company's
profit. It has been detremined that employees working at workplace are of utmost good to
employees & organisation. Therefore, Chosen firm have used important HR practices as well as
ensured adequate functioning of HR management in order to enhance overall productivity and
profitability in an organisation.The follwing reprit alos help HR department connect with other
department of corporation with regulating various activities of bioth employeer & emoplyee
effectively.

REFERENCES:
(Books & Journals)
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management and green supply chain management practices on sustainable performance:
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Analoui, F. ed., 2017.The changing patterns of human resource management. Routledge.
Santhanam, N., and et.al., 2017. Impact of human resource management practices on employee
turnover intentions. Journal of Indian Business Research.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
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human resource management. Edward Elgar Publishing.
Gamborg, C., Lund, J. F. and Jensen, F. S., 2019. Landowners’ wildlife value orientations,
attitudes and behaviour in relation to game management practices. European Journal of
Wildlife Research. 65(1). p.9.
Bimir, M. N., 2020. Revisiting e-waste management practices in selected African
countries. Journal of the Air & Waste Management Association.70(7). pp.659-669.
Vickers, D., 2020. Inside Management: Studying Organizational Practices. Springer Nature.
Williams, M., 2018. How language works in politics: The impact of vague legislation on policy.
Policy Press.
Lee, S. J., and et.al., 2021. Impact of California Safe Patient Handling Legislation: Health Care
Workers’ Perspectives. Workplace Health & Safety, p.2165079920975388.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
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management and green supply chain management practices on sustainable performance:
An empirical study. Journal of cleaner production. 204. pp.965-979.
Gurmu, A. T., 2020. Fuzzy synthetic evaluation of human resource management practices
influencing construction labour productivity. International Journal of Productivity and
Performance Management.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Das, R. and Kodwani, A. D., 2018. Strategic human resource management: a power based
critique. Benchmarking: An International Journal.
Hooi, L. W., 2019. Leveraging human assets for MNCs performance: the role of management
development, human resource system and employee engagement. The International Journal
of Human Resource Management. pp.1-30.