Formal HRM Report: Analysis of Tesco's HRM, Workforce, and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a multinational retailer. The report delves into various aspects of HRM, including workforce planning, recruitment and selection strategies (internal and external), and the strengths and weaknesses of each approach. It examines the benefits of different HRM practices, such as reward and performance management, and training and development programs, and how these contribute to increased productivity and profitability. The report also explores the importance of employee relations and its influence on decision-making within HRM, as well as the key elements of employment legislation and its impact on HRM decisions. Finally, it discusses management practices and their application in human resources, offering insights into how Tesco effectively manages its workforce to achieve its business objectives.

FORMAL REPORT ROLE
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Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization.................................................................................................................................3
P 2 Strengths and weaknesses of different approaches to recruitment and selection..................4
LO 2.................................................................................................................................................5
P 3 Benefits of different HRM practices.....................................................................................5
P 4 Different practices and their effectiveness which helps to increase the profit and level of
productivity..................................................................................................................................6
LO 3.................................................................................................................................................8
P 5 Importance of employee relations linked up with the influence of decision making in HRM
.....................................................................................................................................................8
P 6 Key elements of legislations for employment and its impact on decision making of HRM.9
LO 4...............................................................................................................................................10
P 7 Management and its practices with application of human resources..................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management is the term used to describe formal systems devised for
the management of people within an organization. The responsibilities of a human resource
manager fall into three major areas: staffing, employee compensation and benefits, and
defining/designing work. Tesco is a British multinational groceries and general merchandise
retailer with headquarters in Welwyn Garden City, Hertfordshire, England, United Kingdom. It
is the third-largest retailer in the world measured by gross revenues and the ninth-largest retailer
in the world measured by revenues. This report includes details about Purpose and the functions
of HRM, applicable to workforce planning and resourcing an organization. Strengths and
weaknesses of different approaches to recruitment and selection. Benefits of different HRM
practices. Importance of employee relations linked up with the influence of decision making in
HRM. Different practices and their effectiveness which helps to increase the profit and level of
productivity. Key elements of legislations for employment and its impact on decision making of
HRM. Management and its practices with application of human resources.
LO 1
P 1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization.
Management of HR is concerned with implying that approach which helps the employees
to develop their skills and abilities. This will help Tesco to improve their performance of Tesco.
Other than it this department looks after hiring, training and development and firing of
employees (Richards and Sang, 2019).
Planning-
Department of HR plans before conducting the process of hiring so that they can evaluate
that how many employees they want and what qualities they want in them. They believe that
with this they can work for the uncertainties of environment so that they can reduce the risk

which comes from the change in environment. This also helps them to keep some of the
resources as a backup so that they can keep up with the trends of market.
Recruitment-
This process is concerned with getting the right employees for the job. They find them
and hire them as per the requirement of the position. Other than this they fulfill their duty of
coping up with the issues that is affecting the results of the company. Company judges them on
the basis of their performance and adverse skills. It is necessary to enable the right measures of
management practices so that they can ensure the system that is diversified.
Training and Development-
Management of the company has make sure to enable the employees into the program of
training so that they can set up easily in the culture of the company and perform efficiently.
Company has made different programs of training for different departments so that they can
make sure that every department is working as per the results that are expected. It is with the
program of training and development that they are able to enhance the knowledge of the
employees and make decisions which helps them to achieve growth in their own career. This
helps them to increase the level of productivity as the employees work with right minds and put
all of their efforts. Another benefit of this is that if the management practices are enabled in the
right manner then they will be able to retain them for a long period of time.
P 2 Strengths and weaknesses of different approaches to recruitment and selection.
There are two types of approach that is internal and external recruitment.
Strength of internal recruitment
 Company undertakes the aspect of internal recruitment and enables it with the help of
transfers or promotions. Tesco has given autonomy to their employees as they have the
right to switch between doing work on temporary basis or on full time.
 This method is believed to be cost effective and other than this it helps the company to
reduce the level of turnover of employees. This way they remain motivated and put all of
their efforts into work.

Weakness-
 If Tesco hires employees with this approach then the no of talented employees found will
be limited. This will take many benefits from them such as if the employees are not
talented then they will have to work with the same approaches and same methods. It has
been observed that it creates the feeling of jealousy between the employees because they
get in conflicts over the issue of attaining higher position (Naz, Aftab and Awais, 2016).
External Recruitment
Strengths
 Employees hired from this approach helps the company to evolve their strategies as they
are talented and possess the required skills so that company can achieve growth in the
market.
 Other than that they have no limits in finding and hiring the employees they can select the
candidates as per their requirement so that no area is left.
 They can attract the employees on the aspect of increased rate of conversion as they will
want to work for the benefit of currency exchange and company uses that benefit in order
to get people from different countries as their talent and knowledge is also useful to
company (Runhaar, 2017).
Weakness-
 This aspect is believed to be more expensive and with that it consumes more time.
Managers of the company has to make sure that they get proper training and ensure that
proper background check is done so that they can evaluate them. This is why this process
takes time.
 In order to get employees from external sources company has to publish ad on various
sources and that is why they have to spend extra money to give their advertisements
which makes this process more expensive (Lelebina and Gand, 2018).
 This process turns out to be risky many times because the company do not have insight
about the employees they are going to do their job with as they are strangers and even
after conducting a background change many things are left out.

