HRM Report: HRM in Tesco, Workforce Planning, and Employee Relations

This report provides an in-depth analysis of Human Resource Management (HRM) practices within Tesco, a major UK-based retailer. The report is divided into two key tasks. Task 1 explores the purpose and scope of HRM, examining employee relations, employee engagement, and relevant employee legislations, including anti-discrimination, minimum wage, and equality acts. It also covers workforce planning, recruitment, selection, training and development, performance management, and reward systems. Task 2 focuses on practical aspects of HRM, including job specifications, curriculum vitae (CV), interview questions, and job offer considerations. The report also presents the rationale for HRM practices, along with an evaluation process to assess their effectiveness. The report provides a comprehensive overview of HRM strategies and their application within a large retail organization.

HRM

INTRODUCTION
HRM can be referred to as the process of management of personnel working within the
workforce of an organisation and includes activities such as hiring, training and development,
dismissal and motivating the employees (Armstrong and Taylor, 2014). This report is conducted
to gain an insight into HRM within Tesco that is a company dealing in general merchandise and
grocery items and having its headquarter within England, UK. This report is divided into two
tasks. The first task includes the purpose and scope of HRM along with effectiveness of
employee relations and employee engagement. Further, it comprises of information about
significant employee legislations. The second task consists of job description, Curriculum Vitae,
interview questions and job offer. Lastly, it constitutes the rationale for carrying out human
resource practices along with its evaluation process.
TASK 1
1. Overview of organisation
TESCO is a British retailer engaged in sale of product segments such as groceries,
clothing and general merchandise. It is the third largest retailer within the world when measured
in terms of gross revenue and is the largest in United Kingdom. It is constantly expanding in the
global market place with operations in 11 other countries currently. Tesco has made use of
diversification to enter product segments such as books, electronics, clothing, toys, furniture,
software, telecom and internet services (Bratton and Gold, 2017).
2. Purpose of Human Resource function and its roles and responsibilities
HRM is an imperative part of an organisation. It comprises of several purpose and function
that assist an organisation to carry out their task efficiently. Functions of human resource are
associated with process of appointing, sacking and recounting and choosing an appropriate
candidate for an organisation. It is illustrated which is a formal system designed for management
within Tesco. The major task of Human Resource managers falls into three main classes into
staffing, employee’s compensation and benefits as well as defines and design work.
Purpose of HRM
HRM is an effectual process that facilitates development of employee’s work associated
with knowledge, experience and skills from their work. It also aids employers and employees to
3

work mutually so that performance can be improved and achieve organisational goals as well as
objectives (Budhwar and Debrah, 2013).
Internal employee’s engagement: HRM works towards enhancement of efficiency of
employee’s performance to improvise quality of working criteria. The managers of TESCO
execute compulsory polices for their employees for retraining more development in performance
of their task.
Cultural sensitivity: It is responsibility of HRM to uphold cultural awareness in their
organisation. By this, employees are able to respond in an effectual manner within workplace.
Manager of TESCO are carrying out striking session and get together so that their employees
feel comfy and perform their work without any difficulties.
Functions of HRM
HRM function plays a crucial role within organisation. Their functions are implied in
process of hiring, recruitment, selection, acquisition, development, maintenance and rendering
remuneration and compensation to employees.
Recruiting and selection: Recruiting and selection processes are crucial functions of
HRM within every organisation. It assists managers of TESCO in screening and selection of
qualified candidate for a specific job profile so that they are able to preserve their organisational
objectives and goals.
Managing employee’s relation: Employees are pillar to success of organisation.
Managing employee’s relation in organisation is an imperative task for HRM (Brewster and
Hegewisch, 2017). The management of TESCO manage their employee’s relation in an
appropriate manner in order to trim down misunderstanding and disputes between employers and
employees.
Roles and responsibilities of HRM
In organisation, there are various roles and responsibilities of HR manager. It assists them
to build and implement strategies and management of people within an organisation. The roles
and responsibilities of HR manager of TESCO are recruitment and selection of skilled candidate
for appropriate job profile. They render different training and development programmes to their
active and new employees so that they can know their duties as well as perform their work in an
efficient manner. Furthermore, by maintaining work culture of their employees, relationship
4

