HRM Report: Tesco Case Study, Practices, and Employee Relations

This report delves into the multifaceted world of Human Resource Management (HRM), examining its core functions and responsibilities. The report begins by outlining the purpose and functions of HRM, emphasizing its role in managing day-to-day activities, recruiting, and selecting candidates. It then explores the strengths and weaknesses of different recruitment and selection approaches, highlighting the importance of attracting and hiring qualified employees. The benefits of HRM practices for both employers and employees are discussed, including performance appraisal systems, reward management, training, and flexible working hours. The report further analyzes the effectiveness of various HRM practices, such as measuring performance and flexibility in working hours, and emphasizes the significance of positive employee relations. Finally, it examines key elements of employment legislation, such as the Equality Act, Data Protection Act, and Health and Safety Act, which are crucial for companies to operate legally and ethically. The report uses a case study of Tesco to illustrate these concepts and provide practical insights.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 Purpose and the functions of HRM........................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection..................4
P3 Benefits of HRM practices for both the employer and employee.........................................5
P4 Effectiveness of different HRM.............................................................................................6
P5 Importance of employee relations..........................................................................................7
P6 Key elements of employment legislation..............................................................................7
TASK 2............................................................................................................................................9
P7 HRM practices in an enterprise..............................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is approach which is followed by every company in order
to manage day to day activities and also recruit and select best candidates for company. This help
company in achieving competitive advantage over other rival teams. Human resource department
is established within organisation in order to enhance employee skills and capabilities and
provide them with necessary training to build up their confidence (Gruman and Saks, 2011). This
facilitate smooth and efficient working by employees. Main responsibilities of HR manager is to
manage, staff, provide compensation and benefits and design appropriate framework for
company. This assignment is divided into two main tasks with different case studies and will
cover some important points related to Human resource management.
TASK 1
P1 Purpose and the functions of HRM
Human resource department is one of the major department in a company and is
responsible for numerous functions and responsibilities like staffing, controlling, managing,
recruiting, selecting, attracting candidates, providing leaves and holidays, etc. They develop
proper structure for company so that they can operate their activities according to that.
In the case study, TESCO Company have been facing high turnover rates and
dissatisfaction in employees. They are also been weak in recruiting and selecting desired
candidates for vacant position in the market. A new HR manager has been appointed and have
viewed all the problems that is faced by the company. Company requires a proper structure or
framework for TESCO so that company eliminates the weakness. HR manager can formulate
different strategies which can help company to easily overcome their weak points. Some of the
functions are mentioned below:
Training and development: HR manager of TESCO Company can provide necessary
training programs to employees who are in need of it. Managers can identify employees who are
unable to perform their work properly or lacking skills and knowledge which are required for
them to carry out their work. Training helps in increasing the knowledge of the employees and
sharpen their skills so that they can smoothly perform their duties. With their proper
development, company can achieve their goals and objectives in effective manner. HR manager
can train their staff for better productivity and low turnover rates (Drucker, 2012). Turnover

increases when employees are not satisfied and when they are not able to perform their activities
well. With the help of proper instructor, employees can learn their work and perform their duties
efficiently.
Performance management: It is another important HR function that is performed by HR
manager to track record of performance of employees. This provide important information about
low and high performer, who requires training and counselling, etc. With this, HR manager can
take step to guide low performer by motivating and inspiring them. They can also provide them
with training and enhance their talents.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection are two major process which should be carried out properly to
develop highly efficient team. These functions are carried in order to fill up all the vacant
positions available in the company. This is the major responsibility of HR manager to attract and
select candidates form pool of applicants.
Recruitment is defined as attracting and short-listing candidates for a job position. On the
other hand, selection id defined as selecting and hiring suitable candidates from short listed
individuals. TESCO Company have to build effective and strong recruitment and selection
procedures which can hire good candidates for company (Bamberger, Meshoulam and Biron,
2014). They can select best recruitment process and effective sources form where they can attract
talented employees to their company. As company is facing high turnover, hiring of qualified
candidates can decrease the turnover ratio. Following are some source of recruitment and
selection:
Internal source: TESCO Company can use this source when they lacks sufficient funds
to perform recruitment procedures. In this employees are shifted from one position to another, if
they have the skills to perform new job. Internal sources includes transfer, promotion, demotion
and present employees.
Advantages of internal source:
 It helps in increasing the motivation level of existing employees.
 Loyalty of employees is increased.
Disadvantages of internal source:
 No scope for fresh talents.
 Dissatisfaction for deserving people from outside of company.

