Evaluating HRM & Employee Relations: A Tesco Case Study Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco, a multinational retailing firm. It discusses the purpose and functions of HRM, including recruitment, selection, and performance management, and examines the strengths and weaknesses of different recruitment and selection methods. The report also critically evaluates the benefits and effectiveness of HRM practices such as training and development, and reward management within Tesco's organizational context. Furthermore, it explores the importance of employee relations in influencing HRM decision-making and identifies key components of employment legislation and their impact. The analysis culminates in an examination of the application of specific HRM practices at Tesco and their influence on decision-making within the enterprise.

UNIT 3

Table of Contents
INTRODUCTION ...............................................................................................................................3
PART 1 .................................................................................................................................................3
TASK 1 ................................................................................................................................................3
P1 Discuss purpose and functions of HRM ....................................................................................3
P2 Examine strength & Weakness different methods of recruitment and selection .......................4
M1 Analyse functions of HRM to meet business objectives ..........................................................5
M2 strength & weakness of approaches..........................................................................................5
D1 Evaluate strength & weakness different approaches of recruitment & selection of several
methods ...........................................................................................................................................6
TASK 2.................................................................................................................................................6
P3 Critically discuss benefits of HRM practices ............................................................................6
P4 Analyse effectiveness of HRM practices in organisation context .............................................7
M3 Various approaches of HRM practices......................................................................................7
D2 States evaluation of practices of HRM & application ..............................................................8
PART 2..................................................................................................................................................8
TASK 3 ................................................................................................................................................8
P5 Explain importance of employee relations in regards of influencing HRM decision making 8
P6 Identify components of employment legislation & effect upon HRM decision making ..........9
TASK 4 ..............................................................................................................................................10
P7 Analyse application of HRM practices....................................................................................10
M5 State rationale for application of specific HRM practices ......................................................11
D3 Examine & analyse employee relations & application of HRM practices & influence
decisions making in enterprise ......................................................................................................11
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13
Books & Journal:...........................................................................................................................13

INTRODUCTION
In organisation, human resource management play important role in development of
business. Human resource management is to be defined as process of managing and maintaining
people to achieve better performance (Ameh, 2017). Main aim is to understand the importance of
human resource management within business perspectives. Tesco, a multinational retailing firm
headquartered in United Kingdom. Firm is located at global scale & has number of competitors
such as Walmart, Sainsbury, Asda etc. Main vision of firm is to be global leader in retailing
industry, mission is to deliver higher satisfaction level to customers. Their business core objectives
are to provide quality of services so that goodwill increases, to solve customer problems and many
more. This report consists of purpose and functions of HRM, strength & weakness of methods
advantages of HRM practices, effectiveness of different HRM practices, importance of employee
relation, elements of employment legislation, application of human resource management practices.
PART 1
TASK 1
P1 Discuss purpose and functions of HRM
In business and organisation, human resource play important role as it help in achieving
of strategic objectives & goals. In context of Tesco, they have large number of skilled employees
they have effective HR manager who has ability to increase business efficiency level. There are
various types of objectives of HRM which are discussed as follows-
 To generate new skilled workforce in business.
 To implement effective strategy in order to achieve higher competency level.
 To develop organisational goals and accomplish them within time interval (Aust, 2020).
Functions of HRM
Recruitment and selection
It is first most important function of HRM in which their work is to hire & select the
employees or workforce for increasing hire productivity in company. In relation of Tesco, HR
manager of firm managed and hires the talent through both online & offline (Gope, 2018). Both
these recruitment and selection is being carried out through using various types of tools and
techniques.
Performance management
It is another crucial function of HRM in which main work is to increase the performance
level of business as well as employees in order to obtain better results. By managing performance

