HRM Report: Tesco's HRM Functions, Recruitment, and Employee Relations

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on their application within Tesco, a multinational retail giant. The report delves into the purpose and functions of HRM, emphasizing recruitment, selection, training, and development. It examin...Read More

Unit 03– Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Purpose and functions of HRM.............................................................................................1
P2. Strengths and weakness of different approaches to recruitment and selection.....................2
LO 2.................................................................................................................................................4
P3. Benefits of different HRM practices for both employer and employee................................4
P4. Effectiveness of different HRM practices in terms of raising profit and productivity..........5
LO 3.................................................................................................................................................6
P5. Importance of employee relations in influencing HRM decision making............................6
P6. Key elements of employee legislation and its impact on HRM decision making.................7
LO 4.................................................................................................................................................7
P7. Application of HRM practices in work related context.........................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource management is the term that refers to as the practices in terms of
recruitment, hiring, managing and deploying the employees that are involved in particular
organisation (Black, Washington and Schmidt, 2016). In other words the main aim of this
department is to appraise the employee’s performance by deciding their amount of compensation
and also by providing them with high benefits. In the following report, Tesco has been taken into
consideration. It is the multinational groceries and merchandise retailer that is been
headquartered in Welwyn garden city, England, United Kingdom. It is third largest retailer in the
whole world as per the gross revenues.
Thus, in the below report, purpose and functions of human resource management and
also strengths and weakness of different recruitment approaches will be explained in detail.
Further, benefits of HRM practices in terms of both employee and employer will be discussed
that would lead in achieving profitability and productivity of a business. In addition to this,
impact of employee legislation will be illustrated in detail.
LO 1
P1. Purpose and functions of HRM.
HRM is termed as that process that leads in making up plans, developing policies and
later on administering it in particular organisation (Bratton and Gold, 2017). Thus, the purpose
and functions of Human Resource management has been discussed as per below context-
Purpose
 The main aim of HRM is to improve the efficiency and also effectiveness of the human
resources of Tesco.
 They also have to look after the development of human resources.
 They must ensure the positive relationship among both employees and employers that are
involved in Tesco.
Functions
 Recruitment and selection- This is the one of the basic functions of Human resource
department of Tesco. It is the process that leads in captivating, screening and also
selecting the potential and also qualified candidates in terms of particular criteria that is
being set by an organisation. The main aim of this process is basically to attract high
level of qualified employees that has required skills for a particular vacancy. Thus, proper
1

planning is essential in order to avoid unmotivated and under qualified employees
(Sheehan, De Cieri, Cooper and Shea, 2016).
 Training and development- This is the process in which employees that are being
recruited are being developed in such way that they can increase the performance off
workers in a particular organisation Tesco. This plays extremely essential role in order to
motivate employees in such way that they put their complete efforts towards the task that
has been allocated to them. In addition to this, the main aim of this process is to bring ot
the abilities and talent of workers and accordingly allocate them with particular job or
task which will further help in increasing productivity and company may enjoy long term
success (Sarma, 2017). In addition to this, it is termed as that attempt that leads in
improving current and also the future performance of the employee or worker of Tesco
by increasing their ability in order to perform through learning.
 Orientation- Orientation is termed as one of the fundamental step that leads in helping
new employee in such way that they adjust themselves with the high level department
easily without any difficulty and hesitation (Brewster, Vernon, Sparrow and
Houldsworth, 2016). Thus, orientation program is that which helps employees and
workers of Tesco in order to understand the duties or task that has been allocated to them
so that they can work in effective manner. This will help the organisation in increasing
their efficiency and company may therefore reach the boost. Moreover, it also gives
clarification to the employee in order to take the most active role in Tesco.
 Managerial functions- This function involves planning, organising, staffing, directing,
reporting, controlling and budgeting that work that who are entrusted in terms of
performing the operative functions.
 Operative functions- This function includes that task and duties which are basically
entrusted to the human resource department. They are further concerned with
employment, development, integration, maintenance and compensation of various
personnel of a particular organisation.
P2. Strengths and weakness of different approaches to recruitment and selection.
Recruitment and selection is termed as that process that leads in order to identify the
requirement for a job, advertising or promoting the vacant position and chose the best person for
2