External sources: In this, TESCO Company can recruit people from outside as this
source is more efficient to find talented and suitable candidates (Marchington and et al, 2016). It
basically involves: campus interview, placement agencies, employment exchange, press
advertisement, etc.
Advantages of external source are:
 Inflow of new talents.
 Large number of talented candidates.
 New and creatives ideas.
 Effective completion of objectives.
Disadvantages of external sources:
 It is an expensive source to carry out.
 Talented employees may switch their positions to other companies.
Strength of approaches to recruitment and selection:
 Enhance productivity and profitability of company.
 Innovative ideas resulting in better strategies and plans.
 Most effective way to reduce labour turnover.
 Best way to recruit best talents.
Weakness of approaches to recruitment and selection:
 Recruitment and selection procedures should be effective enough to hire suitable
candidate for vacant position.
 Managers may select wrong candidates.
 Wrong selection may increase labour turnover.
P3 Benefits of HRM practices for both the employer and employee.
Management of Human resource is necessary as proper managing can lead company to
achieve their desired success. TESCO Company is facing a lot of problem and wants immediate
solutions and improvements. This will help company to retain their position and also they can
perform their activities in more effective manner (Anderson, 2013). Company can use different
HRM practices which can help HR managers to develop a proper framework and strategies
which will increase their productivity and profitability. These practices help TESCO to achieve
their ultimate vision and mission in better manner and complete them in specified time. Some of
the practices are mentioned below:

HRM practices for employer are:
Performance appraisal system: For motivating and encouraging employees of
company, managers should develop performance appraisal system so that they can be focused
towards their duties. This system help company to track all performance of employees and
managers get to know who are low and high performer. They can help the low performer to rise
in their duties by providing them training and also motivating them to perform better in their
work.
Reward management: HR manager can also develop reward management system to
reduce labour turnover from the company. For this they can decide different rewards and benefits
provided to employees at different levels and duties. As TESCO Company is facing high
turnover, then developing this system can reduce it to some extent.
HRM practices for employee are:
Training and development: This is a crucial activity that should be carried out by
TESCO Company in order to improve their current condition. By providing proper training and
coaching to employees who are in urgent need can reduce labour turnover. This also reduces cost
for hiring candidates from outside and can increase the efficiency of existing employees at low
cost.
Flexible working hours: With flexible working hours, employees feel free to come to
their offices and perform their work and go back. This will increase the satisfaction level in
employees and also reduces the work pressure on them. Managers can develop strategies related
to flexible working hours and communicate it to their employees (Daley, 2012). This will
ultimately lead to better productivity and employee satisfaction. Thus leads to less labour
turnover.
P4 Effectiveness of different HRM.
It is necessary that managers implement effective HRM practices at the time of
developing plans and procedures. This help in increasing the productivity and thus increase the
profitability of the company. Better inflow of revenue, more chances of company to achieve
success. If company is achieving better growth, then employees will feel satisfied and motivated.
With satisfied team, TESCO Company can achieve their main targets and vision in more better
ways. Following are some HRM practices:

Measuring performance: This is a process by which managers evaluate the
effectiveness of employees at their work. They measure their day to day work and keep a record
of everything. If any employee is poor at their work, then they can give them training and can
also give them counselling and know about the reason why they are performing poor.
Flexibility in working hours: Managers can adopt this strategy to increase the
satisfaction level in employees. New and good changes sometime leads to more productivity and
increases profitability. With this strategy, they can ensure better working by employees, resulting
in better outputs.
P5 Importance of employee relations.
In order to achieve success, company should have good relations between each other.
Employees are the valuable asset of every company. Managers should facilitate different
activities that can encourage good and harmonious relation with each other. This can be done by
encouraging employees to work together as a team and appreciate each other on their success.
Good relation increases the efficiency of the work done by a team (Kehoe and Wright, 2013).
Different employees come up with innovative ideas and opinions that can hep company to rise.
Adversarial: In this organisation decide something and employees have to perform that.
Employees only exercise power by refusing to co- operate.
Traditional: In this, management manages day to day working relationship and the
workforce reacts through its elected representatives.
Partnership: In this, company involves employees at the time of execution of policies of
organisation but apart from this, they have the power to manage business activities.
Power sharing: In this, employees are involved in both day to day and strategic decision
making process.
Adversarial approach are less used in the organisation whereas, traditional is mostly used
but it is typical. Power sharing is rarely used.
Below are some importance of employee relations:
 It help company to achieve its goals on time and in better manner.
 It increases the productivity and profitability of company.
 Employee feel satisfied and associated with the company.
 Work become easy and enjoyable.
 Good relations discourages conflicts and disputes among employees.

