Comprehensive Report on Human Resources Management Practices at Tesco

This report provides a comprehensive analysis of Human Resources Management (HRM) practices at Tesco, a British multinational retail store. It explores the company's mission, vision, and core business objectives, emphasizing the functions and purpose of HRM, including workforce planning, development, recruitment, and reward systems. The report assesses the strengths and weaknesses of different recruitment and selection approaches and examines the effectiveness of employee relations and engagement. It further highlights the importance of employee relations in influencing HR decision-making and discusses key aspects of employment legislation and their impact on HRM. The report also includes a designed job specification and discusses various training methods and performance management techniques used at Tesco, ultimately evaluating the relationship between employee relations, employment legislation, and the firm's decision-making processes. This document is available on Desklib, a platform offering a wide range of study tools and solved assignments for students.

UNIT - 3
HUMAN RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
Introduction of organization including purpose, mission statement and core business
objectives................................................................................................................................1
Strengths and weakness of different approaches to selection and recruitment......................3
Approach of workforce planning, development and training, selection and recruitment and
other function of HR...............................................................................................................4
Different methods use in human resource practices in context of TESCO............................6
Effectiveness of employee relation, employee engagement...................................................6
Importance of employee relations in respect to influencing human resource decision making
................................................................................................................................................7
Key aspects of employment legislation..................................................................................7
Key elements of employment legislation and its impact on HRM decision making.............8
Evaluation of employee relation and employment legislation...............................................9
PART 2............................................................................................................................................9
Design job specification.........................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
HRM refers to a practice that focuses on successful employee management within the
organization. This includes a major work area in which various activity are formed in legal
manner like recruitment and selection, healthcare opportunities, distribution of work as well as
motivating to employees. For the present report here is select TESCO which is British
multinational retails store in UK. The report will divide into two parts such as 1st part of report
will introduce to TESCO with its mission, vision. This justifies functions & purpose of Human
Resource Management as well as different approaches of HRM practices. The second part of
report will design job specification, interview and template job offer for desired candidates. This
will includes approaches to effectiveness of employee legislation, employment legislation. This
will also highlight by aspects of employment legislations with which business unit needs to
comply. Furthermore, it also exhibits evaluation of worker relations & legislation related to
employment effect decision-making of firm.
PART 1
Introduction of organization including purpose, mission statement and core business objectives
Overview of company-
Tesco is recognized as one of the most popular organization in retail sector, it is the
largest private sector employer in UK and the organization has more than 361,000 workers in all
around the world. In United Kingdom, firm stores range from small national Tesco express sites
to wider Tesco superstores and extras, around 87% of all sales are from country. They operate
business in more than 12 nations outside its home town, including Turkey, Japan, China, Asia
etc. recently organization opened their stores in US, where they attract large number of
consumers towards their services and products as compare to other superstore at that place.
Purpose & mission statement-
The aim of company is to provide better consumers services and products, they want to
create value for people to ear its lifetime loyalty and delivery the great quality of groceries,
clothing and household goods.
The mission of Tesco is to widen and diversify their operations with the help of
international expansion strategy. It is considered as biggest retailer in the world with set business
in country that cater high percent of all profits and sales.
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Core business objective-
The objective of organization it to increase their sales, generate profit and maximize
consumers bases that help to lead within retail sector for longer period. They want to make
shopping cheaper for middles class people or average household who cannot be able to purchase
good quality of groceries products in their lives.
Purpose of human resource functions, accountabilities and roles of HR function and
importance of HR
Workforce planning-
It may be defined as a process of analysing future needs of Tesco for applicants in term
of skills, numbers and locations (Bastian and et.al., 2020). Workforce planning is the main
function of human resource department, in which they make plan for workforce demand and
supply. The aim of this function is to assure that company has adequate supply of workers with
knowledge, talent and experience needed to achieve business strategic objective effectively.
Human resource development-
The development of each and every worker is possible when HR plan for providing
training and development session in and out of workplace. Human resource manager is
accountable for assuring that staff members receive right training to effectively perform their
specific jobs. The purpose of training and development is to build strong team in every location
of company.
