Human Resource Management Report: Tesco's HRM Practices Analysis

This report delves into the Human Resource Management (HRM) practices of Tesco, a leading retail company. It covers essential aspects like workforce planning, recruitment, selection, training and development, and employee relations. The report examines the purpose and functions of HRM, including an analysis of different recruitment and selection approaches, highlighting their strengths and weaknesses. It also explores the benefits and effectiveness of various HRM practices for both employers and employees, focusing on how Tesco manages its human capital to achieve organizational goals. Furthermore, the report discusses the importance of employee relations and key elements of employment legislation within the context of Tesco's operations. The report provides a comprehensive overview of HRM principles and their application in a work-related context, offering valuable insights into Tesco's strategies for managing its workforce and maintaining a productive and positive work environment.

HUMAN RESOURCES
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
LO1..................................................................................................................................................3
P1. Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation. ................................................................................................................................3
P2. Strength and weakness of different approaches of recruitment and selection.......................5
LO2..................................................................................................................................................7
P3 Benefits of different HRM practices.......................................................................................7
P4 Effectiveness of HRM practices.............................................................................................8
LO3................................................................................................................................................10
P5 Importance of employee relations........................................................................................10
P6 Key elements of employment legislation.............................................................................11
LO4................................................................................................................................................12
P7 Application of HRM practices in a work-related context.....................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management (HRM) function plays a very product role to each business
in market place. Currently most businesses are trying to make their human resource management
function very much effective to gain excellent outcomes in market place. Basically, this HRM
function helps to company or ventures in providing a workforce of many effective employees.
Currently HR department within most businesses conducts different practices and methods, like;
recruitment & selection, training & development, employee relations etc. In this situation, these
all practices of this department are enough to a company for boosting its performance, profit and
productivity within market place (Dede, 2019). This report discusses HRM aspect of Tesco. The
Tesco is the leading retail venture within the United Kingdom which currently has workforce of
thousands of employees. This report has discussed different key practices of human resource as
well. Some key factors also have been included in this report which will show the effectiveness
of different HRM practices.
LO1
P1. Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation.
Human Resource Management
HRM is an approach by which human capital of the organization is managed effectively
in such a way they add on to organization's productivity. Tesco is a British multinational
groceries and mechanizer retailer that have its headquarters in Welwyn Garden City,
Hertfordshire, England, UK. It has expanded in other segments like clothing, electronics,
furniture, financial services etc. and have its subsidiaries such as Tesco bank, mobile, family
dining Ltd etc. HRM process of Tesco includes workforce planning, recruiting and selecting,
inducing and imparting them training and development (Stewart. and Brown, 2019). It also
includes appraising the employees performance and deciding their compensation. Make the
employees follow basic values and ethics is also one of the purpose of Tesco HRM.
Purpose of HRM
The main purpose of HRM is to ensure that the most appropriate and suitable candidate
should be hired and retained. The purpose of Tesco HRM is to make strategy of the need of
human capital in the organization and how these needs can be met. To carry out their basic
processes of workforce planning, recruitment, selection and training. Their purpose is also to

identify employees source of motivation and applying different motivational techniques to
motivate them.
Functions of HRM
Workforce planning
It is the process of by which analyses and forecasting of the employees is done to meet
the future needs in the organization. Tesco also follows these following steps of workforce
planning: first they analyse the total number of demand of the workforce in the organization. The
second step is to analyse the supply of the workforce which are existing and can fit in the job
role. After analysing and measuring the demand and supply the gap is identified and solution are
drawn from that. The purpose of workforce planning is to identify number of employees needed
in the organization and how the positions can be filled by right person at right job.
Recruitment
It is the process of attracting prospective candidates and stimulating them to apply for the
job. Tesco recruits from two sources which are internal and external. Internal sources include
transfers, promotions re-employment and ex-employment. It is a positive process as it creates
pool of applicants. External sources include campus recruitment, employment agencies, labour
contractors etc. The purpose of recruitment is to attract and encourage more and more candidates
to apply and make a pool of application and getting a wide choice to choose from. Another
purpose is to create a link between employers and employees (Sameen, 2016).
Selection
It is the process of choosing the most appropriate candidate among the pool of applicants
received in recruitment. It is weeding the unsuitable applicants and selecting the most qualified
and talented one. Tesco selects the employees by following the process starting from preliminary
screening, filling application form. Various tests are taken and interviews are being conducted,
after passing the interview background check and medical examination is done of the selected
candidate. At last job offer is been given if everything is found appropriate (Swaney, 2017). The
purpose of selection is to pick up the most suitable candidate who would the job requirement.
Training and development

