A Comprehensive Report on HRM Practices at Tesco plc

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the case study of Tesco plc. The introduction defines HRM and its importance in achieving organizational goals, specifically within the context of Tesco. Task 1 delves into the purpose and functions of HRM, assessing how these functions provide talent and skills to meet business objectives, followed by an examination of recruitment and selection approaches, evaluating their strengths and weaknesses, and offering a critical evaluation. Task 2 explores HRM practices, including recruitment, selection, and training and development programs, and assesses their effectiveness in enhancing organizational productivity. Task 3 focuses on the importance of employee relations and the elements of employee legislation. Task 4 applies HRM practices, providing a rationale for the application of specific practices. The report concludes with a summary of the key findings and recommendations for effective HRM implementation within Tesco plc.

Human resource
management

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Task 1...........................................................................................................................................3
P1. Purpose and functions of HRM.............................................................................................3
M1. Assessment showing the ways functions of HRM can provide talent and skills to fulfil
business objectives.......................................................................................................................5
P2. Approaches of recruitment and selection..............................................................................5
M2. Evaluation of strength and weakness of recruitment and selection approaches..................7
D1. Critical evaluation of strength and weaknesses of recruitment and selection approaches.. .8
TASK 2............................................................................................................................................8
P3. HRM practices.......................................................................................................................8
P4. Effectiveness of HRM practices to raise organisational productivity as well as profit.........8
TASK 3............................................................................................................................................9
P5. Importance of employee relations.........................................................................................9
P6. Elements of employee legislations......................................................................................10
TASK 4..........................................................................................................................................10
P7. Application of HRM practices.............................................................................................10
M5. Rationale for application of specific HRM practices.........................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The management of human resources is said to be part of managerial processes that make
persons experienced in corporate working practises. In other words, all procedures and strategies
that ought to address facets of human resources are considered as HRM. This includes different
functions and goals that allow an organization to develop stronger relationships with all team
members in order to reach optimal effectiveness and profitability within a defined period of time
(Armstrong and Taylor, 2020). The company which has been selected in project report is Tesco
plc that is located in United Kingdom and it is a supermarket. This company contains a wide
range of product portfolio and has its outlets at various kinds of locations (About Tesco plc,
2020). The report outlines the aim and reach of HRM in terms of resourcing resources and skills
to achieve market goals. In addition, the study contains HRM activities and its importance for
workers and employers. It also analyses the meaning of labour relations, together with core
aspects of workplace rules, and their effect on human resources managers' decision-making.
Finally, in a work-related aspect, the report introduces HRM activities.
MAIN BODY
Task 1
P1. Purpose and functions of HRM.
Overview of organisation: Tesco plc is known for its larger product portfolio and its reach in
United Kingdom. This company is 3rd largest retailing company in the world in terms of gross
revenues. The headquarter of company is in Welwyn Garden city, United Kingdom. In
accordance of year 2019, company’s revenue was of 6391.1 crores (About Tesco plc, 2020). This
shows company’s efficiency and volume of operations.
Human resource management- It is the principle that distinguishes formal structures that are
designed to handle individuals in the workplace (Stewart and Brown, 2019). This requires
procedures and activities that are necessary in order to cover the human dimensions of the
enterprise. It outlines the ways in which businesses attract and prepare new workers. Human
resource management is important in the sense of Tesco plc for coping with challenges,

