Evaluating HRM Practices: A Case Study of Tesco's Strategies & Impact

This report provides a detailed analysis of Human Resources Management (HRM) practices within Tesco, a major retail company. It explores the purpose and functions of HRM, including staffing, organizational culture management, and reward management, with a focus on workforce planning and resource allocation. The report evaluates different approaches to recruitment and selection, highlighting their strengths and weaknesses, and examines how HRM practices benefit both management and employees through employee relations, performance management, and reward systems. Furthermore, it analyzes the importance of employee relations and the impact of employment legislation on HRM decision-making. The report concludes with illustrations of HRM practices in a work-related context within Tesco, offering a rationale for their application and considering their effectiveness in raising organizational profit and productivity. This document is available on Desklib, a platform offering study tools for students.

Human Resources Management
1

Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organisation.........................................................................................4
M1 how the HRM functions in your chosen organisation can provide talent and skills
appropriate to fulfill business objectives using appropriate theories and models........................7
P2 explain the strengths and weaknesses of different approaches to recruitment and selection. 8
M2 evaluate the strengths and weaknesses of different approaches to recruitment and selection
using suitable theories and models.............................................................................................10
D1 critically evaluate the strengths and weaknesses of different approaches supported by
specific examples and independent judgement..........................................................................11
Task 2.............................................................................................................................................12
P3 Explain how different HRM practices benefit the management and employees of your
chosen organisation....................................................................................................................12
M3 identify and analyse the methods using appropriate models and specific examples of how
they benefit both the employers and employees of your chosen organisation...........................14
P4 Evaluate the effectiveness of different HRM practices in your chosen organisation in terms
of raising organisational profit and productivity........................................................................15
D2 critically evaluate HRM practices and their application, within the content of your chosen
organisation, using a range of specific examples and coherent and lateral thinking.................17
Task 3.............................................................................................................................................19
P5 Analyse the importance of employee relations in your chosen organisation with respect to
influencing HRM decision-making............................................................................................19
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decisionmaking in your chosen organisation.............................................................................21
2

M4 evaluate the key aspects of employee relations and employment legislations in respect to
influencing HRM decision-making with the application of relevant in your chosen
organisation................................................................................................................................23
D3 critically evaluate the employee relations and the application of HRM practices that inform
and influence decision-making demonstrating convergent/lateral/creative thinking in your
organisation................................................................................................................................24
Task 4.............................................................................................................................................25
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples from your chosen organisation...................................................................................27
M5 provide a rationale for the application of specific HRM practices based on your chosen
organisation................................................................................................................................30
Conclusion.....................................................................................................................................32
Reference.......................................................................................................................................33
3

Introduction
Tesco is a retailer company working at various places to provide better products and services to
the people. This report will be carried out on the basis of Tesco company. It is considered that
human resource management helps the Tesco to carry out various management processes in the
business environment. It also assists in managing the human resource of the Tesco so that all the
work can be carried out in an accurate manner. This report will help in knowing about the
functions of the human resource and purpose of the HRM which is basically applicable at the
workplace will be explained in this report. This report will also help in knowing about the
strength and weakness that dissimilar sort of methods and recruitment as well as selection in the
Tesco will be explained. This will also assist in knowing about dissimilar sort of HRM practices
which will benefit the employees as well as management of the Tesco.
4

Task 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organisation.
It is considered that the HRM different functions and purpose which are:
Source: (By author)
 Organizational culture management – This is another obligation that is taken care by the HR
division and is to be overseen capably so as to hold the representatives for expanding the
efficiency of the workforce and to diminish the worker turnover and stay away from any sort of
misfortunes to Tesco.
 Reward management – Prizes and rewards would help the representatives to get roused and
would urge them to work all the more effective for the achievement of the organization
(Caldwell and Ndalamba, 2017). Every one of the angles and the components that are secured
under the reward administration is to be taken care of by the HR division in Tesco.
 Staffing – The whole staffing task of Tesco is done and is taken care by the HR office and it is in
charge of getting the best for the organization with the goal that the effectiveness of the
5
Organizational
culture
management
Reward
management
Staffing

workforce could be enlarged. The passageway to the organization as a representative isn't
straightforward for an ordinary individual and includes a substantial number of screenings that
encourage the organization with the best in class staff (Haff and Triplett, 2015).
A portion of the central capacities that are productively played by the HRM in the Tesco is
explained underneath:
Source: (By author)
 Training & Development – This is a piece of the association that enables Tesco to prepare and
build up the whole workforce of the association with the goal that the workforce could perform
for increased profitability to the organization. This would enable the Tesco to investigate the
gifts of the workers and to create them with the goal that they could serve to be more valuable to
the association and be a resource for Tesco.
 Recruitment – The HR division of Tesco is likewise in charge of enlisting the staff for enabling
the workforce with individuals that are effective and dependable and would be adept for the
improvement of the organization. The staffs in Tesco are enrolled with the assistance of both the
inward and outer procedures of enlistment.
6
Trai nin g&Dev elo pme nt
Recr ui tmen tPerf or manc eman ag emen t

