HRM Report: Analyzing HRM Strategies for Tesco and its Workforce

This report provides a comprehensive analysis of human resource management (HRM) practices, focusing on their application within Tesco, a multinational retail company. The report begins by outlining the purpose and functions of HRM, emphasizing its role in workforce planning, employee recruit...Read More

HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Purpose and functions of human resource management in workforce planning...................1
P2 Strength and weakness of different appraisers recruitment and selection.............................2
TASK 2............................................................................................................................................4
P3 Advantages of HRM practices for workforce and proprietor...............................................4
P4. Examine the effectiveness and profitability as well as productivity of the organisation in
reference to HRM practices .......................................................................................................5
TASK 3............................................................................................................................................6
P5. The Value of employees relation in to context Human Resources Management decisions 6
P6. Determine the key elements of employment legislation and effect on the HRM decision .6
TASK 4 ...........................................................................................................................................7
P7. Usage of HRM practices.......................................................................................................7
CONCLUSION..............................................................................................................................10
References .....................................................................................................................................11

INTRODUCTION
Human resource management is the strategies approach. It is basically designed to
evaluate the performance of employees in organisation. It is also good for effective management.
HRM is important for an organisation because mostly of employees depend on it. Human
resource management are provide services for employees like training development, employees
recruitment, performance appraisal employees benefits and reward management. (Pudelko and
Harzing, 2007) So Tesco is chooses in this report as a base organisation. Tesco is a multinational
company founded in 1919 . It's headquarter is in London in England. Basically Tesco is a retail
industry which is dealing with groceries and merchandising on international level. In this report
the purpose and scope of human resource management with the effectiveness of management.
TASK 1
P1 Purpose and functions of human resource management in workforce planning
Human resource management is an important strategic approach of management. HRM
provided many services to there organisation through that they improve skills which is beneficial
for the organisation. In other hand employees loyalty also increase by this. Tesco company's
managers are also focusing on these strategies for workforce planning. They provide good
training to employees for achieving there target and productivity.(Presbitero, Roxas and Chadee,
2016) They also focus on recruitment and selection through this they select a suable candidate
for a particular job profile.
Purpose of HRM
Coordinate employees in organisation to achieve goal
Main purpose of HRM is achieve target of employees the help of effective management.
Tesco motivate there employees for work . They create a healthy environment for employees
which is help them to achieve target. Tram work is also done by Tesco employees because it is
beneficial to achieve target, every individual have different ideas or solution of problem. That's
why they work in a team.

High moral of employees
High moral is employees is necessary for the organisation. Tesco focuses on these things
like they increase competition in same section. Motivate employees by providing benefits. They
also provides many services to them, which also increase them by rewards, achievement
celebration with team. Providing them health and safety services because it is basic demand of
employees.(Buller,and McEvoy, 2016)
Function of human resource management
There are functions of human resource management and these functions are as following.
Workforce planning
It is an important function of human resource management. Recruitment and se4lectuion
is the process where they match the qualification of employees according to the job profile and
selection is the next process of it they select a candidate for a suable job profile
Training and development
` After selecting a candidate provide training to develop skill which also increase the
benefit of an organisation. Tesco provide a good training according to employees nature. They
also aware there employees with there working culture.
Total rewards
Providing rewards to the employees also encourage them for there work. Performance
award, incentives, referral awards and other benefits also motivate employees. Through all these
things they do there work in a effective manner. These things also increase the competition in the
organisation. (Chowhan 2016.)
P2 Strength and weakness of different appraisers recruitment and selection
Recruitment and selection a process which is uses for company's growth. Through this
process hr of the organisation select a candidate for a particular job profile according to his
skills. It is necessary to hiring of new candidates for a effective workforce to achieve target.
Recruitment is like shortlist a CV and conduct interview and selection is the next process of
recruitment. Select a candidate for a particular job profile. In Tesco company there are various
recruitment and selection method and those are as following.
Internal recruitment sources

Internal recruitment means recruiting candidates within organisation. Vacancies can full
fill by references and through promotions. Internal recruitment can be done by promotions,
internal advertisement by email, newsletters. (Cook, MacKenzie, and Forde, 2016.) By
employers references, present employees transfer on presentment employee positions.. These are
some strength and weakness of internal weakness and these are as.
