Human Resource Management Report: Tesco's HRM Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a multinational retailer. It begins by defining the functions and purposes of HRM, emphasizing its role in workforce planning and resourcing. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external sourcing. It explores the benefits of specific HRM practices, such as fair evaluation, work-life balance, and training and development, for both employees and employers. The report also examines the effectiveness of these practices in maximizing productivity and profit. Furthermore, it discusses the significance of employee relations in HRM decision-making and justifies the key elements of employee legislation and its impact on HRM. Finally, the report applies HRM practices in a work-related context, using examples to illustrate the concepts discussed. The report concludes with a summary of the key findings and recommendations for Tesco's HRM strategies.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Function and purpose of HRM which is applicable to workforce planning and resourcing
within the organisation................................................................................................................1
P2 Strength and weaknesses of various approaches to selection and recruitment......................3
TASK 2............................................................................................................................................5
P3 Benefits of several HRM practices within the company for employee and employer..........5
P4 Effectiveness of several HRM practices in order to maximise productivity and profit of an
organisation.................................................................................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employees relation in respect to affecting HRM decision-making................7
P6 Justify the key elements of employee legislation and has impact on the HRM decision
making.........................................................................................................................................8
TASK 4............................................................................................................................................9
P7 Application of human resource management practice in work related context by using
some particular examples............................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management refers to the different kind of operation within the
organisation which is mainly designed to enhance the working performance of employees in
order to achieve their desired goals in a proper manner. Along with this HRM is sort of process
in order to recruiting, selection of employees etc. it is also involves in several assessment such as
rewards and benefits, encouragement, performance appraisal, taking care of employee's safety in
order to fulfil their employee's requirement at proper manner. This present report is based on
Tesco was established in the year of 1919 by Jack Cohen which is the British multinational
general merchandise and groceries retailer and it is headquartered in Welwyn garden city
England UK (ALDamoe, Yazam and Ahmid, 2012). Apart from this, discussion will be made on
scope and purpose of HRM in order to fulfil business objectives and effectiveness of key
elements of HRM within the organisation. Internal and external factors that influence decision
making of human resource management includes in employment legislation and lastly, HRM
practices will get covered in this respective essay.
TASK 1
P1 Function and purpose of HRM which is applicable to workforce planning and resourcing
within the organisation.
In the present world, human resource management is very much important part of every
set of organisation which includes in the various kind of functions wherein, HR department play
many roles like recruiting, selecting, planning, hiring, training and developing the employee's
skills or knowledge in a proper way. With the help of this they can achieve their goals in a proper
way. There are lot of functions of HRM, those are listed below:
Functions of HRM
Recruitment and selection: It refers to the process of influencing people in order to hire
a good candidate for the specific job role in any organisation. In reference to the Tesco that has
main function to attract lots of people within the competitive environment in order to recruit and
select appropriate person or an individual properly. With the help of this manager of this
organisation can easily fulfil their applicant seats which maximises the firm's value and
productivity in a proper way.
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Planning: It is the main necessary and unique function within the HRM by which
manager's of an organisation is able to make effective strategies or plan to reduce the conflicts
from the comp[any. In context with the Tesco, they are applying this function on their
management tools by which they can develop good thoughts and ideas to achieve their goals and
objectives which increase the value of firm's in front of others.
Training and Development: This is also another effective function and best for making
HR practices in the companies because it helps them to chose their appropriate candidates and
build strong relationship with them. In reference to Tesco, they are giving different type of
training and development programmes to their employee's to encourage them in relation with
their work. As everyone knows that Tesco provide their products in the the country of UK to
achieve their goals. That's why employee's of this company should have effective skills and way
of talking so that people can get more confidence in a proper way. Therefore, This is very
effective or important function to trained employee's in a well manner.
Therefore, all these functions are applicable on the workforce planning in a proper
manner. On the basis of this Tesco is able to focus on their employee's as well as able to increase
their productivity in a better way (Bučiūnienė and Kazlauskaitė, 2012).
