Human Resource Management Report: Tesco PLC HRM Practices Analysis

This report provides a detailed analysis of Human Resource Management (HRM) practices, focusing on their application within Tesco PLC. It begins by outlining the core functions of HRM, including workforce planning, recruitment, selection, training and development, compensation, and employee relations. The report then delves into the strengths and weaknesses of different recruitment and selection approaches, comparing internal and external recruitment methods, as well as systematic and unsystematic selection processes. Furthermore, it examines the benefits of various HRM practices for both employers and employees, evaluating their effectiveness in raising organizational profit and productivity. The report also discusses the significance of employee relations in influencing HRM decision-making, and the impact of employment legislation. Specific examples are used to illustrate the application of HRM practices in a work-related context, providing a comprehensive overview of the subject. This report aims to provide a comprehensive understanding of the critical role HRM plays in organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
HUMAN RESOURCE MANAGEMENT.......................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
P2.Explain strength and weaknesses of different approaches to recruitment and selection . 2
TASK 2............................................................................................................................................4
P3.Explain the benefits of different HRM practices within an organisation for both the
employer and employee..........................................................................................................4
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................5
TASK 3............................................................................................................................................6
P5 Significance of employee relations in respect to influencing HRM decision making......6
P6 Key elements of employment legislation and the impact it has upon HRM decision making
................................................................................................................................................7
TASK 4............................................................................................................................................7
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.................................................................................................................................7
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management is a management practice of managing the personnel of an
organisations to gain an effective competitive advantage. It is a process of recruiting, selecting,
transmission of training and development and providing orientation to the staff of a business to
achieve the long term vision of the firm. In this report, the chosen association is Tesco PLC. It is
one of the biggest grocery retailer and a multinational company . This company serves shoppers
a little better every day. In this respective report, the areas which the firm is going to focus are
different functions and practices of human resource management, strength and weaknesses of
recruitment and selection and employee relations. At last it describes about the significance of
employee relations and legislation over decision making.
TASK 1
P1.Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation.
Human resource management includes hiring and evolution of worker so that these can
be proved more valuable to the organisation. The company needs to establish this in order to
identify the right candidate for the right job and to deal with the jobs and the job holders so that
there is an increment in their productivity and effectiveness to work within the organisation.
The HR manager of Tesco must focus on different functions which are as follows :
 Training and development programmes : In order to make them aware about the
working environment and making them familiar to the workplace so that to increase the
skills and performance of the employee's (Noe, and et. al., 2017). The HR manager of
Tesco needs to focus more on this function as this will lead the employees to increase
their level to perform.
 Recruitment and selection : This is the core function of the HR manager. This will helps
them in screening the person and selecting the right person at right time with the required
skills to perform a particular task. By proper recruitment and selection process the HR
manager of Tesco may have highly skilled labour who can increase the profitability and
productivity.
 Compensation and benefits : The HR manager of Tesco is required to have good
compensations and benefits policies which can drive the personnel to work in the
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organisation with positive morale and can also enhance the performance of the
employees.
 Maintaining employers and employees relation : HR managers of Tesco are required
to focus on both employee's as well as employer as to establish a healthier relations
which will help them in reduction of conflicts in the organisations and managing a
relations legally and effectively(Jiang and et. al., 2012).
 Performance appraisal : This is the core function for the organisation, it is done to
access the performance level of the employee in the organisation. The HR manager of
Tesco needs to develop some performance standard so that it would help them in
comparing the actual performance to the targeted standard and will also allow them to
focus on differences.
Purpose:- Human resource departments are established with a purpose to ensure that all the
business activities are carried out in an effective and systematic manner in order to maximise the
productivity and to gain competitive advantages.
 Law compliances:- The main purpose of Human resource manager is to ensure that each
activity must be performed by considering all the legislations and legal standards in order
to avoid any kind of legal agreement. The HR manager of Tesco must have a complete
knowledge of laws and regulation related with work so that effective manpower planning
can be made by considering all the enact formulated by government.
Performance appraisal:-HR managers of the departments should focus on identifying the
performance of the employee's to analyse the performance gap . The HR manager of Tesco must
regularly evaluate the performance of its employees so that to identify the gap between the
targeted standard and the actual performance and than rectifying those to increase the efficiency
of performance.
P2.Explain strength and weaknesses of different approaches to recruitment and selection .
Recruitment and selections are the internal process of the organisation . These are the
most crucial functions which are performed within the organisation. Recruitment and selections
are basically concerned with the hiring of most suitable candidates for the required job.
