HRM Report: Workforce Planning and Employee Engagement at TESCO

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at TESCO, a multinational retailer. It delves into the core functions of HRM, including recruitment, selection, workforce planning, training and development, performance management, and reward systems. The report examines TESCO's approaches to these areas, considering both internal and external recruitment strategies, proactive training methodologies, and attribute-based performance evaluations. A key focus is the examination of employee relations and engagement, highlighting their importance in organizational success. Furthermore, the report includes case study examples to illustrate different HRM methods, such as those related to health and safety. The application of technology in the recruitment and selection process is also evaluated. The report concludes by emphasizing the significance of employment legislation and how it informs decision-making to meet business objectives. Overall, the report offers a practical perspective on how TESCO manages its human resources to achieve its strategic goals.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. The purpose of the HR function and the key roles and responsibilities of the HR function. .1
2.Approaches to workforce planning, recruitment and selection, development and training,
performance management and reward systems...........................................................................2
3.Inclusion of case study examples in order to examine the different methods used in HR
practices.......................................................................................................................................4
4. Approach to and effectiveness of employee relations and employee engagement.................4
5. Employment legislation within which the organisation must work........................................5
6. Employee relations and employment legislation inform decision making and meets
business objectives......................................................................................................................6
TASK 2............................................................................................................................................7
7. Application of HRM practices................................................................................................7
8. Evaluate the use of technology in the process of recruitment and selection.........................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resources Management is referring to the whole activities that are performed by
management for managing the workers performance and activity into firms. This the
management functions at which recruitment, selection, motivation and development of whole
employees are included (Anderson, 2013). For this assignment the chosen company is TESCO
which a growing British multinational groceries and general merchandise retailers. Its
headquarters is in Hertfordshire, England, Welwyn garden city, UK. The aim of this report is to
describe, functions, roles and responsibilities of HR functions. Approaches towards workforce
planning, performance management and so on. Employees relation and engagement of
effectiveness as well as the employment legislation key aspects at which company work.
Analysis of employee relation as well as employment legislation in making decision meet
business objectives. Preparation of person specification and job description. Apart from this use
of technology, digital platforms etc. to improve the recruitment and selection process are
mentioned in this report.
TASK 1
1. The purpose of the HR function and the key roles and responsibilities of the HR function
An effectual functions of HR can encourage the workers performance as well as
accomplish business objectives. The main aim of this functions is to aids organisation for
delivering its goals and strategy through managing persons and performance (Bailey and et.al,
2018). Few purpose are as follows:
Internal employee's engagement: In company, HRM perform to enhance the employees
productivity and develop its criteria of working. So, manager of TESCO required to execute
suitable policies and plans for its staff members to bring improvement in doing work.
Cultural sensitivity: It refers to a set of skill that permit HR to learn and get knowledge
regarding workers from different culture backgrounds. This enables the manager of TESCO
function successfully into other cultures as well as reduce the barriers of culture between
professionals and their workers.
HRM Functions:
Human resource management is focus to handle the workers initiating from recruiting to
retirement. Therefore, few functions are explained below:
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Recruitment and selection: This is one of the important function of HRM in all
company. It assists manager of TESCO in hiring as well as choosing right candidates for job
position at time. Therefore, this aids managers in accomplishing their objectives in effective way.
Managing employees relation: In company, workers are considered as a pillar of
success. It is important task for manager of TESCO to maintain relationship of workers in
effective manner for reducing misunderstanding as well as disputes between employer and
workers.
Roles and responsibilities of HRM:
Now a days, manager of HR plays a crucial role in company. It assists to develop and
implement planning as well as manage individuals in firm. The roles and responsibilities of HR
manager of TESCO are mentioned below:
 Recruiting and selecting proficient candidates for job position as per the requirements of
job specification.
 Facilitating different programs of training and development for their new employees so
that they understand its roles and duties as well as perform it in effectual way.
 Maintain the working culture for its workers, effectual relations among workers and
employers, rewarding its employees on their good performance and encouraging them to
perform successfully for accomplishing organisational objectives.
Hire best employee: HR need to hire best people for the company and provide them training for
effective work. Hire skilled employees who help the organisation to achieve it's objective and
goals. Also provide them training and development program which enhance the employees
efficiency. Company also provide then various rewards and objectives which motivate the
employees to effectively. Best human resources and incentives policies help the organisation to
meet it's business objective.