Purpose of HRM:
 Human resource department always manage and considered the process of section and
recruitment in order to achieve higher skilled workforce for the organisation. In reference
to the Tesco, selection process as well as workforce process is done on the behalf of job
profile and statement in order to gain good reputation globally.
 According to the manager of Tesco, they always conduct better training classes for their
employee's in order to achieve their target as well as increase the firm's productivity.
Therefore, employee's of this company can get lots of awareness about their skills and
knowledge.
 At the end employee's of this company able to have good knowledge as well as effective
skills to increase the firm's value in front of others.
Therefore having purpose is good for future, with the help of this, Tesco can expand their
business within the marketplace that makes them very attractive as they considered people as a
resource so that it influence other organisation and this situation develop the competitive
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advantage. On the basis of this selected organisation now they can easily achieve their goals and
objectives with the help of candidates within the company in an appropriate way.
P2 Strength and weaknesses of various approaches to selection and recruitment.
Recruitment: As per this process manager of an organisation is able to select and recruit
the most appropriate candidate for the particular organisation. It also involves in the several kind
of process like planning, directing, controlling etc. therefore this is good for Tessco to apply this
strategy in a proper manner. There are some approaches of recruitment which are given below:
It mainly consist two types of approach that internal or external-
Internal source of recruitment: According to this, job vacancy are fulfilled by the
candidates within in the organisation so that they can easily exist in the company by using the
different aspects like promotional, referral, employee etc. wherein, Tesco is depends on the
promotional and transferable approach in order to accomplish their goals. Both approaches are
described below:
Transferable approach: It defines the several changes within the business working
environment of employee's in which they can be shifted from the one place to another place.
That's why job responsibilities of employee's will remain same.
Promotional approach: It is the sort of professional support in which higher skilled or
knowledgable people can get shifted from lower job to upper job position within the organisation
(Chelladurai and Kerwin, 2017). On the basis of this employee's can get benefits from the several
changes like job role, position, salary package as well as job status of employee's.
Strength:
 It is the less cost effective method rather than the external recruitment.
 Internal recruitment is the time saver so that is not required any kind of training
programmes.
 It always enhance the securities of jobs so that employee's can get free environment
within the organisation.
Weakness:
 Some times it gives short scope to company because every vacancy can not be filled by
the internal source.
 It can be create some issues between the employer's and employee.
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External source of recruitment: It is the good approach for recruiting people in a proper
way at higher level. In reference to the Tesco as they are operating their business in globally so
for making it batter they always hired higher skilled employee's in order to make their
organisation effective and it also increase the workforce of the company at different level. That's
why it involves in the different type of approaches like advertisement, labour, field trips and so
on. There are few aspects which is followed by Tesco, given below:
Direct recruitment approach: As per this most of the companies placed their
recruitment notice on the notice board so that they clearly mentioned that what kind of candidate
they want in their firm experienced people, technical candidates etc. so that they directly got
selected in the organisation.
Campus recruitment approach: Tesco always preferred colleges and different type of
management institutes in order to hire desirable candidate for their organisation.
Strength:
 It always concentrate on the future opportunities in order to gain goals and objectives in a
proper way.
 It removes the partiality from an organisation.
Weakness:
 It is little bit costly process.
 Outsiders applicants always demand for higher package and salary.
Selection: It refers to the large chain of people in which manager of an organisation
picking the best appropriate candidate effectively. In context with Tesco, it can be little bit tough
in which people have been shortlisted but they do not get select on the basis of their CV. Along
with this it involves in the various round of interviews such as face to face interview, group
discussion in order to select appropriate people (CHUANG and Liao, 2010).
Strength:
 The evaluation of actual performance is easy in regards with job.
 Not much create issues between the interviewer or applicant.
 It is not much difficult for huge number's of employee's.
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Weakness:
It can be generate arguments between applicant and interviewer.
TASK 2
P3 Benefits of several HRM practices within the company for employee and employer.
