Human Resource Management Report: Tesco Business Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a leading British retail company. It begins with an introduction to Tesco's mission, vision, and objectives, followed by an examination of the key functions of HRM, including workforce planning, recruitment, selection, training and development, employee welfare, and performance appraisal. The report details the roles and responsibilities of HRM in providing skilled human resources and implementing training programs. It then delves into the strengths and weaknesses of internal and external recruitment methods and the selection process, evaluating their impact on Tesco's operations. The report further explores the advantages of various HRM practices, such as training and development, motivation, recruitment and selection, and performance management, for both employers and employees. Finally, the report assesses the effectiveness of these HRM practices and their influence on employee performance and organizational success, concluding with an overview of the impact of HRM practices in a work-related context.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................4
P 1 Different functions of the HRM which is applicable in the planning of the workforce........4
P 2 Strength and weakness of the process of selection and recruitment......................................5
LO 2.................................................................................................................................................7
P 3 Advantages of the various practices of the HRM for employer and employees both...........7
P4. Effectiveness of HRM practices............................................................................................7
LO3..................................................................................................................................................8
P5. Employee relation in influencing HRM decision-making.....................................................8
P6. Key elements of Employee Legislation.................................................................................9
LO4................................................................................................................................................10
P7. HRM practices in work related context...............................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the effective and efficient approach of the organisation
which manages the workforce effectively so that they contribute their full efforts to gain the
advantages of the competitive markets. HR plays an important roles in achieving the objectives
of the business. This report evaluates the various policies and practice of human resource
management in the business of the Tesco. It is the largest company of the British which sales the
large variety of good and services to the people of world. Headquarter of Tesco is at the England,
UK. This report evaluates the various scope and function of the human resources management
which helps to identify the skilled and talented people in the company. Department of HR have
various importance of the business operation to reach the success and growth in the future.
Different internal and external factors of the company which affects the decision making of the
HR are include in this file. This file also determine the practices of the management of HR in the
working environment.
LO 1
Introduction of Organisation
Tesco is a grocery retail organisation established in the year 1919. Jack Cohen is the
founder of the company. Headquarter of the company is located in London, UK. Company
operates world wide retail outlets.
Mission:
 Growing business around the world.
 Modern, innovation and full of ideas.
 Improve customer trust
Vision:
 To lead the retail sector across the globe
Purpose:
 To improve customer satisfaction
 Achieve higher growth potential
 Improve market share

 Achieve highest customer satisfaction
Objectives:
 Improve market share
 Improve brand loyalty
 Improve company's presence in the market
P 1 Different functions of the HRM which is applicable in the planning of the workforce.
Management of human resource is the effective strategies of the organisation in which
they motivate, develop and manage the people which helps them to achieve the key objectives of
the business. This department have various function which leads to the success and growth that
are described below.
Purpose of HRM
HRM play a huge role in the organisation by providing effective and efficient human
resources for various positions in the company. The main purpose of HRM functions is to
effectively reach the skilled human resources in order to fill various companies designations.
Various function HRM conducts in order to fulfil all its purposes.
Managerial functions:
Planning: In this function of the HRM the manager identifies the requirement of the
worker to done the activities of the business effectively (Rees and Smith, 2017). In the business
of the Tesco there is the manager will collects and analysis the needs and wants of the business
in the future so that they make planning to achieve the goals.
Organising: There is the development and designing the structure of the company as per
the planning. Proper allocation of task to the employees on the basis of the their skills and talent
sop that they are focused to achieve the target.
Directing: For the accomplishment of the goals and objectives of the Tesco they uses this
function of the HRM in which the manager direct the activities of the worker is the right
direction. Effective direction of the workforce in the company will possible only when there is
the proper motivation and command on each and every employees.
Controlling: There is the comparison of the performance of the company from the goals
which is set in the planning function (Shen and Benson, 2016). The senior authority of the HR in

