Human Resource Management Report on Tesco PLC - Unit 3, BTEC HND

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco PLC, a British multinational supermarket chain. It explores how key areas of HRM contribute to sustainable performance, including employee motivation, skills development, and fostering positive employee relations. The report examines the effects of organizational changes on human resource skills and knowledge, highlighting the importance of adapting to technological advancements and workforce diversity. It also discusses external and internal factors influencing HRM decision-making, such as economic conditions and ethical considerations. Furthermore, the report delves into specific HRM practices related to recruitment, retention, training, and development, emphasizing their impact on achieving business objectives. Practical examples, including job descriptions, CVs, interview processes, and job offer letters, are provided to illustrate effective HRM strategies. The report concludes by underscoring the critical role of HRM in driving organizational success and maintaining a competitive edge in the industry.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
Main areas of HRM in their contribution to creating sustainable performance.....................4
Effects of the changing nature of organisations on human resources skills and knowledge. 5
External and internal factors that affect HRM decision making to support organisational
development...........................................................................................................................8
HRM practices in a work-related context, using specific examples to demonstrate
improvement to sustainable organisational performance.......................................................9
Importance of employee relations:.......................................................................................10
Training and development....................................................................................................10
Job description......................................................................................................................11
CV.........................................................................................................................................12
Interview questions, interview notes....................................................................................15
Evaluation of interview........................................................................................................15
Job offer letter.......................................................................................................................15
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
The human resource management is describing human resources of an organisation or a
company working or operating effectively and efficiently for the enterprise. It evaluates and
maintains a check on their complete working and operating aiming for larger profits for
organisation, moreover ensuring maximum and satisfactory employee's potential and
performance for entity (Aboramadan and Karatepe, 2021). The HRM process constitutes of
various activities like recruiting, training of new employees, retaining existing employees and
staff members within the organisation, compensating them, and developing and utilising all their
skills for achievement of pre-determined goals. In this report, Tesco PLC has been chosen.
Tesco PLC is a British multinational groceries and other products supermarket. It was introduced
in 1919. Main areas of HRM in their contribution to creating sustainable performance in the
functioning of Tesco PLC are discussed in this report along with effects of the changing nature
of organisations on human resources skills and knowledge, HRM practices in relation to
recruitment and retention of employees, various external and internal factors that affect HRM
decision making to support organisational development and HRM practices to demonstrate
improvement to sustainable organisational performance.

MAIN BODY
Main areas of HRM in their contribution to creating sustainable performance
HRM plays a major role in contributing to organizational success. Tesco PLC has a well-
managed and a very effective and efficient HRM team to manage all its employees and staff
members and their development can be related by having a well-motivated, following a leader
and all their orders, committed, skilled, tactful and flexible working team and staff members
(Ahmad, et. al. 2021). Along with that Tesco PLC has been keeping a stable, friendly, a balance
between formal and informal relationship with its staff and cooperative relationships with its
employees. And lastly by maintaining an overall quality in its working life and by following
great human strategies to get their work done and getting fulfilled all its pre-determined goals
and objectives for the company and marking a great value in its name at the global level.
Human resource management team of Tesco PLC is very critical in supporting and
helping its organisation to improve effectiveness of all its employees and other staff members.
Tesco PLC with its complete HRM team manages corporate governance in UK and other
countries also. It also maintains its ethical issues beyond economic performance of also
maintains all other environmental factors. HRM team let’s all its employees to take full
participation in its future direction and vision, along with the acceptance of new and trendiest
ways of operating in the market(Al-Swidi, Gelaidan and Saleh, 2021). The function of Human
Resource Management has an important contribution in assuring employee satisfaction with
monetary or non-monetary terms or some other benefits. Development of Tesco PLC's
productivity and performance is also a main area in which HRM provides its contribution in the
creation of sustainable performance in market.
HR and HR team also provides Tesco PLC with a clear vision and targets of competitive
advantages in industry and contribute affectively to its success. HRM team of Tesco PLC
enables the addressing of various and different needs, wants and expectations of existing and
potential employees with their life and career stages within and outside of its entity, resulting in
positive effects and also its sustained competitive advantage in the auto mobile industry. All the
social, economic and environmental aspects are studied carefully and then their complete
evaluation is done, keeping in mind all pre-determined goals to achieve, along with its
sustainable development.