monitoring results, supplying workers with protection, health and training. It fulfils the strategic
responsibility of controlling the organisation's organisational community, climate and workforce.
Purpose of HRM:
 HRM has the task of implementing applicant screening plans and tactics and improving
them through successful training approaches. For this reason, Tesco plc's human resource
managers organise personnel specifications by reviewing task statements that enable the
organisation to recruit and retain qualified workers.
 The primary aim aligned with HRM in organisations is to help management attain
objectives by adopting strategies in addition to regulations to successfully administer the
agency. Human resource management at Tesco plc has the task of preparing priorities and
enforcing plans accordingly.
 Another HRM aim is to distribute capital with productive preparation in order to develop
employee capabilities and delegate multiple tasks to run according to specified
requirements.
 It is the responsibility of the Human Resource Director to hire good personnel. This
requires the development of an acknowledgement of a vacancy that involves the
assessment of the activities and the evaluation of the expertise level needed for the role.
As this division guarantees that no rules are broken during the process, the human
resource management may fire workers at any moment (Nankervis, Coffey and Shields,
2019). For the current staff of the company, this branch is active in the transition and
promotion process. Tesco's HR department manages all the requirements of the
corporation's employees.
 With each and every staff, there must be equal salary. Persons in the Human
Development Department evaluate and suggest adjustments to the company's pay system.
This department provides employees with appropriate wages for the business. Tesco plc's
HR team analyses legislation and makes the business comply with numerous federal
regulations, state laws and municipal arbitration laws, such as the Equal Work Practices
Act, which discusses wage levels and bonuses.
Functions of HRM with purpose as well as role and responsibility

 Employee relations: Management of human resources has a core role of recruiting,
evaluating in addition to retaining workers who are qualified for vacant vacancies. It is
about getting a pool of candidates to the office so that the selection of competent persons
is efficiently carried out. The aim of Tesco plc 's employee relationship role is to sustain
stable relationships, productivity and assess employee happiness in order to accomplish
tasks despite challenges or barriers in a structured and cohesive way. The task and duty of
the human resource position to maintain relationships are to promote contact with all
workers by arranging events that enable them to conduct core activities.
 Recruitment and selection: Sourcing, hiring, interviewing and recruiting workers for
empty workplaces are related to this form of function (Morgeson, Brannick and Levine,
2019). It guarantees fair recruiting practises as well as open activities that assist
professionals in human resources to procure workers according to performance standards
and importance of jobs. The aim of recruiting and selection at the specified agency is to
source and hire qualified workers with the ability to successfully achieve desirable goals.
Along with the task of this feature at Tesco plc, the duty is to reduce costs by dismissing
and firing incompetent and unproductive workers.
M1. Assessment showing the ways functions of HRM can provide talent and skills to fulfil
business objectives.
Management of human resource is related to multiple roles, such as workforce relations and
recruiting, with selection that aims to meet company goals. The position of employee relations at
Tesco plc develops and manages relations with supervisors and subordinates. It addresses the
need for developing skills within the existing resources, such as problem solving and decision
making, so that they can work harmoniously to produce optimum efficiency that will help the
company accomplish its goals. Similarly, the recruiting and selection role allows businesses to
attain an acceptable number and form of employees that can accomplish an organisational
purpose.
P2. Approaches of recruitment and selection.
Recruitment: Recruitment is a mechanism that recognises work openings and notifies new hires.
The essence of the recruiting process is usually regulated and therefore subject to employment

laws. Entities have a recruiting unit that identifies numerous types of possible workers to look
for.
Approaches to recruitment:
Internal recruitment approaches- It is one of the processes by which job seekers are classified
and drawn from inside the workplace (Michael, 2019). For individuals, they recruit people living
inside the corporation as the company needs to fill empty roles. Tesco plc 's recruitment unit uses
many methods to retain the staff required for the vacant role. A few internal procurement or
recruiting strategies are:
Internal advertisements- To fill empty vacancies, recruiting is achieved internally by ads. For
this function, Tesco plc administrators hang notes providing extensive details on empty
vacancies on bulletin boards, inside break rooms and also send emails to current employees.
Merits- Internal ads are economic in nature, saving the organization's time and expenses to hire
individuals. In regards to Tesco plc, as the business uses the technique, they benefit from
investing less on marketing events to recruit customers in a short amount of time.
Demerits- Through this technique, business just draws smaller individuals and also loses out on
the best choice for the job.
Employee referrals- Current workers may establish the best opportunities for their friends and
family by familiarising them with the advantages of the organization's operation, refurbishing
them and inspiring them to submit. In order to draw them to the job, Tesco plc managers
approach the applicant who has been recommended by other workers.
Merits- Employee recommendations are one of the successful internal recruiting methods, since
multiple eligible applicants may be drawn to chosen institutions at low costs.
Demerits- With the method to potential employees, threats such as running isolated from other
individuals are involved, and also bullying conditions may even exist that may obstruct other
recruiting activities.
External recruitment approaches: These methods are said to draw individuals who are both in
and outside the business (Kaufman, 2019). These outlets include facilitating competent inclusion