Tesco controls the business operations of the Tesco when they identify any kind of deviations in
the performance of the workforce.
Operative functions:
Recruitment and selection: The focus of this function is to attract the number of people
towards the company for the selection of skilled and talented applicants. The candidates who
have the appropriate knowledge and understanding will helps the Tesco to increase the sales and
profits in the future. To recruit the new employees in the organisation the manager will develop
the description of job and publish the job posting on the websites of the Tesco (Shamim and
et.al., 2016). By giving advertisement of the job posting on the newspaper and TV will gain the
attention of the candidate which have the appropriate skills and qualification for the specific job
roles.
Training and development: Manager of the Tesco will provide the effective training to
their workers which helps them to improve their skills and understanding in the business
operations. The training will bring efficiency and effectiveness in the employees performance so
that they will try to reach the target of the Tesco.
Employee welfare: According to this policy of the HR the manager will provides various
benefits to the worker to satisfy their personal needs and wants. Tesco gives reward to their
workforce when they perform well this will motivates them to accomplish the goals effectively.
Performance appraisal: The another function of the HR is to analysis and determine the
employees performance so that they will identify that the people are focused towards the goals of
the business. This function of the human resource will helps the Tesco in making the
development plans for the workforce.
Roles and Responsibilities of HRM: HRM carry the huge role in providing skilled human
resources to the organisations and also to implement various training and development programs
in order to provide high growth and development potential to employee's.
Operative and managerial functions of the human resource are very essential to achieve
the success and growth of the Tesco. In the managerial function the manager make the effective
plans and organise to them to meet the future objectives of the Tesco. Proper and effective
training will will make the best employees and improves the performance of the Tesco.

P 2 Strength and weakness of the process of selection and recruitment.
Process of recruitment and selection is done by the human resource department so that
the Tesco get the new people in their business with the proper knowledge. Some of the strength
and weakness of both these process are described below:
Recruitment:
In the business of the Tesco they uses the two types of recruitment methods such as
internal and external recruitment. These internal and external methods have lots of strength and
weakness which are explained below:
Internal: It is the strategic process from which the people are appointed from within the
organisation. It includes promotion and transfer of the existing employees to the higher level.
Strength: This internal process of recruitment will increases the morale of the employees
and all the worker will try to improver their performance to get appointed at the higher level in
the business. It will reduces the cost of hiring the people from outside (Tung, 2016). Promotion
of the employees to the higher level will increases the level of motivation and they try to achieve
the business objectives.
Weakness: By recruiting the people internally will creates the conflict between the
employees because there is the unfair treatment in the transferring and promoting the people at
the higher post. This process will limits the scope because all types of people are not available in
the company as per the desired job role.
External: This method of recruitment states that the people are hire from outside of the
organisation. The business wants to fill the vacant job position with the people who have
effective knowledge and understanding from outside the company.
Strength: The applicant will brings the new ideas and opinion which helps in success of
the business. This process will gives the larger pool from which the manager of HR will select
the best and efficient candidate for their company (Troth and Guest, 2019). It will gives many
opportunities to the business to identify the highly educated and skilled person to achieve the
future goals.
Weakness: This is very expensive process of recruiting the applicant from outside
because it requires extra cost for organising the interview and advertisement. The candidate from
outside the organisation need extra training because they don't about the system, process and
software of the company.

Selection:
It includes choosing and evaluating the skilled candidates which suits best for the
vacancy in the business. The candidate who have the perfect qualification as per the job are
selected in the business. This process is done with the helps of the testing and interview.
Strength: This process of interview and testing will helps the manager to determine the
skills of the applicant which is required. These test of the people will increase the efficiency and
effectiveness of the Tesco and makes them profitable.
Weakness: These test will not gives the clear picture of the candidates while selecting in
the organisation. Applicant will gives the test effectively because of the fear and tension and
sometime company also loses the skilled employees due to the test and interviews.
These strength and weakness of the recruitment and selection process helps the Tesco to
determine the qualification and understanding of the applicant towards the job (Wilkinson,
Redman and Dundon, 2017). The company will get the right people at the accurate position on
the other hand they also suffers because external recruitment is very expensive for the business.
LO 2
P 3 Advantages of the various practices of the HRM for employer and employees both.
Practices and policies of the HRM will have various advantages for both the employees
and the employer of the Tesco because they helps them to achieve the target successfully and
make the effective image of the brand in the minds of the customer. Some of the advantages are
described below:
Training and development: This practices of the HRM will trained the existing and new
employees so that they aims to meet the future goals of the company. The advantages of the
training and development to the employees is that they become more knowledgeable and talented
in the business process (Brewster and Hegewisch, 2017). On the other hand the employer get the
work done in the most effective way because the employees will improves their performance.
Motivation: Workers in the Tesco are get motivated with the helps of the human resource
department Because they provide rewards to the when achieve the target of the company. Wile
the employer get the benefits of achieving the target and objectives on time by motivating the
employees of the company.

