Analyzing HRM Practices at Tesco: Effectiveness and Legal Impact

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco, a leading multinational retailer. It explores the purpose and functions of HRM in workforce planning and resourcing, highlighting how Tesco aligns its HRM strategies with business goals. The report examines the strengths and weaknesses of different approaches to selection and recruitment, discussing both internal and external methods. It also evaluates the benefits of various HRM practices, such as employee security, effective team management, and performance-based compensation, for both employees and the employer. Furthermore, the effectiveness of HR practices in achieving higher productivity is assessed, along with the importance of employee relations in decision-making. The report also analyzes key elements of employment legislation and their impact on HR decisions, and illustrates the application of HRM practices in a work-related context. This detailed overview provides valuable insights into Tesco's HRM strategies and their overall impact on the organization.

Human Resource Management

Contents
INTRODUCTION ..........................................................................................................................3
P1 Explain the purpose and function of human resource management that applicable to
workforce planning and resourcing TESCO. ..............................................................................3
P2 Describe the strength and weakness of different approaches to selection and recruitment. ..5
P3 Discuss about the benefits of different HRM practices within Tesco for both employee and
employer. ....................................................................................................................................7
P4 Evaluating the Effectiveness of different HR practices that helps in achieving higher
productivity..................................................................................................................................8
P5 Accessing the importance of employee relation that impacts upon the decision making......9
P6 Analysing the key elements of Employment legislation and its impact on the decision
making of the Human resource.................................................................................................11
P7 Application of HRM practices in Work related context.......................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is basically strategic approach to the effective management of
employee in the organization. HRM also helps the business to gain more competitive advantages.
Tesco is a British multinational general merchandise and grocery retailer of UK. It is one of the
largest retailer in world measured by its revenue generation.
This report will discuss about the function of HRM that applicable to workforce planning in
the organizations. Furthermore, Explain the strength and weakness of approach to selection and
recruitment process. It will discuss about the benefits of human resource practices within the
organization for both employee and employer. Moreover, it will evaluate the effectiveness of
various type of human resource practices in terms of increasing the productivity and profitability.
This report will discuss about the significance of employee relation and always HRM in decision
making. It also covers key element of employment legislation that impact on the decision making
of HRM. At last, it will illustrate the application of human resource practices in work related
context.
P1 Explain the purpose and function of human resource management that applicable to
workforce planning and resourcing TESCO.
Human resource management department is coordinated with the employee to achieve
the business goals and objectives, they always trying to fulfil needs and also maintain the
employee satisfaction (Amarakoon, Weerawardena and Verreynne, 2018). Human resource
department is playing important role in the organization for planning workforce and resourcing.
They always focused on the internal process of enterprises to maintain the coordination between
each other In Tesco, HR manager has planned to communicate with the employee to identify
their specific need and requirement. It is also monitoring the performance of each employee. It
also influences the other employee towards the goals and achievement. HRM has performed the
different functions in the organization to create a good environment and culture.

Purpose of HRM
The Purpose of human resource management is to prevent the issues that can happen
during business operations and functions. It helps to increase the performance of company by
investing money in the right candidates (Bailey and et.al., 2018). The purpose of HRM is to
established the good relationship with their employees and provide the better quality of facilities.
In this way, they are focused on their work to complete the task in effective manner. It is
directly interlinked with the profit rate and market share in global marketplace. HR Manager
plays important role in the organization to make complex decision regarding business
development and give the information about the policies or procedures related employees.
HRM Function
TESCO is the fastest growing organization always focus on the employee to provide the
better quality of services and facilities. HR function of Tesco which deals with concern that are
related the employee in the terms of performance, wellness, benefits and training or development
etc. There are some common functions of Human resource department in the organization.
Staffing Needs:
It is main function of HR manager to identify the need and requirement of employee for
particular job profile in the organization. They are planning to create the open position where any
people can apply on it. HR Manager has performed the task to determine the job duties and skill
level that required for suitable position (Berman and et.al., 2019). It is maintained the personnel
screen applicants by completing to check the overall reference, interviewing and administering
tests etc. It is also integrated to the termination of worker they can help to ensure that there are
no such laws were violated during the process.
Compensation and Benefits:
It is also another function of Human resource that can often to handle by HR manager
with the dual expertise. In TESCO, HR manager has set up the specific compensation structure
and benefits facilities to the employee. It is important functions of HR manager to give many
facilities and services related time flexibility, week off etc. on the other hand, it is performed the
function to coordinate with the other team to cover the health related problem and provide the
health insurance or medical facilities, retirement etc.

