Human Resource Management Induction Manual for Tesco: Analysis

This report is an HRM induction manual analyzing human resource management practices at Tesco, a leading retail giant. The report begins with an introduction to HRM and an overview of Tesco's vision, mission, and objectives. It then delves into workforce planning, exploring managerial and operative functions of HRM, and the impact of recruitment and selection, including internal and external approaches, strengths, and weaknesses. The report further examines various HRM practices, such as providing security to employees, creating a flat organization, selective hiring, and self-managed teams, assessing their benefits for both employers and employees. Finally, it evaluates the effect of these HRM practices on organizational profit and productivity, including employee turnover and the importance of training, development, and performance management. The report concludes by emphasizing the significance of effective HRM in achieving organizational goals and objectives.

Human resource management

Table of Contents
Introduction .....................................................................................................................................3
Task 1...............................................................................................................................................3
P1 functions of HRM on workforce planning and resourcing of organisation..........................3
P2 Impact of recruitment and selection......................................................................................4
Task 2...............................................................................................................................................5
P3 different HRM practices for both the employer and employee.............................................5
P4 HRM practices and their effect on organisational profit and productivity.........................6
Conclusion ......................................................................................................................................6
Reference.........................................................................................................................................7

Introduction
Human resources management is that part of management which help the organization in
identifying needs of human resources. It is that department of organization includes training,
recruitment, placement and compensation of employees in firm. In this induction manual we will
use Tesco. It is a leading retail giant in UK with 30 per cent market share. Tesco has also
operating in global market with its store in Asia, United States and Australia. Currently it has
6800 shops worldwide. Here we will study how human resources management work in Tesco.
Task 1
P1 functions of HRM on workforce planning and resourcing of organisation
Overview of Tesco
Tesco is a leading retail giant in current market with number of stores across globe. They
have their own vision, mission and objectives which are mentioned below:
Vision: “Wanted and Needed around the world”
Mission: Tesco's mission is to develop their customers by providing them quality product
and help them in increasing their living standards.
Objectives: Tesco's objective is to increasing their net revenue by 10% and open 100 new
stores across globe within two years.
HRM
Human resources management is that system of a firm which include management of
human resources of organization (Armstrong and Taylor 2020). All the polices and process
related decision of human resources of organization are taken in this department. Recruitment,
selection, placement and compensation are the primary function of human resources
management. Tesco have also a separate department of human resources which deals with
human resources requirement of firm.
Work force planning
It is the relationship between HR department and finance department of a firm where
both coordinate with each other to identify the needs of human resources and fill vacant job by
effective planning.
Function of HRM
The function of HR department can be classified in two type that are mention below:
Managerial functions: These are those function in which manger perform function of
managing the organization.
 Planing : In this function of HR department a manger perform the function of forming a
plan to work. This will help Tesco in identifying plan for achievement of their goals.
 Organising : Organising is the function which help firm in forming policy and
procedures for implementation of plan . This function help Tesco in easy implantation of
there plans.
 Directing : Directing is the process of guiding employee of organization towards
organisation goals. This function of HRM will help Tesco in achievement of there
objectives.
 Controlling : It is last function in material function of HR department which includes
monitoring of employees and controlling there activity. This function will help Tesco in
maintaining discipline in organisation (Stewart and Brown 2019).
Operative function: These functions are related to internal operation of human resources
of firm.

 Procurement: Procurement is process of bringing new talent in organisation by the way
of recruitment and selection of candidates. This function is useful for Tesco as it will
bring new and fresh talent in organisation.
 Development: In this function management focus on training and development of
employees. Tesco can use this function because it will help them in increasing skills of
employees.
 Compensation: Compensation function states that employee must paid according to there
work. Proper utilisation of this function will help Tesco in motivating their employees.
 Integration: This is function states that there must be integration in each and every
employee of organisation (Bratton and Gold 2017). This will benefited for Tesco because
it facilitate good coordination and decline in conflicts.
 Maintains: The last function of HRM is to maintain the business environment by regular
follow up. Tesco can use this function in decreasing employee turnover ratio and
maintain good working conditions.
By using above mentioned functions of HRM it can be analyse that effectively using these
functions a organisation can easy plan for a good workforce in there organisation which help the
organization in achieving these goals and objectives.
P2 Impact of recruitment and selection
Recruitment and selection
It is the process of filling the vacant job in the organization with the help of introducing
new candidates in firm (DeCenzo, Robbins and Verhulst 2016) . Recruitment is cost and time
consuming process. Tesco have also their own recruitment process which have various
approaches of it. Some approaches of recruitment and selection are stated below with their stents
and weakness in organisation.
Approaches of recruitment and selection
There are two approaches of recruitment in an organisation which Tesco follows in there
working.
Internal sources: In this approach of recruitment vacant posts are filled by internal
recruitment of employee in the organization. This has different methods which are:
 Promotion : In this method the vacant post is filled by promoting existing employee for
example Tesco use this in promoting there general manger to branch manager for its good
performance.
 Transfer: A cording to this method remittent is done by transferring the current
employee. For example Tesco is a globalized company which have their office in
different places where regular transfers are require maintaining experience in
organisation.
Strengths of internal approach
Internal source of recruitment helps the organization in maintaining motivation in
existing employees as promotion boost their moral and trust in organisation that firm is thinking
about their employee. This will also impact positively on firm as their productivity will increase.
Weakness of internal approach
There is also some weakness of these sources as it will stop organization in recruiting
fresh talent. Regular transfer will lead in employee embarrassment as they have to change their
environment also. It will also impact on firm negatively as dissatisfied employee will increase
employee turnover ratio.
External sources: External approach means recruiting persons from outside of firm.