LO 2
P 3 Benefits of different HRM practices
Reward and Performance Management-
It is necessary that Tesco rewards their employees on the basis of tasks they have
completed so that they work more in order to get more rewards. If these factors are ignored by
the company then they won’t be able to see their employees putting more devotion in work
which will take many opportunities away from them. In order to deal with this issue Tesco has
made a specific program for this. They believe that it is the responsibility of department of HR to
assess the performance of the employees because only after that they will be able to set their
objectives and rewards for them. On behalf of this they set the date of delivery so that they never
miss it because the managers of the company rely their work on planning. On the basis of it
managers of Tesco analyze that that who is ready for handling a position of upper stage. In order
to do that it is necessary to make sure to make the management of performance effective.
Training and Development-
Managers of Tesco have a reason to conduct the training program and the reason behind
that is if they get their training at the stage of beginning then they will be perfect in their work in
less time which will be beneficial for Tesco. Not every company works with the same approach.
It is up to the performance and management of HR to set up and release right amount of funds
that is required for the company so that they can get to learn skills in a proper manner. With the
help of this employees are able to use methods that are new easily and complete the work in
time. This is the strategy of the company that to train them with effective and new measures so
that they can bring new advancements into the company and for finding new opportunities
looking in it. They believe that with the help of this they will come up with new innovation in the
market. other than this they are offering the employees the benefit to train from home by going
online as it is more flexible for many of them. This way they improve their skills and abilities
achieve the goals and objectives (Sokolov and Zavyalova, 2018).
P 4 Different practices and their effectiveness which helps to increase the profit and level of
productivity
Reward and performance management-

In order to get success it is necessary for the company to comply with this factor and see
this as important. It is the performance of the employees and their skills that will help them to
achieve their goals and objectives. It is necessary for the department of HR to keep in mind that
the more they appreciate their employees more they will see their expected results. Every
company uses a different style of keeping them motivated it is up to the management of the
company to decide that. If they do not comply with these factors effectively then they will not be
able to get the employees working as per their true potential. More the effective strategies are
implemented in the culture of the company more they will be able to have a impact on the results
(Kerdpitak, 2020).
Training and Development-
Programs and sessions of training are conducted by Tesco with one motive behind it and
that is they have to increase the strength of their employees. It is necessary that management of
the company keep their attitude and behavior under the discipline of the company. With the help
of this the company is able to form and develop strategies with their employees who reduce the
gap between the level they are right now and level they want to go. It is the management of the
firm that states that program is introduced and offered as per the division they are classified in
and their interest so that they do not bunk out the program and attend it with full attention.
Development of career-
In order to make sure that employees perform on their own which results in development
of their career it is necessary for the management of the company to make sure that they
understand the importance of motivation. If they keep them motivated and those channels are
used effectively then employees will assess all the areas where the company is lacking so that
they can attain their goals for them and make way for the growth of their career. For this
management has to make some changes in their culture such as offer them autonomy. The
thought process of the company is to retain only those who are performing as per their
requirements and in return they help them to claim opportunities for the development of their
career and the company takes the benefit of that by increasing their share in the market (Iwu,
2016).

LO 3
P 5 Importance of employee relations linked up with the influence of decision making in HRM
Decision Making-
The company maintains their operations on a high scale and in different countries which
is why it becomes difficult for the management to take decisions. They has been many cases
where members of the team has provided assistance to employees so that the task can be
completed perfectly and the decisions taken in the process turns out right. It is necessary that
members in the team maintain relationship with each other and work in coordination so that
decisions can be evaluated and taken rightly. If they do not maintain it then the probability of
taking the wrong decision will increase and it will affect the business of the company.
Dividing the Task-
If both the management of Tesco and its employees work in coordination then it is
assured that they will be able to reduce the work and divide it in between members of the team.
This will help them to work on other orders and increase the capacity of handling more work. If
they do not work in coordination then the rate of success of completing order in time will be
reduced and they will also lose their capacity of dealing with more people (Ganapathy and
Ashokkumar, 2017).
Flexibility of culture-
It is up to the culture which allows the employees of the company to have power over
taking decisions and making communication. In order to work freely company has kept their
culture flexible. This helps them to work as per the availability and management of time which
will reduce the pressure off them.
Reduction in Conflicts-
The managers of the company has keep their culture maintained and maintains the
protocols for every action so that no one disrespects it. This is why company observes a less rate
of conflicts and puts more focus on their work. This helps to remain every employee in the
company satisfied.