2.Approaches to workforce planning, recruitment and selection, development and training,
performance management and reward systems
Workforce planning is an ongoing process that is utilise by TESCO to match the
requirements and priorities of firm with workforce in order to assure that this meets the needs of
production and services, regulatory and organisational goals (Banfield, Kay and Royles, 2018).
So, approach of workforce planning that is utilise by TESCO is given below:
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Approach: Approach that is used by TESCO is workload approach which depends upon
translation of enterprise strategy. It also assists firm in stipulating strategic inputs related with
recruitment and outcomes in improving the structure as well as process of company in an
effectual way.
Recruitment and selection: Recruitment is the process at which applicants are
influenced with different sites so that it apply for vacant position. Selection is the method
through which company short list the efficient candidates among all applicants. So, the approach
that is used by TESCO is:
Approach: Approach which is used by TESCO is internal and external approach. This
assist the HR manager to choose candidate for vacant position from company in order to save
cost as well as to retain proficient workers. The essential strength of this approach is to obtain
talented employee. Second one is external approach at which manager of TESCO choose
candidates from outsides of company in order to select skilled personnel who can gives positive
outcomes for the future growth of the firm which is considered as a strength for organisation.
The weakness of this approach is that it is costly as well as time consuming.
Training and development: It is the crucial activity that is perform by the manager of
TESCO because it focus on developing the people as well as teams knowledge, performance and
skills level insetting of firm (Bratton and Gold, 2017). Therefore, the approach of training and
development that is used by TESCO is explained below:
Proactive approach: It is used by TESCO as it looks human resource manager to adapt
various training measures in order to enhance the whole organisational performance level. It also
explains that HR should considered the employees requirements and wants by providing them
training so that all workers have knowledge regarding process and structures of firm that are
changing because of technology advancement. It also assists them to keep employees productive.
Performance management: This is the method at which HR manager have obligation in
order to develop the working condition of company that will increase the employees working
potential and guides them to do well. Approach of performance management used by HR
manager of TESCO is:
Attribute approach to measure performance: This type of approach is applied to
measure the employees performance level that depends on attributes set at which their
performance are rated according to its team management, problem resolving skills etc. on
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complex situation into work. At this approach mixed as well as graphical rating scaleare applied
to measure employees performance.
Reward system: It is the neutral structure process that is generally accountable for
bonus, compensation and so on because this includes feeling as a core element (Collins, 2013).
Therefore, the reward system approach used by TESCO are:
Approach: The approach that is applied by HR manager of TESCO is monetary
approach. Monetary approach considered to the employees performance benefits in money form
in order to encourage personnel to perform effectively for organisational growth and retain
skilled manpower.
Performance Appraisal
Performance Appraisal Form
Employee
Name Department
Employee ID
Reviewer
Name
Position Held Reviewer Title
Components Monthly Annually
Basic Salary
House Rent Allowances
Professional Development
allowance
Conveyance
Bonus
Helper Allowance
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Medical Reimbursement
Medical Voucher
Other Allowances
Monthly gross
Annual Gross
Mobile Reimbursement
3.Inclusion of case study examples in order to examine the different methods used in HR
practices.
TESCO, which is one of the leading multinational groceries and general merchandise
retailer who deals in online groceries, mobile phones and so on. On assumption basis, it can be
mentioned that more number of employees turnover is taking place in TESCO because they treat
their workers as a machine so that task can be completed on specified time. Firm do not provide
any training programme to workers due to that it leads to enhancing workers dissatisfaction.
Therefore to overcome from these types of issues HR manager of TESCO applied some human
resource practices that will be benefited for workers and employees of company are mentioned
below:
Training and development practices:
This practice is used by the HR manager of TESCO because it consists knowledge,
professional, skill development that will useful in encouraging if they will acquire something
effective. So, it assists in maximising the employees working potential which also benefits
employers as workers will perform effectually that result in accomplishing goals on time.
Methods that is utilise on job is training method. Therefore, if any problems arises during
working time then it will be resolved quickly and assists in enhancing workers levels of
knowledge and understand them to manage complex situation. So, it aids in encouraging workers
in order to retain into same firm as well as perform for accomplishing objectives of workforce
and company that will outcomes in minimising workers turnover.
