Tesco HRM: Recruitment and Selection Approaches, Benefits Analysis

This report provides an in-depth analysis of Human Resource Management (HRM) practices at Tesco, a major UK retailer. It explores the purpose and functions of HRM, including recruitment, selection, training, and development, emphasizing their role in achieving business objectives. The report examines the strengths and weaknesses of different recruitment approaches, such as internal and external recruitment, and selection methods, including systematic and unsystematic approaches. It further discusses the benefits of HRM practices for both employees and employers, focusing on opportunities for growth, skill enhancement, and increased organizational productivity. The effectiveness of HRM practices in raising organizational productivity and profit is also analyzed, highlighting the direct relationship between these practices and Tesco's market sustainability. This document aims to illustrate how strategic HRM contributes to Tesco's overall success by aligning workforce goals with business objectives.

Recruitment Process

INTRODUCTION
Human resource management is the sum of those practices which are used by the
business in order to employ controlling and management measures so as to manage all the
employees within organisation. Human resource department is highly responsible for making
plans and properly implementing them in order to achieve business objectives in desirable
manner. On the other hand this department is having major role to recruit those candidate which
are having appropriate skills so as to make the company more inclined towards business goals
and objectives. This report is made in order to understand all these concepts of recruitment and
selection and the company taken for this is Tesco (Obeidat, 2016). Tesco is one of the largest
retailers in UK and the company is dealing in clothing, books, toys and financial services. They
are having more than 45000 employees within their global level operations in 13 countries. This
report includes description of HRM functions and strengths and weaknesses of recruitment and
selection approaches. Along with this the report includes advantages of human resource practices
in business with employee relationship significance. Within the last part of report application of
HRM practices are includes which are helpful for the business to have effective flow of
information and creating path to attain business goals in considerable manner.
TASK 1
P1. Purpose and function of HRM
Human resource management is the process in which various dimensions are included such as
recruitment, selection, induction, orientation, training and development within a business
organisation. Human resource department is having major role to manage workforce in such a
way that maximum output can be taken out from them which could be helpful in goals
accomplishment. Tesco is a supermarket chain which is having their operation around the globe
and dealing in supermarket chains. In order to manage these operations in effective manner the
human resource is working with another department so as to ensure that customer are highly
satisfied with the product and services of the company. HR manager of Tesco is required to work
upon several functions so as to manage whole workforce in desirable manner (Bratton and Gold,
2017). These functions are enumerated as under:
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 Recruitment & Selection: This is one of the prominent functions of HR department to
ensure that appropriate candidate has been selected for the right designation. This is
advantageous for the business to have high edge on accomplishing their overall goals in
significant manner. For this HR manager of Tesco is having role to recruit skilled
candidates and manage the process of recruitment and selection in considerable way so to
enhance operational efficiency and quality as well.
 Training & Development: This is another well-known function of HR department is to
train and develop organisational employees in order to enhance personal and business
efficiency and performance. Within this employees are ensured with proper leadership
guidance and for this various sessions are organised by HR department. These sessions
are helpful for the workforce in enhancing their knowledge so as to modify internal
operation as per the market change without any hassle. The HR manager of Tesco is
arranging several training sessions so as to enhance workforce skills in order to have
business development (Russell and Brannan, 2016).
Purpose:-
The major purpose of Human resource management is to ensure that business operations
are performed in most effective manner so that high productivity and profitability can be attained
by the business. When human resource team is highly active in the business then this leads the
business to het distinct competitive edge within marketplace. In the context of Tesco the Human
resource manager of Tesco is having aforementioned major purpose:
 Law compliances: The major function of human resource manager is to all the business
operation are under the virtue of legal framework that means legal standards are obey
appropriately so as to avoid any law suits and legal obligation within working. For this
HR manager of Tesco is required to have thorough knowledge of all the applicable laws
within company so as to enhance efficiency of business operation which results in high
business standards.
 Performance appraisal: The human resource department of a business is measuring
individual and team performance of workforce so that any performance gap can be
determined and fulfilled before time (Stewart and Brown, 2019). Within this context HR
manager of Tesco must examine performance of their employees on regular basis so that
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any gap in performance can be identified and bridged in order to enhance business
efficiency in considerable way.
