Human Resource Management Report: TESCO Case Study Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at TESCO. It begins with an introduction to HRM, its purpose, and functions, followed by a detailed examination of recruitment and selection approaches, comparing their pros and cons. The report then explores HRM practices that benefit both employers and employees, such as promoting positive behavior, building flexible workplaces, motivating workers, and developing employees. A significant portion of the report focuses on the effectiveness of HRM practices in TESCO, specifically in terms of raising organizational profit and productivity, including the provision of incentives, feedback, safeguarding employee interests, and training programs. The report also addresses the importance of employee relations and the impact of employment legislation. The report concludes with practical applications of HRM practices within a work-related context, offering a holistic view of how TESCO manages its human resources to achieve its business objectives. The document is contributed by a student to be published on the website Desklib. Desklib is a platform which provides all the necessary AI based study tools for students.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose and functions of Human Resource Management.........................................................3
P2. Pros and Cons of different approaches of recruitment and selection........................................5
P3. HRM practices that benefit both employer and the employee..................................................6
P4. Effectiveness of HRM practices in TESCO in terms of raising organisational profit and
productivity.................................................................................................................................7
Task 3...............................................................................................................................................9
P5. Importance of employees relation, which influences the HRM decision making.....................9
P6.Elements of employment legislation and its impact.................................................................10
TASK 4..........................................................................................................................................11
P7: Application of HRM practices in work related context.....................................................11
CONCLUSION: ..........................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The resource that includes the skills, knowledge a person possess and motivation that
resides in them can be defined as Human Resource. And the process concerned with recruiting
and developing the employees in an organisation so that they become valuable to the
organisation is called Human Resource Management(Hendry, 2012). HRM is majorly defined so
that an employees ' performance in providing service to his employer by achieving the required
objectives can be maximized. It is a formal system used within an organisation that mainly aims
at recruiting, managing and providing directions and guidance to the people who work in an
organization(Bowen and Lawler, 1992). This report is based on the analysis TESCO which is
one such company whose HRM department looks after all the conducts of the employees
including the salary and wages structure, employees relations with one another, new staff
requirements and also setting up of employees performance goals and objectives.
TASK 1
P1. Purpose and functions of Human Resource Management.
The purpose of human resource management include identifying skills in employees
and making effective use of such abilities in achieving organisational goals as well as objectives.
The main aim of personnel manger is to coordinate people within an organisation to achieve
enterprise mission and vision. The objective of human development management is to have
focus on internal sources of business in order to gain competitive advantage. Personal manger

seeks to enhance firm and employees performance. The human resource manger intends to
manage human resource in systematic manner.
Human Resource Management in TESCO is the division of an organisation which
focuses on various activities relating to employees conduct in the company. This department
plays a crucial role in success of the organisation. It depends on the structure and composition of
the organisation that Human Resource Management can also be called as Human Resource
Development Although the overall major responsibility of the department is to measure the
performance of employees and ensure that all members perform their task in a manner that
promotes the objectives of the organisation. Also, it is the Human Resource which is responsible
to take initiative to judge the capabilities of the employees and place the right employees at the
right job position.
The properly run Human Resource management in TESCO provides the company with
the best valuable resource I.e, its employees. There are various HR disciplines, but the most
essentially practised functions of it are describes below:
Managerial functions- This functions include various activities such as human resource
planning, organising, directing and controlling. This functions aims at solving various issues
related to management of human resource, they have to ensure that employees are being
provided with proper guidelines to achieve organisation objectives
Operative functions-.This functions are specially designed to manage human resource.
These includes following activities such as:
 Selection and Recruitment: In general sense the competitiveness of employment
specialist measured by the number of positions they fill in the required time.
 Compensation and Benefits: The remuneration concerns are mostly handled by the HR
specialist which have dual expertise. The HR functions include the evaluation of
competitive pay practices and also setting up of compensation structures.
 Training and Development: The trainer must provide temployee with required
mechanism which is necessary for their success. In many organizations an extensive
orientation training is provided by the company so that it becomes easy for the person to
indulge in the new working culture.