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Recruitment and selection process:
This process help the HR team to recruit those candidates who are eligible for the vacant
profile. This process identify the ability and the attitude of a candidate which required by the
specific job. These HR practices not only helpful for the qualified candidates but also important
to know about different skill and experience that have. Selection process include the various
activities which is done by the company's HR such as;
 Application form with attached CV
 Shortlist candidates on the basis of their CV
 They have to give different test such as aptitude test or written test
 Selected people have to give face to face interview to the HR
Case Study – Health & Safety
The reaching in 2018 of a CEO at health and fitness chain total fitness marked more than
just a changing of the guard. It saw impressive switch in direction that would shift the focus
away from the numbers and onto people. In 1993, total fitness features running tracks, Olympic
sized swimming pools and restoration and treatment services on side the usual gym equipment. It
has grown with 600 employees and more than 85000 members in impressive way. The head of
people Andrew Cook, a former regional and L&D manager at John Lewis. Cook was frustrated
from the business and can not provide their time to employees in effective way. The reason for
low engagement and high turnover the pair found was that many employees were disseminating
too long training to new people or delivering ineffective customer service rather than operating
effectively.
4. Approach to and effectiveness of employee relations and employee engagement
In all organisation it is crucial of human resources management to maintain a goo
relationship between workers and employer.
Employee relation is a process which are applied through management for developing
effective relationship with its employees (Conroy and Peterson, 2013). Approaches which are
adopted by the manager of TESCO to understand the effectiveness of their relations are
mentioned below:
Sociological approach:
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It is the approach of employees relation that describes about different employees working
in firm are of different conceptions, backgrounds etc. All these creates problems and conflicts at
workplace. For this manager have to do modification into its working behaviours in order to
develop effectual relations with employees.
Effectiveness:
These kinds of relations are important elements at workplace. Through forming better
relationship with employees then TESCO manager can attain its objectives. For this, they have to
create few policies such as flexibility of work in respect of timing and so on.
Employee engagement:
It is considered as engaging the workers in many activities of company. This is a
concepts by which workers feels valued in organisation and put more dedication towards
organisational objectives (Driskell and Salas, 2013). Approaches and effectiveness of employees
engagement are:
Motivational approach:
It is considered as an crucial employee engagement approach. This aids manager to
develop coordination among employees in order to use their efficiencies for attaining its
objectives. Employees in work can be motivated by fulfilling its needs. Also, a effective
leadership style can be used by manager of TESCO for engaging workers in regular work.
Effectiveness:
This aids TESCO manager in minimising unprofitable activities from job that maximise
the motivational levels of workers. Also, it help them to take effective decisions for
accomplishing profitability and useful to recover from monetary condition and other difficulties
of firm.
Flexible Organisation
Tesco is flexible organisation because it provides flexibility in working hours and other
situation like accident, maternity, wages etc. It will depend in employers choice and provide
compensation as per provide flexibility of employer. The practices follow by them -
 Business Strategy – In Tesco plc prepared effective business strategy for HRM practices
and implement in effective manner to achieve required goals and objectives of a
company.
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 Identification of area of improved – There is marked those area which is needed to
improve according to requirement. There is applying specific strategy on those area
which is need to improved.
 Analysis of various components of Tesco – For good relation with employees the
company motivate and encourage to employees for remain long time and help to achieve
strategic objectives of a company.
5. Employment legislation within which the organisation must work.
Employment legislation is considered as a laws at which company have to perform its
activities and that laws substantially impact the decisions of HRM that are explained below:
Sex Discrimination Act, 1975:
It is the act which was passed by the government of UK so that any discrimination can
not take place between people with company. This act highly influenced the decision-making of
human resource, mainly at the time of performing reward system as well as recruitment of
workers. Manager of HR should not discriminate their employees on age, marital status basis and
so on. All workers must be treated equally whether they are male or female. Therefore, for this
HR manager of TESCO should create policies that will outcomes in forming healthy
environment.
Equal pay act, 1970:
According to this act TESCO HR manager should give equal pay to all workers and any
biasses do not exist. Also, HR manger should see that equal pay is provided to both male as well
as female by seeing everyone performance level. Therefore, as per that HR manager should make
decision and form policies in order to encourage workers so they are treated equally when it are
being paid with compensation, salaries and so on. So, this will aids in developing positive
surroundings into firm.
