Analysis of HRM Practices: Tesco's Human Resource Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a major retail company. It begins by outlining the purposes and functions of HRM, including recruitment, selection, orientation, and performance evaluation. The report then delves into the strengths and weaknesses of different recruitment and selection approaches, such as internal and external sourcing. It further examines specific HRM practices, including retirement and healthcare benefits, background checks, training, and reward management, and their benefits to both management and employees. The core of the report assesses the effectiveness of these HRM practices in enhancing organizational profit and productivity, emphasizing the role of HRM in hiring, training, and performance management. Additionally, the report discusses the importance of employment legislation and its impact on decision-making within the company, concluding with an overview of HRM practices in a work-related context. The report aims to provide insights into how HRM strategies contribute to Tesco's overall success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Purposes and HRM functions.................................................................................................1
P2 Strength and weaknesses of different approaches of recruitment and selection....................2
LO 2.................................................................................................................................................4
P3 HRM practices that benefits to the management and employees...........................................4
P4 Effectiveness of HRM practices for organisational profit and productivity..........................4
LO 3.................................................................................................................................................6
P5 Importance of employment legislation and its impact on decision making...........................6
P6 Key employment of employment legislation.........................................................................7
LO 4.................................................................................................................................................9
P7 HRM practices in work related context..................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
HRM is the important aspect that helps to deal with issues, benefits, management,
development, safety, etc. Further, it determines important participation to make strategic role at
workplace to considered cultural environment. Therefore, it is the major element of recruitment,
selection, performance appraisal, etc. (Jackson, Schuler and Jiang, 2014). In this context,
present report based on the Tesco which is retail sector enterprise and provides different kinds
of products and services in many areas of the world. In addition to this, they are also focus on
the customer satisfaction to deal with different functions and operations in all over the world. In
order to gain insight knowledge of the company present report covers purposes and functions of
the HRM that assists to create effective results. Furthermore, it includes strength and
weaknesses of the different approaches of recruitment and selection. Moreover, it includes
effectiveness of HRM practices for the profits and productivity. In addition to this, it involves
importance of employment legislation that impact on the business unit. At last, it discusses
HRM practices in the work related context.
LO 1
P1 Purposes and HRM functions
Within the Tesco, HRM consist several purposes and functions that effective results at
workplace. Therefore, long and short term goals will be accomplish at workplace. In respect to
giving intensive orientation employees are the only major function of the HRM (Budhwar and
Debrah, 2013). There are several functions exists that play by HRM to develop their effective
results at workplace. They are as follows:
Recruitment and selection: It is the important and effective function of HRM in Tesco.
In this aspect, recruitment is the process where the chosen organisation captivating, screening
and selecting qualified candidates according to the objectives. Goal of the organisation is to
attract qualified to accomplish objectives and goals recession (Abdelhak, Grostick and Hanken,
2014). On the other hand, selection is another element that which includes selection of
appropriate people to accomplish targets in systematic manner.
Orientation: With the help of orientation, new employees will be selected. It is the
fundamental step that assists to adjust new people in Tesco. In this aspect, objectives and goals
will be accomplished to create long term objectives at workplace.
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Evaluation and improvements: It is the another important function of HRM that assists
to develop targets and outcomes in systematic manner. In this context, strategies and programs
monitored and evaluates that are performed by employees of the organisation (Jackson, Schuler
and Jiang, 2014).
In addition to this, HRM also includes several purposes that make effective functioning
and outcomes to ascertain positive results. In addition to this, it also working effectively that
make profitable results in Tesco. It includes following elements:
Maintain good working conditions: HRM of Tesco has main purpose is to create
effective working environment so that they can encourages several people at workplace. With
this regard, manager need to provide good working conditions that assists to contribute part at
workplace. Hence, motivation level need to be increase that assists to accomplish goals.
Financial and nonfinancial benefits need to be provide to each person so that they can take part
in different department (Morgeson, Aguinis and Siegel, 2013).
Managing employee relation: Further purpose of HRM is to maintain good relations
among their employees through they can accomplish goals and objectives. In this way, Tesco
taking their part to foster good relations among several people. This is because, they pursue
ability to influence behaviour and output at workplace.
Training and development: In addition to this, employees of the business also require
training and development program that assists to create effective functions at workplace. In this
way, Tesco will attempt improvements in their present and future performances so that their
ability will be increasing through education and skills (Swanson, Territo and Taylor, 2016).
