HRM Methods and Practices in Tesco

This report discusses various HRM methods and practices used by Tesco for workforce planning, recruitment, selection, training, and employee relations.

unit 3

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Task 1...............................................................................................................................................3
P1 Determining purpose, functions of HRM for workforce planning & resourcing in
organisation's context..................................................................................................................3
P2 Different recruitment and selection approaches of HRM with its strengths and weaknesses
.....................................................................................................................................................4
Task 2...............................................................................................................................................6
P3 Explain various methods of HRM practices for employer & employee within organisation6
P4 Evaluation of different HRM practices affecting profitability & productivity of chosen
company......................................................................................................................................7
Task 3...............................................................................................................................................8
P5 Importance of employee relations for decision making processes in human resource
management................................................................................................................................8
P6 Identifying key elements of employee legislation impacting HRM decisions in
organisation.................................................................................................................................9
Task 4.............................................................................................................................................10
P7 Application of HR practices with illustrative examples......................................................10
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource is an important asset as it brings creativity & innovation to organisation.
The department of human resources therefore deals with investing in talented individuals through
recruitment and selection process (Ren, Wang and Collins, 2021). This report below discusses
various HRM methods or practices to deal with employer or employee problems through a
multinational company example. Tesco, is one of largest retailing merchandiser companies
across world practising human resource management for workforce planning using different
approaches discussed in following assessment. As the selected workforce deals in delivering up
of grocery item to their valuable customers (Sathish and Yadav, 2020). Company uses huge
threat of substitution of their products and services, therefore for effectively conduction of their
operational activities, concerned department of chosen firm takes helps of HRM approaches,
which helps company in shaping their efforts towards attainment of respective goals and
objectives of the business firm.
MAIN BODY
Task 1
P1 Determining purpose, functions of HRM for workforce planning & resourcing in
organisation's context
Human resource department main purpose is to solve queries of people working in
organisation, mainly concerned with recruitment & selection of talented individuals in
organisation (Newell and Scarbrough, 2017). Also managing workplace activities according to
goal objective of company is concerned with HR department roles.
Company background
Tesco is public limited company headquartered at England, UK founded in 1919.
Selected company has global retail market with main products grocery stores, hypermarkets,
supermarket and convenience stores etc. Selected firm nationwide 3000 plus stores spread
nationwide providing online shopping of groceries & delivery services.
HRM functions
Recruitment- This HRM function mainly deals with identifying suitable candidate for
specific job profiles. In context with Tesco, HR department utilizes search tool for tracking &
interviewing suitable candidates through application tracking system (Silva, Silva and Martins,

2018, September). The ATS used by chosen firm help organisation in hiring candidates for
vacant jobs who deserve specific positions. Recruitment is based on certain factors that are
people characteristics, roles, responsibility, experience, ability to work, skills etc. Resourcing
talent is not easy and therefore require workforce planning for attracting skilful people towards
company objective functions.
Selection- This is second step after recruitment of a candidate which deals with
scrutinizing people. This process consist of examining recruited people in first round and
eliminating those who do not deserve to be at a particular position (Morgeson, Brannick and
Levine, 2019). In relation to Tesco, managers have set up different criteria for selecting
employees in organisation. Market researchers have classified this function into multiple steps
that are reviewing of candidate applications, reinter viewing of potential people, screening, offer
making, written & spoken testing.
HRM purposes
Company environment- Organisations with good work culture play a very significant
role in managing staff & business operations. Business environment of Tesco is developed in
such a way that it encourages employee to work harder, enhance their knowledge, improves team
coordination & motivate them in completing business goals effectively. Leaders of selected
retailing company organize various events for employees to develop mutual understanding with
one another creating a positive atmosphere in business environment.
Growth of business: Development of business can be achieved by implementation of
correct strategies formulated by HR managers of company. With respect to selected firm, leaders
with excellent skills or expertise in specific domains are appointed in Tesco to train its
employees. HR department make sure trainings are conducted based on directing staff members
on how to follow policies & procedures, focus on aligning personal goal with company
objectives, promoting teamwork skills etc.
P2 Different recruitment and selection approaches of HRM with its strengths and weaknesses
Various HRM methods are used by organisation to recruit appropriate candidates and
encourage existing staff performing activities at workplace. In context of Tesco, Creative section
of HR department tries to find capable applicants for meeting up dynamic modern technologies
& competition in market.