among employees and employer, reward them for their employees on their performance and
motivate them to work harder to attain organisation goals.
Importance of HRM practices for employers and employees
HRM practices are important for employers as well as employees as it helps them to
build effective relationship with each other so that the workforce can operate as per the needs
and requirements of organisation and deliver performance accordingly.
3. Approaches to Workforce Planning, Recruitment and Selection, Development and Training,
Performance Management and Reward System
It is crucial for a company like Tesco to effectively assess their different approaches
which would allow Human Resource Manager of this organisation to appropriately use the best
approach for fulfilling its different functions. Following are these approaches and their
explanation:
Workforce Planning:
There are several approaches of workforce planning which could effectively be
performed by Tesco. The first approach is workforce analysis. This requires the company and
Human Resource Department to effectively analyse existing workforce along with demand of the
same in future. Another approach which could be applied by the HR managers is through
retention programs which require the company to effectively retain their employees and plan
workforce internally (Drucker, 2012). Both these approaches are effective, however, the
company must work towards using workforce analysis, which is essential to bring in new talent
and effectively ensure appropriate balance between workforce supply and demand.
Recruitment and Selection:
There are two prominent approaches through which recruitment and selection is
conducted within Tesco. The first approach is internal recruitment, in which the company
recruits individuals from their own firm to fill up the vacancy. Its biggest advantage is that it
saves cost of advertisement and boosts confidence in employees. However, it might restrict the
firm in welcoming new and innovative approaches through overlooking the outside talent.
Another method of recruitment and selection is external recruitment, where the company
approaches agencies and other sources for recruiting outside individuals (Buller and McEvoy,
2012). This allows the company to ensure creativity and enhanced efficiency, however, it might
be bad for morale of employees who might deserve the post. For selection, Tesco makes use of
5

interview and screening method which serves as an effective way through which company can
select the most appropriate candidate.
Training and Development:
For Training and Development, the firm could use several techniques of training their
employees like on-the-job training and induction training. The second one is utilised by the
company to provide necessary training to employees when they freshly enter the firm. Apart
from this, the former is applied by Tesco to provide training to these employees while they are
operating their tasks. Both the methods are necessary for the firm to adopt, however, emphasis
must be given to on-the-job training as it enhances monitoring of employees which ensures better
performance as well as higher productivity. Further, the entity also provides development
opportunities for employees so that they can perform their duties as per the requirements of the
entity.
Performance Management:
As for performance management, Tesco could utilise certain approaches to measure
performance of employees to ensure highest effectiveness and efficiency in the same. One
approach for the same could be Comparative Approach, where individuals' performance would
be compared to others in a group to determine the most as well as least effective member of that
particular group (Briscoe, Tarique and Schuler, 2012). This could help the company in giving
proper training to each of the least effective personnel of different groups, which would further
help in managing their performance. Another method which could be utilised by the company is
Attribute Approach, in which performance is measured on basis of several attributes like
problem solving, teamwork, etc. this allow the firm to set up attributes most needed in their daily
operations and evaluating and managing performances accordingly.
Reward System:
For providing rewards, Tesco could apply several methods to appraise performance as
well as appropriately provide effective rewards to employees. Traditional approach in reward
systems could be used which allows the organisation in providing rewards in respect to different
hierarchies within the company. Moreover, the focus of the same is on the activities performed
by individuals. Another approach is the modern one, where strategic objectives are the judging
criteria and rewards are given on the basis of contributions which each employee gives in
achieving these goals of the firm.
6