 It reduces the absenteeism at work place.
P6 Key elements of employment legislation
Employment legislations and regulations are crucial for company to implement in their
decision making and working environment. This help company to avoid any illegal practices and
discriminations within company's premises. Legislation provide proper structure and direction to
company so that they can operate in right direction (Hendry, 2012). It is crucial for company to
implement necessary laws and acts within organisation and formulate strategies according to
that. Following are some laws that are followed by TESCO Company:
Equality Act, 2010: This act was enacted by parliament of United Kingdom with the
purpose to codify the complicated and numerous array of acts and regulations, which formed the
basis of anti discrimination law in Britain. This act was executed to prevent any type of
discrimination related to religion, caste, colour, sex and age. Every person should be equally
treated whether he or she is working in private or public sector.
Data protection Act, 1998: This act was designed in order to protect personal and
confidential data which is stored in computers and other software and hardware. They included
some of the principles and are mentioned below:
 Any personal data shall be processed in fair and lawful manner.
 Personal data should be relevant and adequate.
 Any personal data shall not be transferred or communicated to country or territory
outside the European Economic Areas.
Health and safety Act, 1974: This act provide employees with several health benefits in
case of emergency or accidents. It also provide leaves for certain days based on injury and some
compensatory amount to aid in medical bills (Bratton and Gold, 2017). This act is important for
company to implement as it provides backup to employees and employers and they feel relaxed
and tension free at the time of emergency.
Minimum wages act, 1998: This was enacted in order to create fix minimum wages
across United Kingdom. There shall be no discrimination while providing appropriate wages to
workers. Managers are liable to increase employee's pay within 6 months or 1 year according to
current rate of wages.

TASK 2
P7 HRM practices in an enterprise
HRM Practices should be used effectively is company wants to achieve desired success
in future. In this case study, Southwood implemented only single recruitment methods to recruit
teachers for their school. They only used newspaper publication known as Times Educational
Supplement (TES). In the locality, schools other than Southwood uses TES but also uses
different other recruitment process like online advertisements and local newspaper. Some of
them have launched a page on their official website to attract eligible candidates. From that, they
can directly download the application format. HR manager of Southwood school reviewed the
recruitment process and found out it was not appropriates as they were not using bets methods
for recruiting. They also found that, due to inappropriate methods, they have done some wrong
selections. In that scenario, managers can use other effective recruitment methods like online
websites, external recruitment, etc. (Cascio, 2018). and can hire better teachers for the school.
They can develop better advertisements to attract qualified teachers towards school.
CURRICULUM VITAE
Name:
Address:
Contact Number:
Email Address:
Career Objective:
I want to work with good organisation in order to increase my skills and talents and serve the
organisation with my best.
Educational Qualification:
 Matriculation with 70% marks Intermediate with 75% marks
Other Skills:
 3 years course Bachelor in Science. 2 years course of Master and Business Administration.
Experience: 2 years of experience of Teaching in Kidzee.

Personal Skill/Knowledge:
 Energetic
 Ability to work under pressure.
 Honest Loyal.
Personal Profile:
 Father's name-
 Date of Birth-
 Religion-
 Marital Status- Nationality-
Declaration:
I hereby declare that all the data that has been provided above is correct to the best of my
knowledge and belief.
Date:
Job advertisement
Teacher required
Qualification /Eligibility
Bsc in graduation and post graduation is not necessary.
To apply:
you are required to upload your application with CV and latest photograph on our
websites latest by 30th June 2018.
Email-id: www.Southwood.com
Contact no.: XXXX00000
Job specification
Qualification Bachelor's degree in Science
Post graduation (Optional)
Experience Should have 2 year experience in teaching

Area of expertise Should be proficient with communication
skills and should have subject knowledge.
Other qualities Good verbal and writing skills.
Good interpersonal skills.
Interview Questions
 Have you ever participated in any co- curricular activities?
 What strategies will you adopt while working in the organisation?
 Where do you want to see yourself in next 5 years?
 What are your strengths?
 What are your weaknesses?
CONCLUSION
From the above report, it can be concluded that Human Resource management is a
crucial activity that is carried out by HR department. They perform several important functions
on daily basis, which help company to run smoothly and achieve their goals on time. With better
implementation of HR functions and practices in strategies, managers can assure success for
company. HR managers should develop and encourages employees to develop good relationships
with each other, this help in completion of task in better way and also provide company with
other several benefits. In order to motivate employees, managers can develop different systems
like performance appraisal, compensation and benefits system, reward system, etc. This
motivates employees to work harder so that they can gain maximum rewards.

REFERENCES
Books and Journals
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp. 123-136.
Drucker, P., 2012. Management. Routledge.
Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Marchington, M., and et al, 2016. Human resource management at work. Kogan Page
Publishers.
Anderson, V., 2013. Research methods in human resource management: investigating a
business issue. Kogan Page Publishers.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management. pp.
120-125.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp. 366-391.
Hendry, C., 2012. Human resource management. Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.