Total rewards-
Total rewards is another function of HRM in which they offer compensation and benefits
packages for exiting as well as new workers in company. The aim of this activity is to retain
skilled and experience person with business for longer (Bennett, Saundry and Fisher, 2020) .
Recruitment and selection-
Selection & hiring is essential activity of HR while working in Tesco, they hire and
recruit the best and experienced candidates in organization. The purpose of this function is to
increase pool of job applicants, increase success rate of selection procedure as well as maximize
opportunity of retention by attracting appropriate candidates.
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Roles and responsibilities of human resource function-
Role of HR function in company is to manage exiting workforce, hire new applicants and
manage the operational efficiencies by selecting right candidates.
Human resource function such as staffing and selecting of people are accountable for
increasing number of workers with skilled, it helps to assure better utilization of Human
resources. They are responsible for activities duration the large variety of core functions, it falls
under staffing, compensation, employee and employees relations etc.
Significance of human resource in acquiring talent-
HR play important role in acquiring the talented workers in order to meet objective of
Tesco. They give advice to organization directors on measures to acquire top talent and skilled
people who contribute to gain competitive advantages through hard and effective work (Devi and
Nandhini, 2020).
Strengths and weakness of different approaches to selection and recruitment
Recruitment is the action of enlisting new people in the business. this refers with overall
process of attracting, short listing, selecting best candidates for team work. on the other side,
selection is the process of selecting best candidates by taking interview for company.
Different methods of recruitment and selection are as follows:
Recruitment:
Recruitment has two types of method internal and external recruitment methods.
External recruitment method refers with referrals, websites and increase branding of company.
in this employer of TESCO hire employee from outside the office. Strength and weakness are as
follow:
Strength Weakness
External approach work well than other
approaches. With the help external recruitment
approach, manager can advertise desired
vacancy in marketplace.
External recruitment approach consumes a lot
of time and efforts as well which impact on
productivity level.
Internal recruitment method refers with selecting candidates with internal office like promoting
and transferring employee for next post. Strength and weakness are as follows:
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Strength Weakness
Internal recruitment is one of hiring approach,
which is quite beneficial for exiting workers
who are performing their day to day activities
in effective manner. It includes job promotion
that increases motivational level of specific
applicant rather than before.
Internal method also impact negatively as it
creates conflict amongst employees when one
particular worker get promotion by top
management.
Selection method:
This is the process of picking up individual with requisite actions and competences to fill
the job in organization. there are different types of selection methods like ability test, interview
etc.
Strength Weakness
With the help of ability test, manger select right
applicant for company who is capable to
contribute in achieving business aims and
objectives.
It helps to identify mental ability of candidates
which support selector to find out whether a
worker is suitable for job for which they are
selected.
In certain cases, inferences drawn from ability
test may be incorrect that affect productivity
level.
Approach of workforce planning, development and training, selection and recruitment and other
function of HR
Approach to workforce planning-
In case of Tesco, they want to have right applicant, in right number, at correct time and
on right place, in order to grow business and deliver quality of products. Long term identification
and short term identification is two types of approaches uses by HR to plan effective workforce
in company. According to this approach, human resource department identify the recent and
future needs of people in organization. It is quite beneficial for business during competitive
environment, and allows them to have skilled labour at correct time.
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Recruitment and selection-
Internal and external recruitment approach work well than the other, with the help of
internal recruitment, HR select experienced person for specific job role amongst existing
workforce who are able to work according to rules and policies effectively (Duarte, 2020).
External recruitment is another approach of this function which allow HR to hire
applicants’ available outside and have required skills for job of production manager.
Ability tests is technique of employee’s selection uses by Tesco human resource
management to check abilities of workers to perform and work as production manager.
Method of development and training-
On job and off job training is approach of training uses by HR in Tesco to build strong
and talented team. On job training is start from day one of working, continuous observations,
reading manuals and asking questions is all needed during this approach.
Off job training is approach or method wherein employees learn about its job more
specifically away from actual workplace for example, in seminars and special lectures.
Job rotation is staff development approach in which workers move from one job to
another in order to develop and increase their knowledge about different things.