It is a structured program where employees are instructed and taught various techniques
and given knowledge about the job to be performed. Development is the overall holistic growth
of the employee which also helps them in long term. There are various methods for training and
development such as: on the job methods include – job rotation, special projects, coaching etc
and off the job methods include - classroom lectures, group discussions, role-playing, solving
case study, learning through management games, vestibule training, brainstorming etc. the
purpose of providing training and development is to organize and facilitate learning and effective
implementation of their capabilities.
HRM of the firm also performs various other functions such as compensation planning, de
terming health and safety measures and maintaining employee relations in the organization.
P2. Strength and weakness of different approaches of recruitment and selection.
Recruitment
Recruitment includes overall process of identifying, attracting, screening the applications
received by the applicants. It is the positive process of making a pool of applications.
Recruitment can be done by two sources:
Internal recruitment
It includes candidates chosen from within the organization to fill the positions. Tesco
uses both the techniques that is transfers in which jobs are interchanged without any change in
roles and responsibilities. It can also include shifting of employees from one department to
another or from one location to another. The second is promotion in which employee's cadre
upgrades by evaluating their performance. It is the process of shifting the employee from lower
position to higher position and it also adds on in their roles and responsibilities, remuneration,
facilities and status (Trivikram, 2020).
Strength : It lowers the recruiting cost and time of the firm, by recruiting internally Tesco will
be able to retain top talent in their organization and also this source is safeguard against various
risk like financial and professional which can be caused if new candidates are hired.
Weakness : If the firm adopts this source then it may lead to business culture stagnation and also
the employees may feel lethargic as they know of fixed promotions. As some will be promoted

and transferred it will create conflicts among the colleagues. The organization will have fewer
choice to chose from.
External recruitment
It includes candidates chosen from outside the organization to fill the positions and
includes direct factory gate recruitment, employment exchange, casual callers, campus
recruitment, labour contractors, employment agencies, referrals and recommendations etc. Tesco
recruits from combinations of these sources and has both strength and weakness of this source
(Ahmed. and Ahmed, 2019).
Strength : Infusion of new blood in the organization, fresh talent who is having knowledge of
latest technology, creates a spirit of competition between internal and external employees.
Weakness : Recruiting from this source consumes more time, high cost is involved in
conducting interviews tests and intermediaries also charges commission, conflicts between
management and existing employees.
Selection
Selection is analysing candidates by taking tests and interviews and choosing the most suitable
candidate for the job. Tesco defines this as the process of hiring employees among the shortlisted
candidates who suits best for the job.
Selection tests
Tesco conducts selection tests to uncover the information of the candidate which is
unknown in applications. It conducts various types of tests such as aptitude test, personality test,
interest test, intelligence test etc.
Strength : the company is able to find out the suitability by properly assessing the candidate on
basis of this test, tests provides a uniform basis for comparison of different candidates, reduction
in labour turnover as test are taken as per the requirement of the job.
Weakness : selecting only on the basis of test is unreliable because the skills and ability may not
be properly judged, some candidates may suffer from fear of exposure not because they are not
competent, but they don't like to be assessed through test.
Selection Interview
These are generally structured conversation and procedure designed to obtain information
from the candidate orally. Tesco calls it one-on-one conversation between interviewer and