Main functions of HRM are recruiting, selecting right candidate, providing them training
for their job profile. Best fit is having contingency approach that means selecting the best and
most effective HR policies that will help in dealing according to the situation. Best practice on
the other hand is universal approach meaning that policies are adopted according to the wide
scope and looking for all the features and strategies of organisation. Sources of recruitment are
internal and external recruitment. Internal recruitment is done from within its organisation
whereas external environment is looking for right candidates from outside the business
organisation. Job analysis is that framework or process that describes and determines all the
activities and responsibilities that are related to the job profile, whereas job description that tool
that describes and clarifies all the duties and responsibilities that are associated with a particular
job. Tesco PLC uses various methods of selection for its reliability in the job position such as
internal and external sources by a CV or interviews or test or via references. There are many
issues faced by Tesco PLC in or after induction programming that it tries to do everything on one
day, getting lost or completely into details and also it starts giving too much information at once.
Effects of the changing nature of organisations on human resources skills and knowledge
Organizational changes are those changes or alterations in the structural relationships and even in
the roles of people that they are playing within the entity. These changes can be for short term or
long term and are dynamic in nature and can affect in positive or in negative ways to an
organisation (Armstrong and Taylor, 2020). An enterprise can be changed in several different
ways or methods. Tesco PLC can change its technology, its structure, its functions, its staff
members and employees and all other elements that can affect the working and operating
functions can also be changed. These changes that are done in Tesco PLC will result in work
force diversity, various other economic and technological changes within and outside the
enterprise, more globalisation of the brand value, organisational restructuring along with the
changes in duties and responsibilities of the employees and staff members working in it.
These newest trends and other changes include dynamic nature of technologies that
result in technological advancements, changing attitudes and values of their working staff,
demographics and diversity that will result in expansion of its activities, and globalization
(Berman, et. al. 2021). Organizational changes in Tesco PLC will lead the HR department to
focus and have their complete concentration on staffing issues with placing right people at right

jobs within it. Tesco PLC will undergo dynamic nature in changing and will result in rapid and
faster growth than a need of adding more employees within its working will arise, so HR team of
Tesco PLC will have to change its focus on expanding and maintaining its recruiting base to
attract and involve more talented workers for it (Lee and Ahn, 2020). These changes in Tesco
PLC will result in some positive and some negative impacts. Some of these many positive
aspects will result in leading to retain and maintain a competitive edge for its competitors in
industry.
Changes will also encourage innovation of new cars and other auto mobiles, developing
more skills in its employees and also result in better opportunities for HR team to grab and lastly
will improve staff morale to work with them in future and will attract new talent (Ozbilgin,
2020). The competitive challenges will also result in dynamic technological changes,
management of changes will a difficult task for HR team, detainment of human resource will be
a great task to perform, resonance to market forces. But these organizational changes are very
important and necessary for Tesco PLC to succeed and grow in the industry.
Differentiating development and training.
Identify the training needs and training gaps: The training is most important thing which
management have to give to the new employees who join the company so that they get to know
about what they have to perform in organization and how to perform their activity. The
organization of management have to take care that they have to provide proper training to their
employees.
Types of Training: There are many different types of training which organization have to
provide to their employees during their training period so that they developed their skills and
knowledge in this field. The tesco PLC organization have to give training to their employees
according to their activity which they have to perform like they give training to Technology
Training, Quality Training, skills Training, etc.
Series of Job Design/ Job Extension Techniques
In this many steps is involved to prepare a job design for their organization. The Tesco
organization have to follow few steps which involved in preparing job design for their
organization. The steps are:
Step1: They have to do an assessment of current work practices.
Step2: They have to do their task analysis.

