Human Resource Management Report: TESCO HRM Practices and Analysis

This report provides a comprehensive analysis of human resource management (HRM) practices at TESCO, a leading UK retailer. The report begins with an introduction to HRM and its strategic importance, followed by an overview of TESCO's company profile, mission, and objectives. It delves into the purpose and functions of HRM within TESCO, exploring topics such as building effective staff relations, training and development, and the roles and responsibilities of HR functions. The report examines various approaches to HRM, including workforce planning, recruitment and selection, training and development, performance management, and reward systems. It also details the different methods used in TESCO's HR practices, such as workforce planning, attracting and recruiting talent, and internal and external recruitment strategies. Furthermore, the report includes practical elements such as job specifications, interview notes, and a job offer letter template. It evaluates HR processes, employee relations, and the impact of employment legislation on meeting business objectives. The report concludes by summarizing key findings and insights into TESCO's HRM strategies.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
1.About the company..................................................................................................................1
2.Purpose and function of HRM.................................................................................................1
3. Different approaches of Human Resource Management........................................................3
4. Different Methods used in Human Resource practices...........................................................4
PART 2............................................................................................................................................5
1.Job specification.......................................................................................................................5
2.Interview Notes........................................................................................................................6
3.Job offer Letter.........................................................................................................................7
4.Evaluation of Processes & rationale of HR practices..............................................................7
5.Effectiveness of Employee Relations.......................................................................................7
6.Employee legislation within the organisation..........................................................................8
7.How employee relations & employment legislation helps in meeting business objectives.....9
CONCLUSION................................................................................................................................9

INTRODUCTION
HRM, is define as term which is utilised for describing formal systems devised to
manage people in entities. Moreover, this is regarded as a strategic approach to efficacious
people management within firms in such a way so that they can able to obtain competitive
advantage (Albrecht and et. al., 2015). As per the scenario the undertaken organisation for this
report is TESCO, which is a largest UK private sector and leading general merchandise and
retailer having headquarters is in Welwyn Garden City, Hertfordshire, England, United
Kingdom. This report covers an intent of human resource practices, its fundamental roles as well
as accountabilities, approaches to recruitment and selection, planning of personnel etc. as well as
analysis of various methods utilised into HR practices. Moreover, preparation of job description,
preparatory notes documentation for asking question in interviews and job offer template for
desired candidates as well as evaluation for performing effective HR practices are also discussed
in this report.
PART 1
1.About the company
TESCO is a renowned largest employer within United Kingdom as well as they have
above 360, 000 staff across the world. Moreover, Within United Kingdom its small to large super
stores (TESCO PLC, 2020). In addition to this, it operates in about 12 countries outside UK such
as Japan, China, Turkey and others. Also, currently they opened a new stores within U.S. This
global expansion is a part of respective organisation strategy for growing as well as diversifying
their business.
Mission statement of TESCO
The mission statement is “They creates what mattes effectively, together”.
Purpose of TESCO
The purpose of TESCO is “ to serve shoppers a little better each day”.
Core business objectives of TESCO
The core business objectives of TESCO is to be a leading retail supermarket as well as
facilitate better quality products and services at lower price.
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2.Purpose and function of HRM
Human resource management is mainly concerned with staff management initiating form
recruitment to retirement (Alsughayir, 2014). Within all organisation such as TESCO, HRM is
whole regarding obtaining services of worker, improving its skills, encouraging them to foremost
level as well as assuring that they continue to maintain its commitment towards entities. So, the
various purpose of TESCO HRM function are discussed underneath:
 Build efficacious staff relation: It is basically related with building harmonious
relationship at work areas atmosphere for minimising disputes as well as permit faithful
and open discussion among workers. So, the crucial intent of TESCO's functions of
human resource is to minimise disputes as well as enable staff to perform with full
potential towards accomplishment of objectives. Moreover it will help respective
company to attain their goal as well as objective effective because by building efficacious
staff relation employee feel motivated that increase their productivity.