P2. Strength and weaknesses of different approaches to recruitment and selection
In the context of human resource department recruitment and selection is considered as the
major role in which business is ensured to have adequate skills and capabilities within new
joining employee which could be helpful for the business in accomplishment of their business
goals and objectives in skilful manner.
Recruitment: This is termed as the process in which appropriate candidates are found for
a job role which is the most suitable for them. For this HR department advertise for the job
vacancy by which recruitment process can get started (Wilton, 2016). Recruitment is to of two
major types which are discussed as below:
 Internal recruitment: Under this approach Tesco look after to its existing employees
in order to fill up the vacant position that means existing employees are given
opportunities to showcase their capabilities and acquire vacant position. In this
approach trust and empathy can be created within employees that result into higher
efficiency. Promotion and transfer are the type of internal recruitment in which
either employee get promoted to some higher destination or can be transferred to
another location for some high post. Some of the strength and weaknesses are
elaborated as under:
Strength Weakness
 With the help of internal recruitment
business can save their cost to arrange
any additional setup for recruitment and
training, development.
 Similarly this helps to build trust and
empathy within employees by which
harmony and output can be enhanced
 This talent gives limitation to talent
pool as within business may be it is
possible that employees are enhanced
their skills which could be fit in new
vacant position.
 On the other side internal recruitment
may result into internal conflicts due to
biased decision of promotion which
could be harmful for overall brand
image of the company in marketplace.
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 External recruitment: External recruitment is a type of recruitment which can be
used by Tesco in order to fill vacant position with the help of posting job
advertisement and advertisement on official websites. Under this process candidates
are called from outside and given a chance to showcase their talent and capabilities,
by this management can take decision about the best suitable personnel for the job
as according to their skill set. There are some strength and weaknesses of external
recruitment which is explained as under:
Strength Weakness
 The major strength of external
recruitment is that is allows talent pool
within organisation by which business
may have high skill set.
 Similarly with the help of high skills
personnel business objectives can be
accomplished in minimal time.
 One of the major weaknesses of
external recruitment is that it is costly
process and this may hamper
profitability of the business in adverse
manner.
 Secondly the process is time taking so
in urgent requirement to fulfil vacant
position, this method is not proven to
be best.
Selection: This is defined as the procedure in which the most suitable and appropriate
candidate which is having high skill set and capabilities being chosen for the vacant job position
after going through from many screening tests. This approach is having a negative impression on
candidates as all the person are having separate skills and capabilities which cannot be measured
by a single dimension (El-Ghalayini, 2017). This approach is used by Tesco and contains two
variations which are enumerated as under:
 Systematic: This approach includes various steps by which skills of the candidates
are focused with main purpose to select the best from available one. Within this
process several tests are taken form candidates such as psychometric test, screening
test and many more. Some of the strengths and weakness of this approach is
elaborated as under:
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Strength Weakness
 This method helps the business to
select the deserving candidate for the
vacant job.
 This approach attracts talent pool so
there are high chances to get high
skilled candidate selected.
 This is a time taking process so
vacancy cannot be refilled in early
time.
 This is a negative approach so gives
adverse impact on minds of unselected
candidates.
Unsystematic approach: This process is the procedure in which different candidates apply
for the vacant position and are selected on random basis and then their capabilities are
examined in order to decide their designation in the company (Hassan, 2016).
Examinations of capabilities are based on group discussion, interviews and other screening
tests. This method is having several negative and positive points which are enlightened as
under:
Strength Weakness
 This involves less time so vacant
position can be filled in a very short
gap of time.
 This is a cheap method and can be
used by any of the business without
facing difficulty.
 It is not certain that selection process is
error free that may impact business
efficiency if wrong candidate has been
selected for wrong position.
 There are high chances to miss
deserving candidate in random
selection so this is not proven to be an
appropriate method.
TASK 2
P3. Benefits of Human resource practices within an organisation
A very crucial role is played by human resource management in a business as they are working
to manage workforce and manage procured resources in most effective manner so that highest
utilisation can be obtained (Vanhala and Ritala, 2016). The HR manager of Tesco is requisite to
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perform various practices so as to achieve high business efficiency and see themselves close to
their organisational goals. The benefits of HRM practices to employees and employer are
enumerated below differentially:
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HRM practices Employee Employer
Recruitment and selection Recruitment opens up various
growth opportunities for the
employees as with the help of
internal recruitment high skill
set can be appreciated which
gives high chances to
employees for coming up into
limelight. There are certain
methods of internal
recruitment such as
recognition, appraisal and
promotions. By using these
methods internal employees
can get chance to showcase
their talent and serve the
company. (Bondarouk and
Brewster, 2016).