interviewee. The firm conducts various types of interview such as structured, unstructured,
situational, behavioural, panel, telephonic etc.
Strength : Interviewer and interviewee can develop relationship which increases candidates
understanding, interviewer is able to collect primary information about the candidate, less costly
and time saving as it is one-on-one conversation.
Weakness: there is no proof and record of the conversation and dealing, the success of the
interview depends on the efficiency of the interviewer, sometimes interviewer may get biased.
LO2
P3 Benefits of different HRM practices
HRM practices are very beneficial to employer and employees of an organisation. Some
key benefits of human resource management practices to Tesco’s employer and employees has
been discussed below;
BENEFITS FOR EMPLOYER
Helps in proving effective workforce: This is the first benefit of practices to employer of
Tesco that, human resource management of company helps in Tesco’s upper management or
employer an effective workforce. Basically, this HR department conducts recruitment and
selection practices to hire some effective employees for this retail company. The department
always focuses on hiring such employees in its workplace who really has different skills and
talent. That’s why practices of human resource department are very beneficial to Tesco’s
employer.
Manages performance of different employees: HR department at Tesco is very
beneficial to employer in the terms of managing performance of employees as well (Rodney,
Valaskova and Durana, 2019). Basically, when a business systematically manages performance
of its employees, then it will enable to gain huge profit margins in market place. The HR
department at Tesco is currently very efficient in managing extra-ordinary performance of
people, that’s why this is very beneficial to employer of this company.
Maintains effective employee relations: Effective employee relations also very
positively affects to a business in market place, in which human resource management at Tesco
helps to its management for maintaining effective employee relations. Basically, HR manager of
this retail company organises various events where it invites both employers and employees, so

that when employees meets with their employer in such events, then relationship between
employees and employer will automatically become very excellent.
BENEFITS FOR EMPLOYEES
Solves issues relating to salary: HRM practices of Tesco are very beneficial for its
employees as well. For example; HR management helps to employees by solving their different
issues relating to salary (Regy and Malini, 2019). Currently Tesco is a very large company, so
that it has thousands of employees. In this situation, here is possibility that employees can face
issues relating to salary. So that, employees of this company can simply take help through human
resource department for solving their salary issues.
Providing different sessions of training and development: Human resource management
at Tesco always takes productive step towards providing various sessions of training and
development. By participating in these all sessions, an employee can simply improve its skills
and talent. By improving talent and skills, employees can gain lots of growth opportunities, and
that’s why this practice of human resource management is beneficial to employees.
Creates safe and secure workplace: Currently each person like to work in a safe and
secure workplace. In this situation, existing HR manager within this retail company always tries
to provide an effective, safe and secure workplace to its employees (Otoo and Mishra, 2018).
That’s why this practice is also very beneficial to employees of Tesco.
P4 Effectiveness of HRM practices
HRM practices of Tesco are very effective in raising its profit margins and productivity
within the market place. For example; this department provides an effective workforce to this
company, in which after using effective workforce, this business will definitely able to gain huge
profit margin within market place. Basically, by using effective workforce, Tesco enables to
improve its performance in market place, and that’s why this improved performance helps to
company for generating huge profit margins in market place. On the other side, maintains
effective employee relation also a key practice of HRM at Tesco in which this practice of
department support to company in encouraging employees to put their huge efforts in workplace.
Basically, this human resource management practice indirectly enables to company for
improving own productivity and performance in market place (Ferreira and et.al., 2017).
Providing training and development sessions to employees is another key practice of human

resource department, in which this practice also helps to compony for improving organisational
productivity and profit aspects. That’s why HRM practices are very helpful to Tesco in gaining
huge success in market place.
Methods used in HRM practices
Basically, two types of methods used in human resource management practices, like;
external recruitment method and internal recruitment method. These both methods have been
described below;
External Recruitment
This is the method which used by HR department of Tesco to hire employees from
external business environment of the company. Some key benefits of this method have been
described below;
 External recruitment method enables to company for generating employment
opportunities to people, and by doing this company will enable to work in the social
welfare. This method contributes in achieving new talented and skilled employees within market.
Internal recruitment
This is another key method which has used by the management human resource Tesco
(Rahiman, Frank and Kodikal, 2018). This method generally enables to company for hiring
employees from internal business environment of Tesco. HR department has selected existing
employees to fulfil different vacant posts by using this method. Some major benefit of this
method has been discussed below;
 Saves lots of time and money of Tesco.
 No requirement of basic training sessions.
Evaluation
Different practices of HRM are very beneficial to Tesco, because these practices and
methods of this department enable to company in improving its sales ratio and productivity at the
international level.