4. Approach to effectiveness of employee’s relation and employee engagement
With organisation, it is essential for HR to maintain effectual relationship among employee
and employer. If employees and employer share healthy relation then it will boost up their
performance. Furthermore, it will add success to organisation by saving surfeit usage to
resources and time to enhance productivity as well as diminish outsourcing (Chelladurai and
Kerwin, 2017).
Productivity: Within an organisation where both employees and employer work mutually in
an effective way to enhance productivity of an organisation. The managers of TESCO uphold
and construct employee’s relation and engagement incompetent way which will aid to decrease
conflicts.
Teamwork: If both employers and employees work collectively than it creates a prospect
to assemble a dynamic team. The human resource managers of TESCO make sure that each and
every employee work mutually to attain organisational goals and objectives. Furthermore, both
employer and employees feel secured to allocate their ideas as well as views without any
uncertainty and able to build strong and dynamic team in order to perform their best (Harrison
and Lock, 2017).
Conflict resolution: Within an organisation, if good relation exists between employees and
employer then it assists to resolve disputes if arise. A good relationship among employer and
employees aids them to recognize each other and makes them comfortable to argue any problem
which arises in workplace. The managers of Tesco help both of them to maintain good working
environment which minimises conflicts.
Flexible working hours and working practice: This serves as an effective measure
through which organisation can foster healthy employee relations and more employee
engagement. When employees get the leverage to work as per their accord, they get motivated to
perform more productively.
Employee relations and employee engagement assist an organisation to enhance its sales
as this motivates personnel to work in accordance with the requirements of organisation and
deliver desirable performance. This aids the company while attaining the organisational goals
and objectives, thereby raising organisational productivity.
.
7

5. Employment legislation within organisation
Employment legislation refers to a framework which strives to govern laws in relation to
employees at workplace. These laws exist to regulate the relationship between employees and the
organisation. A company needs to comply with the relevant employee regulations to ensure
healthy working atmosphere for personnel and to encourage them to enhance their productivity
and performance. Some of these laws are briefly described below:-
Anti-discrimination act: Within an entity, this act helps to prevent favouritism at
workplace. This act proposes that each and every employee within an enterprise should be
treated in a fair and equal manner without any kind of discrimination (Foster, 2014). The
manager of Tesco abides by this act while hiring and selecting the most appropriate candidate
and compensating them as per their working criteria. In case, manager of Tesco fails to comply
with this act, it will lead to penalties enforced by government.
Minimum wage act: Within this act, government has enforced certain laws regarding
payment to employees. The HR manager of Tesco ensures that every employee is paid as per the
regulation set by the government so as to make sure that there is no discrimination in pay scale of
employees.
Equality act: According to equality act, an organisation should treat each and every
employee fairly in workplace. The HR manager of TESCO treat each employee fairly within the
working environment and ensure that in all aspects of organisation, they are treated equally.
TASK 2
1. Job specification for a given position in organisation
Job specification refers to a statement which specifies the characteristics and
qualifications of an employee essential for the satisfactory performance of specific duties and
tasks constituting a particular job role or function (Pieper, 2012). This is basically originated
from job analysis. In relation to TESCO, human resource manager of the organisations intends to
hire candidate for the job position of Customer Service Executive:-
Job Specification
Company: TESCO
Job Role: Customer Service Executive
8

Department: Customer Service
Salary: Negotiable
Job type: Full Time
Location: England, United Kingdom
Job Specifications:
 Developing and maintaining a dynamic team and encouraging the workforce to attain
high level of team spirit.
 Ensuring full execution of customer service strategies within the organisational premises
and acculturating effective processing of orders conformation and customer quotations.
 Addressing and responding to customer grievances.
Responsibilities:
 Acting in response to customer queries and complaints.
 Maintaining records of consumer needs and requirements, customer interactions and
transactions.
 Maintaining optimistic, empathetic and professional conduct towards the customers.
 Ensuring cost effective services by enhancing monitoring procedures.
 Developing as well as mentoring new employees and allowing them to attend the
customer services.
Interested candidates can share their CVs at [e-mail] or contact on
Mobile Number 00441611.
Thanks and Regards
MR. XYZ
Human Resource Manager (TESCO)
England, United Kingdom
+00441161
9

