Human Resource Management Report: Tesco Workforce and Practices

This report provides a detailed analysis of Human Resource Management (HRM) practices within Tesco. It begins with an introduction to HRM and its purpose, focusing on workforce planning and resourcing. The report then explores the strengths and weaknesses of various recruitment and selection approaches. It further discusses the benefits of different HRM practices, such as providing employee security, self-management, and effective teamwork, for both employees and the employer. The report also evaluates the effectiveness of these HR practices in achieving higher productivity and profitability. The importance of employee relations and the impact of employment legislation on HRM decision-making are also examined. Finally, the report illustrates the application of HRM practices in a work-related context, highlighting the significance of effective HRM for achieving organizational goals and maintaining a competitive advantage. The report references various journals and books to support its findings.

Human Resource Management

Contents
INTRODUCTION ..........................................................................................................................3
P1 Explain the purpose and function of human resource management that applicable to
workforce planning and resourcing TESCO. ..............................................................................3
P2 Describe the strength and weakness of different approaches to selection and recruitment. ..5
P3 Discuss about the benefits of different HRM practices within Tesco for both employee and
employer. ....................................................................................................................................7
P4 Evaluating the Effectiveness of different HR practices that helps in achieving higher
productivity..................................................................................................................................8
P5 Accessing the importance of employee relation that impacts upon the decision making......9
P6 Analysing the key elements of Employment legislation and its impact on the decision
making of the Human resource.................................................................................................11
P7 Application of HRM practices in Work related context.......................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is basically strategic approach to the effective management of
employee in the organization. HRMThey are also helpshelping the business to gain more
competitive advantages. Tesco is a multinational retail business British multinational general
merchandise and grocery retailer of UKto provide the better quality of product and service to
their consumer. It is one of thethird largest retailer in in the global world measured by itsthe
revenue generation.
This report will discuss about the function of HRM that applicable to workforce planning in
the organizations. Furthermore, Explain the strength and weakness of approach to selection and
recruitment process. It will discuss about the benefits of human resource practices within the
organization for both employee and employer. Moreover, it will evaluate the effectiveness of
various type of human resource practices in terms of increasing the productivity and profitability.
This report will discuss about the significance of employee relation and always HRM in
decision making. It also covers This documentation will understand the key element of
employment legislation that impact on the decision making of HRM. At last, it will illustrate the
application of human resource practices in work related contextthe specific works.
ACTIVITY -1
P1 Explain the purpose and function of human resource management that applicable to
workforce planning and resourcing TESCO.
Human resource management department is coordinated with the employee to achieve the
business goals and objectives, they always trying to fulfil needs and also maintain the employee
satisfaction (Amarakoon, Weerawardena and Verreynne, 2018). Human resource department is
playing important role in the organization for planning workforce and resourcing. They always
focused on the internal process of enterprises to maintain the coordination between each other In
Tesco, HR manager has planned to communicate with the employee to identify their specific
need and requirement. It is also monitoring the performance of each employee. It also influences
the other employee towards the goals and achievement. HRM has performed the different
functions in the organization to create a good environment and culture.

Purpose of HRM
The Purpose of human resource management is to prevent the issues that can happen
during business operations and functions. It helps to increase the performance of company by
investing money in the right candidates (Bailey and et.al., 2018). The purpose of HRM is to
established the good relationship with their employees and provide the better quality of facilities.
In this way, they are focused on their work to complete the task in effective manner. It is
directly interlinked with the profit rate and market share in global marketplace. HR Manager
plays important role in the organization to make complex decision regarding business
development and give the information about the policies or procedures related employees.
HRM Function
TESCO is the fastest growing organization always focus on the employee to provide the
better quality of services and facilities. HR function of Tesco which deals with concern that are
related the employee in the terms of performance, wellness, benefits and training or development
etc. There are some common functions of Human resource department in the organization.
Staffing Needs:
It is main function of HR manager to identify the need and requirement of employee for
particular job profile in the organization. They are planning to create the open position where any
people can apply on it. HR Manager has performed the task to determine the job duties and skill
level that required for suitable position (Berman and et.al., 2019). It is maintained the personnel
screen applicants by completing to check the overall reference, interviewing and administering
tests etc. It is also integrated to the termination of worker they can help to ensure that there are
no such laws were violated during the process.
Compensation and Benefits:
It is also another function of Human resource that can often to handle by HR manager
with the dual expertise. In TESCO, HR manager has set up the specific compensation structure
and benefits facilities to the employee. It is important functions of HR manager to give many
facilities and services related time flexibility, week off etc. on the other hand, it is performed the
function to coordinate with the other team to cover the health related problem and provide the
health insurance or medical facilities, retirement etc.

