HRM Report: Analysis of TESCO's Human Resource Management

This report provides a comprehensive analysis of TESCO's Human Resource Management (HRM) practices. It begins with an introduction to HRM, its purpose, and functions, followed by a detailed examination of TESCO's specific HRM strategies. The report explores various aspects of HRM, including recruitment and selection methods, such as internal and external recruitment, and the advantages and disadvantages of each. It also delves into the benefits of HRM practices for both employees and the employer, highlighting aspects like training and development, motivation techniques, and employee relations. The report further evaluates the effectiveness of different HRM practices, particularly focusing on training and development programs. It includes practical examples, such as job specifications, CVs, interview evaluation sheets, and job offer letters. The report concludes with an overview of TESCO's HRM practices and their overall impact, offering insights into how TESCO manages its human capital to achieve its organizational goals. The report also touches upon the influence of employee relations and employment legislation on HRM decision-making.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1. Purpose and the functions of HRM..................................................................................1
P2 strengths and weaknesses of different approaches to recruitment and selection..............4
P3 Benefit of HRM practices.................................................................................................6
P4. Effectiveness of different HRM practices........................................................................7
P5. Influence of employee relation in HRM decision............................................................9
P6.Employment legislation and its impact upon HRM decision-making............................10
TASK 2..........................................................................................................................................12
1. Job specification for marketing supervisor.......................................................................12
2. CV for student ................................................................................................................13
3. Interview evaluation sheet ...............................................................................................14
4. Job offer latter for marketing supervisor position ...........................................................15
5. Evaluation of HRM partice and .......................................................................................16
CONCLUSION..............................................................................................................................17
REFERNCES.................................................................................................................................18

INTRODUCTION
Human resource management is an organisational function to effectively manage the
human capital in company. HRM Patrice includes recruitment, selection, training and
development, performance appraisal. HRM try to manage conflicts, change resistance by
employees and industrial relation. HRM helps an organisation to take competitor advantage via
employee performance enhancement and employee engagement effort like guidance, motivation
and problem solver role. Present study describes various policies and practice used by TESCO to
manage its human capital. Study also gives knowledge about advantages to employee and
organisation by using effective HRM practice. Various external and internal factor affects
TESCO’s HRM practices which also covered in study. TESCO is one of leading multinational
grocery store having ninth rank in the largest retailer in the world. It was established in 1919,
headquarter situated in England, UK. Company have stores in United Kingdom, Ireland, India,
Malaysia, Thailand, Czech Republic, and Hungary. It has 476,000+ employees working with it.
Task 1
P1. Purpose and the functions of HRM
TESCO's Human resource management's focuses on improving the employee
performance and engagement so that it can use its human capital to its maximum potentials.
HRM function can be divided into two parts as managerial function and operating functions.
Managerial function includes planning, staffing, directing and controlling of human capital and
operating deals in managing day to day activities like motivation, compensation, maintenance,
assistance etc.(Shaukat, Ashraf. and Ghafoor, 2015)
Purpose of HRM
 HRM is responsible insure the smooth supply and human inventory having required
skills
 Purpose of human resource management is apply tools and technique to increase
employee's efficiency.
 HRM help employee in their career development via facilitate traning and development
program.
 Look after Employee's health and physical well being in organization.
 Enhance individual's capabilities .
Function of HRM
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Planning:
Tesco's HR department responsible to maintain human inventory in advance, which is
done through identify human resources need for specific purpose and objectives of company.
Organization use competency based management to fill the gap between desired competency and
current competency of employee, by acquiring restructuring strategies, T&D strategies, and
outsourcing and collaboration strategies.
Organizing:
Organizing function of HRM insure right person on right job. To achieve this objective
TESCO HR department carefully design individual job role and responsibilities, qualification,
skill and experience required for specific job, job enrichment practices.
Training and development:
Identify learning need of every employee and conduct customized training and
development program in one off the most popular function of TESCO's HR. TESCO employee
needs training for latest technology used in retail sector and soft communication, interpersonal
relation development program because they deal direct to customer(Jackson, Schuler. and Jiang,
2014)
Motivation:
Motivation is process to satisfy individual need and wants so that one can focus on its
work with full efficiency. TESCO HR department use customized motivation tools as per
individual's need. It does not practice the ideal, traditional and standard motivation tools. For
instance it uses ERG theory which is modified version of Maslow. Motivation help in boost the
productivity of employee. Employee's creativity and engagement is directly attached with this
factor, highly motivated workforce helps organization to take competitor advantage.