2. Curriculum Vitae
Curriculum vitae can be stated to be basically the summary of educational and
professional background of job applicant together with other essential data related to the
candidate (Nickson, 2013). This is found to be quite similar to resume, however, it is used much
more regularly by candidates who have published their work within journals like academic
professionals. In other words, it can be said that CV is a brief description of education,
qualifications and previous occupation of an individual usually sent with the job application. CV
of an individual who is applying for the post of Customer Service Executive within TESCO is
given as follows:-
Curriculum Vitae
Name: Mr. BCD
Contact Number: 04412546
Email Id: [e-mail]
Address: Old Gloucester Street, England, United Kingdom
Position: Customer Service Executive
Excellent interpersonal and leadership skills will help in developing and maintaining strong
relations while encouraging teams to carry out the project successfully.
Key skills:
 Good communication skills
 Creative and good at problem solving Patient and polite by nature
Professional Experience:
Company Name: EFG Limited
Duration: 3 years
Position: Customer Service Assistant
Educational Qualification:
Post Graduation: Masters (HRM)
10

University of Oxford, United kingdom
Year: 2015
3. Preparing documentation of Preparatory notes for interviews based on selection criteria
Preparatory notes can be referred to as the preparation done by an individual for an
interview that will be equipped with a number of questions which will assist in evaluating the
candidates (Kim, 2012). The human resource manager of TECO has made some preparatory
notes before interviewing a candidate, as follows:-
Candidate Name:
Panel Number:
Essential Criteria
Educated to degree level or equivalent
Notes
Extensive senior managerial experience in a
verified working environment
Relevant experience in customer service
profile
Good in communication skills
Strong interpersonal skills with the capability
to lead, manage change and build teams
Strong organisational skills with the capability
to prioritise and delegate the duties effectively
Able to communicate both orally and in
writing to a wide range of audience
Well versed in customer experience and have
the capacity to manage and respond to
customer complaints and other necessary
requirements.
11

Desirable Criteria Notes
Experienced in higher education, public
service or any other large scale organisation.
Knowledge of customer needs wants and able
to satisfy customer.
Awareness about the customer needs and
requirements that they are looking forward to.
Above stated are some of the essential points which an interviewer should evaluate while
interviewing a person for any desirable job position.
4. Job offer for selected candidate
A job offer refers to an invitation given to potential candidate to become an employee of
the company (Kehoe and Wright, 2013). It contains the details of employment offer. Typically, it
lays out terms and conditions in accordance with which employment is offered to the selected
candidate. Also, it constitutes other details such as salary, job responsibilities, benefits and
reporting manager's name as well as designation. A draft of Job offer letter for the selected
candidate is given below:-
Job Offer Letter
TESO Multinational
1211, Apex Mall Drive
England, United Kingdom
May 15, 2019
Mr. ABC
Human resource representative
Old Gloucester Street, England, United Kingdom
12

I am pleased to offer you a position of Customer Service Executive at TESCO Multinational.
This is a full time job position of 6 days working within a week. Your initial salary will be
$45,000. As a full time employee, you will be entitled to company's benefit package. The
principal attributes of employment offer and benefit are outlined in the enclosed document.
If you take this offer, I would call for the necessary attachments of your qualification
certificates at your earliest possible convenience. If you have any questions regarding the
employment policies and procedures, please do not hesitate to contact me on my mobile number
+00441134.
Sincerely,
Mr. XYZ
Human Resource Manage
TESCO Multinational
5. Evaluation process for conducting appropriate human resource practices
The human resource area is rapidly evolving in the smallest to the largest organisations
today. Owing to legal issues, HR manager of Tesco needs to evaluate the process of carrying out
human resource practices.
Recruitment and selection: These HR practices are based upon the mission and culture
of an organisation. In this regard, the HR manager of Tesco needs to realise the value of
workplace diversity and conduct effective recruitment practices aimed at gaining the attention of
a diverse applicant pool.
Work life Balance: HR managers should execute flexible working hours and provide
employees with the option of telecommuting and training in order to attain work life balance. In
relation to Tesco, human resource manager should schedule logistics, modify technology for
remote access and conduct regular training sessions as this provides assistance to organisation as
well as employees.
Training and development: Training and development plays a pivotal role in a company.
This HR practise is aimed at professional development, job skills training, new employee
13