The HR manager of Tesco is
having responsibility to recruit
and select deserving candidate
at vacant position in order to
give high edge business
efficiency and distinct market
competitive edge via high
organisational performance.
This is having direct impact on
performance by which Tesco
can get high marketplace
image.
Training & Development The training and development
activities are helpful for the
employees of Tesco in
enhancing their skills and
knowledge which could be
advantageous for them in their
career development.
Employer of Tesco is
supported by training and
development programs as
these programs works as a
catalyst in enhancement of
business performance which
results in high productivity and
this may enhance market
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image of Tesco and employer
can have tremendous business
benefits as well.
P4 Effectiveness of different HRM practices for raising organisational productivity and profit
In order to enhance individual efficacy in business Human resource management plays a very
crucial role as operation performed by an individual are examined and monitored by HR
manager which is helpful for the business in enhance productivity and performance (Wilkinson,
Redman and Dundon, 2017). In Tesco with the help of enhanced productivity business can earn
high profits and market share which in turn in high market sustainability. Tesco used numerous
HRM practices in their daily business so as to safeguard interest of their workforce and to
provide them alignment towards organisational goals. These practices are having direct relation
with productivity and profitability of the business and the practices used by Tesco are elaborated
as under:
 Recruitment and selection: This process is defined as the process of attracting,
searching, evaluating, selecting appropriate candidate for the vacant position in the
company. For HR, recruitment and selection is considered as one of most crucial function
as this involves recruiting right person at right place from the prevailing talent pool. This
function supports Tesco in development of their workforce highly capable and skilled due
to which business may have high heights and growth as well. This will help Tesco in
having high business productivity by which customer satisfaction can be gained in
prominent manner. When a business is having efficient talent in their business then this
will help them to get new business edge within market industry which leads to business
development and succession for longer period.
 Training & Development: This is defined as the sessions which are organised by HR
manager in order to improvise skills of individual working in the company and to
enhance overall business performance as a whole. By properly arrangement of training
and development sessions Tesco may provide guidance to their employees in order to
deal with market situation in more appropriate manner. This sharpens individual
proficiency which is beneficial for them in their personal and professional career
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development. In the context of Tesco the HR manager is regularly arranging training and
development sessions which enhance their skills and capabilities to understand their job
role and by this their job role can be executed in more effective manner. As in current
market scenario, needs and situations are dynamic in nature so by having proper training
and development sessions this helps the business to modify their operation as per the
market needs by which Tesco may get high edge within competitive market and enhance
their profitability (Brewster, Mayrhofer and Farndale, 2018).
TASK 3
P5 Significance of employee relations in influencing decision making process
Human resource department is having responsibility to formulate essential decision such as
business operations, implementation of legislations, compensation to employees and many forth.
On the other hand HR manager is responsible for making effective communication within
organisation so this is helpful for the department to convey each and every information in
considerable manner. This is essential for the business to have effective relations between
organisations. With the help of efficient employee relations business productivity and
sustainability can be improvised which can result into customer satisfaction. By this employee
and employer will have a distinct bond in between. Besides this employees relationship is having
impact over business policies and decision making process which is enumerated by HR
department as this is having direct influence within organisational culture and working
conditions. So it is required by HR manager of Tesco to make effective relations with each
employees so that any changes can be implemented by the business and support of employees
can be obtained. This will exhibit the management to convey any changed policies in effective
manner (Obeidat, 2016).
On the contrary when Tesco does not contain good relationship with their employees then
their employees will have negative impact of this and they will start behaving and reacting in an
adverse manner. For instance employees will not give their full proof efforts for change
management and this leads to obtain negative results thereon and voice against the management
can also be raised in case of ineffective communication. This creates conflicts in the organisation
by which business productivity can be decreased. So for avoiding these situations HR manager
of Tesco is maintaining healthy relationship with employees in order to solve any of their
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