Evaluating HRM Practices & Employee Relations at Tesco PLC

This report explores the application of Human Resource Management (HRM) practices within a work-related context, focusing on Tesco PLC as a case study. It illustrates HRM practices such as recruitment and selection, providing a rationale for their application and evaluating their influence on organizational decision-making. The report also examines employee relations and how HRM practices inform and influence decision-making within Tesco. It covers key HRM functions like recruitment, orientation, relationship maintenance, and training and development. The analysis includes a critical evaluation of employee relations and the impact of HRM practices on decision-making, emphasizing the strategic role of HRM in managing the organizational environment and culture. The report concludes with recommendations for improving HRM practices to enhance organizational efficiency and effectiveness.

Unit -3
Human Resource Management
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Contents
LO4 Apply Human Resource Management practice in a work related context....................3
P7 – Illustrate the application of HRM practices in a work- related context........................4
M5- Provide a rationale for the application of specific HRM practices in a work related
context.........................................................................................................................................6
D3 Critically evaluates employee relations and the application of HRM practices that
inform and influence decision-making in an organisational context.....................................8
Conclusion....................................................................................................................................10
Recommendations........................................................................................................................11
References.....................................................................................................................................13
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LO4 Apply Human Resource Management practice in a work related context.
Human resource management in an important factor of a business organisation. Business can
be built with capital and structure but business cannot be run without proper human
resource. In simple words, human resource management is the management of human
capital; use the proper human resource for achieving the predetermined goals of the
organisation. This assignment is related to the work of human resource management in
business practice and how human resource management influence the decision making in
organization. Every organization needs human resource managers for their business
working. Without proper maintenance of human capital none of the business organization
works properly. HR managers have lots of responsibilities – recruiting and selecting the new
employees, place right person at right place, distribute work according to their capabilities
and properly maintain the relationship between different employees. HR manager plays a
very crucial role in the organisation.
(Figure 1- Role of HRM)
(Source – By author)
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P7 – Illustrate the application of HRM practices in a work- related context.
A business organisation is run by the owner but organization is maintained and developed
by HR manager only. If the selection of HR manager is not properly then it may be possible
that there is no proper arrangement of human resource capital. HR manager can perform
many activities such as identifying the need of new recruitment, recruiting the new
employee as per the requirement, hiring right person at right place, distribute work among
employees and many more. Here is an example of recruitment and selection process of
Tesco Company. Tesco is an organisation which deals in grocery items and is a general
merchandise retailer. As Tesco is retail outlet so there is high number of employees is
required. Tesco has a proper process related to recruitment and selection. Recruitment may
be done in two ways – Internal recruitment and External recruitment. Process of recruitment
starts after proper analysing the various factors that – is actually required new employees?
Identify the selection procedure; select various tests which will conduct for the screening
etc. are the key elements which are required before recruiting and selecting the new
employee in the organisation.
Recruitment process of Tesco Plc.
(Figure2- Recruitment process)
(Source- By author)
Recruitment is the first step of appointing new employees in
the organisation. Recruiting simply means attracting people
to apply in that company for particular job. There are various steps involves in recruiting
process –
1) Recruiting planning
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This starts with the planning regarding vacant places and requirement of the new
employees. After analysing these factors HR manager has to draft the different
criteria for recruiting new employees – job specification, skills required, job
description and type of test conducted. Planning is base for recruitment process.
Recruiting managers have to decide in advance about what and how many employees
they needed. Recruitment notice is given in such a way so large number of
employees is attracted from the job profile and applies for the same.
2) Strategy Development –
In this step proper policies are made regarding the selection of a new candidate. This
is the stage where proper strategies are made for the recruitment. Policies are –
deciding the recruiting method that is internal recruitment or external recruitment,
area from where the candidates shall be searched.
3) Searching-
After making proper strategies implementation is done for searching the candidate.
In this step searching is done for the right candidate who is suitable for the vacant
place.
4) Screening-
Screening means shortlisting the selected candidates among all the applications
received. In this stage scrutinizing is done so the best candidates are selected from all
the applications.