of successful people who are outside the industry so that they bid for an unoccupied position in
the sector. Tesco plc 's recruiting committee uses foreign recruiting methods while ensuring that
the existing workforce members are not unacceptable for the work role. Four external
alternatives to recruiting are:
Job Portals- Job portals allow organisations to look for the correct job while the technology is
evolving and more web is used. Tesco plc Restricted managers may notify external persons of
modified work position details with the assistance of the portals.
Merits- The organisation profits from this method in sourcing individuals at reduced costs and
can use 2487 in order to look for appropriate individuals. They decrease the identified entity's
attempts to locate prospective individuals and draw the interest of broad applicants.
Demerits: There are also occasions where businesses accept needless applications and drain their
resources and energy to work on other items by using such a strategy.
Selection- It is the tool for reaching individuals as well as finding the best nominee for an unused
place. The process for selection varies from organisation to organisation. In basic terms, sorting
is said to scan and choose opposing individuals at work.
In tray test- This is an independent evaluation intended to replicate significant or intermittent
position-related tasks. Different types of in-tray tasks, such as writing a memo, studying
information or reviewing data, can be structured to fulfil the particular criteria of the job.
Interview- It is a form of approach which is used in order to select a candidate for a particular
position. Under this interviewer asks some questions to know about candidate knowledge regards
to different aspects.
M2. Evaluation of strength and weakness of recruitment and selection approaches.
The method of recruiting and hiring is the only way workers are recruited to work in the
business. Each and every solution to the selection process has benefits and drawbacks (Boella
and Goss-Turner, 2019). For Tesco plc, the safest recruiting strategy is the external candidates
route. In this, the career site is the perfect way to find company candidates as it opens up a pool
for a wide variety of candidates who may apply for jobs.

D1. Critical evaluation of strength and weaknesses of recruitment and selection approaches.
The easiest way to hire skilled workers is known as the external recruiting strategy. The negative
side of this strategy, on the other hand, is that it lowers the degree of employee happiness. Since
current workers are not rewarded and new hires are added, this poses a challenge in pleasing the
company's current workers.
TASK 2
P3. HRM practices
Recruitment and selection- In Tesco plc, there is a well-structured recruitment process for
attracting and retaining workers who can be helpful to the company (Boon, Den Hartog and
Lepak, 2019). A five-stage method for hiring workers with qualifications and expertise needed
for the job position of HR has been introduced by this organisation. In the basis of multiple
market situations, the procurement process assesses people. This method of recruiting is pricey,
but it still attracts the best workers.
Training and development programs- Tesco plc's Human Resource Department arranges
different preparation programmes for employee job development and growth. Unique training
programs are offered to the employees of company, including such skills development, health &
security mentoring, coaching, organizational innovation, etc.
P4. Effectiveness of HRM practices to raise organisational productivity as well as profit.
There are numerous beneficial HRM activities in the sense of companies that help the enterprise
improve its efficiency as well as competitiveness. In order to optimise the employee as well as
the overall corporate efficiency, administrators or business leaders embraced them. Any of the
HRM spoke about below:
Training and development- This is one of HRM's most notable activities that the company has
used to develop individual talents. In order to enhance effectiveness and competitiveness,
management must have preparation & growth that makes them capable of enhancing their
performance as well as competitiveness. Person success also allows the company to increase the
margin of revenue or profit. For example: Management provides their employees with training in

