Human Resource Management Report: Tesco's Practices Analysis

This report provides a comprehensive analysis of Tesco's Human Resource Management (HRM) practices. It begins by differentiating between training and development, followed by an examination of how changes in customer expectations have influenced Tesco's strategies. The report then details the training methods employed by Tesco, including on-the-job and off-the-job approaches, and identifies how training needs are assessed. It further explores the benefits of structured training programs, evaluating the effectiveness of Tesco's recruitment and selection processes in terms of return on investment. The report also analyzes the importance of worker relationships in HRM decision-making, identifies key elements of employee legislation, and evaluates employee relations management. Finally, it explains the application of HRM practices in a work-related context, providing a thorough overview of Tesco's approach to managing its workforce and achieving its business objectives.

Human Resource
Management

Table of Contents
TASK 3............................................................................................................................................3
a. Explain the difference between development and Training ..............................................3
b. Explain the changes affected the Customer expectation in Tesco ....................................4
c. Explain the training method used by Tesco training needs are identified. .......................5
d. Explain the benefits of structured training provide by Tesco its employee's ....................5
e. Evaluate the effectiveness of Tesco’s recruitment and selection practices in term of
delivering a return on investment...........................................................................................6
TASK 4 ...........................................................................................................................................7
a. Analysis the importance of workers relationship in respect to influencing HRM decision
making (5)..............................................................................................................................7
b. Identify the key element of employee legislation and the impact it has upon HRM decision
making (P6)............................................................................................................................8
c. Evaluate the key aspects of employee relations management and employment legislation
that affects HRM decision-making in the organization..........................................................9
d. Explain the application of HRM practices in a work-related context(D3).......................10
CONCLUSION .............................................................................................................................11
REFERNCES ................................................................................................................................12

TASK 3
a. Explain the difference between development and Training
Difference between the training and development discuss below:-
Basis Training Development
Significance It is a learning process in
which staff members get an
opportunity to create
knowledge, ability, skills, as
per the organization
requirement (Brewster and
Hegewisch, 2017)
It is a process in which
educational process which is
concerned with the whole
growth of the employee's (Van
den Brink and et.al 2013).
Time period Training is a short term
process exist
Development indicates the
step-wise and long term
process
Scope In this process limited scope to
specific work and requirement.
Development serves the
intention of general knowledge
and covers big area.
Objective To improve the work
performances of the
employees.
To prepare employees for
future challenges.
Characteristics To improve the productivity,
quality of service,
organizational climate, health
and safety are included in
training purposes.
The enlargement in
capabilities, job performance
and personal growth with the
organization perspectives.
Development Method:- The company developed programmed for employee
improvement and growth with-in the organization growth. The manger must be focuses on the
employee needs of development with for specific time period and which method is use-full to
develop employee future growth and carriers opportunities. Provide the possible support a
reported to the improvement meeting needs to be identified by trainee and Workshops in a month
with the employee of the organization for concerning any query, problems regarding to the work.

Develop a structure form for coaching and training to the staff member for problems and issues
of working within the Tesco. In orders to that ensure the manager analysis the performance of
the employee after the development program and collect specific data of the employee where
they are developed and in which area they have further needs of training and coaching regarding
to the work. It must focuses on this employee who are performed well after the development
secession, themselves rewarded with incentive and bonus. This strategy helps in motivating the
employee for increasing their working capability in the organization (Brewster and Hegewisch,
2017).
b. Explain the changes affected the Customer expectation in Tesco
The education and development programmed is supported on the employee needs and
wants about the specific problems they are faced in the organization about working and any
other reasons. In other words need of this program advantage to growth of the Tesco in this
competitive marketing environment and easily gaining the competitive advantage from the
market for running successful business. The helps of highly skilled and knowledgeable employee
in the organization for fulfill customer needs and wants as per their choice (Saifalislam and et.al.,
2014). Customer is very important for any business organization for selling their product and
earn profit from the market. The main aim of the education and improvement is not only
customer's satisfaction but also the organizational growth. Hence, the management must be
focuses on the time, money concern for this program because they have not gained return from
the expenditure, then they find out another option to meet the customer belief, satisfaction, as
well as employee growth.
In this present market scenario customer choice and preference is very fast change
and their switching behavior also grown up. Tesco must be focuses on the customer's needs and
wants for retaining them with company (Saifalislam and et.al., 2014). Its develop wide range
product strategy at one place for attracting them to retain and more purchase from the Tesco
store. The company mean aim is expanded their business into wide range of market, means need
to have right employee in the right place at right time. The organization also comes into market
or opened stores in new location they had to adopt the different demands made by the customer's.
For example store in the new place with diverse and highly populated area may be need to sell
certain special products for meeting the requirement of those customers in this particular
geographical area (Van den Brink and et.al 2013).