 Training and development: It is considered as functions that involves facilitating
training to staff so that practices of business may be done in efficacious way and become
competent to attain targeted objectives. This main intent of this HR function in TESCO is
to maximise the abilities as well as skills of its staff members so that it may able to
perform the challenging task within any issues. Along with this by providing training and
development respective company able to attain their goal and objective effectively
because they able to conduct work properly.
Roles and responsibilities of HR functions
Within TESCO, HR functions plays various roles and responsibilities some of them are
discussed underneath:
 At TESCO, HRM role as well as accountabilities is rendering training to staff members
so that their knowledge, competencies and skills get enhanced as well as may become
competent to do the task in efficacious way.
 Also, the are accountable for appropriate recruitment of staff based on the competencies
as well as skills required within entities as well as effectively choose staff (Budhwar and
Debrah, 2013).
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 They are also liable to render effective compensation benefits to staff through rendering
them attractive incentives based on its performance that will inspire workers to perform
efficaciously and attain objectives.
3. Different approaches of Human Resource Management
The many approaches to training and development, workforce planning as well as others
that have to be adapt through the human resource management of TESCO for resourcing talent
into entities. All approaches are discussed underneath:
Workforce planning:
This is regarded as procedures of examining a firm's likely upcoming requirements for
individuals in context of numbers, areas as well as skills (Cascio, 2015). This assists TESCO to
how that requirements can be accomplished by hiring and orientation.
Approach to work force planning:
 Situational work force planning: This is mainly one time approach that ascertains Tesco
to hire the staff required for implementing task as well as also deals with the business
challenges. It aids them to attain its objectives as proficient candidates get hire.
 Strength: Respective approach proved beneficial for organisation in selecting best
candidate by opting one of best skills and capabilities.
 Weakness: On other hand due to differ perception of people from one person to another
impact on their workplace planning.
Recruitment and selection:
Recruitment and selection is one of most important kind of organisational function that
contributes in choosing one of most appropriate kind of candidate for the organisation by
using job description and specification in order to achieve one of best candidate for them.
Approaches of recruitment and selection:
Job description:: Job description is one of most important aspect to provide detailed
description for organisation so that best candidate should be hire.
Skill inventory: Respective factor helps in selecting one of best candidate for organisation by
compiling the ideal set of skills to attain one of best candidate.
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Job posting strategy: By using respective approach organisation can be able to plan which
kind of candidate they want, selection process and many other important kind of aspect that
helps to select potential candidate.
Multi recruitment: In respective process organisation by using interview can acknowledge
the best candidate for organisation in potential manner.
Strength: The major strength of recruitment and selection that it proved beneficial in
choosing one of best candidate for organisation from the large no. of individuals.
Weakness: On other hand the major weakness that it takes too much time and efforts yet
organisation sometimes not gain desirable individual.
Training and development:
TESCO have to render training to their staff that permit them to do work in effective
way. This will increase its competencies for performing difficult tasks, it also drives them
towards developing staff for firm's further growth.
Approach to training and development
There are basically two kinds of training and development approaches that are described
below: Off the job training: It is regarded as training and development approach which focused
upon rendering training to staff outside the entities (Kavanagh and Johnson, 2017). They
has a specialised training centre that involves training through various ways such as
management games, simulation session and others.
 ON the job training: It is also regarded as an approach of training and development that
focus on facilitating training to their staff members during performing into TESCO. It
permit them to know about its working practices in efficacious way as well as drives
towards attainment of work at stipulated time duration.
 Strength: Training and development is very important for organisation to enhance one of
best skills and capabilities to gain potential outcomes.
 Weakness: In weakness for organisation that it take too much time and it hinders
working of employees that proved costly matter for them.