Strength and weakness of internal recruitment
Strength
 There is no need to training.
 Create a strong relationship with employees.
 It is less time and cost consuming process. Through internal recruitment organisation can motivate to other employees.
Weakness
 Accounting to employees there are some policy in promotions.
 No new provided to outsides propels.
 Dissatisfied employees may be not say anything.
External recruitment
In this recruitment process they recruit a candidate through recruitment agencies,
networks, from other companies, collages placement etc. strength and weakness of external
recruitment are as following. These are as.(Donate,and Sanchez de Pablo, 2016).
Strength and weakness of external recruitment
Strength
 Provide job opportunity for external employees.
 Best employees can select for a particular job profile and also increase the selection ratio. Employees cost may be minimize and they recruit a candidate according to skills.
Weakness
 This process consume a lot of time.
 It is also a cost effective process.
Selection methods of Tesco
There are some selection methods which are uses by Tesco organisation and these are
like resume screening than conduct a telephonic interview, than candidate come for face to face
interview round than second face to face interview with HR and show job profile.(Farouk, 2016)
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Strength and weakness of selection
Strength
 Interview and interview both reactions are potestative. There are evidence of employees performance
Weakness
 It is a time consuming process.
 More subjective and also risky process.
TASK 2
P3 Advantages of HRM practices for workforce and proprietor
There are different number of HRM practices used by Tesco that helps an employees as
well as employer by improving their productivity and performance. Some effective practice of
HRM will be determine as under:
Training and development: It is one of the main practice of HRM which will support an
employer and employees to increase their productivity and performance level easily. Some
benefits of training and development to the employees and employees will be determine as
under:
Benefits to Employees Benefits to Employers
 With the support of training and
development program, workers can get
to enhance its skills regarding
technology as well as many other
resources of enterprise.
 With the help of training and
development, employer can also
acquire innovative things from their
employees.
Performance Management: It refers a effective process that provides accurate
accountability, documentation as well as feedback for performance outcomes. There are benefits
of performance management to employer and employee will be explain as below:
Benefits to Employees Benefits to Employers
Performance management directly support an Performance management practices of human
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employees within Tesco by motivating and
improving its performance. As it will helps to
improve their performance as well as
productivity level easily.
resource management is also beneficial for
employers by maximising its profitability and
market share.
P4. Examine the effectiveness and profitability as well as productivity of the organisation in
reference to HRM practices
Human Resource management is managing the team and guiding them in a right path to
achieve the targeted goal of the company. In order to determine the human resource practices
there are certain benefits to employees and employers which helps to increase the growth of the
company.(Kianto, Sáenz and Aramburu, 2017) In context to this, HR team of Tesco, aid to
increase their productivity and profitability and also increasing the performance of employees.
Some of the practices which are used by the Tesco in biding to higher productivity are as
follow :- Training and development session: It is a important factor which is necessary to be
implemented in every organisation then only higher profit will be increased. Guiding the
employees in a right path will expand the business growth. Through Training sessions
workers performance can be analysed by the performance appraisal. In addition to HR
manager of the company should provide induction sessions for their employees for better
result which will enhance the skills and helps in decision making. Hence not only this, it
will improve their way of thinking towards critical path. As per Tesco, the manager of
the company provided training and development sessions to its employees in every 3
months which increased the productivity as well as enhanced performance of worker.
Example: If Tesco gives appropriate training to their employees then their existing
knowledge can be nourished. As it will be beneficial for employees in their career
growth. It will further assist Tesco in achievement of long term goals and objectives
easily.
 Sharing Information – Sharing information is very crucial for an organisation success.
This practice of HRM helps employees to know the pattern followed by them and helps
to gain knowledge about the work they have to done.
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 Recruitment and selection: It a process through which cable candidates are been
selected to the organisation. Recruitment includes selection which helps in screening the
potential employees for the specific job. Where as the human resource management team
select best qualified candidates from large number of applicants. (Noe , 2017). In context
to Tesco, recruitment and selection is basically based on HR of the organisation. The
manager of the company follows certain process which will help to select the right person
to the right job at right time. The management teams of the Tesco uses such elements to
increase the productivity and profitability of the company.
 Performance Management System - It is the process of reviewing employees
performance during the preceding year and deciding where they stands as far their goals.