c. Explain the training method used by Tesco training needs are identified.
Training Methods: The company has continuous to make good programmed with
current strategy which has delivered fabulous growth in challenging times.
Two training methods follows by the company these are discussed below:-
On the Job method: - In which method the company must focuses on the internal
development of the organization in terms of arrangements of employee's training and
development program and job rotation programmed in which employee have good opportunities
to change their department as per their qualification and experience for required position.
Off the Job method: - In which method the company contract with another consultancy
and agency for arrangement of training and development program for the organizational
employee with specific time period and duration for providing training them.
Identifying Training Needs:- It means the training required to the employee are known
after stetting the targets set in the business to achieve (Saifalislam and et.al., 2014). To develop
the business and launch new product in the market is the main two objective behind Tesco
training program. The right people to the right place is must be important for the organization in
terms of growth in this marketing environment.
Based on the target of the organization to achieve with different marketing strategy.
Tesco employee's given very important role in the business success because they continue
working in the with high working efficiency and improvement in internal particles' knowledge.
d. Explain the benefits of structured training provide by Tesco its employee's
Structured training activity refers to technology and methods, which is develop for
employee growth and carriers opportunities. The staff members performed better job
performance in the organization with highly Improvement in their working efficiency and more
focus on organizational growth. Management also provide training to employee for their
personal growth as well as organizational growth. Manager also collect the employee feedback
from trainers of training and development programmed, which is helps in the performance
analysis of the employee in terms of working efficiency as they are performed in the
organization. To achieve the target or goal effective training and development must be required
and planned sequence of task performance and helps in evaluating the employee performance.
(Saifalislam and et.al., 2014).

Tesco provide tools for the best structured and observation and judgment of training and
improvement. In this included all the regular tasks, timetable measuring and checklists.
Organizational employee also giving their Owen parts in this strategy they set their Owen goals
and objective in activity plans, personal development and recording outcomes for the
organizational growth (Abraham and et.al., 2015).
Benefits of training program: -
 The organized training is an impressive method of increase the enterprise growth.
Production efficiency, reduction in wastage, improve the product quality and service to
customer's and trained or skilled staff perform all the business activity in the right
manners.
 The working efficiency of employee improve from the effective training
programmed .they utilized skills and ability acquired bu training. (Mahmood., 2015).
 The trained employee are inn terms of the assets of the organization and their ability are
increasing with time period along with the company.
 Adopting by this Strategy many of the benefits for the organization such as reduce the
employee turnover, improve the product quality and customers services provide by the
organization ( Renwick and et.al., 2016).
e. Evaluate the effectiveness of Tesco’s recruitment and selection practices in term of delivering
a return on investment
Manpower planning is a process in which analysis the future needs and wants for
required post or vacancy in the company. It allows the company to planning hoe those needs to
meets through selection and training. It is critical for the Tesco to plan and go forward. The
company have needs because it is growing very fast in this competitive market.(Process and
Factors influencing Recruitment 2017).
Various strengths and weaknesses of Tesco's discuss below:-
The process of attracting and requirement likely employee can take various area of
different multimedia concepts such as radio, television advertisement to the current online based
website resume upload facilities. In others words Tesco using various media tools to select
skilled people for required vacancy in the organization. The internet based recruitment strategy