Recruitment and Selection: Recruitment and selection of candidates fopr various position in
company is a major task HRM conducts. HRM follow the precise process like personal
interview, GD round in order to select the efficient employee for company's position.
Performance Management: HRM also involve in performance management in organisation.
HRM assess the employee's performance with the support of senior employee's in the team about
the productivity of employee's. Company also give performance based incentives in order to
respect the quality performances by its employee's.
P4. Effectiveness of HRM practices
Effectiveness of HRM practices involve all the outcomes generated by implementing all
such practices in the organization structure.
Training and development: Training and development of all the employees in the company
involve professional knowledge regarding all the new and updated technologies use in the
company that provide proper guidance to all the employees in the company to use all such
upgraded technologies in the best way possible (Ahmed, Ahmad and Jaaffar, 2017). Training and
development improve the work practices of all the employees in the company that improve the
professional capabilities of all the employees in the company. Improved capabilities and
efficiencies resulted into more qualitative outcomes from the working practices related to all the
employees in the company.
Performance Based Compensation: Performance based compensation is among the major
HRM practices. Based on the professional outcomes the compensation is framed under this
practice. To gain the effective compensation all the employees in the company largely engaged
to improve the productivity and outcomes from the assigned operations (Bogg and Freedland,
2019). This approach resulted into enhanced productivity of all the employees in the company
that also improves the profitability of the company in the market. This approach majorly upgrade
the quality of all the products of the company that also improve the brand image of the Tesco in
the retail market.
Collaborative Work Practices: Collaborative work practices are among the important practices
that HRM of Tesco follow. Collaborative working practices involve collaborating employees
from various departments and form a team to perform a certain task. Collaborative working
practices resulted into efficient work culture that also improve the work efficiency of all the
employees in the company. Collaborative work practices also resulted into improved bonding

between employees of multiple departments as employees from multiple departments come
together based on the skills and form a team so it enables the employees to improve the
relationship with other departments in the operational hierarchy of Tesco. Improved bonding
between employees from multiple departments improve the work culture that resulted into more
productive outcomes from the operations. This practice also support the organization to improve
the communication between various departments. All such impacts improve the productivity
related to all the individual tasks in the operational structure of Tesco. Better productivity also
resulted into updated quality of production that support the management of the company to
enhance the market share by achieving greater sales and also to expand the existing consumer
base.
LO3
P5. Employee relation in influencing HRM decision-making
Relationship of employees in the organization impact various decision-making of the
Human Resource Management of Tesco. All such influences can be summarized in the following
way.
Recruitment Decision: A quality relationship between employees and HRM of Tesco enables
the operational structure to be more structural and efficient. Good relationship of HRM with the
various team leaders related to the departments guides the HRM about the need of human
resources related to the specific departments (Kramer, 2016). Better relationship between
employees and HRM resulted flexible flow of information about the need and requirements
attached to the various tasks involved in the departments. The HRM conduct all its operations
regarding recruitments for various posts are conducted as per the conveyed need from all the
team leaders and senior employees related to the various departments in the Tesco.
Flexible Working Practices: Better relationship between employees and HRM also resulted
into flexible working practices. Proper relationship guide the HRM about all the skills required
to perform the various tasks involved in the operational hierarchy of the Tesco. This proper
communication about the needs guide the HRM to conduct all the required training programs
that can improve the required skills in all the associated work force of the company (Louis and
Urcan, 2018). Improved efficiencies and skills also resulted into flexible and dynamic work
culture as the employees are capable to perform all the tasks as a result of the training programs.
Flexible work culture improve the production capabilities of the company.