LO3
P5 Importance of employee relations
In this dynamic world, top-level management at each business has required to take action
towards maintaining effective employees’ relations, because this task is very important to the
management in the terms of encouraging employees to work hard in the workplace. In this
situation, this factor affects to HR management at Tesco also for maintain an effective
relationship between employees and employer (Masad and Salih, 2016). After implement this
decision in workplace, the HRM will enable to encourage existing employees of Tesco to put
their huge efforts in the workplace. However, before maintaining effective employee relations,
human resource management should develop communication skills of different people of
organisation. Basically, effective communication skills help to people to interact with each other
in very proper manner. In this situation, when employer of Tesco will properly communicate
existing employees, then employees will feel valued by the employer, and then they can be
motivated to work hard in the workplace. That’s why effective communication skills of people
play an excellent role to HRM of company for maintaining effective relations between employer
and employees.
Human resource manager at Tesco mostly has required to take decision towards
arranging different events as well, like; parties, conferences, meetings etc. In these events,
department of human resource invites various employees and employer company. When
employees and employer visits in these events, then they can interact with each other. These
interaction values of people promote effective relations, so that taking decision of arranging
events is very favourable to HR department at Tesco in the term of maintaining effective
relations between employees and employer (Ma and et.al., 2017). The HR manger should have
proper skills of conflict management as well, because many times lots of conflicts raises between
employees and employer. In this type of situations, by taking decision of using own well-
developed conflict management, the HR management can simply remove these conflicts between
employees and employer. At the end, employees and employer enable to maintain effective
relationship with each other. On the other hand, HR department takes decision of formulating a
happy and healthy workplace also to employees. This decision of department also contributes in
maintaining great relationship between employer and employees.

P6 Key elements of employment legislation
Elements of employee legislation always impacts to decision-making of this human
resource management in Tesco (Yong and Mohd-Yusoff, 2016). Basically, each venture within
the United Kingdom is completely responsible to adhere employee law and its various elements
in own workplace. According to the business law system of this country, if any business not
adheres employment law in its workplace, then that business will be penalised or punished. This
is the main reason that, HR department at this company has highly required to adhere this
employment law and its elements within its various practices.
Equality and diversity: Equality and diversity management is a major element of employment
law (Alzyoud, 2018). According to employment law, each business responsible to manage
equality and diversity within its workplace, because this element contributes in providing equal
growth opportunities employees within the workplace. Currently thousands of employees work
in Tesco’s business environment, in which these all employees come from different background.
So that, by adhering this element of employment law, the HR department influences to various
leaders and managers of company for not to discriminate and abuse different employees on the
basis of their background. For removing these negative elements like; discrimination and abuse,
HR department of Tesco has highly required to take decision towards managing equality and
diversity management in own workplace.
Working time regulations: Many times, a company wants to take overtime work just because
of work load. In this situation, this working time regulation element of employment legislation
enables to employees for taking extra-incentives for over time work. On the basis of this
element, the management of Tesco can’t force its employees for overtime working. This element
completely impact of HR manager for taking decision to pay employees for their overtime work.
Safe and secure workplace: Safety and security are prime needs of a person according to
Maslow’s motivational theory, in which this element of employment law impact to company for
taking decisions towards creating a safe and secure workplace (Beijer and et.al., 2019). On the
basis of employment law, each employee at any organisation has full right to work in a safe and
secure workplace. When HR manager take decision for formulating a safe and secure workplace,
then it will enable to employees for performing very well in workplace.
Evaluation