covers wide range of the geographical area for the applicants for apply with their direct to the
companies websites. (Abraham and et.al., 2015).
As strengthen, Tesco is in a good position to effectively recruitment and selection of
candidates within the organization. This strategy helps to the company for selecting the best
candidates for the organization (Chung and et.al., 2014).
This is a selection characteristic where the business entity is show their '' staying power ''
on a particular detailed of the vacancy required when they hear any thought to the company
questions. In such manners, company also have posted on the website about the needs of the
employee with specific detailed for required position. ((Rudolph and et.al., 2017).
Discuss above from the presented case. The company does not been to able to do this
they also display the job vacancy on their website but the candidates apply or upload their
resume and also waiting for the call but from Tesco no any return responses or call to the
candidates regarding to the job. (Abraham, M. and et.al., 2015).
TASK 4
a. Analysis the importance of workers relationship in respect to influencing HRM decision
making (5)
Maintaining good relationship in an company is a prerequisite aimed at organizational
success. Powerful worker relationship are required for increasing production within the
organization and customer satisfaction. Employee relationship mostly deals with the avoiding
and resolving all the issues and concerning individuals. Incentive for the staff members and
motivate them to increasing the working performance and the retention in the organization. All
the employees are feels good because the company giving extra benefits to the employee, they,
also doing their job with high efficiency and reduce all the disputes between themselves.
Motivation and effective communication system with the employ's helps in organization growth
and success because team building and effective team work always beneficial to the organization
an it is possible with the helps of employees (Human Resource Management (HRM) - Definition
and Concept 2017).
Such factor from Improving employee relations in the organization:-
 The employee has expected from the management fair and true judgement. Thus the
management must be focuses on reliability with all employee of the organization. Two

way communication between the employee and management. They also direct connect
with the management (Chung and et.al., 2014).
 Always maintain good relationship with the employee and interact with them. Tesco also
focus on the employee development and careers growth and also motivate them to
increase working efficiency (Rees, G. and Smith, P. eds., 2017). Employee;s must be
rewarded and appreciated for a well-done job for achievement of goals or targets set by
the organization. It is beneficial for both of them for increasing personal growth as well
as organizational growth (Petty and et.al., 2015).
b. Identify the key element of employee legislation and the impact it has upon HRM decision
making (P6)
Employment legislation is one of the most important aspects that are needed to consider
to make sure that each individual get an equal employment opportunities and protect against
discrimination. It provides a minimum standard through which HR department formulate HR
strategies in the workplace (Abraham and et.al., 2015). ITV consider legal and regulatory
framework that impacts on the HR department. It will be further described that are mentioned
below:-
Developed good Communication: - Keep two-way communication with a manage
correct power structure, the management provide the authority to the employee communicates
with the top management for any types of the issue or problems regarding to the work in the
organization (Van den Brink and et.al., 2013).
Equal pay act 1970:- It is a that element of employment legislation in which it protects
the employee against discrimination on the basis of sex, gender, race, physical disability and
nationality origin etc. The equal pay act 1970 ensure that every individuals in the organization
get an equal pay for a same level of job position. It will be based upon their work experience,
qualification, skills and capabilities. It directly impacts on the HR decision in which it
formulating pay structure on the basis of terms and conditions under this act (Begum and et.al.,
2014).
Sex discrimination act 1995: This act come into existence in order to facilitate all the
needs and expectations of all people in a society. An employer is required to use this particular
act in their business and recruitment practices as the motive of this particular act is to safeguard