Technique of performance management-
Compensative approach is performance management method uses in Tesco to modify the
behaviour of worker and environment around workplace better than before (Madera and et.al.,
2017). It allows people to overcome in critical area by having other good qualities to work for
and compensate for achieving goal. It helps to create positive atmosphere in workplace where
each member is ready to give their contribution for gaining long term success.
Approach to reward systems-
There are two approaches of reward system which is provided proper and effective
motivation to their employees. Monetary reward system is considered increment, cash prize etc.
on the other side, non-monetary reward system is included promotion of employee, gifts and
special comment in front of whole staff members. In context of TESCO is followed non-
monetary rewards system which is help to give the best impression on employees and through
that employees are highly motivated to other in proper manner.
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Different methods use in human resource practices in context of TESCO.
Human resource practices of TESCO is used different method to manage employees and
human resource at workplace in an effective manner. The different HRM practices of TESCO
are as follows:
Equal and performance based compensation:
It is recognized as the best Practice of HRM which assists company in order to motivate
employees and for achieve goals and objective of TESCO. For example: in the company two
employees are performed same and get same result of work is also same. In this regard,
employees of TESCO have to provide fair compensation through that employee feel valuable
and make significant contribution in the achievement of organizational goals and objectives
(Masri and Jaaron, 2017).
Training and personal development:
HR Team plays a vital role in development of employees as by organizing training
programs and conducting seminars and online lectures for building technical and personal skills
required for better working and providing services to the customers as per their requirements.
This is the best HR practice which is help to TESCO in order to motivate their employees at
workplace.
Effectiveness of employee relation, employee engagement.
The staff relation is influence in the HRM and its decision-making process. Different
approaches to and effectivity of employee relation and employee engagement with flexible
working practices for employees choices are affect and influence to HR decision-making.
Employee engagement:
Employee engagement is excelled in customer’s expiation and achieve greater
productivity as well as operational efficiency, it helps to increase profitability of business.
Healthier employees with lower absenteeism reduced turnover that is quite beneficial for
company. In order to share ideas and good practices between the team. Workers of TESCO must
be ensured about the employees of the firm which have equal opportunity share their view and
ideas with others. The employee in the organization is the foster engagement and strengthen
links between the employee helps in order to eliminate work related to confusion the decision-
making capabilities of the firm. At that time employees hold their strong viewpoint and opinion
in any decision-making criteria to which they never get viewpoint in order to share with peers.
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This affect to employee morale which result morale is lower (Roslender, Monk and Murray,
2020). In case of TESCO in idea and practice of decision-making by company. This plan will
also boost the employee morale and motivate them for work in proper manner and create great
conclusion for drawing decision-making.
Employee relation:
The employee relation is also affected HR decision-making by creating positive impact in
respect of flexible working hours. Employee relation is effective and more valuable for the
business and for its growth factor. This creates more flexibility for employees by enhancing
employees in positive manner. In order to flexible working hour: if employees relation is better
than they are highly able to share all the views and ideas for work but in case of flexibility create
difficulty for HR at the time of ending months in order to calculate working hours of employees.
Those are the effectiveness of employee relation and employee engagement in respect of
flexible working practice (Tambe, Cappelli and Yakubovich, 2019). This help to reduce
absenteeism of employees and increase employee loyalty by offering opportunity to work by
home.
Importance of employee relations in respect to influencing human resource decision making
Maintaining and building strong employee relation in workplace is very important for
HRM, because it help to increase productivity as well as motivational level rather than past few
years or months in organization. It impact on HRM decision making process positively and
effectively, as to develop good employee relation in work area human resource manager take
action and create plan. For example, managers and leaders encourage staff to take part in
decision making procedure that help to build strong employee relations between employees and
top management. For example: union trade is the most important aspects which is having within
the organization. union have want to changes in their working style in that case HR have to take
decision as per their needs. through that employee relations influence human resource manager
and its decision making process in negative manner.
Key aspects of employment legislation.
There are some legislation to be implemented by TESCO that will affect the decision-
making of TESCO.
Non-discrimination and Equal Employment Opportunity:
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The staff of TESCO must protect its employees from making differences between people
based on race, age and sex by various areas of employment laws. In addition to this, Civil Rights
Act of 1964, ensures protection under several areas or aspects that include major federal anti-
discrimination such as sex, religion & national etc. Also, the state as well as local law address
extra protected areas. Human Resource Department of TESCO must implement several practices
considering Employment Act, Equal Pay Act and several other laws offending employment
discrimination and provide equal opportunity of employees of TESCO to maintain their interest
in working conditions.