Performance management:
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As for performance management, TESCO may used various approaches for measuring
staff performance to assure high effectualness. Some approaches are described below:
Approaches
 Comparative approach: In this approach of performance management. TESCO can able
to compare their staff performance with another group for determining the most effective
and least effectual workers of that team. It aids respective organisation to provide
training to those who are not so efficacious and maintain its performance level.
 Strength: The major strength of respective approach of HRM helps in enhancing
motivation level of employees by providing one of best working environment and
benefits to them.
 Weakness: On other hand it give biased results that impact on employees productivity
level and increase their retention rate.

Reward System:
In order to facilitates rewards, TESCO can used various approach for appraising
performance and give appropriate rewards to their staff members. Some approaches are:
Approaches
 Total reward approach: It is regarded as the approach of reward system that concentrate
upon rewarding staff based on its work in respect of enhancement into pay and others. It
will allows its staff to gain more rewards through performing with more efforts (Kehoe
and Wright, 2013).
 Strength: Reward system proved beneficial for organisation and employees in gaining
desirable outcomes from employees by giving remuneration in best manner.
 Weakness: The major weakness that it divert attention of people from their working and
they not able to give their best.

4. Different Methods used in Human Resource practices.
TESCO is huge private sector within UK having above 360, 000 workers acr0oos world.
It have various stores ranging from small to large such as Tesco express sites to super stores.
From UK, they obtain about 86% of overall sales. Currently, they opened stores in U.S. So,
respective organisation required various individuals for its stores and off stores (3-recruitment-
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and-selection, 2019). For this they utilised several human resource practices which are discussed
underneath:
Workforce planning:
This is define as method to examine an entity's future requirements for human in terms of
numbers, places and competencies. It permit them in planning that how those requirements may
be fulfilled by recruitment and training (Noe and et. al., 2015). So, as TESCO are expanding the
requires to recruit people as per both food and non foods business parts. For instance, they used
various methods related to this some of them are discussed below: Planning process: For opening new stores as well as maintaining standards of consumer
services, they run its planning process every year from last week in February. Also, they
review its quarterly. Therefore, all these aids TESCO to get specific time as well as
flexibility for meeting their demands for workers.
 Job description and person specification: The job description and specification is an
essential methods of workforce planning as both facilitates the base for job
advertisements. At TESCO, these documents are combined and also it shows that how
job holders are fit within respective organisation. This aids them to hire appropriate staff
as certain benchmark for every job are facilitated.
Benefit for employee: Workforce planning proved beneficial for employee as they by
applying respective term can be able to acknowledge about their roles in proper
manner.
Benefit for employer: By using workforce planning employer can be able to allocate work in
proper manner that helps in gaining desirable outcomes from them.
Attracting and recruiting:
Recruitment includes grabbing the attention of proficient candidates for applying for
vacancies. So, TESCO advertise jobs in various ways and it also varies as per the availability of
job. So, some method of this are discussed below: Internal recruitment: The TESCO first seeks at their internal talent plant plan for filling
the vacant post. It is considered as procedures which lists out the recent staff seeking for
a move whether at similar level or on promotion. In case if there are not any suitable
candidates into its talent plan. So, they advertise the post internally on their intranet for at
least 2 weeks.
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 External recruitment: For this, TESCO advertise vacancies upon their websites
www.tesco- careers.com or on stores boards. So, the application are made online for
respective position . The selected applicants has to give interview scheduled through
attendance at assessment centre for final steps of selection procedures.
 Benefit for employee: The major benefit of attracting and recruiting that it helps to
employee that they can get one of best colleagues that also enhance their capabilities.
 Benefit for employers: It proved beneficial for employer in gaining best outcomes as
work assign to them in positive manner.
PART 2
1.Job specification
Job specification is considered as the competencies, skills as well as capabilities which
are needed to perform the jobs within entities (Noe and et. al., 2017). This coves aspects such as
work experiences, managerial experiences and others that may aids in attaining job objectives.