the interest of all the employees working in an entity. Discrimination will be prohibited by a
manager of a business concern as created by an employer will be abolished as this will lead to
create conflict in the organisation among all the users of a business (Chung and et.al., 2014).
Trade unions and workplace representation: - Trade union means a particular group
of a employee within each other. In other words it is a voluntary organization of workers fromed
to protect their interest through collective action. It may be establishing on plant basis, industry
basis and depends on the specific country rules and regulation. Trade union is also beneficial to
the company as it organize the workers under one banner and encourage them follows to
peaceful means for getting their demands accepted (Renwick and et.al., 2016).
c. Evaluate the key aspects of employee relations management and employment legislation that
affects HRM decision-making in the organization.
Every organization have needs of employee for running a business in a right manner with
the helps of particular man- power and establishing good brand image in the market.
Management must be focuses on the employee's right because human being are not machines
who can start their work with push of a mere button. Management also gives authority to them
discuss idea, views, opinion, shared them with each other because individual cannot work on his
own. Employee relationship is very important term to running a company with effective growth
and achieve set targets with in the organization. Human resource management also find-out the
best solution and effective strategy for maintaining good relationship with employee (Van den
Brink and et.al 2013).
Discussed below why worker relationship important for the company :-
Various issues on which an individualistic cannot take judgement alone: - The
employee wants and needs the training and guidance and advice of others as well as. Sometimes
the organization miss out the important points. Employee depends on the top management for
doing any action within the organization and the top management decides the decisions is final
or not. Workers are comes with the best ideas thought which would be helps to succeed the
reference at a untold faster rate. Before implementing any plan, the negative or positive must be
considerable on an open form where every employ6ee have right to communicate his/her views
with other's freely (Petty and et.al., 2015). this is very difficult to judges to where the plan of
action is wrong or right.

Work becomes easy if its divide into all: - In this method the work is easy because
divided into the staff members of the organization. All the employee working with each of the
department and separate departmental work in the organization. Adopting this strategy then
Tesco also find-out many solutions of the problems regarding to the working within employees.
(Rudolph and et.al., 2017).
If the employees work together, the organization becomes happy place: - The
employee will not be able to focus on the things, if his mind is thinking about all the unnecessary
things. Usually people discuss man\y things with each other. This will release the tension and
they start feeling better. If any individual trust the other person, then they will get relaxed.
(Begum and et.al., 2014). Many people don't like to go to office just because they are not talking
to the person sitting right next to him. It is not even possible that anyone one can work 8-9 hours
without taking any break.
Individual feels motivated by others' company: - Employee feel safe, secure and
confident which will help him in delivering his best. A normal sense of trust is essential simply
should recognize where to attraction the formation. It is not always necessary to share the things
with the employees (Chung and et.al., 2014).
d. Explain the application of HRM practices in a work-related context(D3)
Everyone is not looking only for technology. It can also be used to connect the entire
world. This will be helpful for the recruiting team to find out the best talent for their company.
This will be having direct impact on the performance of the organization.(Abraham and et.al.,
2015).
Recruiting through social media: - This process of recruitmment is not new because
every organization is using this processs. All the employees and the candidates are also aware
about this process. These processes are getting more hike just because of the few innovative
technoques like video calling or video confrencing (Hunter and et.al., 2017). The company will
take all the consideration into account as they are not using the traditional method of recruiting.
The referral source can also be used while making any sort of recruitment.
Tracking system of applicant: - This type of technology will be having one of the most
essential technological impact on the recruitment process. The managers or employees can be
hired so that the search of right candidate will become slight easy. It is possible that one resume

of an individual can not be considered ever, so for him it will be very hurtful. The best possible
way of using this technology is by using a skilled and experienced person. They can track those
resumes which are not taken into account by Applicant tracking system (Saifalislam, Osman and
AlQudah, 2015).
Mobile recruiting: - The large group find itself as one of the most advance method of
recruiting because the best results can be achieved by this. The career page can be optimised to
find out the best resume. The candidate can get positive response by the organization after using
this technique. (Renwick and et.al., 2016).
CONCLUSION
From this report, it has been concluded that Human resource management handle the
working procedures and applications which is directly affecting the daily routine of the people
wither in the group or in the project team. Employees right is protected by the leagl and
regulatory framework. To achieve the desired goal, Tesco is using their reward system in the best
possible way. It is very essential for any company to maintain their regulatory and legal
framework in this competitive environment of marketing.

REFERNCES