In order to identifying the Human resource management services so many practices are
used by the manager of any organisation effectively. After the conclusion this can be said that
HRM practices are mainly involves in the employee's working ability as well as their
performance. There are brief description of both kind of employee's, are given below:
Benefits of HRM practices for employee's:
With the help of HRM practices employee's can get benefited in different ways, are given
below:
Fair evolution: According to this, employee's performance should be very clear or
transparent within the company. This is the best practice of HRM by which employee's are able
to enhance their confidence in order to get higher result. There benefits are given below:
Benefits of employee's: It is more beneficial for the employee's this is because they can
improve their working performance within the organisation. On the basis of this they can
perform well and influence other in a positive way.
Benefits of employer's: According to this Tesco is able to to check their their employer
within the organisation in order to make effective plan and development.
Work life balance: It refers to the healthy environment in which employee's can get
sense to manage their organisation according to the company's norms in an effective manner.
With the help of this, people can reduce their stress and able to stay for long period of time.
Benefits are are given below:
Benefits of employee's: In context with Tesco, work life balance helps them in order to
increase their duties and working capacity (Daley, 2012). They can also manage their work
within the tough situation.
Benefits of employer's: Employer's of Tesco get benefited in order to develop healthy
environment and reduce the stress from workers effectively. With the help of this in order to
maximise productivity of an organisation.
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Training and development: It is an very effective tool or HRM practices which helps in
increase the work practices of employee's so that they can give better output to company in a
proper manner. It is mainly depends on the support process in which both employee's or
employer's can get training with effective session in the industry. As per this people mainly
improves their knowledgable skills so that they can give effective output for Tesco. There are
some benefits, given below:
Benefits of employee's: With the help of training and development practices employee's
of Tesco can get lots of help in order to increase their competencies, working ability and
capabilities of work so that they can enhance their skills in order to face any kind of challenges
in a proper way.
Benefits of employer's: According to the training and development benefits employee's
of Tesco also able to get different types of strategies, programmes and approaches in order to
resolve their employee's issues and increase the profit of an organisation. So that they can get
better rewards from the higher authorities.
Recruitment and selection: It refers to the different kind of aspects and approaches by which
employee's can get better selection in the firm. But manager is responsible to to select
appropriate candidate for the specific job profile at right time. There are few benefits , are given
below:
Benefits of employee's: Tesco gives lots of benefits for their employee's so that they can
work comfortability. Like when company recruits and select the candidates than it provides
sitting facilities as well as more facilities in a proper manner.
Benefits of employer's: It is the benefits of employer's by which they can achieve their
goals and objectives towards the organisation to increase their value in front of others (Delmotte,
Winne and Sels, 2012).
P4 Effectiveness of several HRM practices in order to maximise productivity and profit of an
organisation.
In order to use effective HRM practices that involves in different kind of factor which
helps in maximising organisational profits and productivity in Tesco, are listed below:
Raising organizational profits: From the above selected company named as Tesco
follow the selection and recruitment approach in order to hire appropriate applicant who has
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good working ability, working performance as well as who gives results towards the organisation
profits in a effective way. In which fair evolution system help a lot in order to provide effective
working environment for employee's so that they can perform well in a better way. Another side,
training and development is the good programme which develops the several kind of thing in
employee's mind so that they can work accordingly. In regards with working life balance
employee's learn various things in order to develop good culture within the organisation in order
to enhance their viability in the firm in a proper way. Therefore, all these are very much
benefited for the employee's in a effective way.
Raising organizational productivity: According to this training and development
aspects are very good for the employee's by which they can learn anything and increase the
firm's productivity in a proper way. Training and development is related with the work life,
problem solving skills as well as it always maintain the working shifts of employee's in an
effective manner. At the last point working environment helpful for increasing the firm's
productivity within the marketplace. That's why all these practices of HRM are helpful for
raising the productivity in the company in an effective manner (Dörnyei, 2014) .