management, HR is able to deliver positive outcomes at workplace. Manager of chosen firm make
assure that performance management is being properly determine so that strategies are implemented
accordingly (Han, 2019).
P2 Examine strength & Weakness different methods of recruitment and selection
In enterprise, recruitment as well as selection is essential function which is performed by
human resource in effective manner. Tesco human resource manager recruit & select candidates for
vacant jobs so that objectives of firm are achieved within time period. Further, it is seen that these
this function have deep impact on business activities. These are discussed as follows-
Recruitment
It is to be defined as process of identifying, selecting, short listing of deserving candidates
with aim to fulfil objectives of firm (Cooke, 2017). In reference of Tesco, human resource of
company follow this functions as there are two ways of recruitment-
Internal recruitment
It is way of recruitment in which hiring and recruitment is being carried out through internal
sources or references.
Strength
Strength of internal recruitment is that it is easy and less time consuming to use this
approach.
Weakness
Due to internal sources, chances of biasness is high which leads to problem as well as
conflicts (Dominique-Ferreira, 2021).
External recruitment
It is approach in which recruitment is done through outside the company. External
recruitment is being done through accessing to job portals like LinkedIn, hiring agencies, third
parties etc.
Strength
Main strength of this method is that it is a beneficial for organisations they are able to
pooled better quality of candidates. In relation of Tesco, they use external recruitment as HR of
company uses their firm website & other methods for hiring.
Weakness
Main weakness of this method is that it is cost expensive as compared to internal source of
firm.
Selection
It refers to selection of deserving candidates on relying on their ability to deliver better

results. There are various types of methods through which selection is done by Tesco which are
explained as follows-
Preliminary screening
It is a method in which selection process is being done relying on level of qualification &
who has capability to meet all needs of company (Ganapathy, 2017).
Strength
Main benefit of this method is that it is beneficial of reducing of risk of negligent hiring.
Also, it provide better & safe workplace environment.
Weakness
When this approach is used for selection, it candidates are hired on basis of qualification &
other background information rather than knowledge. This limits he potential ability of candidate.
M1 Analyse functions of HRM to meet business objectives
The functions of human resource management is important as because they help in
achieving of goals appropriately. There are several kinds of functions of HRM such as recruitment
& selection, performance management which are beneficial for entity because they assist Tesco to
fulfil objectives of business at every aspect. It is crucial for manager to make assure these functions
properly executed so that resources are used accordingly (Järvinen, 2020).
M2 strength & weakness of approaches
Recruitment- Strength
Main strength of this method is that it help in identifying & analysing of serving candidates
which are best fit for job.
Weakness
Main weakness of this method is that cost involved in this is high which can affects
operations at workplace.
Selection- Strength
It refers to screening, short listing of candidates which fulfil all job criteria. Strength of this
method is that it assist in examining analysing of better capable candidates.
Weakness
Selecting a employee is time consuming process which negatively impact the level of
motivation.
D1 Evaluate strength & weakness different approaches of recruitment & selection of several
methods
Recruitment as well as selection both are beneficial for development of business objectives.
In context of Tesco, different types of method are used which are given below-

External recruitment
Strength
The main strength of this approach of recruitment is that it assists in hiring of candidates
from external sources and entity has wide options to select most efficient one.
Weakness
Weakness of this approach is that it cost related to this is high (Rodriguez, 2017).
Preliminary screening
Strength
Main benefit of this method is that it assist in selection of candidates on basis of
qualification which reflects their level of intelligence.
Weakness
Due to selecting of candidate on basis of qualification, it is not possible to access
candidates internal capabilities which are beneficial for firm.
TASK 2
P3 Critically discuss benefits of HRM practices
In organisation, HRM practices are used with aim to increase productivity as well as profit
at higher level. In relevance of Tesco, their HR manager uses various kinds of practices which are
further explained as follows-
Training & development
It is being considered as most effective HRM practice which is used by Tesco as it helps
them in achieving of high skilled employees & expertise. Training as well as development is
beneficial because it improves the productivity level (Saeed, 2019).
Benefits to employee’s
It is beneficial for employees as because this practices help them In improving level of skills
& knowledge at higher scale.
Benefits to employer
When training & development is use, it is good for employers because when skilled
subordinates are present at workspace, higher productivity & output are obtained. So, Tesco
conducts training and development on monthly basis.
Reward management
It is another beneficial practice which is used by Tesco as in this promotions, appraisal is