Recruitment: This is a process of attracting skilful candidates to apply for company job
vacancies (Malik, 2017). Appropriate techniques are used by selected firm to hire new applicants
for filling up jobs requirement within chosen organisation.
Recruitment approaches
Applications online: Since large multinational companies have high employment
requirement, they need a proper system that regulates job applications. In relevance with Tesco,
Online application system is adopted by company over their personal business website to
communicate to large numbers for job availability. Internet is used as a common medium by HR
department through social media advertisements over Instagram, Facebook and twitter handles
showcasing prevailing job requirement.
Strengths- Social media is a strong tool for approaching to talented young generation
individuals today for filling up selected firm job positions. It is an quick & easy flexible option to
target potential candidates suitable for job.
Weaknesses- Since large numbers apply online, it becomes difficult for HR department
to select most appropriate ones . This becomes a time consuming procedure to identify right
person for right position at chosen organisation.
Selection: This is a process of screening candidates from chosen applications during
recruitment procedure. Various tests are conducted for applicants to finally select best suitable
one for right position in selected firm. In context of Tesco, HR researchers distinguish different
forms of interviewing approaches for hiring candidates such as group discussions, direct
interviews, written tests and situational analysis through crosswords, case study etc.
Selection approaches
Telephonic interview: After screening of online applications, next step is to interview
candidates across world (Mendy, 2018). A telephonic round is taken by Tesco to interview its
applicants that includes questions related to general introduction of candidate, location, past
experience, work profile, knowledge, reason & arrival of joining etc.
Strength- The vocabulary & communication skills of applicants is examined in this
process with their basic capabilities to hire best individuals helping HR eliminate from large pool
of applicants.

Weakness- Connectivity issue is a major problem that company may face while
interacting with candidates across world. Unnecessary noise disruption during conduction of
interview can be a costly & time consuming process reducing morale of candidates.
Task 2
P3 Explain various methods of HRM practices for employer & employee within organisation
Effective functioning of human resource in business venture need application of different
HRM practice methods discussed below in following points:
Training & development- This practice of human resource management is used by
organisation to develop skills & train employees according to company goal objectives. In
context of Tesco, have successfully organized different training programs and developmental
campaigns for workforce improvement. These programs mainly focus on individuals creativity,
innovation, soft skills, vocational skills, technological awarenesses etc.
Benefit to employer- This HRM practice has helped employers train their employees top
adapt to dynamic environment of business (Wiblen and Marler, 2019). It includes educating
them on how to use particular software, artificial intelligence & operate new technologies.
Benefit to employee- People today have different aspirations from a job such as
development of self-skills, incentives, rewards, appraisals etc. Therefore, employees of Tesco get
highly motivate through these encouraging training programs helping them, learn new
technologies & improve their effectiveness accordingly.
Reward management- This practice mainly deals employee performances, their adaption
to company policies & procedures, remunerating them etc. The 360 degree performance
appraisal is most effective techniques used by HR managers before remunerating its potential
employees working at selected organisation. In relevance to Tesco, evaluates every employees
performance based on different factors such as time duration taken to complete each task, work
efficiency, leadership skills etc. Employees getting reward for their extra efforts make them feel
motivated towards achieving company objectives on time.
Benefit to employee- This practice help employer align employee personal goals with
organisational objectives. Also managers use this tool to evaluate staff performances & reward
them according to their individual output given to company work.

Benefit to employer- This help staff of chosen firm measure their own performance with
others & improve accordingly (Wickramasinghe and Chathurani, 2020). It also develop time
management skills within employee to complete their task on time gaining incentive rewards for
their extra efforts.
Work option flexibility: The HRM practice have different forms of flexibility schedules
that consist of compressed work activity, day & night shifts, flexible timings, part-time
opportunities, sharing of job tasks, work from home facility etc.
Benefits to employer- In relation with Tesco, following HRM practice help employer
assist in recruitment procedures, manage attendance of employee with reduced absenteeism,
improve potential workers retention etc. For boosting productivity at workplace Tesco Managers
have created policies related to global ecology, work life balance, natural calamity conditions &
business continuity etc. These policies guide subordinates deal with difficult circumstances
arising at workplace.
Benefits to employee- HRM practice is suitable option for encouraging employees
increasing their morale. In context of Tesco, through successful work arrangements are set up by
employers create flexibility in worker functions without any confusion. The practice makes
communication easy amount team, members coordinating to work for a common goal of chosen
corporation.
In context to chosen organisation, managers and leaders of the business firm are able to
extract best performances out of various staffs working in an organisational firm. By practising
up of effective HRM practices, concerned departments of the business firm are able to attain
desired goals and objectives of the firm, which ultimately contributes towards profit
maximisation and growth of respective business firm. With addition to that, it also helps in
increasing market presence of the firm, as firm becomes more responsive towards customers
demands and are able to function effectively.
P4 Evaluation of different HRM practices affecting profitability & productivity of chosen
company
Smooth functioning of manpower in organisation require effective application of HRM
practices such as allocation of suitable tasks, reporting of employee to superiors, productivity
enhancement, retaining talented professionals. Maintaining sufficient manpower at workplace to
complete daily tasks of company is a generally practised method of human resource