the sense of Tesco plc in which they are missing and, as a consequence, it would improve the
work performance of employees, making them more efficient for the firm.
Performance base compensation- Under these HRM practises, management must ensure that
the person receives the fair compensation that makes their jobs fulfil them. For starters, Tesco
plc business managers have to offer incentives and other incentives on the grounds of the success
of workers (Chams and García-Blandón, 2019). If workers believe like employers cannot make
fair choices on incentives and other benefits, they may be unhappy with their role or leave the
company in the future.
Security regarding Health- In organisations where workers have to operate between the
enormous computers, they have to have a comfortable and stable working atmosphere. For
instance: The company Tesco plc offers its workers with protection in relation to some form of
workplace injury or wrongful dismissal. It is the devotion offered to their staff by the company
that generates loyalty. It also gives staff the courage to work well without intimidation, which
increases the company's efficiency and profitability.
TASK 3
P5. Importance of employee relations.
Employee relationship is interpreted as the interaction or connections that occurs between the
working people of the corporation. Coordinating and communicating with workers helps to
function efficiently in the organisation, and a strong employee relationship helps to handle
business operations efficiently. As this method is used in an enterprise, it builds a productive
atmosphere in the workforce. As a result, employees are more involved inside the organization
and pursue their roles more sincerely (Sheehan, 2014). Tesco Plc is pursuing this sort of
technique to involving staff and bringing fresh and creative thoughts out of
them. HRM's decisions within company shall be affected by employee relationship in the below
prescribed forms-
 A supportive relationship among managing personnel and employees allows
effective management of Human resources to perceive the aspirations and desires of
employees and management personnel. The strong partnership between management of

company HR and employee personnel of Tesco Plc enables to make mutual decisions in
attempt to yield increased outcomes.
 The HR team and the management of Tesco Plc maintains that the effectiveness and
competitive advantage of the entity improve by ensuring a supportive atmosphere for its
working personnel.
 A favorable relationship among HR managing personnel and employees allows to
mitigate disputes in the workplace environment.
P6. Elements of employee legislations
• Occupational Health and Safety Act, 1970: This legislature proceeds by enabling corporations
to taking account of health performance of employees whilst such individuals serve at working
place. The administration of Tesco Plc appreciates the significance of this act as well as the top
officials of that entity assure there's no violations of such act's regulations.
• Fair Labor Standards Act, 1938: the whole act first enacted in year-1938 and has now been
subsequently revised. This act stipulates for min limit of wages for working personnel, including
overtime bonus for personnel who serve upwards of 40 hours per week (Sparrow, Brewster and
Chung, 2016).
• Equal Pay Act, 1970: that act developed cantered on US Equal Pay Act, 1963. The key purpose
and aim of enactment of such act is to tackle unfairness among males and females on the
concentrations of pay-outs and working facilities.
TASK 4
P7. Application of HRM practices
Application of HRM practices in Tesco Plc
Managing an organisation's human resources assists to classify their all workers in such a sense
that individuals cherish serving in a corporation. The Human Resources Management Executive
of the corporation Tesco Plc oversees its employees. There're various successful HR strategies
implemented by this organisation to enhance the efficiency of the working personnel. In the
scope of the entity, the aims, purpose and motive of the corporation are consistent with such
HR management methods and reveal that the effectiveness of the corporation and the success of
workers is growing. Employees are provided with counselling, mentoring, instruction,

educational workshops to ensure the successful running of company operations (Storey, 2014).
Job Description
Job Details
Post : HR Manager
Company : Tesco Plc
Job Purpose
Talented and versatile applications are expected for the job-role of hr managing personnel.
compelling and appropriate listening skills and quite well equipped in all facets of human
resources should be added to the interviewee. The individual may also have experience of the
arrangement of training courses and workshops for the betterment of the coordination.
Roles & Responsibilities
 The HR executive is concerned with the operation of successful HR practises and plans
for the wellbeing of staff.
 Implement new strategies and instruction to enhance staff participation and
encouragement.
Person Specification
 Department: HR department
 Post: HR Manager
 Key: This displays what's been needed as definitive evidence:
(a) Application form, (i) Interview-scheduling (r) roles;
Attributes Essential Desirable
 Qualification &
Experience
Diploma certificate or
postgraduate professional
qualification in
management field from recog
Professional experience in the
HR-Departmental listed with
respect to the
management field