Safety and health act:
This is important for organization aspects this act management have to provide safe
working environment to employees within the organization. Like flexibility working hours, safe
working condition.
Minimum standards for terms and conditions of employment:
The workers of TESCO must enforced under laws that set minimum standards of
employees pay, safety and leaves. Federal Fair Labour Standards Act will help set minimal pay
and overtime pay necessitate. They also implement Occupational Safety and Health Acts to
ensure workplace safety. Also, Medical leave Act offers protection to the workers and their
family members for the medical emergencies. The Human Resource Department in TESCO must
comply with all the employment laws and legislation to maintain interest of employees in their
work.
Some important aspects of employment legislation which is important for employer of
TESCO to get the best goals of company and its business objectives.
Key elements of employment legislation and its impact on HRM decision making
Different components relevant to employment are included in employment legislation
which includes affirmative actions, working conditions, equal employment opportunity, wages &
remuneration, welfare, sexual harassment, and workplace safety. All these elements impact on
human resource manager decision making procedure positively. For instance, HR manager to
protect employees from any kind of discrimination, provide training how to behave and conduct
practices with team mates without making differences based on their age, gender and colour.
According to Equality Act 2019, human resource manager comply with and adhere to the norms
of this act, they treat exiting as well as new applicant fairly and equally.
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Evaluation of employee relation and employment legislation.
Both practices influenced decision making process of HRM in TESCO by equal
employment opportunity, freedom to join unions and non-discrimination, establishing minimum
standards for terms and condition of employment as well as the safety and wages factors are
affected for the decision-making by HRM (Vardarlıer, 2016. Employee relation and HRM
practices affecting decision-making in TESCO can be influenced by the decision-making of
Human Resource by thinking bottom up not top bottom and sharing of good ideas and practices
amongst the teams as well.
PART 2
Design job specification.
Job specification of HR manager which is described the requirements for appropriate
person for role.
JOB SPECIFICATION
EXPERIENCE
 7-9 years of progressive accountable position in human resource, in a single firm or two.
 Experience managing and supervising skilled people.
 Experience at multiple locations for HR Director Job.
EDUCATION
 Bachelor Degree in Human Resource and Business field education
 Master’s in the field of HRM
 MHRM
 M.Com (HR)
REQUIRED SKILLS, KNOWLEDGE AND CHARACTERISTICS
 Effective communication ( Business Presentation and Interpersonal Communication)
 Highly polished Teamwork skills.
 Reflect confidence in interpersonal interaction.
 Consist basic sense in performing along executives.
 Must remain cost effective at time of demonstrating increase productivity and
continuous improvement methods.
 Reflect commitment for services and continuous learning.
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 Interest in employee relation and communication.
 Contribute effective strategic advice to the company and senior level executive to see
bigger picture.
 Capable of accepting constant environment change.
 Must follow employee empowering conditions.
 Familiarity and capabilities of using tools of human resource such as HRIS, Microsoft
Office, file management and administration.
HIGH LEVEL OVERVIEW OF JOB REQUIREMENT
 Controls all the provision of HR programs and services of TESCO.
 Knowledge of accomplished Human Resource business plan along with important
finances.
 To serve needs of company staffing effective as well as productive worker.
 Reflect talent management planning along with its implementation considering
employee planning, hiring and recruitment, performance planning, improvement and
succession planning for TESCO.
Documentation for interview.
The documentation for interview are here, some interview questions TESCO must be
include in the process to recruit Human Resource manager:
 How you comply with the employment regulations while working with TESCO?
 How the role of HR contributes in the success of TESCO?
Give your suggestions to resolve conflict between employee and manager at the time of work
pressures.
 What procedure will you precede for resolving worker grievance.
 How would you assess priority of your role?
Selection criteria: Candidate will be select on the basis of:
 Relevant academic background
 Grade average
 Working experience of candidate
 Quality of essay on a topic proposed by the academic board.
Template of job offer.
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