management. In accordance with Tesco, human resource practices to maintain employee and
employer relations are discussed below:
Human resource practices for employers
Promoting positive environment- The following practice mainly focusses on developing
a group behaviour amongst employees of organisation (Morley, Minbaeva and Michailova,
2018). Creating an atmosphere where every employee is treating each other with respect,
enthusiasm, encouragement to achieve company objective etc. positively help managers maintain
organisational culture in an ethical way. In relation to Tesco, managers main aim is to establish
company policies that help in creating coordination amongst staff members. Also these policies
prove to be effective when managers have to make employees work at minimum salaries giving
their best output in long run.
Employee enhancement- Motivating employees to work for a longer period of time does
not only include salaries or monetary incentives. There are a lot of non-financial ways to
encourage individuals such as developing training campaigns, providing employees with more
career opportunities helping them grow & improve their current performance. In context of
Tesco, for increasing market share of company this HRM practice is adopted helping employees
become more efficient, creative and innovative towards new technology tasks assigned.
Employee Relations: In an organisational firm, it becomes important for managers and
leaders of the business firm to establish effective relations with various employees working in
the business firm. It helps in building up of effective coordination between various departments
of the business firm and also avoids any sort of disputes and conflicts between various
individuals working in an organisation. In regards to selected firm i.e. Tesco, concerned
management department of business firm dedicate their efforts in establishing effective relations
with various staffs working in the firm. It helps business firm to implement its various plans and
strategies keeping in mind valuable resources of the workforce.
Employer practices for HRM
Building a flexible organisational structure: This practise is utilized by top management
authorities to create flexibility at workplace helping individuals complete task on time (Monaci,
2020). In context of Tesco, managers make sure that this practice help them explain employees
on how to perform particular activity of organisation & how every performance can be improved

through rising level of work standards. This HRM method is favourable for chosen firm to
increase their profit margins with keeping into key consideration organisational productivity.
Employee motivation: In order to motivate workers, Various HRM methods are used by
employers for attainment of individual and organisational goals. Employers at first give
challenging tasks to employees for evaluating their performance efficiency. After completing
these tasks, employees are rewarded with incentives to make them feel motivated towards work.
Secondly, job enlargement is practised by employers redesigning particular job in which
employee is assigned multiple tasks on same level. At last, employers build new opportunities
for staff through job enrichment making work tasks more interesting & challenging to achieve.
In relevance with Tesco, by use of such practice is able to identify potential candidates
working at organisation. Employers after determining hard-working creative staff motivate
employees through merit based pay, spot awards and skill based pay.
Task 3
P5 Importance of employee relations for decision making processes in human resource
management
Employees having strong mutual understanding with other employees working at
organisation increase productivity & profit margins of company in a positive manner (Otoo and
Mishra, 2017). This help HR managers reduce worker absenteeism, increase productivity
standards, encourages active participation etc. In relevance to Tesco, there are a lot of advantage
of HRM practices that positively affect managers decisions mentioned below:
Set rewards for employee encouragement: The need hierarchy theory of Maslow provide
a broad classification of individual personal wants for inspiration. The inspirational hypothesis
therefore is considered as one of best method to rewards employees step by step by its superior
directors. In relation with Tesco, workers quickly achieve target goals are rewarded accordingly
as per their knowledge, handwork & innovation. There are different form of rewards offered by
chosen firm to its individual staff employees:
Incentive rewards & prizes- Based on employee performances, organisations provide
benefit rewards, achievement awards to hard-working professionals at workplace. In relevance
with Tesco, The director of firm have created an association responsible for rewarding
employees of week, month or overall excellence awards. There is a workers exhibition