Training and Development:
Training and development is important function of Human resource to organize the
session where employee can participate to improve their skill and knowledge. TESCO is also
providing the leadership training that may require for staff members to develop their supervisor
skill or knowledge. It helps for business to increase the performance and efficiency of task
management. (Boon, Eckardt and Boselie, 2018).
In this way, HR Manager is identifying the strength and weakness of each employee and
also categories their work according to capabilities or abilities.
Law Compliance:
The Law Compliance is the most critical function of Human resource management. This
law will help the employee to compliant against the unfair employment practices at workplace.
In Tesco, HR manager must be included the employment law in their policies to provide equal
right of their employees. It is an essential part of business to manage their business operations
and functions.
P2 Describe the strength and weakness of different approaches to selection and recruitment.
Recruitment: Recruitment is a process of hiring the new candidates from internet and
external ways. This process is creating the job description of people and also set up the specific
skill which required for particular profile. It is the simplest process that just need to submit the
application without having so much demand of organization. The basic aim of recruitment to
create the job for large number of employees (Chelladurai and Kerwin, 2018
There are multiple forms of recruiting the candidate through internet. TESCO can be used
to conduct the recruitment process of accomplished online website. To keep up with maintain the
trends and start to use the online recruiting process. In this way, Candidates can fill the profiles
which available on the network and send back to the Human resource department.
Selection: Selection is also another process of recruiting to identify the skilled and
qualified candidates those who are suitable for particular job posting. For Example- Tesco must
invite the candidates to participate in the selection process for particular job position. This
process can occur after the reviewing the recruitment application and company does not identify
the right person of position.

A Systematic Approach to the Recruitment and selection
 Systematic approach is mainly developed the strategy for particular job posting when it
can possible due to the systematic recruitment and selection process (Gutierrez-Gutierrez,
BarralesMolina and Kaynak, 2018). This processes will help to identify the ideal skill and
knowledge require that help for organization to handle complex situation in effective
manner.
 A systematic approach is implementing legal policy and procedure begin with the
accurate job description details. It includes all information about the job aspects, task,
requirement of reporting and other supervisor responsibilities etc. It is important
approach in the selection and recruitment process to manage and control the recruitment
or selection process.
Strength:
Internal Recruitment process can be done through the transfer and promotions. Tesco has
provided the opportunities to their employee where they would switch from one job to another. It
is very cost effective and boost the moral or ethical value of employees.
 The strength of selection and recruitment approach is that when TESCO are trying to hire
skilled candidates that support to the business activities.
 The recruitment process always influences the new candidates and increase the chances
of successfully completed the process.
 The strength of recruitment and selection process to find the suitable candidates for
particular job posting.
 Organization can use the internet to conduct the recruitment process so that as more
candidates apply for the open positions and choose the most qualified candidate.
Weakness:
 External Recruitment process is hiring the best qualified employee for job opening in
proper manner. This process will help to eliminate the problem but it is very time
consuming and expensive. (Longoni, Luzzini and Guerci,2018).
 This process has been used the artificial intelligence software to screen the new
candidates but it is not perfect in proper manner. It has chances to lose the potential
candidates that would be perfect for job position.

 Sometimes, software might be disqualified the job seeker due to simple mistakes and not
mention the accurate information.
 The problem is that when Tesco have made the selection process which are too
complicated and not focused on the right priorities. Many Recruiters are focused on the
wedding candidate those who are not perfect match for organization culture.
 The organization don’t have standard and consistent interview process of all candidates
when it comes during the selection process. During selection. They are not comparing
and putting wrong questions.
P3 Discuss about the benefits of different HRM practices within Tesco for both employee and
employer
Human Resource Management process is basically set up the specific practices and perform
action to work in properly. In TESCO, Human Resource Manager made some policies and
procedure that should align with the enterprise strategy. HR Manager is performing the activity
that support the TESCO in reaching towards the competitive advantage. There are different types
of Human resource practices presented below:
Provide Security to employees
Human Resource practices are including the employment security which is the most
important factor. TESCO also providing the Security to their employee by implementing
legislation in the organization. Employer who enable the worker to give facilities and services
themselves and their family (Meyer and Xin, 2018). Employment security enables employee to
go home after completing their work. At workplace, they are providing facilities when employee
can focus on the specific goals and objectives.
Employment security is also benefits for organization because it helps them to retain the
people. In TESCO, HR manager were invested money in training, selection and development.
Select the right candidates
It is another HR practice when the organization is hired the efficient employee those who
add more values. Tesco do the best way to hire the exceptional people because they add more
value in business development. It is beneficial for both employer and employee because
employee can put some efforts to improve the skill and knowledge. It useful for business to
increase the profitability and productivity in global marketplace. It helps to increase the
competitive advantages.