TASK 3
P5 Importance of employees relation in respect to affecting HRM decision-making.
Employee relations and engagement : a collaborative approach
This kind of approach mainly determines the engagement and relationship with other in
the one organisation in a proper way. In reference to the Tesco, they always generate different
kind of ideas in order to achieve targets towards the organisation in a proper way. It also helps
employee's in order to build strong relationship with other people in company to achieve
competitive advantages across the world. With the help of this concept Tesco can achieve their
targets easily and it increases the customer's retention in a proper way.
Effectiveness of this approach:
With the help of this effectiveness of this approach Tesco is able to take effective and
attractive decision in order to increase the firm's value and productivity in a proper way.
Employee's are the most valuable aspect of an organization in which they make several efforts
and develop the good culture within the company without any issues. They are the valuable so no
firm wants to lose them. On the basis of that companies are capable to make good relation with
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another companies. This is because when employee's will give better output to Tesco than they
will get better rewards and benefits in a proper manner. In context with Tesco, HR manager of
this company develop different types of strategies for their employee's as well as gives
compensate scheme so that they can work without any tension. By using this aspects they can
make strong relationship within the company in order to achieve their goals. It shows the
positively effectiveness of the firm in a better way.
Therefore, this can be said that HR manager of Tesco is able to develop strong
relationship between employee's into the company so that they can use their resources in a good
manner. Along with this they ever try to reduces the issues form an organization so that's why
this company is famous in an effective way.
P6 Justify the key elements of employee legislation and has impact on the HRM decision
making.
The employment legislation refers with the laws which directly linked with workmen of
an organisation. There are various benefits like financial assurance, medical, life insurance and
retirements benefits which an employee must utilised while working in the company or
industries. In reference with TESCO, the management has adopted different legislative acts for
retaining the quality staff and decreasing the labour turnover rate. Some of the employment
legislation used by managers of the company are as follows:
Occupational Health and Safety Act, 2004: This legislative act suggest that employee's safety
and health has highly emphasized on the production as the staff are core of any organization. In
reference with TESCO, the management provide a clean, safe and healthy culture for their
workmen by providing 24*7 medical aid while actually performing the tasks. With the help of
this technique, managers of the company can effectively take decision to enhance the
performance of the employee's.
Fair Labor Standards Act, 1938: This act defines the fair wages paid to every employee's
excluding gender discrimination, the extra financial monetary should be giving to the staff who
are doing double shifts (Kersley and et al., 2013). In context with TESCO, the manager should
accurately allocate the funds to all the workmen who are on roll for a specific job designation.
When conducting a decision making process, a systematic estimation of fair wages are been
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analyzed and given to employee's. This result in increment of trust level for employer and
management in the company.
Minimum Wages Act, 1998: This legislative act describes that minimum cash should be paid to
the workers, whether they are professional or not trained. In reference with TESCO, the
management should give basic liquidity to every employee in the organization. The manager
while implementing the decision should give equal salary to the staff this will result increase
satisfaction level of financial assurance to laymen.
TASK 4
P7 Application of human resource management practice in work related context by using some
particular examples.
In order to make effective and attractive goals within the organisation. Wherein,
candidates from the human resources practices they plays very effective or proper role in a
effective way. In reference to the Tesco, their team members of HRM applying this theory in an
effective manner ( (Fulton And et. al., 2011). There are some practices are given below:
Job specification: There are different type of roles and responsibilities which are
performed by several candidates for the specific job role and position which is already mentioned
in the form of written document. After doing the analysation, there are some job specification for
marketing manager within the TESCO, are given below:
Job Specification
Organisation: TESCO
Job Designation – Marketing Manager
Educational Qualification – MBA in marketing and finance
Job requirements:
 Always able to deal with several kind of conditions within the marketplace.
 Absolute knowledge in the several tools and techniques into the marketplace.
 Power in order to keep coordination between various functions.
Desired criteria:
 Experience of 6 months.
 Effective communication skills.
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