Some major elements of employment legislation have been described above. These all
element of law highly influences to decision-making process of human resource management of
Tesco. Basically, HRM at this retail company has always required to consider employment law
in its workplace to make comfortable to all employees.
LO4
P7 Application of HRM practices in a work-related context
There are job specification, CV and job offer letter has been attached below in the term of
applying HRM practices in the work-related context (Ardichvili, Natt och Dag and
Manderscheid, 2016).
JOB SPECIFICATION
JOB SPECIFICATION
Company Name: Tesco
Job Title: Production manager
Qualification:
 Bachelor degree in the management.
 Master of Business Administration (MBA).
Experience: Experience of four to five years is mandatory in the area of production
management.
Skills: Problem- solving skills, interpersonal skills, people management competence, technical
skills, decision-making skills are mandatory for the production manager post for properly
managing different factors and aspects at Tesco’s production department.
Responsibilities: The production manager has lots of responsibilities;
 Planning & creating an appropriate budget to many of resources.
 Work with Tesco’s administration for hiring talented and skilled employees.
 Interact and communicate with other functional areas of the venture.
 Deeply analysing targets and objectives of the business.
 Properly monitoring and supervising operations of production department.
Characteristics: Many characteristics traits a person should have for becoming the production
manager at M&S.

 Positive attitude
 Developed communication skills.
 Problem solver
 Decision-maker
 Excellent leadership quality
 Reliable
Questions of interview:
 Do you know the actual role of a production manager within a retail venture?
 Do you have proper skills, competencies and abilities for dealing with lots of challenges
in company’s production department?
 Can you aware us about your any incident where you have created any positive change
within the production department of a company?
 Explain your ways, methods, strategies of management?
 What's your major weaknesses?
Rationale:
The HR manager at Tesco recruits & selects people who have excellent knowledge &
experience in area of production function management. A candidate needs to have knowledge
of different operations' management approaches, so that it will simply prepare for making its
different practices of production very much effective (Rasool and et.al., 2019). There are well-
developed competencies of communication too mandatory in a candidate, because it will need
to communicate with various decisions, budget and information within the department of
production at Tesco.
CV (CURRICULUM VITAE)
CV
NAME: Oliver Thomas
Contact: [e-mail]
Qualifications and experience:
 MBA
 Production manager in a highly reputed venture for the last five years.

Hard skills:
 Technical knowledge
 Proper knowledge of production management software
 Production department’s data understanding
 Work with latest and modern technologies for monitoring and control effective
quality of customer service.
Soft skills:
 Communication skills
 Effective leadership ability
 Appropriate working potentialities
 Problem-solving skills
 Ability decision-making
 People management capabilities
 Time management competence
JOB OFFER
OFFER LETTER
Dear
Oliver Thomas,
We are really happy while informing you that Tesco has been selected you on the post of
production manager. Oliver, your date of joining the department will be confirmed on 20th
October 2020 by considering of company’s various terms & conditions.
You need to agree for adhering, following Tesco’s different terms & conditions.
You have been entitled for the CTC of £2700 each month.
You should have passing certificate or mark-sheet of your graduation and post-graduation
with a legal identity card along with own a passport size photo for the purpose of proper
verification.
Kindly send confirmation of yours quickly.
Thank You!
HR Department,

Tesco
CONCLUSION
On the basis of above findings, it can be concluded that currently different practices of
human resource management play an excellent role in Tesco’s all over growth. Nowadays, this
retail company has an effective workforce just because of various practices of HRM. On the
other side, this HR department is very beneficial to both employer and employees, because this
department conducts many productive operations which always very positively affect to different
employees of the company as well as employer. It can be also concluded that elements of
employment legislation highly affect to decision-making of HRM. Basically, HR department at
Tesco is always responsible to adhere employment law and its element to ethically and legally
run its various practices. Lastly, a job specification, CV and offer letter also has been attached
above for applying HRM practices in work-related context.

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