Reduction in rate of absenteeism-
It is necessary that at the time of their selection they are cleared about their packages of
leaves so that afterwards there is no discussion on it as this only wastes time and lead to
complaints (Berber, Đorđević and Milanović, 2018).
P 6 Key elements of legislations for employment and its impact on decision making of HRM
There are various and different laws that are maintained by the government of UK so that
they can protect the interest of employees and no misconduct or wrong activity is prosecuted
against them. It is with the help of this that the rate of cases on the topic of discrimination, sexual
abuse, violence and other illegal activities are reduced because now strict actions are taken
against them.
Health and Safety Act 1974-
This act looks after the health and safety of the employees and it looks after the necessary
equipment that is important for the business to keep it in their premises. After the introduction of
this act if any company has not enabled the required safety measures in their office or they do not
meet the standards set by the law then legal action will be taken against them. In order to keep
them safe Tesco includes the use of machinery and equipment in the program of training so that
no one gets hurt.
Employee Protection Act 1978-
This act protects and safeguards the interest of employees on the issues of termination.
As on the basis of this act it is necessary that a proper notice is served and all the protocols must
be followed which must be same as the agreement which is formed at the time of their joining
which includes all of their details. The only difference is that at the time of leaving resignation
needs to be formed and with that the rule is that they need to offer them some time so that they
have plenty of time to make other arrangements (van Harten and et.al., 2017).
Equality Act 2010-
This act provides protection to employees from issues such as age, gender, race etc. this
law states that no employee must face these issues as they break their confidence and will which

limits the growth of their career. This is why it protects the employees against these activities
and it makes sure that HR of the company does not try to hide any of these activities then they
will be revoked from their duties (Ahammad, 2017).
LO 4
P 7 Management and its practices with application of human resources
CV
Served more than 10 years as business analyst in this
sector. Skills also include development of software,
increasing the level of productivity and making sure that
applications enlisted are being used as per their potential
so that all the goals of the business can be met.
Experience
2007-2009 worked as a associate in IT department
2009-2014 worked as business analyst on junior position
2015-2020 worked as a business analyst on senior
position.
Education
Completed graduation in from UK University
And Post graduation from MIT.
Personal Information
Email- [e-mail]
Contact no- 9431534323
Skills-
Solving problem- 3/5
Math- 4.5/5
Decision making- 4/5
Technical Knowledge-
Completed knowledge and
experience of working with
software launched by Microsoft.
Offer Letter-
Nikki Carter
July 5, 2020
Mr. Nick Applicant
22nd street
Dear Mr. Applicant,

Management of Tesco is pleased to inform you that after all the evaluation you have been
selected as the potential candidate for the company. This decision has been taken after the
assessment of qualities you possess and the behavior against the work so that can be used in
order to achieve the goals of the company. Details regarding financial and leave package will be
briefed at orientation conducted by company. There are benefits involved in this package which
consists medical insurance of employees.
If you wish to work for the company then please revert at your convenience by signing the
document and sending it back.
Sincerely
Nikki Carter
Director, Human Resources
Tesco
Signature
Nick
Rationale-
This aspect includes all the information which is concerned with the process of
recruitment and selection of an employee. The position which was applied was for the manager
of the company and they have clearly accepted the offer after evaluating all the details and cross
checking all the documents. It has been proven that the candidate is qualified for the job and that
is the reason for his selection (De Sisto and et.al., 2019).
CONCLUSION
From the above studies it has been concluded that management of HR needs to
implement effective practices so that they can improve the process of recruitment and selection
and work with those employees who are talented and possess the rightful talent. Other than this
culture of the company has been maintained with discipline which is why they work with
coordination and the rate of conflicts is less.

REFERENCES
Books and Journal
Ahammad, T., 2017. Personnel Management to Human Resource Management (HRM): How
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HRM): A new concept for digital age. Strategic Management, 23(2), pp.22-32.
De Sisto, M., and et.al., 2019. Emergency management and HRM in local governments: HR
professionals as network managers. Asia Pacific Journal of Human Resources, 57(2),
pp.227-246.
Ganapathy, S. and Ashokkumar, M., 2017. A study on human resource management practices
(hrm) and job satisfaction of employees of paramedics in private hospitals. International
Journal of Management Research and Reviews, 7(5), p.584.
Iwu, C.G., 2016. Effects of the use of electronic human resource management (E-HRM) within
human resource management (HRM) functions at universities. Acta Universitatis
Danubius. Administratio, 8(1).
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Operational Performance in Thai Pharmaceutical Industry. Systematic Reviews in
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Lelebina, O. and Gand, S., 2018. Beyond “Hero-based” management: revisiting HRM practices
for managing collective expertise. Relations industrielles/Industrial Relations, 73(1),
pp.39-66.
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on performance of SMEs in Multan, Pakistan. International Journal of Management,
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Richards, J. and Sang, K., 2019. Socially ir responsible human resource management?
Conceptualising HRM practice and philosophy in relation to in-work poverty in the
UK. The International Journal of Human Resource Management, pp.1-28.
Runhaar, P., 2017. How can schools and teachers benefit from human resources management?
Conceptualising HRM from content and process perspectives. Educational Management
Administration & Leadership, 45(4), pp.639-656.
Sokolov, D. and Zavyalova, E., 2018. Knowledge management strategies, HRM practices and
intellectual capital in knowledge-intensive firms.
van Harten, J., and et.al., 2017. Special issue of international human resource management
journal HRM and employability: an international perspective.