Training and Development:
Training and development is important function of Human resource to organize the
session where employee can participate to improve their skill and knowledge. TESCO is also
providing the leadership training that may require for staff members to develop their supervisor
skill or knowledge. It helps for business to increase the performance and efficiency of task
management. (Boon, Eckardt and Boselie, 2018).
In this way, HR Manager is identifying the strength and weakness of each employee and
also categories their work according to capabilities or abilities.
Law Compliance:
The Law Compliance is the most critical function of Human resource management. This
law will help the employee to compliant against the unfair employment practices at workplace.
In Tesco, HR manager must be included the employment law in their policies to provide equal
right of their employees. It is an essential part of business to manage their business operations
and functions.
P2 Describe the strength and weakness of different approaches to selection and recruitment.
Recruitment: Recruitment is a process of hiring the new candidates from internet and
external ways. This process is creating the job description of people and also set up the specific
skill which required for particular profile. It is the simplest process that just need to submit the
application without having so much demand of organization. The basic aim of recruitment to
create the job for large number of employees (Chelladurai and Kerwin, 2018)
There are multiple forms of recruiting the candidate through internet. TESCO can be used
to conduct the recruitment process of accomplished online website. To keep up with maintain the
trends and start to use the online recruiting process. In this way, Candidates can fill the profiles
which available on the network and send back to the Human resource department.
Selection: Selection is also another process of recruiting to identify the skilled and
qualified candidates those who are suitable for particular job posting. For Example- Tesco must
invite the candidates to participate in the selection process for particular job position. This
process can occur after the reviewing the recruitment application and company does not identify
the right person of position.

A Systematic Approach to the Recruitment and selection
 Systematic approach is mainly developed the strategy for particular job posting when it
can possible due to the systematic recruitment and selection process (Gutierrez-Gutierrez,
BarralesMolina and Kaynak, 2018). This processes will help to identify the ideal skill and
knowledge require that help for organization to handle complex situation in effective
manner.
 A systematic approach is implementing legal policy and procedure begin with the
accurate job description details. It includes all information about the job aspects, task,
requirement of reporting and other supervisor responsibilities etc. It is important
approach in the selection and recruitment process to manage and control the recruitment
or selection process.
Strength:
Internal Recruitment process can be done through the transfer and promotions. Tesco has
provided the opportunities to their employee where they would switch from one job to another. It
is very cost effective and boost the moral or ethical value of employees.
 The strength of selection and recruitment approach is that when TESCO are trying to hire
skilled candidates that support to the business activities.
 The recruitment process always influences the new candidates and increase the chances
of successfully completed the process.
 The strength of recruitment and selection process to find the suitable candidates for
particular job posting.
 Organization can use the internet to conduct the recruitment process so that as more
candidates apply for the open positions and choose the most qualified candidate.
Weakness:
 External Recruitment process is hiring the best qualified employee for job opening in
proper manner. This process will help to eliminate the problem but it is very time
consuming and expensive. (Longoni, Luzzini and Guerci,2018).
 This process has been used the artificial intelligence software to screen the new
candidates but it is not perfect in proper manner. It has chances to lose the potential
candidates that would be perfect for job position.

 Sometimes, software might be disqualified the job seeker due to simple mistakes and not
mention the accurate information.
 The problem is that when Tesco have made the selection process which are too
complicated and not focused on the right priorities. Many Recruiters are focused on the
wedding candidate those who are not perfect match for organization culture.
 The organization don’t have standard and consistent interview process of all candidates
when it comes during the selection process. During selection. They are not comparing
and putting wrong questions.

REFERENCES
Book and Journals
Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human
resource management innovation and competitive advantage. The International Journal
of Human Resource Management. 29(10). pp.1736-1766.
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Berman, E.M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and
strategic human resource management. The International Journal of Human Resource
Management. 29(1). pp.34-67.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production Management.
38(1). pp.43-66.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green supply
chain management. Journal of Business Ethics. 151(4). pp.1081-1095.