 Employee Relations: The HR discipline mainly attempts to strengthen the relations
between employer and the employee with the help of measurement of employee
engagement and job satisfaction.
 Safety: Safety at workplace is another factor which is important. As stated under
(OSHA) Occupational Safety and Health Act of 1970, the employers of the company
are obliged to provide safe environment to work at the organization.
 Compliance: Concurrence with the employment laws stated by the government and the
labour is a critical HR function(Flamholtz, 1973). Any disagreement between the
concerned people can result into unfair or illegal employment practices, general
dissatisfaction within employees and may directly affect the working conditions
resulting to poor productivity and less profitability.
P2. Pros and Cons of different approaches of recruitment and selection.
It is true that hiring, providing employment and retaining the employees requires a true
human resource technique so that bad hires can be prevented and high turnover can be reduced.
There are various best practices and HR theories that can help TESCO to put together a possibly
best group of members in its organisation. Planning ahead of the required time will definitely
reduce the policy of firing and moving an employee in different places. Recruitment is the
process of attempting to locate and encourage potential applicants to apply for existing or
anticipated job openings". (R. L. Compton, Alan R. Nankervis, ). There are various methods of
recruitment and selection that discussed below:
 Internal sourcing: In the process of sourcing internally, the advertisement of newly
vacated job position within the company is done. Nowadays more organizations are
switching their method to internally sourcing as a method to employ the existing
member of the company. Due to which the cost of providing training and the time that
would have been invested in it is saved. Therefore, upward recruitments are widely used.
This type of sourcing also saves time in running a complete background check of the
new employee.
Certain Pros and cons of different approaches of recruitment and selection are mentioned below.
Strengths Weakness

 Requires less time to fill the vacated
positions
 No new ideas are introduced in the
organization.
 Less expensive methodUnenergetic and
dizzy atmosphere prevails with the
existing employees.
 Time is saved from doing background
checks.
 Lack of innovation or creative idea is
talked upon in the company.
 This method provides opportunity to
select and hire the best talent from
within organisation.
 This method may leads to situation of
conflicts in enterprise.
 This method provides opportunity to
retain existing employees and helps in
reducing employee turnover.
Difficult process as include identification of
the best talent and its provide narrow scope for
selecting and recruiting employees.
 External sourcing: In the external sourcing method, fresh employee candidate are
searched through various external sources using recruitment tools like trade publications,
job boards, newspapers and announcements. This method favours fresh and new talents
to enter in the organization and portray their calibre. Using this method, may produce
out-of-the-box thinking from the fresh hires. Also, sometimes existing employees are not
competent enough to fill the required vacancy position, in that case outside sourcing
helps the Human Resource management. Strengths and weakness of external sources are
mentioned below:
Strengths Weakness
 External sourcing is helpful in
providing new outlook to the company.
 No assurance of suitable candidate is
found.

 Several tools can be used to find out a
match for the vacant position.
Background check is always a big deal when
recruiting from an external source.
TASK 2
P3. HRM practices that benefit both employer and the employee.
Human Resource Management includes all the practices done by HR workers and
managers and systems to manage people while making them happy and productive. The key task
which Human Resource management dopes are payroll management, employee benefit
administration, firing, training etc.(Love and Singh, 2011). Flipping the coin HRM in true sense
works in keeping both the employer and the employee happy and contended through various
deals:
 Promotion of positive behaviour: In other sense it is the HRM practice which enforces
and awards the desired behaviours of the employees. Although the way of practising the
HRM policies need to fit the company culture and should be based upon the UK
employment standards and laws. The human resources practice provides employees an
opportunity to develop positive behaviour which will help them in enhancing their
career growth.
 Building a flexible workplace: As times have passed, workers nowadays have become
more diverse. There are employees who work for part-time and also employees, who are
disabled in one or the other sense. Therefore, HRM practices need to act as per the
shifting demographics in the workplace. Flexible work environment, work schedules,
work teams, work locations, method of communication and accountability method need
to be used in order to retain the employees in the company. The human resource
activities assist manger in building good relationship between employer and employee.
Human resource exercise encourages employees to enhance their contribution by
providing suggestion and innovative ideas in order to develop flexible workplace.