that particular vacancy (Delery and Gupta, 2016). Thus, the strengths and weakness of different
approaches to recruitment and selection has been discussed as per below context-
Internal source of recruitment
Under this source of recruitment process, employees of particular organisation Tesco is
being motivated in such way that they apply for openings that takes place within the enterprise.
The openings of the job are therefore informed to the internal employees by providing them with
internal advertisements that is being required. This process helps organisations in motivating
those workers who are highly skilled and therefore leads in reducing employee turnover. Thus,
the methods that are involved has been discussed as per the below context-
 Transfers- The employees of a particular organisation are transferred to similar jobs of
various departments where they can use their skill in high manner. This would lead them
in increasing the salary, their responsibility and also position of a particular job. This
further helps in reducing monotony of the workers and other vacancies are therefore
filled up with various vacancies that too with internal candidates that are suitable for that
place.
Strengths
 Existing employees are very much known to the culture of a particular organisation.
 It also reduces efforts and cost in high manner.
 It also leads in reducing turnover of an employees
 Helps in reducing the efforts in induction programs.
 Leads in maximising job security and also job satisfaction.
Weakness
 It is not suitable for all kind of organisations.
 It also reduces the scope in order to find out skilled and highly efficient people.
External source of recruitment
This source of recruitment involves motivation that is provided to skilled candidates
towards the particular position. Job openings are therefore informed by using various methods
like advertisements, campus recruitment, walk in interviews, job portals, etc. Thus, along with
strengths, there are many weakness which has been discussed as per below context-
Strengths
3

 Fresh talent from outside help in motivating current employees to produce and achieve
more in hopes in order to obtain next promotional opportunity.
 Hiring candidate externally also leads in opening up maximum opportunities in order find
out experienced and highly qualified and skilled candidates who will lead a company
meet its requirements in terms of diversity.
Weakness
 It takes long time and also cost more from hiring outside the organisation rather tahn
from inside.
 It also damages morale of an employee which leads in decreasing the productivity of
Tesco.
 It takes longer time in training external candidate and making them aware about the
process and systems that is used by an organisation.
LO 2
P3. Benefits of different HRM practices for both employer and employee.
HRM practices is the term that is being defined as the that system that leads in attracting,
developing, motivating and retaining workers that are involved in Tesco in such way that they
ensure the implementation in effective manner and also the survival of both members and also
the organisation (Evans, 2017). Thus, the benefits of HRM practices for both employer and
employee has been discussed as per below context-
Benefits of HRM practices for employees
 Promoting Positive behaviour- Tesco makes positive environment in order to work which
leads them in providing with constructive benefits for employers of stated organisation.
This helps in making the workers happy and also dynamic so that they can change their
way off working as and when requires. Further, the features that are used in handling the
workers of Tesco are required to be fit in the culture of that particular company (Pavlov,
Mura, Franco-Santos and Bourne, 2017).
 Developing employees- This is also one of the basic practices that is being taken place in
Tesco. Here the employees of an organisation are gratified in such manner that they are
inspired further in order to contribute to the intellectual assets of a particular organisation.
In addition to this, skills and knowledge leads in increasing the competitive advantage of
a particular organisation.
4

Benefits of HRM practices for employer
 Motivating workers- The employees’ performance of the cited organisation. is therefore
being enhanced by the managers. Thus, this becomes the reason for managers that gets
hired or promoted by employers so that they can handle their workers in effective
manner. This practice helps the people in raising their belief in such way that they can
easily share their ideas which leads in impacting the company. In addition to this, they
also feel extra motivated when they working under the guidance and direction of
successful and positive managers (Kianto, Sáenz and Aramburu, 2017).
 Reducing employee turnover- Effective human resource management practice leads in
enabling the employer in such way that they leads in reducing the employee turnover.
Thus, reduction of employee turnover is essential as hampers the performance of a
particular organisation and also leads in increasing human resource department cost. In
addition to this, it also helps the cited organisation to maintain good relationship with
their workers that will further motivate them to work harder.
P4. Effectiveness of different HRM practices in terms of raising profit and productivity.
HRM practice is termed as the planned approach that leads in managing people to
perform their task in an effective manner. The main aim of this is to establish management style
that is extremely flexible so that staff gets motivated, developed and managed so that they give
their best to them. Thus, their effectiveness has been discussed as per below context-
 Improve employee turnover- HRM practices helps in hiring the right people for the
vacant position. Further, they also have to pay attention towards the personal needs of the
worker and accordingly provide them with their requirements. Thus, the main aim of this
department is to go through the members and try to convince them and motivate them to
work in an organisation in order to achieve high level of profitability and increase the
employees’ customer base. HRM practice such as recruitment and selection helps in
selecting the right kind of candidate within the organisation as right selection of
candidate proved beneficial for organisation in gaining profit and higher level of
productivity.
 Training and development- The training and development practice of Human resource
management leads in coordinating new employee orientation. Thus, this terms as one of
the essential step in order to build up strong relationship between both employees and
5