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HRM Function 1
M1
Human resources' department carefully design job role and responsibilities in job
requirement statement which helps employee to identify himself as suitable employee for the
work or not according employee can apply. This match making activity help organization to get
most suitable employee for particular objective, for instance TESCO's HR department required
five year marketing experience with having certain marketing certification like CIM Level 4
Certificates for marketing manager of store. Planning of HRM identifies that required skill and
experience for particular and HR design job specification based to these skills. A person who
find suitable for job will apply, which save time of HR in matching making the employee
cusrrtent skill and wanted skills. Motivated employee help organization by showing its creativity,
self learning. Motivation strong the relation between Firm and employee. Right people for right
place at right time is a heavenly match which can be achieve only best HRM practices. When an
employee got job as per his capability and interest , it makes them happy and give employee
satisfaction(Albrecht. And et.al., 2015.)
P2 strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection is very popular function of HRM. Often these two concepts
look similar but there a difference between recruitment and selection. Recruitment is process to
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attract the people to join an organization by internal and external sources, where selection is
process of making final hiring decision from. TESCO practice use both internal and external
sources of recruitment as per nature of work, time and cost available to conduct hiring process.
Internal recruitment
In internal recruitment TESCO offers job to its existing and former employees first.
Internal recruitment is done by Promotions and transfers, shifting, job rotation, career ladder,
demotion, internal advertisement, employee recommendation etc. for recruitment process HR
conduct activities like Job analysis, job descriptions, personal specifications, competency
frameworks which are given below:
Recruitment and Selection program 1
Job analysis Job analysis is process to obtain required information and create deep
understanding of job requirement so that HR can make effective ‘Job
Description’ and ‘Job Specifications. For instance TESCO HR manager
identify that store management must have creativity and good interpersonal
and communication.
Job
descriptions,
A Job description contains information about job role and responsibilities,
salary, working condition, machines information. It gives general idea to
person about job requirement so that it can make application decision for job
Job
specification
It includes qualification, EQ and IQ requirements, experience, skills and
training for specific job.
Advantages of internal recruitment
 TESCO use internal recruitment when it makes hiring decision for job and project which
required knowledge of TESCO organization culture and activities, it saves time of both
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employee's and organization because new employee will take time understand the basic
of organization work.
 Internal recruitment is very much cost effective because it does not require heavy
expenses of advertisement, documentation and induction training.
 When employee knows that there is scope of promotion and growth, it will boost
employee’s morale and efforts.
 HR have more clarity about existing employee's capabilities, personality and skills, so
chances of wrong hiring decision is minimum(Shailashree. and Shenoy, 2016.)
Disadvantage of internal recruitment
 There is no scope of fresh talent, experience and idea in internal recruitment.
 It will create a Gap in position , for example in case TESCO transfer its marketing
manager to another vacancy, then existing position remain idol and vacant.
 Internal recruitment increase the chance of conflict as this process has biasness
scope(Jackson, Schuler. and Jiang, 2014)
SACS working force planning model.
SACS consulting design a workforce planning model, which is current use in TESCO.
These model consist three stages like analysis the current situation where HR observe the
current skill and experience that needed for job, set benchmark for skills. In second stage
TESCO HR identifies the ideal competencies which can help in achieve the organization goal ,
for this HR use structure modeling, commercial dimensions, and financial feasibility of
workforce. After get the clear idea about everything, HR formulate the strategies for hiring,
training pregame. Short term hiring sources like internship also taken into consideration for
urgent hiring.
Advantages of SACS working force planning model.
 Workforce planning minimizes the risk of wrong hiring.
 Competitor advantage though getting the most suitable employee for job.
 Assure the completion business objective via increase production of workforce based
upon gap analysis.
Disadvantages of SACS working force planning model.
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 High chance of mistake in analyzing the job competencies, as sometime HR have lack of
professional skills require for complex job for intance HR fails to identify the required
skill in employee who has to work on big machines.
 This is a vague strategy.
 HR sees this approach as a plan where working plan is a continuous process which also
include training and development efforts as well.