conducted by pioneer of chosen firm in which workers are rewarded with different prizes &
respectful presence or position motivating them to work in long run.
Workplace flexibility- The company structure is designed in such a manner that every
employee gets flexible working hours with employee- friendly policies (Rubel and et. al., 2021).
The working pattern of Tesco consist of job sharing where hours are spit between two
individuals to ensure quality of work is maintained. Also work from home & part-time work
facility is provided to company officials helping them achieve their personal goals with
organisational objectives.
P6 Identifying key elements of employee legislation impacting HRM decisions in organisation
Employee legislation consist of different employee rights in an organisation helping them
ethically follow rules & regulations set up by top authority of chosen firm for achievement of
goals effectively. In context of Tesco, managers male sure that all legal laws related to their
retailing business are followed by both managers and leaders to perform company functions
discussed as:
Labour and equality laws: These law mainly focus upon protecting workers right
performing specific tasks at workplace. People migrating for work from different place having
multicultural ideas face issues such as low income wages, more working hours, less interaction
with other employees, fear of expression etc. In context of Tesco, have adopted different policies
that protect female rights, promote multicultural awareness, maintain proper working hours, etc.
for welfare of company individuals.
Discrimination act: People are from diverse background work in a corporation can be
classified under variety regions, language, gender , age and culture. The arising issues between
male & female workers in organisation require application of this law to make sure there is no
gender discrimination at workplace (Kim, Su and Wright, 2018). Tesco have appointed team
leaders to create cultural awareness through educating law rules to staff and simultaneously
solve issues faced by employees based on their skin colour, age, culture, gender etc.
Working time directive act(1998): This act comprise of organisational working hours of
personnel per day. This act states that workers are paid on the basis of fixed working hours every
day so that their work life balance is maintained in a productive way. If employee is working
overtime, he or she will be paid extra for more performance.

Employment act(2008): This act defines various terms and conditions an employee has
ta to follow before they are hired. Therefore, application of this law help Tesco improve
organisational performance at targeted market sectors in an ethical manner.
Data protection act (1998): With rising cyber crime, protection of ones personal data
have become a key priority of every individual working at any organisation. Both company &
employee information is crucial to chosen firm with respect to proper function of organisational
activities & decision making processes (Ayentimi, Burgess and Dayaram, 2017). The law
follows principles that includes, fair processing of personal data, lawful processing of specified
purpose data, calculation of personal information, accuracy of up to date information, security of
information & people rights.
In relation to Tesco, managers systematically follow above legislation laws to ensure
their are effective decisions made with regard to employee safety & proper management of
organisational operations.
Task 4
P7 Application of HR practices with illustrative examples
Job Specifications: It is a written document that specifies which educational
qualifications, experience level, personal detail or responsibilities will be assigned to individual
joining company in future. In relation to Tesco, HR administrator is responsible for giving a
detailed description of job with required experience & personality type needed in an ideal
employee.
Job Specification
Organisation: Tesco
Job Designation: Marketing Executive
Job purpose: The objective is to build strategies that match customer requirements leading to
maximum profits through sales team network, promotion of company product or service,
development of marketing campaigns etc.
Roles and responsibilities:
To build a capable representative sales team with creative capabilities.

Should have in-depth knowledge of executive & company procedures or policies.
Capability of optimum utilisation of organisational resources.
Required skills and experiences:
 MBA from a recognized University or college.
 Specialisation in Entrepreneurship or marketing management.
 Should have effective communication & team work skills.
 Should have prior experience in advertisement & promotional industry
Should have network building capabilities.
Job offer letter: It is an official document statement that is given to a new joiner of
company by employer (Buisson and et. al., 2020). An offer letter consist of various components
that include, detail of job responsibilities, compensation benefits, regular pay to individual, terms
& condition of organisation etc.
Offer Letter
Organisation Name:Tesco
Job position Marketing Executive
Location: UK Reporting person Head of marketing department in industry
Roles & Responsibilities: Innovator in developing creative promotions, marketing campaign
etc.
Know latest market trends related to new technological advancements, recognize shoppers
interest with legitimate capabilities.

Should have ability to evaluate overall performance of employees & control each project tea
with different agenda. Working Duration9:00 am to 7:00 pm Accommodations for employees
Positive work culture in business environment for work expansion & execution.
CV
General information:
Name: XYZ
Father's Name: ABC
Mother's Name: KLM
Email ID: [e-mail]
Objectives:
I am working of an reputed organisation in order to using my skill and knowledge in
order to developing professional career and adding my contribution in day to day
activities which are helps to achieving organisation goal and objectives.
Qualification:
B.com in finance and banking
Master's in marketing and HRM
Experience:
20 years of experience in hotel and hospitality industry as assistant manager at Hotel
Marriott from June 1996 to December 2020.
Skills:
Digital marketing course
Certification course in computer and well versed with Microsoft office
Learning attitude

CONCLUSION
The following report concludes different roles & responsibilities of Human resource
management that help company recruit employees. The selection process is also explained in
report to choose appropriate candidate for right job position in organisation. In relevance with
illustrative company, different online platforms used for accepting maximum applications at a
time is introduced to perform quick hiring functions. Approaches of recruitment and selection
are assessed with respect to different HRM practices functioned by managers. An example of job
offer letter, description, profile etc. are also drawn to know practical process of hiring candidates
in chosen firm. The report has clearly explained different aspects such as employee flexibility of
work, HRM practices impact on legislation laws, job specification, job description etc. There are
a lot of strengths, weaknesses of choosing a particular method of recruitment which are
mentioned in above report analysis.

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