This management system helps in providing benefits to employees and making them feel
secure and safe. Example: HR of Tesco must examine the performance of their
employees so that fault can be decreased and productivity or performance level can be
raised accordingly.
TASK 3
P5. The Value of employees relation in to context Human Resources Management decisions
The employees are important factor of the organisation and it is helps to increase in the
production level. By smooth functioning and healthy environment will effect the employees
growth and profitability. In every organisation each staff members has its own relationship with
their union. Managers of Tesco, uses the employee relationship program which aid to achieve
both individual and organisation goals in a best effective way. There are certain issues which is
faced by the company manager while making the decisions. These are promotions, sickness,
leave,overtime and many more. (Presbitero, Roxas, and Chadee, 2016).
Value of employees relations in decision making:
Promotion: The healthy relationship between employees and employers will affect the
growth of the company. Motivated employees will give better result so the company should
highly motivate its employees for higher profit. Addition to Tesco, the manager examines the
employees performance on regular basis which aid to analyse the talented candidates. Hence due
to which they will be motivated and will give affects to increase productivity. Perhaps right
person will to promoted to higher place in the company and will give creative decisions in order
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to achieve organisational goal. Moreover company growth is depended on the employees
performance.
Sickness Leave: When the employees are not fit (health issues ) they should be
pressurized to do the work, due to which output will not be satisfactory. As per Tesco, manager
of the organisation is providing leaves to their employees not this the management team is giving
paid leaves to their workers. Through which healthy environment can be created between among
the employees and employers and even better relation with management team. By keeping these
factors in mind manager of Tesco will get higher productivity output from their employees.
Creating and healthy atmosphere in the company will encourage and motivate the employees to
work for longer duration. (Psychogios, and et. al., 2016)
Employees are valuable assets that a company has. These are individuals who work hard
for achieving the goals and objectives of the company. If there is a positive relation in the
workplace then there will be no conflicts and employees can work more efficiently. It is
important to keep employees of the company happy and satisfied so the HR managers of Tesco,
provide compensations and incentives for increasing the satisfaction level of employees. A
strong bond between employees and employers will help in reducing conflicts and
misunderstanding between workers who are working together. A good employee relation helps
workers to effectively work and achieve the assigned targets in less time.
P6. Determine the key elements of employment legislation and effect on the HRM decision
There are different kinds of rules and regulation for each and every employees who are
working in the organisation and which results to high growth and effective output. These laws
have a impact on the decision making of the company. Thus, in context to Tesco, the HR
department has corporate certain rules which are mentioned below:-
 Equality Act, 2010 – The major powerful legal document act which was thoughtful in the
year 2010, with this law, regulatory bodies of UK have rejected all wrong activity which
takes place within the working place Under this law, the government started new rules
for men and women, they both should be treated properly and in equal importance should
be given with same salaries or wages and more over with same position. Employees
payment should be according to the duty and work performance. (Pudelko and Harzing
2007).
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 The Employ Rights Act, 1999 and 2003- Under this act the employees must be eligible
to count salary according to the national minimum wage. Proper agreement written
documents should be given to employees about the norms and protection against wrong
opinion at work place.
The Employee relation and laws which regulate certain acts and regulation for the
employees and employer at a work place. In context to Tesco, the rules and regulation of the
company should carry honestly and transparently. The manager of Tesco, should be carried for
the employees growth and which can also achieve the business goal.(Vanhala, and Ritala 2016).
TASK 4
P7. Usage of HRM practices
The HR practises are the important part of the organisation. For accomplishing any task,
HR teams play an effective role for completing the objectives of the company. In context to
Tesco, company apply some of these practises which are been disused below:-
Job specification: It is paper which indicates certain task, duties and responsibility which
perform by the single person at a particular work. It is type of a presentation which is made by
HR management team of the organisation. After analysing, HR of the company set the job
description for the market team.
Job Specification
Industry: TESCO
Job Position: Human Resources
Qualification: MBA (HR)
Needed for the job perspective:
 Candidate should coordinate among the other function of the company.
 The knowledge and theories of the HR
Needed criteria:
 Maximum 2 years experience.
 Effective Presentation skill .
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Job statement: It is papers which describes detailed data about the job chart. It includes
roles and duty of the selected candidate. The profile which helps the selected candidate to work
according to the job description given by the HR team.(Williams and Lee 2016).