In addition to this, there are several HRM purposes exists that assists to meet with
effective results and outcomes at workplace. Hence, Tesco able to gain high profits and revenue
at workplace such as:
Staffing: Staffing is the also major function that assists to manage functions and share
roles or responsibilities with different people at workplace. It is the systematic process to
develop effective functioning.
Compensation and performance: Compensation and performances includes wages,
salary, incentives program, etc. These elements helps to develop effective functioning at
workplace. Therefore, Tesco has purpose to create proper motivation at workplace through give
such benefits to each person.
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Employee relations:Employee relation consist managing good relations among the
employer and employees. It assists to develop results and profitability at workplace.
P2 Strength and weaknesses of different approaches of recruitment and selection
In respect to recruit and select the appropriate member, there are different kinds of methods
exists in business to accomplish their profits (Budhwar and Debrah, 2013). Therefore, Tesco has
variety of option through they will achieve their systematic goals in business. In order to recruit
and select member they pursue following methods:
Recruitment
Internal sourcing is the best way to recruit the member at workplace. In this regard, the
organisation consist advertisement for new or vacant position in the business. It is the best way
to recruit member quickly at workplace (Geppert, Matten and Williams, 2016). For example, in
the selected enterprise recruitment will be done through taking reference from existing
employees. However, it has some strength and weaknesses that are as follows:
Strength
 In this way, Tesco has advantages to enhance employee morale and giving reward to
employees. Therefore, it consist opportunities to consist responsibilities as per the
employee interest (Gelens, Dries and Pepermans, 2013).
 With this method, the chosen organisation needs to bear less cost to look outside the
company. Hence, to advertise job to the staff to circulate opening on the company
internet. In internal resources, there is no cost require to bear.
Weaknesses
 Internal source of recruitment consist high competition at workplace to offer incentive
for workers. Therefore, employees feel pressured to compete with each other.
 However, in this way, Tesco has same ideas and opinion towards the goals and
objectives.
Selection
In order to select the candidate at workplace, Tesco use external source that assists to
meet with effective results and outcomes at workplace. With this regard, the organisation take
resources from outside the enterprise (Alfes, Shantz and Soane, 2013). Walking interview is the
best way to select the candidates at workplace. In this way, following are certain strength and
weakness of the business consist that are as follows:
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Strength
 In this aspect, Tesco has advantages to find right person among various candidates.
Therefore, it is good thing for the business to make effective results at workplace.
 With this aspect, the chosen organisation has opportunity to look for fresh people that
assists to meet with effective results at workplace. Hence, it make competitive business
to determines profitable outcomes recession (Abdelhak, Grostick and Hanken, 2014).
Weaknesses
 In this aspect, Tesco require large amount of cost to hire people at workplace.
 It also take more time of the organisation which create negative impact on the functions
and operations within the business environment.
 However, it also reduce morality at workplace because current workers feel insecure to
take part in the business enterprise.
LO 2
P3 HRM practices that benefits to the management and employees
In respect to develop effective functions and operations, there are different elements
consist in HRM practices that assists to accomplish goals and objectives in systematic manner
(Swanson, Territo and Taylor, 2016). With this regard, following are certain HRM practices
included at workplace of Tesco that assists to meet with goals and objectives:
Retirement benefits: In respect to develop effective results management and employees
have several benefits. In this aspect, employers meet with challenge to change workforce to
create development of the business. Hence, it includes potential form that includes rehiring
retires for discrete project or part time, seasonal and temporary aspect. It also gradually
reducing working hours of employees and provide them several benefits (Geppert, Matten and
Williams, 2016).
Healthcare benefits: With this regard, HRM need to consist several ways for
accomplishes effective results at workplace. In this way, the organisation has several ways
through they are able to concentrate on the financial reports. In addition to this, Tesco require to
aware towards the culture and values.
Background checks: In this way, another practice of HRM determines that play very
important role at workplace (Morgeson, Aguinis and Siegel, 2013). Therefore, they have to
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maintain and enhance their participation to cope up with targets and development. It is
systematic process in which organisation able to accomplish their goals in systematic manner.
Recruitment and applicant tracking: It is the best way in which the chosen organisation
can track employee performances to develop understanding. Therefore, they have benefits to
cope up with targets and goals at workplace (Jackson, Schuler and Jiang, 2014).