Reward system of TESCO
TESCO uses monetary reward as bonus, compensation, pay extra for extra work. TESCO
fails to identify the importance of non monetary reward system, which state that some employee
choose non monetary benefits as job advancement, empowerment. Money can not be slotion of
all the problem. Monetary benefit are identical for all the worker so it is easy for HR to offer
monetary benefits , because non monetry benefit demand deep motivation need reserch of
employee and individual expectation can be never achieve (Tregaskis. And et.al., 2017)
P3 Benefit of HRM practices
Human resource management practice covers the entire dimensions which are required
for employee's stratification and motivation. For instance TESCO’s HRM work related practices
are conflict regulation, employee rights, employment security, facilitate open communication,
individual and organizational learning information sharing etc. HRM insure safety, accident
preventive method and tools. Various activities, game are conduct by HR to release employee
stress and pressure, psychological assistance, customized T&D, leadership, different motivation
method, fair performance appraisal, compensation, growth opportunities etc.
Benefit of HRM to employee:
 TESCO provide growth opportunities to its employee by allowing them to take
participation in business conference, international tours, training and development
sessions so that employee's get more exposure and identifies their own learning need,
which enhance employee confidence and creativity.
 Positive working environment function of HRM gives positive vibes and happiness to
employee.
 Employees feel safer for him and his family because best HRM Patrice include insurance
to his family, retirement benefit, compensation in case of accidents.
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 Customized training and development program satisfies learning need of employee as per
his requirement.
 Open communication helps employee to inform his motivation need and learning need to
his leader, by this employee can get enhance his skill without much effort.
Benefit of HRM to employer:
 TESCO successfully get competitor advantage because of its HRM practice. Competitor
advantage can get by reducing time and resources wastage and enhance employee
productive, engagement in organization(Shailashree. and Shenoy, 2016.)
 Open communication practice of HRM help TESCO to get the knowledge about
employee's motivation need and learning need so that it can design customized training
and development program. TESCO get maximum advantage by its T&D program just
because of its customization feature.
 TESCO take care of employee career, safety and family by this Employee feel
emotionally attached with organization which enhance participation of employee in
innovation and suggestion(Shaukat, Ashraf. and Ghafoor, 2015.)
 TSSCO smoothly implement the change in organization, conflict management because
employee respects their leader and organization.
 Employee turnover ratio of TESCO is very low, apart from it TESCO easily get human
capital whenever required because of its good industrial relation, goodwill and image.
 Individual learning helps TESCO to reduce wastage of resource and time because
employee takes initiative in improvement of defect and error without supervisor.
P4. Effectiveness of different HRM practices
TESCO has best HRM practices in industry. One important HRM practice is used by
TESCO is training and development, because organization offer grocery product which is highly
sensitive to customer health, life and attitude. Effectiveness of HRM can be measure by outcome
and efficiency of its T&D outcome.(Oaya, Ogbu. and Remilekun, 2017) Training practice of
TESCO is given below:
Difference between training and development:
Training Development
Training is given to improve and learn skill, Development program focuses on behavioural
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increase know loge for specific job. For
instance CRM software training to marketing
Team.
improvement of person and employee. For
instance development program for improving
leadership quality, interpersonal relation skill
etc.
Training session conduct for short time
duration like 3 or 4 weeks
Development program are long term as
compare of training session , like for 2 and 3
months.
Training session are mostly developed for
supervisor and labours
Development program given to managerial
post.
Training has narrow scope as it focus
improvement in current job only.
Development has wider scope because it will
help employee in career growth in the future.
Training programme 1
TESCO HR conduct T&D program periodically, which is given below:
Training Needs Analysis (TNA):
HR put its special effort in identity the training need because design T&D without
knowing the training of employee, will not give any benefit to organization. For this HR use
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observation, feedback, performance assessment report, questionnaires. HR also do cost analysis,
make check list for training. For instance TESCO plan to conduct interpersonal relation skill
development program to its marketing team, because HR find so many frequent conflict arises in
team(Albrecht. and et.al., 2015)
Setting objectives:
, TESCO HR sets training objectives. Training objectives are brief of training
communicate to employee about T&D program where HR clearly communicate to employee
about what to do or what not to do. For instance TESCO HR communicate to marketing team
that training session are mandatory for all the employees, absenteeism will not be tolerate.
Implementing training program:
Implementation stage involves physical, environmental and psychological set up for
training program. TESCO HR arranges charts, case study material, team building game set ups
etc.
Evaluation and controlling-
HR evaluates the training outcome by receiving feedback about marketing team's
behavior from customer and other stakeholders.