So, the
TESCO's HR manager formulate job specification for non food manager which are:
Job specification for Non Food manager
Job title Non Food manager
Qualification  Graduates in management.
 Post graduates in management.
Experiences At least 2 year and more.
Special attributes  Leadership skills.
 Operating skills.
Job Purpose  For driving improvement of business as well as performance within
non food areas.
 Developing as well as provide training to non food team for
providing customers an effective services.
Reporting to Store manager
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2.Interview Notes
Preparatory notes may be regarded as preparation that is done through person for
interview which will be equipped with various number of questions that will aids in assessing
candidates. So, the TESCO's HR manager have prepared some notes before taking applicants
interviews.
Candidate Name:
Essential Criteria
Educated to degree level or equivalent
Notes
Managerial experiences into verified work
atmosphere.
Appropriate experiences into non food
manager profile.
Effective operating skills
Strong leadership skills with the ability to lead
and trained team members.
Desirable Criteria Notes
Experienced into handling team and
customers issues at large scale entities.
Experienced in analysing consumers
feedbacks as well as trading patterns.
Ability to handling third party
merchandisers.
Above few vital points are described that an interviewer have to assess at the time of
taking interview of candidates for any desired job post.
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3.Job offer Letter
Job offer letter is regarded as a formal letter which states what job entails as well as what
the staff may expect from job. Moreover, it is contract that outline full role as well as
accountabilities of post and facilitates a timeline of employment (Owino and Kwasira, 2016).
Job offer letter
Dear candidate,
I am very pleased to inform you that you are selected for the post you applied for in TESCO.
You are going to join us from 13th January, 2020 with remuneration of £ 25, 000 plus
incentives will be provided based on you performance. It is a full time job position of 5 days
working in a week. So, please bring original document with its 2 photo copy for official
purpose. For further queries , please contact to HR of TESCO.
Yours faithfully,
HR manager
TESCO.
Person Specification
Person Specification
 Post: Non food Manager
 Key: It states what is needed as a proof in order to go through procedure of recruitment.
(A) : Application form, (I) : Interview, (R) : Role
Attributes Essential Desirable
Qualification &
Experience
 Graduates in management.
 Post graduates in
management.
 2 Years of experience
 Experience of meeting
customer services
 Handling queries of customer
in a proper manner.
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Skills or
Abilities
 Leadership skills.
 Operating skills.
 Implement business
operations effectively.
 Ability to Motivate others
4.Evaluation of Processes & rationale of HR practices
The human resource department is rapidly emerging within both small and large entities.
So, this is vital for TESCO to assess the rationale to conduct effective HR practices such as work
force planning and others. These practices are adapted through them to develops staff motivated
towards its task as well as aids entities towards accomplishment of its objectives. Respective
organisation have to perform staff interview efficaciously so that proficient staff may be chosen
as well as proper training have to be rendered for maintaining the personnel quality into entities
for longer duration. Thus, a human resource audit is performed, this is an comprehensive method
for reviewing recent human resource process as well as finds the requirement for development of
appropriate human resource practices within TESCO.
5.Effectiveness of Employee Relations
Within all entities, this is vital for human resource management to maintain an effectual
relation among staff as well as employer. Employee relation is regarded as process which is used
through administration in order to formed better relationship with its employees. Some
approaches which may be adopted through TESCO's HR manager for knowing the effectiveness
of staff relation are discussed below: Sociological approach: It is regarded as staff relation approach which states that there
are many staff who are performing into entities for various conceptions, backgrounds and
others. Whole these differences creates conflicts and issues within workplace (Paillé and
et. al., 2014). For instance, manager have to perform modification in its attitudes so that
effectual relation with staff are developed in future.
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◦ Effectiveness: These kinds of relations are vital element into workplace. Through
developing effectual relationship with staff efficacious relation TESCO's manager can
able to attain objectives in simple way. For instance, they has to make various
policies such as flexible working hours and others.