ACTIVITY 2
P3 Discuss about the benefits of different
HRM practices within Tesco for both
employee and employer.
Human Resource Management process
is basically set up the specific practices and
perform action to work in properly. In
TESCO, Human Resource Manager made
some policies and procedure that should
align with the enterprise strategy. HR
Manager is performing the activity that
support the TESCO in reaching towards the
competitive advantage. There are different
types of Human resource practices presented
below:
Provide Security to employees
Human Resource practices are
including the employment security which is
the most important factor. TESCO also
providing the Security to their employee by
implementing legislation in the organization.
Employer who enable the worker to give
facilities and services themselves and their
family (Meyer and Xin, 2018). Employment
security enables employee to go home after
completing their work. At workplace, they
are providing facilities when employee can
focus on the specific goals and objectives.
Employment security is also benefits
for organization because it helps them to
retain the people. In TESCO, HR manager
were invested money in training, selection
and development.
Select the right candidates
It is another HR practice when the
organization is hired the efficient employee
those who add more values. Tesco do the
best way to hire the exceptional people
because they add more value in business
development. It is beneficial for both
employer and employee because employee
can put some efforts to improve the skill and
knowledge. It useful for business to increase
the profitability and productivity in global
marketplace. It helps to increase the
competitive advantages.
Self-Management and Effective team
In TESCO, Teamwork is a crucial
part of organization that help to achieve the
specific goals and objectives. It has required
to build the high performance team that will
put more efforts and implement innovative
idea in growth and development. Team
always provide the value because it consists
of people those who are thinking differently
but working on same objective.
Performance Based Compensation
It is also known as contingent
compensation which is the best practices of
human resource management. It has
everything about the benefits and

compensations. TESCO will hire the right
person and they want to compensate them
above average. People are added more value
in the business process to increase the
performance and efficiency (Longoni,
Luzzini and Guerci, 2018). In this way, it
shows the HR practices to work together and
provide more values. TESCO has provided
the individual reward and incentive as per
performance outcomes which help to
increase the business production and sales. It
is beneficial for both employer and
employee to maintain or control the
performance based compensation in proper
manner.
P4 Evaluating the Effectiveness of different
HR practices that helps in achieving
higher productivity
Human resource management of the
company handles many different types of
activities and tasks which helps in
maintaining the positive environment as
well as motivated workforce within the
organization (Adjibolosoo, 2018). There are
some effective means available to every
business in order to improve the productivity
and profitability of the firm therefore, the
Effective HR strategies can help the
business to increase the productivity of the
employees. As the effective HR strategy is
mainly focused towards the strong tactics
which are aimed at accomplishing the main
objectives of the firm. Human Resource
department mainly follows different types of
roles and responsibilities as the HR manager
is responsible for bringing the fresh talent to
the company as well as promoting the
existing employees. Evaluating an HR
management plan for the success includes
recruitment policies, hiring process, training
and development of the employees in order
to strengthen the workforce of the Tesco Plc.
Effectiveness of different HRM practices are
as follows:
Training and development
This is one of the most important
function of the HRM as it allows the growth
and development of the individual. Human
Resource manager of the Tesco Plc is
responsible for the training and development
of the staff members (Banfield, Kay and
Royles, 2018). This practice helps in
developing the skills among the employees
which helps in enhancing the productivity as
well as profitability of the firm. The
effective implementation of the Training and
development programs within the firm helps
in improving the skills of the employees
which results in increased individual
performance and hence contributes towards
the increased profitability of the Tesco Plc.

Recruitment and selection
This practice of the Human Resource
management allows the company to recruit
the best and fresh talent within the firm.
Human resource is responsible for selection
of the candidate at the correct vacant
position of the company on the basis of the
required skills and qualifications.
Effectiveness in selection and recruitment of
the employees as well as placing them at the
right position helps in promoting the great
talent within the company and thus it
engages the employees towards the
increased productivity which contributes
towards the higher profitability of the firm.
Incentives
In Tesco Plc, the employees engage
themselves in higher productivity as they
motivated to achieve more incentives. This
Practice of the HRM allows the employees
to contribute their maximum efforts in order
to get the extra monetary benefits from the
organization (Boon and et.al., 2018). It is
one of the common practice of the HR
manager in order to engage the employees
towards the higher productivity which leads
to the maximum profitability of the firm.
Strategic Management
Human Resource manager of the
Tesco Plc is involved in the strategies
formulation so as to engage the employees

towards the main operations of the
company. These strategies are mainly aimed
at increasing the profitability which in turn
produces the higher profitability within the
organisation. Along with this strategy may
include the rewards and benefits to the
employees in order to keep them motivated
towards the main operations of the
company.