6. Employee relations and employment legislation inform decision making and meets business
objectives
In company, both employee relation and legislation plays an effectual role while making
decision and meet organisational objectives in specified period of time. A effectual decision can
be made with forming appropriate strategies and planning also by analysing the trends of market
(Dubin, 2017). Manger of TESCO required to maintain and measure both at work to get effectual
outcomes in its decision that is benefited for the company. With the help of this managers can
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formed healthy surroundings for its workers so that they feel safe as well as comfortable to
perform their task. However, managers are complying structure of employment legislation that
are continue through government like sex discrimination act, equal pay act etc. therefore should
not be any discrimination between male and female in the Tesco company. Employees will be
treated as equal and no one dominate woman employees. That's why Tesco have good
environment which help the employees to meet business objectives. Equal pay Act means, there
is no difference in the pay according to age, sex or religion. So employees know about growth
chances than they give their 100 percent efforts to achieve business objectives and goals.
So, with the aids of healthy employee relation as well as employment legislation,
manager of TESCO can motivate their staff members in an effectual way. However, it helps
them to make effective decision which will be advantageous for employees and company.
Therefore, it will lead to minimise its profit and productivity of their functions as well as
operation of business and meet its objectives in effectual way for achieving the sustainability into
competitive market.
There is provide recommendation regarding to employee relation with company -
Advantages – Good employee relation is good for company and it is advantage for Tesco
because they are helping to achieve effective goals and objectives in effective manner. They are
coordinated with company in different activities and tasks.
Disadvantages – There is disadvantages that they are working for him not for company
and it will not increase productivity of a company. They are not interested in tasks and new
processes of a company.
Strength – It is strength for a company because when company call to employees on
Sunday so they are coming and help to company for increase productivity.
Weakness – The weakness for a company the among employees can not coordinate with
employees and create problems.
TASK 2
7. Application of HRM practices
In the workplace, teams of HR follow the different practices to make their Human
Resources effective and maintain environmental culture of organisation. Manager of Tesco
company follow some practices which help the organisation to find best people. Such as
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recruitment and selection process of selected candidate. Manager of Tesco company build a job
description for the applicant are as follow:
Job description (JD): - It is a form of document which describe the some task,
responsibilities and duties. Related to the profile for the person who going to secure that job
position (Flamholtz, 2012). Job description specify the basic requirement for the position from
the candidates side. JD includes the minimum qualification, experience, location, timing, salary
range and also included relevant skills. Manager of Tesco company publishing job description
for the applicant discussed below:
Company Name: Tesco PLC
Job Details: Support business development process.
Job title: Sales manager
Department: Sales & Marketing
Reporting To: Head of Marketing Management
Job Type: Full Time
Salary: £ 63,000
Location: Charing Cross.
Job Purpose:
 To achieve specified target.
 Candidate must have analytical skill and creative thinking.
 Team management.
 Effective and excellence communication for attracting customers
 Required candidates can fulfil the business objective and have clear vision.
Responsibilities:
 Candidate able to achieve sales target on daily basis which help the sales team.
 Candidate need to build effective strategies or business plans which is helpful for the
Tesco to expand their business.
 Maintain customer relation through identify their need and demand.
 All the relevant informations regarding sales and customer, direct reported to the
management team.
 Identify the market shifts and have knowledge about trending products or the completive
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rivals.
 Candidate have negotiation skills.
Those candidates are interested can send their resume on [e-mail] or direct contact the
HR through it's LinkedIn profile and also contact on given number.
Thanks & Regards
Mr. ABC
Human Resource Manager
Tesco PLC
Welwyn Garden City, OX29 4AQ, United Kingdom
Contact number: [phone]
Person specification: - It is an description of qualification, skill, knowledge and
experience for the candidate who is suitable for this position (Kim, 2012). These relevant skills
are important for the candidate who secure this profile and help them to perform their duties. Job
description and person specific is the part of recruitment process. HR team of Tesco company
specify the person specification and those candidate fulfil this requirement can apply for this job.
PERSONAL SPECIFICATION
JOB TITLE: SALES MANAGER
Experience Necessary Demanding
Work experience as a sales manager 2-4 years Minimum 2 years
Skills and certification in computer Necessary Demanding
Computer Certificate Course from
Govt. Affiliated Institute.
Diploma in Digital Marketing
course.
A Grade
Qualification Necessary Demanding
1. Graduate in Bachelor in
Business Administration,
Bachelor of Arts and
Bachelor of Science.
2. Master in Business
Experience should be in
Marketing Field and as a sales
person or manager
A Grade
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Administrations (Marketing)
3. Digital Marketing Diploma
Personal Skills Necessary Demanding
 Have knowledge of basic
fundamental of marketing
and other relevant terms.