Step3: They have to design job
Step4: They have to implement new job design gradually
Step5: They have to take feedback and Re-evaluate job design on continual basis.
HRM practices in relation to recruitment and retention of employees for the achievement
of business objectives
The HRM and HR team has the most important role to play in recruiting and retention of
employees in the enterprise. These HR role has various activities to play and these include
developing a plan, procedure, practices and techniques to achieve and promote the behaviour,
culture, traditions, values and competencies that are required to achieve organizational pre-
determined goals (Boxall and Huo, 2022). These result oriented goals basically involve with
certain steps that are needed to be followed. Tesco PLC also follows with these and they involve
with correct assessment of staffing and skills that are needed and then providing training to keep
all new employees up to date with all employees and other things that are going on in the entity.
Once recruitment and proper hiring is done with the right prospects, the next step involves their
retaining within the firm.
This high employee retention rates within Tesco PLC are a solid evidence for the world
to just know how great working and employees are happy with it. This results in motivated,
trained, skilled and hardworking employees for it. This also rewards Tesco PLC with a positive,
impactful and attractive reputation in auto mobile industry (Chaudhary, 2018). There are various
HR practices that are adopted by the HR team in Tesco PLC for employee recruitment and
retention. Some of these are employee compensation, with this practice, perfect combination of
employee's wants and employer pay scale are evaluated and then employees are provided with
their compensating scales (Koirala and Acharya, 2020). Training and development is another
practice that is used within it. Training is provided to new joiners and beginners and even to
existing employees if they are promoted to a higher rank. This training is important for
development and growth of employees and directly to enterprise. Engagement of employees in
decisions and open communication is yet another practice that is used for employee’s retention in
Tesco PLC.

Communication is the best source of recruiting and employee retention as this helps in
the easy access of information and proper working of organisation (Chelladurai and Kim, 2022).
Keeping a little transparency in Tesco PLC's operations, functioning, outcomes and other details
is yet an important practice adopted by HR team, even letting access of information is important
to employees, making them feel as an important element of the Tesco PLC team. The last but not
the least important practice used by HR team is giving job security to its employee. This will
give them the sense of belongingness and value in firm.
External and internal factors that affect HRM decision making to support organisational
development
A organisation consists of various situations, circumstances, influences, strengths and
weaknesses in it. These are called the internal factors of an enterprise and these affect internally
or within the firm. Then there are influences, circumstances or situations, or even threats and
opportunities that an organisation faces. These all are external factors or elements and these are
external forces of that entity (Farooq, et. al. 2021).
These all internal and external factors affect the working and performance of all
organisations. Tesco PLC also have these internal and external factors affecting the operations of
HRM and other departments. Internal factors such as employees and other staff members,
company cultures, traditions, techniques, processes and capital, these all are within Tesco PLC's
grasp or it can be said these are in hands of it, these are internal factors and these affect working
of HR team. Employees affect in the way that nothing other can. If an organisation consists of
great, skilled, talented people in it, it will grow and develop on a rapid scale along with their own
personal growth and development. If an entity lacks these kind of employees, this can result a
company in huge losses, no or less growth in industry and other limiting things in industry.
Tesco PLC has skilled, hardworking, talented and motivated employees. Corporate objectives,
financial strategies and policies, operational strategies and all these also affect the operating of
HR team of Tesco PLC (Gunawan, Aungsuroch and Fisher, 2019). Marketing strategies,
various changes in market, trends and new traditions, values, economical changes, technological
changes, social changes, demographic factors of an area, socio cultural changes and trends,
mobility of labour and many other factors are external factors that also affect the HRM in its
decision making to support growth and development of the company.