 Motivating workers: A feeling of being competent and essential at the position
increases the positive impacts on the company from the employee side. A constant effort
of the HRM should be made to motivate people of the organization so that a feeling of
positivity stays among them and they perform productively. The human resource manger
can delegate some of its responsibilities to employees and provide them opportunity to
become part of decision making process this assist management in reducing work load
and help in developing motivation in employees.
 Developing employees: Employees and the workers of the company are the real
intellectual property in the organization. A constant approach towards motivating and
encouraging the employees in order to sharpen their skills in the desired fields need to
be done.,which in turn will rise the productivity of the organization.
P4. Effectiveness of HRM practices in TESCO in terms of raising organisational profit and
productivity.
Human resource management play an important role in every organisation. Effective
HRM practices leads to higher productivity and profit maximisation. If any business enterprise
wants to achieve desired results then it should evaluate its HRM actions on continue basis. It is
important for any organisation that wants to survive in competitive environment then it should
focus on its human resource management policies and practices. Here are some HRM practices
which helps the organisation \to increase its profit and productivity which are following as under
:
Provide incentives : Every business enterprise wants higher profit and productivity and
it is possible only when it's employee performs their duties and responsibilities in effective
manner. For making this happen, there should be an appropriate reward system in every
organisation. Nowadays reward system have become more important aspect than other aspects
like employee's motivation and satisfaction. Every worker needs extra financial benefits and
some rewards are salaries, fringe benefits, commission, bonus etc.
Give feedback : It can be define as outcome of something. It also helps the managers of
TESCO to motivate their employees(Huselid, 1995). It can be of two type positive and negative
feedback.

Positive feedback increases the level of confidence in worker but negative feedback sometimes
results in reduction of organisational profit and productivity. Feedbacks also helps in making
future decisions.
Safeguard employee's interest : It is responsibility of managers to protect and promote
interests of employees. This is major function of human resource management to save employees
from exploitation and other unfair practices. Managers should give equal rights to employees to
give their views and opinions so that they feel themselves as an important part of the
organisation.
Provide training and development programs : To overcome the frailty of employees
company should adopt some training and development plans to increase the efficiency and
effectiveness of workers. These programs helps top management and subordinates to get rid of
their weaknesses and results in profit maximisation.
Provide support to employees : Management of every enterprise should provide better
employee support services to its workers so that they can communicate their problems to
managers. It also improves the quality of work and increase high motivation in employees.
Helps employees in maintaining their dignity : It is responsibility of management to
create such environment where employees get respect because lack of respect can results in
negative effect on organisational success(Kusluvan and et. al., 2010). It is legal duty of employer
to give respect to his staff members because it is become a legal necessity and everybody must
follow this.
Maintain leadership : Leadership is a process of managing people or group of peoples
in organisation, enterprise or in any institution. Manager should be a good leader so thathe can
control his employers and employees by giving them right direction. It is a management
approach to guide and lead workers so that they can achieve organisational objectives and goals
in a short period.
Talent acquisition-the role of hr manager include hiring and selecting skilled employees
helps organisation in eliminating cost related to training and development.

Task 3
P5. Importance of employees relation, which influences the HRM decision making.
A perquisite for organizational success is the employee relations in the company. In order
to achieve higher growth, productivity and human satisfaction strong employee relations need to
be built. The employee should have a feeling of positivity while he is working in the company.
Effective communication, safe work environment, incentives for employee motivation, percent
involvement of the worker are some factors on which the employee relations are dependent
upon(Schneider and Bowen, 1993). Even if both the parties including the worker and the
authority(TESCO) tries to keep good relation, some or the other time relations are hampered, for
instance: Employee indiscipline: When the worker doesn't follow the norms of the company and
behave absurdly, a situation of indiscipline is created. Slow performance, repeated
absenteeism, change in his behaviour are all a part of employees indiscipline. In such
situation, it is the management which ensures that steps are taken against the concerned
person.
 Employee stress: Lack of promotional opportunities, excess of workload, unreasonable
use of authority by management all such problems contribute to stress in workers mind
and thus affects his work.
Relations in every organisation should be peaceful enough, and to do so below
mentioned points should be taken care of:
 Updating company policies and procedures, so that a continuous interaction between the
workers and company is done.
 Appreciation in the form of paid incentives or non-paid incentives should be done, to
encourage employees.
 Initiating and inviting employees' feedback acts very helpful in improving the relations.
 By building a good rapport in the eye of the employees also acts helpful.
 Being friendly with the workers but not over friendly, so that the employees can be
comfortable rather than feeling scared.