 Have convincing power to
make customers
(Marchington and et.al,
2016).
 Strong analytical skills for
the identification of patterns
and trends of the market.
 Strong communication skills
in English.
 Interpersonal skills for the
CRM
 candidate should be fully
aware about the market.
Candidate have strong
educational background with
impressive grades.
Required creative thinking and
analytical skills.
Knowledge of sales
process with minimum 2
years experience. Have
negotiation skills, sales
planning, motivational
personality and also
required leadership
skills.
Questions: - At the time of recruitment process manager or HR of the company asked
many questions to the selected candidates. There are few list of questions which is asked by the
Tesco manager as follow:
 Introduce your self or tell me about your personality.
 Do you have knowledge about the profile or company?
 How was your last experience in the previous company?
 What you learn from your last job?
Above discuss questions asked by the manager of Tesco company for the identification of
the person and selected candidate is suitable for this role or not.
Offer letter for selected candidate:
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8th February 2019
Tesco
Welwyn Garden City, OX29 4AQ.
United Kingdom.
Dear Mr. ABC
We are happy to inform you that you are selected for this position of sales manager in Tesco
company. Mr. ABC is selected for the full time job on the basis of their qualification with the
salary of £63,000. In the future you are eligible for the other benefits such as incentives and
rewards which is totally depend upon the performance. If you accept this job offer than keep
hard copy of this letter and send to the HR manager with the signature. Further procedure done
by at the time of your joining such as verification of document. If you have query regarding
company or profile than feel free to contact with HR team on given number.
Thanks & Regards
Human Resource Manager
Tesco
8. Evaluate the use of technology in the process of recruitment and selection
Recruitment and selection process done by the manager of Tesco company to find out the
best human resources for the organisation. This process include the various activities such as
provide applications for the vacancy, shortlist candidates and than selected on the basis of person
specification (Mosier and Skitka, 2018). Manager of Tesco company use different technique to
select right candidate for the right job such as:
 Online process: - According to current market, online process is on trend and it provide
faster facilities of recruitment in comparison to offline process. Manager of Tesco use
this technology in the company for the recruitment process. Manager need to build
company's portal so the candidates can apply for the jobs and further process done
according to the HR team. Manager will hire employees through online portal and also
done the recruitment process online. This process reduce the time as well as money of
Tesco manager .
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Advantage – The advantage of this online process that we are getting effective employees in
order to talent management. There is searching those applicants which are suitable according to
profile and requirement of a company.
Disadvantage – Many time there is not finding right people and it may take long process to
select any candidate.
 Social platform and digital networking: Tesco manger use the digital platform to
recruit employees. Company use the various social media sites to find best candidates
such as Instagram, Facebook, Twitter etc (Pieper, 2012). Manager publish their post
regarding any recruitment on this social media site so interested candidates can apply.
Advantage – There is use social network site for recruit new employees because there is judge
their profile and understand their working style and thinking criteria which can help to select
them.
Disadvantage – Many time people show off on social sites and they are different from real life
and on social sites.
It has been recommendation that online source is better than to social platform because
there is different types of candidates and selected right person for right job.
CONCLUSION
From the above conclusion it is concluded that the role of HRM is crucial in company. Its
roles and responsibilities are productive that aids organisation to accomplish suitable employees
for its firm. It also helpful for managing good relationship among workers and employers in
order to achieve competitive edge in marketplace. Completed profitability and productivity to
make effective decisions which is essential for company. Management of employment
legislation which is important in order to maintain organisation and also firm can be benefited.
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REFERENCES
Books and Journals
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issue. Kogan Page Publishers.
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Collins, D., 2013. Management fads and buzzwords: Critical-practical perspectives. Routledge.
Conroy, M. J. and Peterson, J. T., 2013. Decision making in natural resource management: a
structured, adaptive approach. John Wiley & Sons.
Driskell, J. E. and Salas, E., 2013. Stress and human performance. Psychology Press.
Dubin, R., 2017. The world of work: Industrial society and human relations. Taylor & Francis.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp.257-279.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Mosier, K. L. and Skitka, L. J., 2018. 10 Human Decision Makers and Automated Decision
Aids: Made for Each Other?. Automation and human performance: Theory and
applications. p.120.
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.
Online
Recruitment and Selection. 2015. [Online]. Available Through:
<https://www.hrinz.org.nz/Site/Resources/Knowledge_Base/Q-Z/Recruitment_and_Sel
ection.aspx>.
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