Dynamic nature of market involves technological changes, new trends in market that will
result in changing preferences and choices in customer’s taste affecting the sales and profits.
With introduction of new policies at workplace, human resources department is having a
pressure to stay within the governmental law, these factors act as external factor and these also
affect operations of HRM. These types of regulations influence hiring, training, rewards,
incentives, compensation, termination and many other activities (Hamid, Muzamil and Shah,
2022). A company can be fined if it does not follow and work according to these governmental
guidelines and policies. Other external factor that influences working of HRM is the shape of
economy, it affects the talent pool, affect hiring of new talent for firm.
HRM practices in a work-related context, using specific examples to demonstrate
improvement to sustainable organisational performance
There are various HRM practices that help an organisation for performing great within and
outside an organisation. These practices that are adopted by an organisation may vary from one
organisation to another (Pattanayak, 2020). Some of these practices are hiring great people that is
talented and skilful people for a firm, these right talented people should be trained very well.
This training can be provided on board or at work place or on the working field. Safety of
workplace along with job security should be prioritized. Open communication and clear channels
or levels of communication should be present in an organisation. For example, if there is absence
of communication channel at the lower management level, then it can lead to double working
and operating of many activities like many parts of can be made extra and that will result in
wastage of resources and can even lead to losses. The employees should be compensated fairly
and honestly, keeping in mind both the things that is needs and wants of employees and pay scale
of the firm (Santana and Lopez‐Cabrales, 2019). For example, if a company is earning lots of
profits and even then it is not providing 10% of profits in terms of salary to its employees, then
the employees will not be working there for a longer time period. Offering quality employee
benefits and incentives on regular basis is another HRM practice that is the best practice for
retaining employees for a longer time period in firm. Rewards and recognitions is another
method that can be used for retainment of employees in the organisation.

Importance of employee relations:
Roadmap is basically a strategic management plan and framework that defines a pre-determined
goal or desired outcome for an organisation that includes various major steps in it for the
achievement of those goals and objectives (Shah, 2019). There are various steps included in the
making of a roadmap for an enterprise and strengthening talent management strategies. These
steps can be explained in the following stages for strengthening talent management strategies:
Creating learning goals: Different learning goals and programs should be made or created.
Various employees and new joiners should be provided with their own programs and functions
to learn and develop.
Creating best training program for an enterprise: Every organisation works differently and has
all its functioning different from one another. Every enterprise should be knowing its best
suitable training programs that will provide most effective and efficient results to it.
Embracing the program: When goals are set, there should be clear vision of their need in
strengthening of talent and its need for the organisation. There should be complete embracing of
the program selected for the organisation.
Setting learning KPIs: Success of a program should be measured with some key metrics or key
areas. After setting up of all these organisational goals, there should be a direct link of employee
with contribution in results.
Collecting regularly feedbacks: There should be a different team that should be dealing with
problems, grievances and feedbacks. These feedbacks can improve working and operating of a
firm and this collection of regular feedback will not only strengthen the talented and skilled
employees but will also result in great outcomes.
Training and development
Training and development is the process that is being implemented in the company ore business
organisation for looking after the employees in an organisation and their enhancement in terms
of growth, efficiency and effectiveness of their employees. training is giving to them to provide
them with complete information and instructions for the operating of the various functions in the
entity. Trade unions are also made to making the tasks of the employees as a part of that business
by forming groups of employees and workers by being the member of that enterprise. Various
different reward systems are used by the enterprise as rewards and incentives to encourage and

motivate employees and even for their retention for long time in the organisation. Various acts
are also made for safeguarding the interest of employees. Equality act,2010 was made to protect
employees against all the discrimination that is being done in the organisation as being the part
of society. This discrimination can be done on any basis like gender, age and many other factors.
Data protection act, 1998 was on the other hand made to have complete knowledge and
information about the employees to themselves and all about the organisation and its related all
information.
Job description
Job description is a written document that states all details about the tasks that are to be
performed by an employee, along with qualifications, different duties and responsibilities as well
as all other important and relevant details that are necessary for a job. It is used in process of
recruiting candidates for job.
Job Description
Job Title: HR manager
Reporting to: Senior HR Manager
Job Description: HR duties and responsibilities.
Duties and Obligations:
Providing great candidates to the business organisation.
Organising great HR team and looking afterwards their tasks and work and performance.
Ascertaining their role in great results for organisation.
Qualifications:
 High education diploma degree in HR.
 Qualification in HR sector.
 Basic and high interpersonal skills, such as respect, communication and empathy and all
basic etiquettes.
 Management knowledge with great leadership skills.
 Expertise in HR manger.

CV
It is referred to as a written document that includes someone's life work and other
publications, qualifications and many other. This is used for job in an organisation by a
candidate. CV is prepared as it includes all their qualification, and other important information
by experienced person.