employer. In addition to this, it also leads in providing high level of training that helps in
supporting the fair employment practices of an organisation. T&D proved very beneficial
in raising the skill and competency helps in giving one of their best efforts in
organisational profitability and level of productivity in potential manner.
 Hiring process- This is also one of the most important practices that leads in increasing
profitability and high level of productivity. In this process, the professionals of HR
department work in close manner so that they can make good decisions in order to hire
talented and well skilled candidates. In addition to this, guidance is being provided to
managers to those who are not frank with HR. This will help in attracting suitable
candidates towards the brand. Hiring of right candidate is very much potential to gain the
desirable goals and objectives by define their tasks and responsibilities. With the help of
job description and specification organisation can be able to gain higher level of
profitability and productivity.
 Wages and salaries- The specialist of this area or department leads in developing realistic
compensation structure that sets up wages of a company which is high competitive with
various other businesses. Thus, extensive wage and salaries surveys are gone through in
order to maintain the cost of compensation in line with the actual financial status of
Tesco and also the projected revenue. Paying good remuneration and other benefits
proved very important for organisation in gaining the higher level of productivity and
enhance retention rate that ultimately enhance productivity.
LO 3
P5. Importance of employee relations in influencing HRM decision making.
Employee relations are that term that is being referred to as the efforts of a particular
organisation in order to manage the relationships between both employers and employees
(Mondy and Martocchio, 2016). Thus, the benefits of employee relations in order to influence
the decision making process of Tesco has been discussed as per below context-
 Communication- Communication is termed as one of the most significant elements in
terms of employee relations. If communication takes place in a positive way than it
would help Tesco in maintaining and building up good relationship with employees that
will further lead them in feeling engaged and responsible and valued to the organisation.
Hence, they would get motivated and put their complete efforts in the task that has been
6

allocated to them. Employees should feel that their positions are heard and this makes
them to share their ideas freely that would be beneficial for an organisation.
 Motivation- The workers of the stated organisation Tesco has to motivated in positive
manner that would further lead in maintaining good relations with everyone that is
involved with them. This motivation can takes place with various rewards and benefits
and also providing promotion to the employees which would motivate them in putting the
complete efforts in a particular task that has been allocated to tem.
 Career development opportunities- Employees basically work in an organisation just
because building up their expected careers. Further, it also has to be committed by the
organisations that the workers have to be further prompted up based on the performance.
In addition to this, it has also been analysed that the employees will be therefore
motivated and loyal to the company. Moreover, it also leads in improving the employee
relations.
 Increased productivity- If the employee relations are strong than it will lead in increasing
the productivity of a particular organisation. This is therefore said that employees are
very much satisfied if there are good relations between employer and worker. Thus,
through this it has been analysed that if employee is highly productive, than the
productivity of an entire organisation shoots up which therefore leads in increasing
profitability. In addition to this, it enables company to reach the boost.
P6. Key elements of employee legislation and its impact on HRM decision making.
Employee legislation is the term that is being defined as laws that are being applicable in
any way to the employment which basically includes employment standards, labour relations,
workers compensation, wages and working hours, human rights, etc (Noe, Hollenbeck, Gerhart
and Wright, 2017). Thus, the key elements of employee legislation and its impact on decision
making has been discussed as per below context-
 Equality Act, 2010- The equality states that Tesco must therefore ensure that all the
employees that are involved in an organisation enjoys equal opportunity in every area. If
the cited organisation adopts this act they are free from any kind of discrimination which
is basically based on sex, age, race, gender and religion. If the government of that
particular country finds law at breach then they can further terminate the operations of the
business without any warnings.
7