orientation and leadership training (Purce, 2014). In context of Tesco, the HR manager adopts
this practise as this assists in improving the skill set of employees within their current job profile
and further equip them with necessary skills for future context. This prepares an individual for
promotion by rendering support to the employees.
Compensation and performance appraisal: Compensation and benefits are generally
viewed together thereby presenting an all-inclusive view wherein employees are rewarded as per
their working criteria. Performance appraisal is acknowledged to be a periodic process. Both of
these are effective management practices which significantly influence the organisational
workforce, culture and employee’s engagement level (Salvendy, 2012). In this regard, the HR
manager of Tesco has adopted this practice as it provides assistance to company in provision of
opportunities and rewarding the employees for their exceptional workplace performance. This
practice aids the organisation to provide compensation and appraise their employees in a number
of ways such as promotions, awards, incentives etc.
CONCLUSION
On the basis of above discussion, it can be concluded that HRM plays a pivotal role in a
company. Also, it has been analysed that HR is responsible for hiring the best candidates by
interviewing candidates and screening their CVs to find the most appropriate candidate. Further,
it has been assessed that human resource department of an organisation foster healthy employee
relations with a view to improve the productivity of personnel. Besides this, maintaining up to
date knowledge of employment legislations is essential for companies to ensure that the entity
does not indulge in any kind of malpractices such as discrimination, harassment, bias etc.
14

REFERENCES
Books and Journals
Rushworth, G.F. and Megson, I.L., 2014. Existing and potential therapeutic uses for N-
acetylcysteine: the need for conversion to intracellular glutathione for antioxidant
benefits. Pharmacology & therapeutics, 141(2), pp.150-159.
Giacoppo, D. and et. al., 2014. Meta-analysis of randomized controlled trials of preprocedural
statin administration for reducing contrast-induced acute kidney injury in patients
undergoing coronary catheterization. The American journal of cardiology, 114(4),
pp.541-548.
Manari, A. and et. al., 2014. Acute kidney injury after primary angioplasty: effect of different
hydration treatments. Journal of Cardiovascular Medicine, 15(1), pp.60-67.
Pandya, B. and et. al., 2017. Contrast media use in patients with chronic kidney disease
undergoing coronary angiography: a systematic review and meta-analysis of
randomized trials. International journal of cardiology, 228, pp.137-144.
15

Chong, E. and et. al., 2015. Comparison of combination therapy of high-dose oral N-
acetylcysteine and intravenous sodium bicarbonate hydration with individual therapies
in the reduction of Contrast-induced Nephropathy during Cardiac Catheterisation and
Percutaneous Coronary Intervention (CONTRAST): a multi-centre, randomised,
controlled trial. International journal of cardiology, 201, pp.237-242.
Jurado-Román, A. and et. al., 2015. Role of hydration in contrast-induced nephropathy in
patients who underwent primary percutaneous coronary intervention. The American
journal of cardiology, 115(9), pp.1174-1178.
Davenport, M.S., Cohan, R.H. and Ellis, J.H., 2015. Contrast media controversies in 2015:
imaging patients with renal impairment or risk of contrast reaction. American Journal of
Roentgenology, 204(6), pp.1174-1181.
16