HND Business HRM Practices Report: Tesco Case Study

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a multinational grocery retailer. It explores the role of workplace representation, employee relations, and the relevance of employment legislation. The report identifies key employment legislation relevant to Tesco, including equal opportunities, data protection, and health and safety. It includes HRM documentation such as job specifications, job advertisements, and interview checklists. The analysis highlights the importance of employee relations, including employment legislation compliance, in effective recruitment and selection practices. The report concludes by emphasizing the crucial role of HRM in fostering a positive work environment, attracting quality candidates, and contributing to organizational performance and productivity. The report is supported by references to academic sources, providing a well-rounded perspective on the topic.

HRM practices in
your own
organisation or place
of work

INTRODUCTION
Human resources are an essential part of an organisation that assist in providing
contribution in business success and growth (Armstrong and Taylor, 2014). Major
responsibility of this department is to recruitment, selection, staffing, employee retention,
orientation, training and development etc. This report is based on Tesco which is a British
multinational grocery and general merchandise retailer based on UK. This report includes
Employee Relations & Employment Legislation practices as well as different workplace
HRM practices.
MAIN BODY
Identify the role of workplace representation in your organisation and analyse the relevance
of employee relations to human resource management.
In an organisation, it is required for management to implement several approaches
through which they can enhance employee relation in effective manner (Bratton and Gold,
2017). In this process, HR play an essential role to influence employee attitude as by
implementing several activities as by managing changes in organisational policies,
developing workplace culture and many more. In context of Tesco, it is required for HR
manager to implement several strategies through which they can enhance employee relation
in more effective and efficient manner. There are some aspects of improving employee
relations and employee engagement in positive manner are determine below as:
Promote positive behaviour: In Tesco, HR manager pay their maximum attention
toward developing positive relationship between employees in order to promote positive
behaviour easily. Thus, HR manager of Tesco implements sociological approach in which
they allowing comfortable working practices for their workers. Main reason behind
implementing this approach is to increase employee’s interest towards their work without
making them pressurised. In Tesco, HR manager always promote positive attitude in order to
maintain a positive relationship between employees and employer. All these business tactics
assist in developing employee’s consideration towards their work and other employees in an
effective manner.
Develop workplace culture: In Tesco, HR manager majorly focuses to develop an
organisational culture for their employees to work effectively. For this HR manager
implements collaboration working practices at their workplaces in which they develop a

collaboration between each department of their organisations. Through this, they can develop
a positive employee engagement approach in which each individual can feel free to work
with other employee. These kind of working strategies assist in solving workplace issues and
hurdles by maintaining positive employee relationship. A positive workplace culture aid in
maximising business productivity and profitability at a same time.
Conflict resolution: In an organisation, senior employees needs to implement
strategic solution to reduce workplace conflicts easily (Brewster and Hegewisch, 2017). The
manager of Tesco, pay their maximum attention to develop good relations between
employees and employer. Therefore, they promote transparency in the firm through which
employee feel free to share their issues and problems with their subordinates and senior
employees. A good relationship between employee and employer aids to recognise each other
and make them comfortable with each other. This procedure helps in maintaining a good
working environment that reduces conflicts and work based issues easily.
Identify key employment legislation relevant to your organisation
Employee legislation belongs to a framework which govern by government of a
country in order to protect employee’s right at workplace. In Tesco, HR manager implement
some legislations that aid to save right of their worker effectively as:
Equal Opportunities: In Tesco, HR manager implement equal opportunity act
appropriately that encourage the elimination of discrimination, victimisation, sexual
harassment and their causes at workplace. Thus, in Tesco HR manger provide equal
opportunity to their each employee in order to develop positive workplace culture under
government rules and regulations.
Data Protection: According to this act, employer needs to protect data and personal
information of their employees. Thus, in Tesco HR manager pay their maximum attention to
make data and information safe of their employees.
Health and Safety: According to this act, employer must protect the health, safety
and welfare at workplace of all their employees (Briscoe, Tarique and Schuler, 2012). In
Tesco, HR manager encourage enforcement of workplace health, safety and welfare so that
they can retain their employee for a long term duration easily. All these practices assist in
employee motivation as well as make them dedicated towards their work ad workplace
responsibilities.

Employment Contracts: This act is basically peremptory, obligatory by nature. In
Tesco, HR manager implement employment contract that consider all the regulation and rules
related to employee’s job. On this contract, employer and employee needs to be agree at the
same time otherwise a collective contract can be dismissed.
HRM documentation
A job and a person specification
Job Specification
Company: Tesco
Job Role: Marketing Manager
Department: Marketing
Salary: Negotiable
Job Type: Full-time
Location: London, United Kingdom
Job Specifications
 Working closely with the product development team in order to manage the
development of new products
 Develop overall strategies for the execution of plans for existing products
 Managing launch and operation of various marketing campaigns
Job Responsibilities
 Produce content that is valuable and engaging for the company website as well as
blog in order to attract more customers
 Build healthy relationships with suppliers and clients
 Prepare and monitor marketing budget on an annual basis and therefore, allocate
funds effectively
Interested candidates are required to share their CVs at [e-mail] or
contact on +06540219.
Thanks,
Ms. XYZ
HR Manager, Tesco

London, United Kingdom
+06540219
Job advertisement
Tesco
Tesco is currently looking for a Marketing Manager who must be graduate or masters
having 10 years of experience in the marketing field. International Marketing field would
be an addition. Must be excellent in verbal and written communication and internet savvy.
Salary based on experience and quality of English. Interested candidates can send their
curriculum vitae at [e-mail].
Interview checklist
An interview checklist outlines what a potential candidate is required to do during the
interview process (Kehoe and Wright, 2013). Having an interview checklist can keep the
candidate, client and employer on track during the process It is also important for consistency
between the candidates who apply for a job at a company.
Interview Checklist
 Analysing the job description
 Research about the company
 Prepare the most commonly asked interview questions
 Basic interview etiquette
 What questions to ask at the end of the interview
 How any questions to ask at the end of the interview
 Gather everything that is required for the interview
Relevance of employee relations, including employment legislation compliance, to effective
recruitment and selection practices in your organisation
Employee relations refer to the efforts that are made by an organization to manage the
relationships between employers as well as employees. Tesco is an organization that has
positive employee relations which means that it treats all its employees in a fair and equal
manner. The main purpose of the company behind doing this is to strengthen the overall

relationships among the employer as well as employee (Kim, 2012). The legal framework of
employment legislation compliance is also followed in the company during the treatment of
employees. This helps Tesco in recruiting the right people who are qualified and have the
right experience. Once candidates are recruited, they are provided effective training in order
to understand how the company works and acquire required skills.
CONCLUSION
From the above report, it can be concluded that Human Resources plays an important
within an organization. The department is responsible for maintaining healthy relations
among employers and employees which leads to a positive environment at the workplace.
Apart from this, human resources management ensures that quality candidates are hired for
the company and motivate individuals to enhance their careers. This contributes to the overall
performance as well as productivity of the organizations.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2).
pp.366-391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.