Job Form
Organisation Name TESCO
Job Role Human Resource Manager
Location of the Job America
Contact person Head of the Department( team leader)
Duty and responsibility  Conducting training sessions for employees
 Coordinating the administration functions of the
organisation
 Assigning the roles and duties and guiding the
employees for accomplishing the task.
Working duration 8.00 am to 7:00 pm
Pay 10,000 British pound sterling per month
Work place environment Safe and Friendly place atmosphere for the worker, also
providing the best incentives according to the execution.
with references to Tesco, the company select the wide number of candidates in order to
select a right person to the correct job profile for better output. The Human Resources manager
select the best person for a suitable profile and assigns duties and task according to the abilities.
For the position of Human Resource Administrator, CV are as follow:-
Individual Description
Formal Details:
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Name- Sarah Jim
Location - 105 city gate, Landon
Communication no.- 8396421057
Email id- [e-mail]
Career objective- To enhance my skill, knowledge and talents and according to my capability
for the growth of the organisation. I willingly want to participant in business activities which
enhance my knowledge
Experience level- 3 years
Qualification
Educational Qualification University Percentages
Masters in Management (HR) University of America 70.50%
BCA University of America 65.80%
Function and Duty
 Appraisal of worker presentation on a daily ground.
 Handling whole HR related work.
 Executing HR polices plan.
 Human Resource Management team should assign the work according to the abilities of
the employees.
 Computer proficiency-
 MS Excel
 SAP
 Power Point
Private details
Date of Birth- 20, July, 192
Languages Known- German, French,English
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Interests- Music. Dancing
CONCLUSION
As per the above mention, it can conclude that HRM polices are essential part of the
organisation. It also help the managers of company to take effective decisions in a effective
manner. Where as, the main purpose and objective of the company is achieve the maximum
profit and also to attain the objectives of the organisation.(Xing, Y. et. al., 2016) More over it has
also determined the different formulation of selection and recruitment process which will aid to
select the qualified candidate to the right position. Hence it will enhance the profitability and
performance of the company. It is needed by the institution to go for rules and regulations related
to the employees which will help to maintain the balance relation between the worker and
employers.
References
Books and Journals
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Buller, P. F. and McEvoy, G. M., 2016. A model for implementing a sustainability strategy
through HRM practices. Business and society review.121(4). pp.465-495.
Chowhan, J., 2016. Unpacking the black box: understanding the relationship between strategy,
HRM practices, innovation and organizational performance. Human Resource
Management Journal. 26(2). pp.112-133.
Cook, H., MacKenzie, R. and Forde, C., 2016. HRM and performance: The vulnerability of soft
HRM practices during recession and retrenchment. Human Resource Management
Journal. 26(4). pp.557-571.
Donate, M. J., Peña, I. and Sanchez de Pablo, J. D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Farouk, S. and et. al., 2016. HRM practices and organizational performance in the UAE banking
sector: The mediating role of organizational innovation. International Journal of
Productivity and Performance Management. 65(6). pp.773-791.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of
Academic Research in Accounting, Finance and Management Sciences.6(1). pp.15-22.
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.
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Presbitero, A., Roxas, B. and Chadee, D., 2016. Looking beyond HRM practices in enhancing
employee retention in BPOs: focus on employee–organisation value fit. The
International Journal of Human Resource Management. 27(6). pp.635-652.
Psychogios, A. and et. al., 2016. A three-fold framework for understanding HRM practices in
South-Eastern European SMEs. Employee Relations. 38(3). pp.310-331.
Pudelko, M. and Harzing, A. W., 2007. Country‐of‐origin, localization, or dominance effect? An
empirical investigation of HRM practices in foreign subsidiaries. Human Resource Management:
Published in Cooperation with the School of Business Administration, The University of
Michigan and in alliance with the Society of Human Resources Management. 46(4). pp.535-559.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology. 31(1). pp.95-109.
Williams, C. and Lee, S. H., 2016. Knowledge flows in the emerging market MNC: The role of
subsidiary HRM practices in Korean MNCs. International Business Review. 25(1).
pp.233-243.
Xing, Y. and et. al., 2016. Intercultural influences on managing African employees of Chinese
firms in Africa: Chinese managers’ HRM practices. International Business
Review. 25(1). pp.28-41.
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