Self-Management and Effective team
In TESCO, Teamwork is a crucial part of organization that help to achieve the specific
goals and objectives. It has required to build the high performance team that will put more efforts
and implement innovative idea in growth and development. Team always provide the value
because it consists of people those who are thinking differently but working on same objective.
Performance Based Compensation
It is also known as contingent compensation which is the best practices of human
resource management. It has everything about the benefits and compensations. TESCO will hire
the right person and they want to compensate them above average. People are added more value
in the business process to increase the performance and efficiency (Longoni, Luzzini and Guerci,
2018). In this way, it shows the HR practices to work together and provide more values. TESCO
has provided the individual reward and incentive as per performance outcomes which help to
increase the business production and sales. It is beneficial for both employer and employee to
maintain or control the performance based compensation in proper manner.
P4 Evaluating the Effectiveness of different HR practices that helps in achieving higher
productivity
Human resource management of the company handles many different types of activities
and tasks which helps in maintaining the positive environment as well as motivated workforce
within the organization (Adjibolosoo, 2018). There are some effective means available to every
business in order to improve the productivity and profitability of the firm therefore, the Effective
HR strategies can help the business to increase the productivity of the employees. As the
effective HR strategy is mainly focused towards the strong tactics which are aimed at
accomplishing the main objectives of the firm. Human Resource department mainly follows
different types of roles and responsibilities as the HR manager is responsible for bringing the
fresh talent to the company as well as promoting the existing employees. Evaluating an HR
management plan for the success includes recruitment policies, hiring process, training and
development of the employees in order to strengthen the workforce of the Tesco Plc.
Effectiveness of different HRM practices are as follows:
Training and development
This is one of the most important function of the HRM as it allows the growth and
development of the individual. Human Resource manager of the Tesco Plc is responsible for the

training and development of the staff members (Banfield, Kay and Royles, 2018). This practice
helps in developing the skills among the employees which helps in enhancing the productivity as
well as profitability of the firm. The effective implementation of the Training and development
programs within the firm helps in improving the skills of the employees which results in
increased individual performance and hence contributes towards the increased profitability of the
Tesco Plc.
Recruitment and selection
This practice of the Human Resource management allows the company to recruit the best
and fresh talent within the firm. Human resource is responsible for selection of the candidate at
the correct vacant position of the company on the basis of the required skills and qualifications.
Effectiveness in selection and recruitment of the employees as well as placing them at the right
position helps in promoting the great talent within the company and thus it engages the
employees towards the increased productivity which contributes towards the higher profitability
of the firm.
Incentives
In Tesco Plc, the employees engage themselves in higher productivity as they motivated
to achieve more incentives. This Practice of the HRM allows the employees to contribute their
maximum efforts in order to get the extra monetary benefits from the organization (Boon and
et.al., 2018). It is one of the common practice of the HR manager in order to engage the
employees towards the higher productivity which leads to the maximum profitability of the firm.
Strategic Management
Human Resource manager of the Tesco Plc is involved in the strategies formulation so as
to engage the employees towards the main operations of the company. These strategies are
mainly aimed at increasing the profitability which in turn produces the higher profitability within
the organisation. Along with this strategy may include the rewards and benefits to the employees
in order to keep them motivated towards the main operations of the company.
P5 Accessing the importance of employee relation that impacts upon the decision making
Staff members of the organization are one of the main aspects who helps the company in
delivering the desired output. Therefore, Maintaining the healthy employee relation in an
organization is a pre-requisite for the success of the Tesco Plc. Human satisfaction and strong
employee relations are required for the higher productivity within the firm. Employee relations

are mainly concerned with the healthy and safe environment at workplace so that staff member
stay focussed towards the main objectives of the company. Also, Good employee relation derives
the positive environment which allow them to feel great and valuable in an organization which
result in their long term retention. Employee relation is very important within the business as it
helps in developing the motivation among employees which derives the motivated and satisfied
staff. Satisfaction among the employees brings their optimum efforts to the success of the
company (Brockbank and et.al., 2018). Therefore, it is very important to satisfy the workforce of
the Tesco, Plc.
Although, There are various internal as well as external factors which may impact on the
decision making of the managers. Internal issues are those which directly impacts on the overall
performance of the Tesco Plc. On the other hand, external factors are associated with the
political, legal and governmental issues which influence on the operations of the company and
thus it impacts on the overall profitability of the business. The importance of the employee
relation which influence the Decision-making of the HRM are as follows:
Employee discipline
The equal and fair treatment with the employees at the same position cannot bring the
conflict within the firm. Along with this if the company follows the systematic instruction or
command hierarchy then it helps in achieving the discipline among the employees. However,
lack of discipline among the employees brings the negative environment at workplace and thus it
may effect the decision making of the Human Resource department (Chelladurai and Kerwin,
2018). Therefore, lack of Discipline among staff may results in the strict rules and policies
within the organization.
Employee Grievance
As the employees expect from the management to provide them a safe working
environment, fair treatment, proper incentives, participation in decision which derives the feeling
of satisfaction among them. Thus management need to treat all the employees as equal. Also, it
cannot promote the politics and favouritism within the Tesco Plc. So if the failure of the
management to meet such expectations of the employees leads to the ineffective and negative
environment at workplace and thus it will decrease the efficient and productivity of the
employees towards the main operations of the company. HRM need to ask to the employees for
the suggestions or any issues that need to be resolved soon (Gutierrez-Gutierrez, Barrales-Molina