Recruitment : It refers to the process of inviting an applicants to apply for the job by
advertising about the jobs role. It is the most suitable approach used by the organisation for
establishing the relationship between employer and applicants(Jackson and Jiang, 2014).
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The process of recruitment is basically performed by the 2 approaches these are as follows:
Internal recruitment : It is the process of hiring the candidates from within the
organisation only The HR manager of Tesco will focus within the organisation to full fill the
vacant position by promoting an existing employee to the higher position with some amounts of
power and authority. Some internal recruitment techniques are promotion and transfer.
Strength Weakness
 Internal recruitment is less risky and is
the most cheapest method it allows the
manager to know exactly what talent
or skills they are getting.
This process of recruitment limits the choices
of talents and would also increase the level of
conflicts among the existing employees.
External recruitment : It is the process which will allow the HR manager of Tesco to
hire the candidates from outside the organisation , this involves extracting the fresh talents with
updated skills and knowledge about the new technologies.
Strength Weaknesses
Hiring the new talents from outside the
organisation may allow the HR manager of
Tesco to look the key player to make
competition easier (Purce, 2014).
It may lower the morale of existing
employees and may cost higher for recruiting a
employee's.
Selection : It is the process of selecting the most suitable applicants with the required
skills for the job and their capabilities after conducting all the phases of tests. The HR manager
of Tesco will look towards the two approaches:
Systematic approach : It is the process of hiring a candidates after laying down through
a series of procedures and choosing the best out of the rest.
Strength Weaknesses
It is the most suitable and reliable approach of
selecting a candidate without being biased.
It involves large amount of cost to carry out a
selection function of a candidates.
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Unsystematic approach : This does not involve a series of step to hire a person , here the
candidates are selected randomly and after selecting their skills and capabilities are compared
with the capabilities required to fill the vacancy (Daley, 2012).
Strength Weakness
It is less cost and time consuming approach to
fill the vacant position.
The candidates selected with the help of these
approach are not always the suitable one as the
deserving talent remains untouched by the
company.
TASK 2
P3.Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
The HR manager of the Tesco perform several functions to increase the productivity and
efficiency of both the employee and the employer in order to achieve both organisational as well
as individual's goals. The benefits of HRM practices for both employee and employer are as
follows-
HRM practices Employer Employee's
Training and development Providing proper training and
development programmes
support the employer of Tesco
in increasing the productivity
and efficiency of workforce to
achieve the organisational
goals.
Providing proper training and
development to the employee
of the Tesco will increase their
skills and knowledge regarding
the work for which they have
been hired.
Recruitment and selection Recruiting a well deserve
employees would help the
manager of Tesco n forming
highly skilled workforce and
Recruitment involves inviting
a candidates . If the manager of
Tesco work with the internal
recruitment process it will
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provides them with the best
competitive advantages.
bring the opportunity for the
existing employee towards
growth, transfers and
promotions .
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
In every organisation HRM practices plays an important role for the both employer and
employee. An effective human resource management practices like training and development,
employee empowerment, appraisal system and many others practices are responsible for success
of a firm on employee retention(Kehoe and Wright, 2013). These practices play an influential
role in motivating employees to exhibit supported attitude and behaviours, so the company can
achieve their goals and targets easily. In relation to Tesco, HRM practices help them to
encourage team responsibilities, great operating environment, enhance organisational culture,
and help them to build relationship between the employer and employees. There are various
HRM practices which are followed by Tesco to keep their employee motivated and focused
towards the organisational goals. These practices are described below:-
 Recruitment and selection – It is the main procedure in any organisation in which a
company needs to select suitable employee to fill recruitment needs. It is the process of
attracting, assessing, and hiring employees for companies(Vaiman, Scullion and Collings,
2012).Tesco need to hire those people who are loyal, skilled, confident, talented, and
adaptable which can lead them towards higher position. The talent and skilled employees
always try to satisfied their customers with their services which contributes in improving
overall performance of the organisation.
 Training and development – Training at present time a prime opportunity to increase
the knowledge of employees as well as increase the productivity of the organisation. In
context of Tesco, by providing better training to their employees they can increase their
productivity and profitability. This will help them to improve employees retention rates,
customers satisfaction, and creativity for new product ideas(Ployhart and et. al., 2014).
On the other hand, they should arrange some training and development programmes for
employees so they can use their enhancing skills and knowledge to increase the
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organisation production which leads them to succeed in the market and also increase their
profitability.