If HR finds no improvement or little improvement in marketing team behavior, then different
tactics like motivation, benefits are offer to team.
P5. Influence of employee relation in HRM decision.
Human is called social animal. An employee shares some relation with his co- workers and
colleagues. Quality of relation among employee can affect HRM practice positively and
negatively. HR of TESCO try to maintain healthy relation among its employee by conducting
informal events, tour and lunch. As discussed earlier marketing team faces some issue regarding
interpersonal relation issue in team, which also effecting the HRM practice of TESCO as given
below-
 Due to frequent conflict in marketing team, employee turnover ratio, absenteeism,
dysfunctionality increases and behavior and attitude of team member get worsen day by
day, because of this HR faces difficulty in resolve the issue.
 HR fails to design training and development program because team do not want to come
together
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 Productivity and performance declining.
 Disputed relation among employee creates stress, complaints, unethical practice like
sexual and unlawful harassment, discrimination, biased decision-making, conflict,
damaged perception, breach of confidentiality, conflict of own interest. These all
activities are reciprocal to HRM practices
 employee will use its negotiations and bragging power against the HR’s labor policies by
taking help of trade union and other employee favor legislatures
 Healthy employee relation among employee embrace open communications so that HR
can employee and HR shares feeling with each other for instance if marketing team
would have nice relation with HR, then only hr can know the reason of conflict.
 Marketing team could have reached its goal fast if team has harmonious relation.
(Shaukat, Ashraf. and Ghafoor, 2015)
P6.Employment legislation and its impact upon HRM decision-making
Employee legislation framework comprise various laws and regulation to protect the
employee interest like Equal employee pay ACT, employee, The Disability Discrimination Act,
minimum wages Act, maternity leave etc. TESCO HR follows almost every essential law
regarding employee welfare. These legislations affect HRM decision in following way:
Employee legislature 1
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 TESCO HRM insures equal opportunity and fair chances in requirement and selection
process. Equal opportunity in selection means, every person must get equal chance to
show its competencies for job. Discrimination based upon caste, religion, color and
nationally is prohibits in TESCO HR policies under Equality Act 2010. It helps
organisation to make its goodwill in industry so that it can easily get the people on time.
 Monetary and compensation benefits of TESCO insure minimum wages, insurance cover
for employee and its family, health and medical benefit, childcare, accommodation
facility. HR formulates its benefit policy according to employee benefit framework
provided by government.
 TESCO have well established grievances' mechanism which is outcome of The
Employment Act 2008. This act provide guidance to HR , about how to manage
employee unfair treatment within legal disciplined according to Employments Right Act
1996(Dunlop, 2017. Employee law)
 HR provides required training for working on machine which can be hazardous for
physical well being of employee. TESCO production manager ensure that all employee
must have proper dress, gloves, mask, emergency arrangements. As per health and Safety
Law at workplace.
 Casual leave, working hours, working part-time, statutory leaves, sick and maternity
leave are designed by HRM under UK labor Law Regulation.
 Appointment letter and employee offer letter of TESCO Company clearly describes type
of harassment like verbal harassment, physical and mental abuse treated as offense in
organization. Company facilitates women helping number, “they” complaint box with
full confidentiality. Under Equality Act 2010.(Dunlop, 2017)
TASK 2
1. Job specification for marketing supervisor
Qualification  Graduate/ post graduate/ Retail marketing certificates courses.
 Intermediary and advance level in Marketing apprenticeships and The
Chartered Institute of Marketing (CIM)
 Basic knowledge of digit media and computer literacy.
 Driving license
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experience  0-3 year work experience.
 Team handling and supervision skills.
 Understanding of marketing research.
 Work experience in mid sized retail store.
Area of
experience
 Academic knowledge of marketing principles and models.
 Knowledge of product development process. ,marketing research, sale
experience, dealing with customer.
Other skills  Punctual sound interpersonal and communication skill.
 negotiate skill,
 work life balance
 Emotional intelligence
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2. CV for student
Tom stark
789 Main street City of London , 12345. Tom stark@ Gmail.com.
Professional Summary
Highly motivated and determined student with strong analytical, communication and effective
team building skill to Marketing supervisory job at your company. I have two year experience
of data entry and handling in academic period. Also, I am well qualified to achieve the targets
within given time framework.
Core Qualification
 Proficiency in excel and PowerPoint.
 English language skills.