and Kaynak, 2018). It makes the employee feel valued and thus it impacts on the decision
making of the HRM.
Employee stress
This problem of stress can be raised due to the excessive workload, work pressure, lack
of promotional activities. Therefore, it may lead to the ineffective negative behaviour of the
employee and thus it impacts on the retention of the employees. So it effect the decision making
of the Human Resource department to take the decisions regarding the creation of the positive
environment at workplace. So the Human Resource manager need to promote the effective
performance of the employees by appreciation and making them feel that they are one of the
important resource of the Tesco Plc. Therefore the Human resource manager need to restructure
the policies and start communication with the staff members in order to maintain the good
relations with the staff.
P6 Analysing the key elements of Employment legislation and its impact on the decision making
of the Human resource
Employment legislation is the law that governs the employment within the workplace
with everyone who works in an corporatisation. The terms and conditions that are followed by
the employers, employees and unions who are directly inter related with the business functions.
Employment law helps in protecting the employee rights which resulted in a series of laws that
millions of people relay on to this day (Olson And te.al., 2018). These law also offers a
protection for the minors as well as employees regarding the workplace safety, health coverage
at workplace, social security, leaves etc. such employment laws are described below:
Labour Law
This law is aimed at protecting the rights of the labour regarding the wages or other
employment related responsibilities. If the employee feel that the company is taking the
advantages of the efforts and paying less as per the labour law of the country then Under the
National Labour relation Act, various legal norms are discussed regarding the working hours and
wages of the employee.
Whistle-blower protections
This law helps in protecting the rights of the employees at the workplace, as if the
employee feel tortured or harassed then it is is defined under this act. The employee have the
rights to take the actions regarding such behaviour at the workplace.

Employee right Act
Employment contracts legally binding on both the employer and the employee to serve
and protect each other's rights and responsibilities (Stewart and Brown, 2019). Under the
employment Right Act of 1996, all the employees are entitled to a written statement within the
two months of their joining in the company.
Workplace safety
Health and safety at work Act 1974 is the main legislation which have covered the health
and safety concerns of the employees. Under this legislation the employees are obliged to
safeguard health and safety for the welfare of the people present at the workplace.
P7 Application of HRM practices in Work related context
1. The Job specification
JOB DESCRIPTION
Position Title: Human Resource Assistant
Job Title Description: Human Resource Manager
Direct Reports by: Junior and senior office assistant, Administration, HR planning and
development officer
Reports to: Chief Executive Officer
Department: Human Resource Department
Location: Tesco Head office, UK
Communication: Good communication skills along with the employee relation skills that
allows in maintaining a positive environment at workplace. Proper and kind behaviour is
required so that any analogous situation can be handled effectively and efficiently at
workplace. Also, abilities to communicate with the peers as well as supervisors in order to
establish a good relationship with the staff members.
Job Purpose: To provide an effective and efficient Human resource services within the
corporation. Conflict management skills and better consultant services to the staff members of
the company. Also proper resolution of the queries and grievances of the staff within the firm.
The main purpose is to select and recruited the rights person for the correct vacant position and
place within the company.
Essential roles responsibilities: Coordination of all the selection and recruitment activities
such as processing applications, short-listing the names of the candidates for the Personal
interview. Updating the spreadsheet activities, preparation of the interview letters and
coordinating the interview schedules with the applicants. Asking the candidates about the
vacancies and their skills which meets the vacant position within the firm.
After selection and recruitment, coordinating with the learning and development team
in order to train the new joiners about the policies and working procedures of the company.
Coordinating with the health and safety in order to introduce the new employees with
the staff members of the company. Effective communication with the staff in order resolve
each and every query of the employees regarding their grievances to the payslips which are
been credited into their accounts in every month. Better consultant advice to the employees of