Job Specification
Job Specification
Job Title: Manager
Dept.: Marketing Department
Education Qualification: MBA
Skills:
 Analytical skills
 Management skills
 Stock management skill
 Communication skill
Preparatory Note
Preparatory Note
Q.1) How you see the manager position in company?
Q.2) How you see innovation as a part of organisation culture?
Q.3) How you will improve equality in the organisation culture?
Q.4) How you see competition in the market?
Candidate will be selected on the basis of answers of all the above questions. Interview
pannel will give score to candidates based on the answers of all the above questions.
Job Offer
Tesco Limited
Managing Director
Dear, MR. Jhonson Watson
This is an offer latter in respect to your recent interview of being in the position of Manager.
Based on the skills and talent you got selected on the managerial role in the Tesco Limited.
Joining will be from 29th of Febuary, 2020. We wish you to have the best career in the
company.
Congratulations.

HRM
P6. Key elements of Employee Legislation
Various key elements and factors that strongly influence the decision-making of HRM in
the company. All such key elements are summarized as follows.
Equal Employment Opportunities: Legislation retarding employment has immensely
influenced the decision-making of HRM regarding recruitment and selection of candidates
(Manzoor and et.al., 2019). All the laws and legislation has immensely evolved the recruitment
structure of the company by implementing gender equality. Previously numerous racism has
witnessed influenced by gender inequality but because of the laws this obstacles specially for
women's has removed. Today the HRM of Tesco provide equal selection opportunities to all the
candidates irrespective of gender based on the skills, talent and qualifications.
Wages and Remuneration: All the legislation has deeply influenced the decision-making of
HRM regarding wages and remuneration related to the various designations in the Tesco. As per
the law the wages and remuneration related to the employees in the company must not be below
the set standard to improve the quality of life related to all the employees in the company
specifically the below positioned employee's in the company. The HRM of Tesco also involve
employee legislation in decision-making regarding salary structure such as to include Employee
provident fund, employee insurance premium and many other inclusions in the salary structure of
the employees influenced by all such related employment legislation.
Working Time Regulation: The HRM of the Tesco take all the decisions regarding working
hours for various designations in the organization hierarchy after involving various legislation
laws in the decision-making process (Wood, 2018). The HRM of Tesco has to cope up with
various governmental rules and regulation of UK in implementing the working hours for all the
job role. Working time regulation also involve number of working days in the week. The HRM
of Tesco involve all such legislative factors in the decision-making journey related to the time
and weak off.
Sexual Harassment: HRM of Tesco has implemented various decisions to remove the sexual
harassment in the organization structure. Various laws and regulations are implemented on the
companies regarding sexual harassment on companies (Xiu and et.al., 2017). The HRM needs to
implement a proper hierarchy to deal with all the sexual harassment issues in the organization.

The management of Human resources has to follow all the guidelines set by the government with
the help of laws to deal with such an issue.
LO4
P7. HRM practices in work related context
Various practices implemented by the HRM of Tesco to improve the work culture of the
company. All such practices can be summarized in the following way.
Performance Linked Bonus: Performance linked bonus is among one of the practices applied
by the HRM of Tesco. Based on the performance of the employee the bonus is calculated to
reward the good performance by employees in the company. Performance based bonus is a well
efficient working practice to improve the confidence of all the efficient employee's in the
company and also to motivate the other employee's who are unable to achieve the compensation
to perform better in future. This practice proved well sufficient to improve the productivity of all
the employee's in the organization structure.
Fair Evolution System: The HRM of Tesco follow the work practice call fair evolution system.
Fair evolution system is a process to analyse the performance of all the employee's in the
company. After a given period of time the entire tasks are evaluated based on the suitable
measures by the senior management to analyse about the quality and efficiency of work related
to the all employee's (Xu, Gollan and Wilkinson, 2018). This practice by the HRM proved a
beneficial tool for the Tesco management as the senior management could analyse about all the
positive and negative aspects about the skills possessed by the employee's. This practice is well
capable to highlight all the negative aspects regarding work practice of the employee. The
management or senior employee's in the department can take all the suitable steps to improve
such negative skills on the employee's with the guidance of this process. For example the
management of Tesco critically evaluate and improve all the negative aspects of the employee's.
Knowledge Sharing: The HRM of Tesco follow the practice or policy of knowledge sharing. In
this process all the senior managers and employee's in the company share the work experience
and knowledge to improve the work capabilities of all the new entrants in the company. This
practice of knowledge sharing has brought plenty of positive impacts over the performance of
employee's as this process enabled all the new entrants to learn various new aspects about the
industry and also to apply the same in working practices. For example monthly sessions of