 When the work environment is friendly and efficient the chances of conflict and denial
are reduced.
P6.Elements of employment legislation and its impact.
The standards that are prescribed by the law as the minimum standards of employment
for workplace count under employment legislation and also practised by TESCO. The
employment standards cover many aspects such as minimum wages, termination of employment,
work conditions, dismissal procedure(Hare and Tzafrir, 1999). The legislation deals with legal
relationships between state and the various economic interest organizations.
Basic elements which constitute the legislation are :
 Work conditions: This element deals in regarding the rest periods, working hours,
provisions relating to employment of women. Assurance regarding equal employment
and pay, and also enough maternity protection.
 Trade unions and industrial relationships: The legislation provides the right to bargain
and also gives freedom of association with overall growth(Schneider and Bowen, 1993).
The legal relationship between the workers and the employers is defined in this section,
which include :
1. Rights and obligations of employer organizations and trade unions.
2. Representation of employees at various levels.
 Health, welfare and safety : Special regulation for dangerous occupations like mining,
dock work. Accident preventive regulation and occupational health all are a part of this
element.
 Wages and remuneration: The wage payment deals, notification of wage conditions,
regularity in wages, are all the part of this section of the legislation.
 Individual employment relationship: aspects like dismissal procedures, transfer,
compensation and promotion constitute this element(Yammarino and Atwater, 1997). As
the law has been revised factors like minimum wages and freedom from contract have
been added to it.

 Employment: The focus of the law was prevention of large amount of unemployment
and to avoid long term contractual employment policies so that economic stability can be
fostered.
 Social security: Any occupational accidents till its parallel comprehensive schemes
count under this category. This scheme provides general benefits and medical care,
income in case of, sickness and maternity.
 Administration of labour laws: It includes, any dispute between the labour and the
management which occurs out of any contract or agreement settlements.
 Special provisions for particular occupational or other groups: The labour laws
provide special provisions to specific groups and occupational members. These
provisions count in transportation, mining, agriculture, other commercial works.
 Anti discrimination-These laws are framed to protect employees from various kind of
discrimination related to caste , colour, race or national origin .As these factors have
direct influence on harmony among staff members and it avoids the various arguments
related to management decisions.
TASK 4
P7: Application of HRM practices in work related context.
In every organisation its human resource department decides the culture of company.
Success of any business enterprise totally depends upon the policies and practices of its HRM
(Kossek, 1987). A well designed human resource management includes practices like training
and development, payrolls, performance management, employee motivation and satisfaction.
Some human resource applications in work place are follows as under :
 Conducting interview and test: The role of human resource manger is to
conduct various interviews and test in order to identify the skills and talent of
various candidate.
 Recruitment and selection : The important function of human resource management is
hiring which is also known as recruitment. It is a management process to attract people
and attain them for a long period. Both recruitment and selection plays a vital role in

organisational culture. It determines need of people in business enterprise and then
choose the best one for required position.
Performance appraisal : It is a method of evaluating the performance of workers within an
organisation. In performance assessment employers gives reviews on the basis of performance
performed by employee in specific time period(Rihan, 1998). So that he can determine situation
and give guidance to worker accordingly.
 Training and development : It is a management process to enhance the skills, abilities,
knowledge and capabilities of employees which will helps in achieving organisational
goals and objectives. Training and development focus on higher productivity, job
satisfaction and organisational expansion.
 Performance management : It is a process in which mangers and workers come
together and decides the work of employee for a future time period. Basically in this
they both work together to achieve success for company. In this worker contribute his
efforts towards the organisation.
 360 degree appraisal : The appraisal where worker get feedback from his
colleagues ,employers and mangers and that is totally confidential is known as 360
degree appraisals.
CONCLUSION:
It is unusual since HRM is the most important and a core process in the organization in today's
time. The practices done by HRM in TESCO contributes to its success which helps it in creating
a competitive edge over its competitor. While the concerned company focuses on the needs of
the employees as well as their development in totality. Every employee their has valuable role to
play and therefore this keeps them motivated and helps them achieve their targets productively.
In the specified company, HRM works through integration, I.e vertical as well as horizontal
integration(Schuler and MacMillan, 1984). The concerned department of the company a
distinctive and important competitive advantage by selecting and transforming highly skilled
staff which are able to give high performances to the company.

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Online
Recruitment & Selection Hiring Process. 2015. [online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html> .[Accessed on 17th June 2017].