 Employment Exchanges: This is the most common way to recruit people in organization
by taking information from institute who provide employment to people (elladurai and
Kerwin 2018).
 Educational Institutions: These are those sources of recruitment where firm tie up with
educational institutions for recruiting their students. Tesco has also a tie up with different
institution for recruitment of fresher in there firm.
 Telecasting: It is the widely used method by telecasting the job specification and job
description on televisions. Tesco use this method for recruiting labour force in their
organization in large number.
 Advertisements: Advertisements are used to invite interested candidate in large number
for preforming a specific job. Tesco have its own web site and social accounts where it
advertises about the vacant job in company.
Strengths of external approach
It is source of recruiting employee help in maintaining composition in organisation for
development. It will also help organisation in increased chances and qualified persons in
organisation which will impact on increasing profitably of firm.
Weaknesses of external approach
External recruitment also have some drawback on firm as it requires huge investment
which will increase the cost of organization, higher risk as new employee have lack of
experience in work, time consuming process when compared with eternal approaches of
recruitment.
Task 2
P3 different HRM practices for both the employer and employee.
There are various befits of HRM to employer and employee which are mentioned below:
Providing security to employees: Higher employee turnover is bad indication for every
company as it use their money on non-productive work which can cause huge loss to company in
long run. Reasons behind this are lack of job security in Tesco. Company should provide non-
monetary benefits to their employees which will benefited for Tesco in reusing employee
turnover . It also helps employees to get job security.
Creating a flat and egalitarian organization : It is a difficult task to manage even in
big organisation but Creating a flat and egalitarian organization will lead in decreasing conflicts.
Employer will get benefit of this as increase in performance of employees and employee will get
benefit of it as they can achieve there gaols effectively by matching organisation performance in
long run.
Selective hiring: HRM also helps in increasing satisfaction of there employee by
continuous monitoring and selective hiring (Sparrow, Brewster and Chung 2016). The employee
will get benefit of this as they will get the organization according to there potential and Tesco
can get its benefit as it get qualified persons who will work efficiently by using organisational
resources effectively.
Self-managed and effective teams: This practice is done by HRM for forming effective
teams in which can manage them by it. This practice will benefit employers like Tesco by
reducing their work load with the help of self-management . It will also help employee in
increasing there working efficiency and development of management skills.

P4 HRM practices and their effect on organisational profit and productivity
The first aim of organisation is to achieve profitably and productivity in working, this can
be done through effectively practising HRM concept in organisation here we will evaluate which
HRM practise work in Tesco (Cascio 2015).
Providing security to employees: Tesco have high employee turnover ratio which have
become there big problem so they HRM department of Tesco must use this practice as it will
help them in reducing there employee turnover ratio by providing security to their employee. If
not used properly than effect on productive of firm.
Creating a flat and egalitarian organization: This management practice will also work
in Tesco as there is huge chance of conflict in the organisation because of difference in culture,
this approach will help in creating less conflicted environment and impact positive on firms
profitably and productivity.
Selective hiring: This is most suitable approach which the management of Tesco should
follow. Selective hiring will help the Tesco in identifying and recruiting the most adequate
person in organisation for performing a job. These will impacted positive on company by
increasing their profit and decreasing there cost.
Self-managed and effective teams: After evaluating this management practice it can be
concluded that there is less scope of forming effective team in Tesco. So this should not leave by
company and must focus on managing effective teams for increasing performance of firm.
Learning: HRM function help firm in getting aces to learning initiative which help in
increasing productivity and profitability as employee will get knowledge of firm benefit which
help them un learning and perform better.
Development and training: Training and development also help in increasing the
profitably of firm this is because it hep firm in getting access to employee special abilities which
help them in solving complex tasks.
Performance and reward: Performance management and reward management are those
tools which are help full in management of productivity and increasing performance ion firm.
This function help firm as managing performance and reward will increase motivation of
employee.
Flexible organisation: this help firm in increasing the productivity and profitability by
making flexible structure of firm which can change according to needs and maintain resources
with their effective use without wastage.
Conclusion
After studying above mention induction manual it can be conducted that human resources
management have great importance in any organization as it facilitate the organisation match its
objective by effective recruitment and selection of human resources for enterpriser. It also help
in to retain the employee and recruitment of fresh talent in any with its function. This will impact
positive on company s there work productivity will increase which ultimately leads in increase
profits of firm with achievement of goals and objectives.

Reference
Books & Journals
Armstrong, M. and Taylor, S., 2020.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015.Managing human resources. New York: McGraw-Hill.
Chelladurai, P. and Kerwin, S., 2018.Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016.Fundamentals of human resource
management. John Wiley & Sons.
Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management.
Routledge.
Stewart, G.L. and Brown, K.G., 2019.Human resource management. John Wiley & Sons.