TASK 3
P5 Significance of employee relations in respect to influencing HRM decision making
In any organisation, Human resource management is responsible to take various decision
related to operations, legal responsibilities, employee relations, maintaining and development
and many others. One of the most important point which should be noticed by Human resource
department is that how they can establish their relations with the various departments and
employees of their organisation. It order to builtd a strong relationship with employers,
employee will be motivated to be more productive, more efficient, creative, loyal, and create less
conflicts. Furthermore, better relationship with employees also have impact on organisation
policies and decisions of HR manager as it has direct impact on the on the organisational culture
and employees performance(Al Ariss, Cascio and Paauwe, 2014). In context of Tesco, as it is a
multinational grocery in their organisation a range of employees are working so the HR manager
try to maintaining their relationship with its employees. If they are not able to maintain their
relationship with employees then they will not be able to take contribution of their employees
which results employees will react negatively over the decisions regarding the production. So,
Tesco needs to maintaining their relationship with the employees, there are various methods
which can adopt by Tesco to maintain their relationship with Tesco which are described below:-
 They need to maintain a continues interaction with employees, HR manager needs to
involves the employee's in decision making process. They should listen their employees
ideas, suggestions, and expectations from the organisation, which helps HR manager to
make their employees trust towards the organisation(Snell, Bohlander and Morris, 2015).
 Tesco should update their employees with their updated policies, procedures, and
decisions. This will keep the employees motivated and productive because they are well-
informed about their company's policies which make their interest in the company's
performance.
 Employees must be rewarded by HR manager over the extra work which done by them
with great efficiency to accomplish the organisational goals. It will help them to keep
motivated their employees towards the work.
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P6 Key elements of employment legislation and the impact it has upon HRM decision making
The human resource department is responsible to handle many necessary functions of any
business. HR department is only liable for making policies, business strategies regarding
production, and many others. In relation to Tesco, the HR manager have to complied all the
employment legislation at the time of decision making, otherwise it may totally change any
decision which are set by them. There are several employment legislation that should be
followed by the Tesco while decision making which is described below:-
 The fair labour standard act – This law helps in ensuring the employees to receive
minimum wage, overtime pay, record keeping, and protect them from child labour.
Implementation of this law helps to get motivated towards the organisation
objectives(Dries, 2013). This law has a great impact on the decision making of Tesco as
they have to conformable with applicable employments laws to avoid possible national
and vicious violations. But following this rule help them to get support their employees in
increase their productivity because employee is assuring about that they will receive fair
remuneration if respect of their efforts.
 Health and safety law – It is vital law in the workplace, as it ensures the employee that
they are safe in the organisation. Implementation of this law make employer responsible
for creating such an environment at workplace where employees can work without
having a fear of getting injured. In relation to Tesco, their decision making efficiency is
greatly influences by this law. As Tesco have to follow all the code of conducts which
have been defined under this law which is associated with safety failures(Stahl and et. al.,
2012). It also has positive impact on their organisation as it will help them to increase
their productivity.
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
Human resource manager is responsible for all the operational activities within the
organisation which are followed to achieve the objectives and goals of the organisation. There
are some major practices of HRM which are described below:-
JOB SPECIFICATION
Company Name: Tesco
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Job Designation: HR manager
Education: MBA in HR
Essential Criteria:
 Must able to planning, organising, and controlling the activities of the HR department.
 Must have knowledge about legislations and managerial concept.
 Must able to give advises to the management regarding to the complex situation and
battles.
Desirable Criteria:
 Experience of 2 years at-least.
 Best practices about leadership
 Effective communication skills
JOB DESCRIPTION
Company Name: Tesco
Department: HR executive
Job Designation: HR manager
Job Place: UK
Job summary
Company is searching for that candidate who is able to evaluates employee programs, give
ideas for making employee relations policies effective, and know about all the HR manager
practices.
Role:-
 Develop programs to increase overall employee satisfactions.
 Responsible for providing the employee better training session as per requirement of
them.
 Knowledge about all the laws related to organisational operations.
CURRICULUM VITAE
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Curriculum Vitae
Name:- Jackie John
Address:- 21 west side, London
Phone No:- 145265549
Career Objective: To secure a position in a reputable organisation where I can enhance my
knowledge and skills.
Education Qualification:-
 BBA
 MBA
Experience: 3 years working experience.
Declaration:
I hereby declare that all the above information shown by me is correct as per my knowledge.
Date:
Place:
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