 Performance management - This piece of the HRM assumes an imperative part in the
accomplishment of the association as it is important to deal with the general execution of the
representatives so as to have the general profitability of the workforce (Harrison, 2011). This
would help Tesco to deal with the abilities and aptitudes of the workers in a more capable
manner for better outcomes to the organization which would likewise give assistance to Tesco in
developing and creating in the market.
7

M1 how the HRM functions in your chosen organisation can provide talent and skills
appropriate to fulfill business objectives using appropriate theories and models.
The elements of HRM that are encouraging the coveted help to the organization are the executive
administration of the workers, preparing and improvement and the most imperative - the
enlistment, and so forth. Every one of these capacities is concentrating on the change of the
workforce of the organization that would help in increasing the general efficiency elements of
HRM which can increase ability and aptitudes proper to satisfies business destinations in the
market (Christiansen, et. al., 2017). The enlistment and determination are one a greater amount
of the capacity of the HRM can get the best on the planet workforce and this is given by the
assistance of the inward and outside enrollment forms that are followed in organization. There
are different HRM functions of hrm which can be used by the company to carry out its human
resource in an accurate manner. Training and development process can help the HRM to enhance
the skills and talent of the employees.
8

P2 explain the strengths and weaknesses of different approaches to recruitment and
selection.
The HR division ensures that the enlistment and determination process is capable keeping in
mind the end goal to convey the best to the organization. The organization makes utilization of
two distinctive methodologies for enlistment and they are inner and outer enrollment and
determination forms (Jaques, 2017). These ways are executed in a vital configuration for the
improvement of the organization and to make the workforce the most beneficial for the
advantage of the organization. There are various approaches which are being used by the
company like Tesco. As well there are two techniques which used by Tesco:
Source: (By author)
• External Sourcing- This is used by the company for selecting the people externally. The people
which are recruited by the company externally may have or may not have the experience related
to the field in which they are working. The strength is that it helps in recruiting fresh talent. The
weakness is that it increases the cost of the company.
9
External
Sourcing Internal
Sourcing

• Internal Sourcing- This is the method in which the employees those are working in the company
are selected for the post which is vacant. The main strength of this method is that it helps in
motivating the employees properly. The weakness of this method is that it mainly restrict
innovation in the individual.
Strength
Weakness
The recruitment and selection process helps in
enhancing the ability to the source of
employees so that they can improve the human
capital.
Increase the awareness of the brand.
Internal recruitment can help the company to
increase the cost of the recruitment process.
This strategy for enrollment of the new
possibility to Tesco would include a few
procedures for screening and particularly for
the obtaining of the best ones for the
organization.
The recruitment, as well as selection process,
will increase the inefficiency.
It is expensive and time consuming for the
company.
10

M2 evaluate the strengths and weaknesses of different approaches to recruitment and
selection using suitable theories and models.
There are different sort of approaches of recruitment and selection which is job specification, job
description, job analysis. The strength and weakness of the different approaches are:
Strength
This would cause to deal with the works in a superior way and furthermore enables the
organization to settle on a choice that would be advantageous for the development and
improvement of the organization. (Liang and Mackey, 2011).
Weakness
This sort of a determination procedure depends on the level of the ability and aptitudes that are
available in the individual and the individual who is having more information and abilities would
be the person who might be chosen. The main shortcoming partnered to this type of enrollment is
that it is confusing and is a period taking a procedure and furthermore that the organization needs
to spend a great deal of cash for leading these sorts of choice procedures.
11

D1 critically evaluate the strengths and weaknesses of different approaches supported by
specific examples and independent judgment.
Strength
 The nature of this approach is that it secures new capacities and set off a new ability for the
upside of Tesco.
 This quality could be favorable for to such an extent that it would give the association the desired
level of improvement and triumph in the market (Ng and Dastmalchian, 2011).
 The person who may be chosen inside would have the finest data of the methodology and the
fundamental activities of the association.
Weakness
 Getting ready and preparing costs required in this is high, thus the time and speculation both will
consume.
 The process of internal recruitment can affect or hinder the individual working for the
organisation.
For example, Tesco should use internal sourcing as it has skilled employees working in the
company so the company can post any of the employees on the post which is vacant.
12