5) Evaluation and control-
This is the last stage of recruitment process. This stage is very important for every
organisation. In this stage HR manager has to check the effectiveness of the
recruitment policy and evaluate the cost of advertisement, salaries of the interviewer
etc.
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M5- Provide a rationale for the application of specific HRM practices in a work related
context.
HRM is a very important for every organization. HR manager plays an important role in
maintaining the human capital in the organization. Here are some points which explain the
work of HRM that is beneficial for the organization.
 Human resource managers made the strategies and suggest them to the other
department of the organization so; they implied them and work properly.
 Human resource managers manages recruiting and selecting the candidates, provide
training programmes to new employees and maintain the proper relationship between
different aspects of the organisation.
 Human resources manager provides different managerial skills and advice to other
managers regarding the working of the organization so that work will do in that
context only. HR manager helps in the development of the business organization.
They prepare different strategies for the development of the employees as well as for
the organization.
 Its human resource managers responsibly to hire right person at right place so the
purpose of recruitment is fulfil. Human Resources managers have to evaluate the
various costs which used in conducting the various stages of recruitment and all the
expenses related to the recruiting and selection process.
 The process of applying and selecting the candidates become easier. The selection is
done after proper background checking (checking is done through social media,
references checking)
Some main functions which are followed by the human resource managers –
1) Recruitment and selection
This process is very important for every organization. With the help of this new
employees are recruiting in the organisation and selecting the candidate who
cracks all the levels of recruitment process.
2) Orientation –
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Orientation is a platform where new employees interact with the old one and
adjust with the work and working environment of the organization.
3) Maintain the relationship –
It is human resource manager’s responsibility to provide better environment in
the organisation and also to maintain the proper relationship between different
levels of the organisation.
4) Training and Development-
It is the HR manager’s duty to provide training to the new employees so they
work according to the environment of the organization.
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D3 Critically evaluates employee relations and the application of HRM practices that
inform and influence decision-making in an organisational context.
The employee relation basically refers the efforts of the organisation for managing the
relationships in between of employees and employers. A business with good employers and
employees is known as successful business empire. It reduced conflicts in between of
employees and employers helps in producing the better quality services and products for the
customers. It helps in satisfying the customer's towards the brand and the organisation
becomes helpful in increasing their goodwill into the target market. On the other hand, it
also helps the organisation's decision making to influence for taking more fruitful decisions
for the betterment of the future of the organisation.
(Image: HRM practices)
(Source: Robh., 2014)
 According to Bratton, et. al., (2017), the HRM practices such as recruiting and selection
helps the business in selecting the right candidates for the business. The qualified and
skilled people get selected by the human resource management which helps the organisation
to achieve their objectives.
 The practices of human resource management greatly influence the decision making of
organisations, as because the HRM department helps in training the people for their job
duties in a well-behaved manner. The Human resource management makes efforts for the
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development of the employees so that they can meet the organisational needs and demands
as well.
 Different kind of activities such as conducting the seminars, job fair also helps the
organisation in such a great full manner (Bratton, et. al., 2017).
 The different kind of issues of the employees like wellness, issues which are related to the
compensation and etc. get resolved by the human resource management. This process helps
in reducing the situation of the negativity of the business that helps in influencing the
decision making the process of the organisation in an attractive manner.
 The human resource management plays a very strategic role in the organisation by managing
the environment and culture of the association as same in managing the employees too.
 According to Banfield, et. al., (2018), the human resource management helps in planning,
designing and defining the work of Tesco to its employees, it helps in meeting the needs of
the organisation in such a great manner. It also helps in influencing the decision making of
the organisation very successfully.
 The human resource management helps in increasing the profitability and productivity of
the business in a perfect time frame, which helps the organisation in meeting their needs and
targets very efficiently.
 The human resource management is also responsible for optimizing the efficiency and
effectiveness of the employees, which proves very beneficial for influencing the decision
making of an organisation in the greater manner.