Employee engagement:
This is regarded as the situation where staff are engages into its work. It will contribute
towards organisational success through optimal usages of resources and time in order to enhance
productivity. Moreover, it is an extent which increases the dedication level of staff towards firm's
objectives. So, approaches and effectiveness are discussed below: Motivational approach: This is regarded as vital approach as it aids manager in forming
coordination among staff members so that works can be accomplished on time. Staff at
work may be motivated by accomplishing their needs (Shaw, Park and Kim, 2013).
Where as efficacious style of leadership can be used by respective organisation manager
to engaged workers into day to day practices.
To understand the employees motivation level it is very much potential to use one of best
theory and practice that are as follows:
Physiological needs: In respective needs consist of basic human needs such as food,
shelter and clothing.
Safety needs: In respective needs consist of personal security, employment, resources
adn health that is very much potential for an individual to give one of their best efforts.
Love and belongingness: In respective needs consist of friendship, intimacy and sense of
belongings that helps to create relationship with employees so that best outcomes should
be achieved.
Esteem: In respect needs consist of respect, self esteem and status is very important to
motivate employees.
Self actualization needs: In respective needs consist of needs to become lead others. In
respect of organisation it is very potential to evaluate class and desire of employees to
serve them accordingly.
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◦ Effectiveness: It aids TESCO's manager to minimise unnecessary practices from task
which increases staff motivational level. Moreover, this assists them to formulate
decision for attaining profitability.
6.Employee legislation within the organisation
Employment legislation is regarded as the regulation where an entities have to perform its
practices and also these laws have affects upon TESCO's human resource decision making. So,
some legislation that respective firm have to comply are discussed underneath:
 Equal pay act, 1970: It is regarded as legislation which is formed for reducing
discrimination among staff members into entities. It describes that employees either male
or female have to be paid equally based on its accountabilities as well as performance
within TESCO. This impact its HR decision-making as they cannot able to effective
decisions related to staff remuneration. In respect of TESCO, this is vital them to follow
this legislation that supports them in improving outputs for firms for taking appropriate
decisions.
 Employment rights act, 1996: This is regarded as legislation that involves various
aspects of relationship like terminations, leaves and others. This act also renders wages as
well as payment protection. In addition to this, the remedial practices in respect of
unethical dismissal is also involved through this act under discussion. It is the legislation
which affects the TESCO's HR decision making during development of strategies as well
as policies associated with appraisal.
7.How employee relations & employment legislation helps in meeting business objectives
Employee relation is regarded as an efforts for maintaining relationship among employers
as well as staff. Firms with efficacious staff's relationship session render consistent treatment t
overall staff members so that they will be involved towards their works as well as loyal with
entities (Prashanthi, 2013). The main intent of workers relationship is to enhance employers and
staff relation through finding as well as resolving the issues at work area, evaluating staff morale
and satisfaction and rendering support to administration. In case relationship of both workers and
employers are better then this will aids TESCO's HR manager to develop effective decisions as
by this they may able to solve disputes and whole will accomplish objectives effectively.
Employment legislation is regarded as regulation that governs employment into task with
very individuals who perform there. This is vital as it protect staff from unethical practices
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performed through its employers. Few legislation like equal pay, employment rights and others
affects TESCO's HR decision making as they formulate decision related to development of
strategies as well as policies associated with appraisal, rendering bonus and so on. Therefore, all
these assists them to attain goals effectively and efficiently.
CONCLUSION
As per the above report, this have been concluded that human resource management
plays vital role in entities as its main intent is to manage the people within firms. Moreover, it is
also helpful for maintaining the relationship among staff members and engage them into day to
day practices which will outcomes in attaining organisational objectives effectively and
efficiently. Few legislation like equal pay, employment rights and others affects HR decision
making as they formulate decision related to development of strategies as well as policies
associated with appraisal, rendering bonus and so on.
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