Training and development: Training and development are the HR management
functions which includes several aspects of the new employee orientation, leadership training,
professional development, etc. These activities assists to improve job skills with current position
and expertise for enhance value of the enterprise.
Performance management: These skills assists to develop effectiveness at workplace. In
this regard, business will accomplish their targets and goals.
Reward management: Reward management is concerned with several activities such as
formulation and implementation of the strategies and policies. Main aim is to reward people in
systematic manner with fair, equal and consistently treatment. In this aspect, employees and
Tesco has benefits to determines their value in systematic manner.
Flexibility management: Flexibility management consist important aspect in which team
adapt ability to create investments decisions as per the timing and scale. Therefore, they will
able to accomplish targets and goals of the company in successful aspect. It also helps to set
targets in Tesco for design different activities in it.
P4 Effectiveness of HRM practices for organisational profit and productivity
HRM determines several benefits at workplace of Tesco. This is because, it helps to
enhance productivity and profitability at workplace. With this regard, following effectiveness
explains in the business:
 HRM assists to hiring and provide them training regarding work: In order to create
plan for the business objectives and goals, HRM practices play very important role at
workplace. With this aspect, HR department has responsibility to devise strategies for
bringing right people at workplace of Tesco. Further, the chosen organisation prepares
job description that is very important for play role in the business. After hiring of the
people, workers also provide induction with training and development plan for new
people. As per the vacant job and new profile, the selected business has responsibility to
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work in significant manner. Therefore, they are able to deliver effective results among
several people in the organisation (Budhwar and Debrah, 2013).
 HRM takes care of performance management: In this way, HRM of the chosen
organisation has role to take proper care of performance management. In this aspect,
they are participates to develop performances of the people. In this regard, Tesco need to
provide training and development program as per the requirement of the business.
Therefore, they are easily concentrate on the objectives and goals at workplace. Apart
from this, HR of the business has responsibility to take proper care of all people who are
working at workplace. It is the best way to attract so many people in the business
environment. It is the best way to create effective functioning at workplace (Jackson,
Schuler and Jiang, 2014).
 HR build values and culture within the business: Further, HR taking responsibility
for motivating to employees regarding work. In this aspect, each individual determines
role as per their qualifications so that effective feedback will be develop time to time. As
results, it assists to improve skills and performances. It is also allow to aligned
organisational objectives with personal goals as well. With the help of effective system,
Tesco able to give reward and recognition for people performances. HRM functions also
assist to create cultural activities that enhance values among people in systematic
manner. Therefore, it is the systematic element for ascertain more profits and revenue at
workplace (Renwick, Redman and Maguire, 2013).
 Conflicts management: Performances of each person depends on their work and
atmosphere. Hence, good working conditions assists to make effective results at
workplace with creating safe and clean culture. It also brings best employees and
enhances job satisfaction as well. Organisation performances also develop through
managing conflicts among people (Geppert, Matten and Williams, 2016). In this regard,
each member needs to take proper support to accomplish effective results at workplace.
It is the best way to enhance performances and ascertain more operations in it. Conflict
management is the important element that makes proper development in the business
unit. Therefore, Tesco has opportunities to increase their functions in foreign areas.
 HR responsible for developing good relations at workplace: Further, in respect to
create effectiveness at workplace, HR play very important role to maintain good
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relations in the great extent. Therefore, HR people of Tesco responsible to hold
meetings, gathering behalf of management. In addition to this, HR play important role to
lend and helps for drafting marketing plans in the business unit (Gelens, Dries and
Pepermans, 2013). With the help of good relations, HR can set their activities that assist
to work in significant manner. As results, it consist important part to manage functions
and operations. With the help of good relations, the organisation able to meet with goals
and objectives in systematic manner.
From the above discussion, it has been stated that HRM contributes effective
participation towards the goals and objectives. Therefore, it is the significant opportunities for
them to ascertain effective functions and operations in the business environment. These
elements assist to develop effective functions and operations in the business unit. Hence, Tesco
will easily manage their functions and contribute part in the organisation.
LO 3
P5 Importance of employment legislation and its impact on decision making
Employment law consist very important role to protect workers from wrong work by their
superiors. With this regard, vulnerability, threats and many other things will be solving that
create problems in Tesco. In addition to this, there are compliance and benefits will be ascertain
in the larger context so that it create benefits to the people in systematic manner (Morgeson,
Aguinis and Siegel, 2013). Following are certain importance will be develop at workplace that
are impact on the decision making of the organisation:
Protection of employees: In the UK there are several employees and their superior have master
and servant relationship. Therefore, workers need to take duties under their superior which
create large impact on the effective results. When they are taking part to develop effective
results through ascertain effective results. Employment laws such as fair labour standards
act developing which assists to protect employees at workplace. With this regard, right to
fair compensation and equal opportunity for hire and safe work environment elements
determines at workplace (Alfes, Shantz and Soane, 2013).