 The human resource management plans and conducts some get together parties, games and
reward sessions for the employees, which help them to know about each other.
 Different kind of activities by HRM helps in interacting the employees with each other.
Many of the times they share their ideas and thoughts for the better products and services.
This procedure also helps the organisation in taking the right decision for the betterment of
Tesco (Banfield, et. al., 2018).
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Conclusion
The study of human resource management focuses on the practices of this department for
improving the efficiency of the business. It includes various practices for the betterment of
products and services of the organisation. The evaluation of the process of recruitment and
selection, different HR practices which helps in increasing the efficiency of the business has
taken place in this study. The job specification for given positions has also included in this
report. The applications of the practices of HRM has also illustrated in this study in a well-
behaved manner. This study of human resource management also provides a rationale for
the activities of some specific practices of HRM. As same the evaluation of employee
relations and the practices of HRM which influences the decision making of the organisation
has also described in this study in an efficient manner. This study helps very greatly in
understanding the job responsibilities of the HRM for taking the business on top.
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Recommendations
The HR practices include so many activities such as recruitment and selection, training and
development, compensations and etc. The other practices like record keeping, labour law
compliance, relational assistance and handling the issues which are related to the
performance also get included in this process. According to Cascio, (2018), the human
resource management is responsible for administrating in nature, terminations, grievances of
documentation, absences, maintaining the reports of performances, the information of
benefits and many more other duties as well. The human resource management plays a most
important role in the success of the Tesco. HRM department takes care of all the needs and
requirement of this business and of the employees too. It makes sure that no one faces any
problem in achieving the objectives and goals of the business. The human resource
management is also responsible for the availability of the resources for accomplishing the
goals of the business (Cascio, 2018). There are some recommendations which are required
to follow by the human resource management for the betterment of the association. Some of
those recommendations are discussed below-
(Figure: Human Resource)
(Source: Robh, 2014)
 According to Brewster, et. al., (2017), in order to make the working environment interesting
and attractive it is very important to include some innovative ways by the human resource
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management so that the employees can feel happiness and interested to work with. For
achieving the goals of the business it is very important to motivate the employees. The
human resource management should conduct some seminars, fairs and etc. which can help
the employees to get motivated towards the Tesco.
 The employees who are lacking behind with their performances, and lacking behind with
their targets, the human resource management should conduct some training sessions or
information’s sessions in which the employees can become more knowledgeable to perform
well. This procedure will help the employees in achieving their goals in a successful manner
(Brewster, et. al., 2017).
 The employees who are facing some negative situation or environment, it is the
responsibility of the human resource management that to resolve their issue by hearing those
personally. Building up the trustful and faithful environment in the organisation is the main
responsibility of the human resource department.
 According to Chelladurai, et. al., (2017), the Human resource management should provide
some health and safety benefits to the employees. The employees who get injured by
working in the factory or any which ways in the premises, the free treatment from
organisations side should get provided to the employees. It helps in increasing the faith and
trust for the customer’s towards the organisation in a successful manner. This practice of
human resource management helps very positively to the business for reaching its goals. For
the betterment of the association & motivating the employees, some of the rewards and
bonus should get provided to the employees so that they can take interest in producing the
quality products and services with the efficiency (Chelladurai, et. al., 2012).
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References
 Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource
management. Oxford University Press.
 Bhattacharyya, B., 2017, 5 Major functions of human resources management, keka. 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.
 Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
 Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and
recreation. Human Kinetics.
 Ghalayini, Y.E., 2017, Human resource management practices and organizational
performance in public sector organization, Journal of Business Studies Quarterly,
Volume 8.
 Grange HR Consulting., 2014. HR Practices Audit [Online]. Available at:
https://www.grangehrconsulting.com.au/blog/hr-practices-audit [Accessed On: 23
March 2018] HR
 Robh., 2014. Best Human Resource (HR) Practices That Help Your Business Grow
[Online]. Available at: https://www.solidbusinesssolutions.com/hr-news/best-human-
resource-hr-practices-help-your-business-grow [Accessed On: 23 March 2018].
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