being given to employees & other individuals for their contribution in entity.
Advantages to employee’s
Main advantage of this practice is that when reward management is used within workplace,
it increases level of motivation & morale of people at higher scale.
Benefits to employers
When rewards are given to personnel, they work with more effectiveness & put hard work
at workplace, which benefits Tesco because they are able to complete their work on time & deliver
better results within organisation.
Therefore, above discussed practices are beneficial for both employers as well as employee
which are to be used with proper considerations.
P4 Analyse effectiveness of HRM practices in organisation context
Market consists of small, medium and large organisations & it is necessary for HR
managers to have relevant knowledge of all activities & functions so that competitive advantage is
achieved. In viewpoint of Tesco, human resource of company uses most effective practices within
business with aim of access benefits outside organisation & inside as well (Sardi, 2020).Thus,
several kinds of practices are used such as reward management, training/ development, etc. With
help of such practices Tesco is able to achieve advantages effectively.
Furthermore, it is also analysed that it is necessary to focus on such practices so that it is
easy for organisation to access growth & development. Moreover, it is not applicable that every
practice can be used by entity to so proper scanning of internal & external environment is done by
chosen firm to use practices in most efficient manner. Human resource of a entity also ensure that
through using such type of practices, organisations goals are accomplished at all level.
M3 Various approaches of HRM practices
The concept of human resource management is wider and broader which reflects it is
crucial to understand & have relevant knowledge so that better results are obtained (Sahoo, 2019)
Basically various kinds of methods related to practices are used by Tesco which is given below-
Soft Model
It refers to kind of model which is used by HR with aim to focus on commitment, self
regulated behaviour, & then use them strategically. With use of this model, it helps in increasing of
motivation level, efficiency & productivity.

D2 States evaluation of practices of HRM & application
The role of HR in entity is not & which requires high level of expertise & knowledge.
Different practices are used Tesco & application on basis of which they are able to perform their
activities in well organised way. Moreover, it is too examined that with correct way of use of
practices firm is able to access benefits easily.
Both practices & application are important to be used because they are beneficial for entity
growth and development.
PART 2
TASK 3
P5 Explain importance of employee relations in regards of influencing HRM decision making
In business perspectives, it is necessary to focus on relations so that it is easy to achieve
goals within time period. Employee relations are essential because they help in development &
managing of workplace environment specifically. Also, it has been stated that proper employee
relations have deep impact at workplace & affects the decision making process. So, Tesco is located
globally & it is critically necessary to focus on establishing a positive work environment so that
goals are achieved & employees relations are maintained easily (Sparrow, 2017) .
Importance of employee relations
 Set objectives are obtained- To achieve objectives, it is necessary to focus on employee
relations because when employee relations are maintained, Tesco is able to achieve work
completion within time period.
 Better productivity- It is another reason of managing employee relations as it have direct
impact on productivity as well as performance level. Thus, selected entity assures that
managers & supervisors take participate in every activity of employee so that mutual
relations are easily developed.
 Increases motivation- It is main benefit of employee relation in which it increases the
motivation level of employee which too positively affects their behaviour & attitude at
workplace.
Effectiveness of employee relations & employee engagement
Both employee relations as well as engagement are crucial which are to be focused in
proper manner. These both can be achieved through using of flexible practices & flexible
organisation activities. In context of selected entity, company human resource is highly
experienced & they use flexible practices so that relations between subordinates are improved
effectively.