Protection of employer: In this aspect, purpose of the labour law in the UK which develops
effective results in the business unit. In this aspect, same opportunity enters into the
relationship at Tesco. Key principles of the capitalism are assists to develop effective
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results at workplace. Some labour laws seek to protect the right of the employer. For
example, employers not have duty to hire people to protect qualified elements at workplace.
Right also expect that employees shows time and perform the duties for which they hired.
These laws also ultimate protect employer productivity and enhance profits to remain
competitive in the market (Jackson, Schuler and Jiang, 2014).
Dual protection: Labour values also depend on the other laws that reflect to dominant values in
the society for create effective results. For instance, antidiscrimination laws are based for
underlying belief of the human equality. However, child labour reflects the belief for
certain conditions and mental capacity to understand effective functioning in the business.
With the help of compensatory work in which benefits develops at workplace. As results, it
assists to reduce medical expenses (Greenberg and Colquitt, 2013).
Value recognition: Labour law is also similar as the other laws so that it reflect to the dominant
values in the society for create effective results. It assists to make underlying belief of
human equality to make creative results. Therefore, it takes contract and tasks that needed
job for ascertain important results. In this aspect, society has overall value system to reflect
stable norms in the dominant belief system (Swanson, Territo and Taylor, 2016).
Economic stability: In this aspect, employer has right to create more profits and revenue through
developing compensation. Economic growth reflects to the healthy business with
employees that earn several amount of profit at workplace. Changes in the employment
laws and operating procedures in the industry with economic recession (Abdelhak, Grostick
and Hanken, 2014).
Importance of employee relations in the organisation
In order to attain effective functions and operations employee relation is the important
perspective at workplace. This is because, it assists to maintain strong relations among
employer and employee that make key objectives to ascertain successful results in
systematic manner. There are several advantages and disadvantages also exists which
create strong relations to make productive results at workplace of Tesco.
In addition to this, it also assists to the chosen organisation to create productivity and pleasant
work environment for maintaining loyalty towards the business. It assists to encourage
loyal workforce which improves employee retention for recruitment, hiring, training and
drastically operations.
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P6 Key employment of employment legislation
In order to accomplish effective results, at workplace of Tesco there are several elements
exists that are related with employment. Therefore, the company need to follow them and
enhance their profitability in systematic manner. As results, it consist important participation
towards the business objectives. In this way, different key elements exist at workplace that
makes effective results (Shaw, Park and Kim, 2013). Following are certain key elements exist
that create effective results at workplace:
The Employment Right Act 1999: In order to accomplish effective results, Tesco require
develop effective results through provide equal rights to all people. With this aspect, the
chosen organisation needs to concentrate on unfair dismissal at the business environment
that helps to deliver effective functioning in the business unit. Further, terms and conditions
also used to work in the better manner (Geppert, Matten and Williams, 2016). It is also
entitle for basic payment of the business.
The Sex Discrimination Act 1975: In this way, Tesco need to ensure that employees are
protected against discrimination on the basis of gender. In the several aspects people need
to protected from discrimination such as advertisement, selection of the people, promoting
to the employees and training and development opportunities (Renwick, Redman and
Maguire, 2013).
The Equal Pay Act 1970: This act set to provide equal payment to all people so that they can
work in significant manner. With this regard, Tesco need to provide same benefits and
payment to the workers to make effective functioning in the business environment. Equal
pay act assists to encourage different people in business to give their participation in
systematic manner (Glendon, Clarke and McKenna, 2016).
The Race Relation Act 1976: It is the best way to create high efficient among workers in
systematic way. This is because; there are various employees among race discrimination
impact (Ployhart, Nyberg and Maltarich, 2014). With this aspect, Tesco need to ensure that
race illegal in same aspect of sex discrimination. On the ground of race relation, they have
no right to give difference among members.
The Disability Discrimination Act 1995: This system largely applies on the business
operations. This act defines regarding discrimination relation that impact on the disability
in which disable person will treat as less favourable by the discriminator as compare to
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