 Data Protection Act, 1998- It is the United Kingdom act of Parliament that is being
designed or brought into consideration in order to protect personal data that are stored on
computers or any other system. It works as per setting rules which are therefore being
followed by the people. In other words, it leads in protecting the privacy of the data that
is being held on individuals by organisations. In addition to this, it has been analysed that
this data protection act leads in ensuring that individuals have access towards their
personal data and can correct the essentials required (Patterson and Zibarras eds., 2018).
LO 4
P7. Application of HRM practices in work related context
Job specification of HR assistant
Age
 Between 24 to 30 years
Qualification
 BBA
 MBA
 Degree from reputed university in Human Resource Management.
Personal attributes
 Good communication skills
 High leadership skills
 Good interpersonal skills
 Deep knowledge related to Human resource management
Experience
 Minimum 3 years experience in terms of Assistant Human Resource Manager in reputed
organisation
CV
Name
 John David
Age
 28 years
Objective
8

 Human Resource postgraduate at university of Carolina and basically looking for a
position within retail industry that will enable me in earning the position of an HR
coordinator.
Education
 Master of Arts
 Bachelor of Arts
 High school
 Achieved degree in human resource manager
Skills
 MS office
 Adaptable
 High communication skills
 Organised
 Team leader
 Reliable
Languages known
 English
 German
 French
 Spanish
Experience
 HR coordinator in Celtic industries
 HR coordinator in Johnson products
 Human resource manager of Grady’s Department stores
Other interests
 Travelling
 Reading newspapers and journals
 Playing outdoor games
Documentation of preparatory notes
 Preparing questions
 Knowing candidates
9

 Coordinating with interviewers
 Planning time and agenda as required.
 Sharpening the selling skills.
Interview questions
 What do you know about HR policy of our company Tesco?
 What according to you are the main responsibilities of an assistant manager HR?
 While preparing salary slabs and compensation packages what all things you will have to
keep in mind?
 How has your knowledge of Labour Law improved your work?
 How will you maintain the calendars of HR management team?
Job offer letter
TESCO PLC LTD
Dear John David,
We are pleased to inform you that you have been selected to work for Tesco Plc LTD for Human
Resource Department as Assistant Human Resource manager. You to to fulfil below
responsibilities:
Supervises as well as coordinates activities of store detectives’ retail trade, have to conduct
private investigations and also has to sell internal protective service to the wholesale and retail
business. Assigns store detectives retail trade to shift at various locations according to the job
requirements at various branch of Tesco as and when required.
This contract includes:
Reporting- To Mr. Clinton Louis
Basic Salary- The offered manager Internal security position is at a $50 per hour
Work hours: 9 hour per day
Vacations- Two days off per week.
Compensation and benefits- Includes Group insurance, Dental care, health care, transportation,
etc.
Thanking You,
Tesco Plc Ltd.
10

CONCLUSION
From the above report, it has been analysed that human resource department plays
essential role in maintaining relationship with the employees of the organisation and also further
achieves long term success in the market. Further, it also helps in analysing profits is being
increased with the help of reducing the employee turnover and also various other HRM practices
that would help in contributing in development of brand in an effective manner. In addition to
this, it has also been analysed that maintaining and building employee relations is also essential
in order to motivate employees in such way that it would make them in putting their complete
effort so that they can fulfil their task that has been allocated to them in order to achieve long
term success and company may reach the boost.
11

REFERENCES
Books and Journal
Black, S.L., Washington, M.L. and Schmidt, G.B., 2016. How to stay current in social media to
be competitive in recruitment and selection. In Social Media in Employee Selection and
Recruitment (pp. 197-219). Springer, Cham.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance. 3(2). pp.139-163.
Evans, S., 2017. HRM and front line managers: the influence of role stress. The International
Journal of Human Resource Management. 28(22). pp.3128-3148.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
Mondy, R. and Martocchio, J.J., 2016. Human resource management. Pearson.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Patterson, F. and Zibarras, L. eds., 2018. Selection and Recruitment in the Healthcare
Professions: Research, Theory and Practice. Springer.
Pavlov, A., Mura, M., Franco-Santos, M. and Bourne, M., 2017. Modelling the impact of
performance management practices on firm performance: interaction with human resource
management practices. Production Planning & Control. 28(5). pp.431-443.
Sarma, J., 2017. Recruitment And Selection In Assam Carbon Products Limited. Deliberative
Research. 35(1). pp.27-32.
Sheehan, C., De Cieri, H., Cooper, B. and Shea, T., 2016. Strategic implications of HR role
management in a dynamic environment. Personnel Review. 45(2). pp.353-373.
12