Influencing HRM decision making
Employee relations too have direct impact on decision making as because HR is able to
take decisions only when they are aware about subordinate behaviour's, or activities and which is
possible when there is a positive relations between both parties. Moreover, it has been also analysed
that brainstorming session, group discussions is required to be done so that decisions are
undertaken. In relation of Tesco, HR of entity take decisions after observing every individual
opinion as well as viewpoint on basis of which relations are well maintained & developed.
P6 Identify components of employment legislation & effect upon HRM decision making
In corporate world, it is necessary to focus on how activities, functions and operations are
being executed so that problem or issue does not occur. Tesco HR manager is specialised in skills
& expertise. Employment legislation is essential because it comprises of several acts, rules &
regulations which are to be properly followed. The HRM decision making is also affected by
employment legislation. So, in relation of chosen firm they have been following regulations and
legislations with proper considerations. Thus, several kinds of employment legislations are given as
follows-
Health and safety act- 1974
According to this act, it states & covers the health & safety standards that are required to
be used within organisation. This act specified the responsibilities which are to be fulfilled at
workplace. In relation of Tesco, HR of company ensure that safety of employees by providing them
basic facilities such as wages, bonus, appraisals, insurance etc.
Impact on decision making
It is an important legislation which is to be adopted as it help in improving of standards &
also increases knowledge of HR regarding more safety measures that can be adopted.
Human rights act- 1998
It is also crucial employment legislation in which it states that it focuses on rights of every
individual as they are to be treated at equal level. Every human have equal opportunity of accessing
relying on situations. In relation of Tesco, every individual is treated equally with proper
considerations.
Impact
This employment legislation too have impact as because every individual needs or demand
are different from each other and it is necessary to focus on those needs. So, it become difficult to
take decisions in proper manner.
Employee relations & employee legislations on decision making
Tesco HR is knowledgeable & has deep wide are of knowledge which is used by them to

access benefits. So, employee relations & legislations both are managed in such a way that it is
easy to access & carry out decision making in effective manner. Main benefit is that productivity
increases & better results are obtained.
TASK 4
P7 Analyse application of HRM practices
Job specifications
It refers to written statement of employee's qualification credentials, qualities, experience
which are used to fulfil job roles and responsibilities. So, in this application it is about marketing
manager and accordingly details are given as follows-
Job Specification
Organisation: Tesco
Job Designation: Marketing Manager
Job purpose: With flexible market, business of retail sector requires skilled workforce and
who are accessible to wide field of new knowledge to solve problems & increase productivity in
organisation.
Roles and responsibilities:
 Able to be execute complex work activities in simpler procedure
 Need to have wide range of knowledge of tools and technologies.
 Should deliver increased and efficient output.
Required skills and experiences:
 B.tech from A,B or C grade college or University.
 Master's in operations & marketing
Job Offer letter
A job offer letter is written document in which it is written that they have been selected for
employment in particular organisation. Also, it comprises of start date, benefits etc.
Offer Letter
Organisation Name Tesco
Job position Marketing manager
Location UK
Reporting person HOD of industry

Roles & Responsibilities  Solving critical problems
 Staffing of employee to right place
 Identify the customers problems & generate
interest
Working Duration 9.00 am to 6:30 pm
Accommodations for employees Positive work environment with improved employee
relations.
M5 State rationale for application of specific HRM practices
The HRM practices has been adopted as because using of these practices assist Tesco in
identifying the real talent in organisation. Application of these practices are important need to be
considered with appropriate manner (Aust, 2020).
Rationale
 Increases the effectiveness of employee work capability
 Ensures the positive work environment within organisation.
D3 Examine & analyse employee relations & application of HRM practices & influence decisions
making in enterprise
Subordinate relations and application of HRM practices both are necessary to be focused so
that so that it is easy to access competitive advantage by Tesco in market. Benefits of these two are
that they help in developing of mutual cooperation coordination. Moreover, these two areas affects
decision making process. So, chosen firm need to have proper scanning of business so that relations
as well as applications are used positively (Ameh, 2017).

CONCLUSION
After a brief analysis of above report, it has been examined that human resource
management is a critically concept which is beneficial to be understood so that objective are
achieved. So, discussions have been made about objectives & function of HRM, strength/ weakness
of methods, advantages of HRM practices, effectiveness of several practices. Then, need of
personnel relations, elements of employment legislations and application of HRM practices. Thus, it
has been evaluated that it is necessary to examine process of human resource management so that
objectives are achieved within time interval.