 Analytical thing and scheduling the work.
 Interpenetration data, reports, graphs and trends.
Experience
 Internship at xyz Retail store.
 Former Caption of state level Football team.
 Experience of create reports and recommendation on the basis of given data.
 Participation In business debates.
Education
 Marketing MBA
 Graduate in commerce
3. Interview evaluation sheet
Parameter Poor Average Good Excellence
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confidence
Communication and interpersonal
skills.
Problem solving skill (IQ)
Market Awareness
Knowledge of subject and job
Relation management skill
Motivation and negotiations skill
Leadership skills
Technical knowledge (excel and
power point)
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4. Job offer latter for marketing supervisor position
FEB 1, 2019
Mr. Tom stark
789 Main street
City of London , 12345
Dear Mr, applicant
TESCO is please to offer to job for the marketing supervisor position, as your skill and
experience finds fit for the job position.
As we discussed, you're starting date will be March 1,2019. The starting salary will be £36000
per year and paid on monthly basis.
Medical coverage will be given to family by employee benefit plan, which will be effective from
the joining date. TESCO also offer flexible time- off plan, in which sick, maternity and personal
and holiday leave are included. Employee will become eligible for TESCO retirement plan, after
completion of 90 working days.
If you choose to become part of the organisation, please sign the second copy of letter and
summit it to HR department timely.
Please contact to me if you have any query in your mind.
Sincerely,
james thomas
Director, Human Resources Department
TESCO Plc.
I hereby, accept the marketing supervisor position.
Signature
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5. Evaluation of HRM partice and
Firstly, Job specification is created in order to render more clarity about job to the
candidates. It will help them to match their competencies with demand one, so that they can
apply for the job position. Also, job specification document guides the HR manager in set the
interviews question process. After it, manager receive the CV of different candidates. CV render
basic as well as other information, which can be use by manager in making the interview
question for instance Tom stark, wrote in CV about captain-ship of state football team. Manager
can ask about his experience and how he will apply the lesson in its supervision role. Interviewer
makes evaluation sheet, which not only help in record the interview performance, but also keep
manager's concentration on core skills and experience while interaction. Lastly, job offer letter
given to selected interviewee to inform him about his confirmed appointment. Manager ask to
keep one copy with candidate so that he can remove his future confusions. Also, company keeps
this records for grievance handling purpose.
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CONCLUSION
From the above study it has been concluded that an organization must use the best HR
practice in organization, it will help organization to increase market share, grab competitor
advantages by increasing employee participation and engagement. HRM has direct and
indirect benefits, its indirect benefit includes increase goodwill and image of organization in
front of all stakeholders, if an organization practices HRM with full honesty than it will
never face shortage of effect employee. Motivation, T&D, and all the HRM practice must
have customization elements in it, because every employee have different need and
expectation, organization must recognize their and need and accordingly provide HR
solution because standard HRM fails in satisfy all employees and their learning needs.
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REFERNCES
Books and journals
Albrecht, S. L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance.2(1). pp.7-35.
Chaneta, I., 2014. Recruitment and selection. International Journal of Management, IT and
Engineering. 4(2). pp.289.
DeVaro, J., 2016. Internal hiring or external recruitment?. IZA World of Labor.
Dunlop, C., 2017. Employee law: Privacy and the workplace: Issues of intersection Privacy and
the workplace: Issues of intersection. Governance Directions. 69(1).p.43.
Farooq, F. And et.al., 2018. The Effect of Employee Engagement on Quality Work Task
Performance with the Moderating role of Employee Relationship.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals.8(1). pp.1-56.
Oaya, Z.C.T., Ogbu, J. and Remilekun, G., 2017. Impact of Recruitment and Selection Strategy
on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria.
International Journal of Innovation and Economic Development. 3(3). pp.32-42.
Shailashree, V.T. and Shenoy, S., 2016. Study to Identify the Relationship between Recruitment,
Selection Towards Employee Engagement.
Shaukat, H., Ashraf, N. and Ghafoor, S., 2015. Impact of human resource management practices
on employees performance. Middle-East Journal of Scientific Research. 23(2). pp.329-338.
Shields, J. And et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Tregaskis, O. And et.al., 2017. Employee communication and participation. In Policy and
Practice in European Human Resource Management (pp. 154-167). Routledge.
Online:
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RecruitmentProcess,2018.[Online].Available
Through<https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.h
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