Human Resource Management Report: Tesco Case Study

This report provides a comprehensive overview of Human Resource Management (HRM) practices within Tesco, a multinational retailer. It delves into the core functions of HRM, including recruitment and selection, analyzing the strengths and weaknesses of internal and external recruitment strategies, and the selection processes. The report also examines the importance of employee relations and communication, emphasizing their impact on productivity and employee satisfaction, with suggested methods for improvement. Furthermore, it explores the significance of UK employment legislation, such as health and safety and anti-discrimination laws, and their influence on HR decision-making. The report also includes practical examples of job specifications, job descriptions, and curriculum vitae (CV) formats relevant to an Assistant HR Manager role within Tesco, offering valuable insights into the practical application of HRM principles. Overall, the report provides a detailed analysis of HRM strategies and their impact within a real-world business context, offering a comprehensive understanding of the subject.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1............................................................................................................................................1
P2. ..........................................................................................................................................2
TASK 2............................................................................................................................................4
Covered in Booklet.................................................................................................................4
TASK 3............................................................................................................................................4
P5 ...........................................................................................................................................4
P6............................................................................................................................................5
TASK 4............................................................................................................................................6
P7............................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
HRM is defined as set of practices which an organisation follows for controlling and
managing employees working within a company. It is also responsible for formulating plans or
policies over which operations of organisation performed for the accomplishment of set targets
(Amberg and McGaughey, 2019). Tesco is a UK based multinational retailer that deals in variety
of product or services such as retailing of clothing, electronics, books, toys, furniture, financial
services and internet services. This report contains a description regarding functions of HRM
along with strength & weakness of recruitment & selection. It also contains explanation
regarding benefit of HRM practices to employer & employee, its effectiveness in increasing
productivity or profitability. At last it describes about significance of employee relations and
legislations over HR decision making.
TASK 1
P1.
Human resources management is defined as the process of recruiting, selecting,
inducting, orienting and providing training & development to the employees working within the
organisation. The main role of HR department is to manage the employees working within the
organisation in a manner that support in accomplishment of organisational goals. Tesco is a
British retailer which operates its business throughout the world by operating a chain of
supermarket (Brunstein, 2016). Hence in order to manage the operations in effective manner, the
management of human resources working within the organisation is very essential which support
in ensuring efficient delivery of services to customer. For the management of employees and
effective workforce planning, HR manager of Tesco must perform certain functions that are
mentioned below:
 Recruitment & Selection:- One of the major function of HR manager is to ensure that
right employees must be selected for the right position within the organisation that help in
accomplishing goals or objectives. The HR manager of Tesco must ensure that high
skilled and competent employees must be recruited and selected for the vacant job
positions so that they support in improving the quality of work.
 Training & Development:- It is another essential function in which employees are being
provided with proper leadership and guidance in order to improve current as well as
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future performance. On other side it must also focus over organising development
programs which focuses over enhancing the knowledge of employees on the basis of
changes in external environment (CHATTERJEE and RAMESH, 2015). The HR
manager of Tesco must provide regular training and development program to its
employee in order to ensure enhancement of their knowledge and skills.
Purpose:-
The purpose of Human resource department is to ensure that operations must be
performed in a manner that it leads to maximisation of productivity so that competitive
advantage can be achieved. Following are the main purpose of human resources manager of
Tesco:
 Law compliances:- The main purpose of Human resource manager is to ensure that each
activity must be performed by considering all the legislations and legal standards in order
to avoid any kind of legal compliances. The HR manager of Tesco must have a thorough
knowledge of laws and regulation related with work so that effective workforce planning
can be made by considering all the legislations formulated by government.
 Performance appraisal:- The human resources manager is responsible for evaluating the
performance of employees for identifying the performance gap and working over to
improve it (Chukwuka, 2015). Tesco HR manager must regularly evaluate the
performance of its employees to identify the performance gap between real or expected
and then rectifying those to improve efficiency.
P2.
Recruitment and selection is one of the essential role of Human resource department
which ensures that employees with adequate skills and capabilities must be positioned at right
place and work toward attainment of organisational goals.
Recruitment:- It refers to the process of finding out appropriate participants for particular
job position and influencing them to apply for that vacancy by advertising about that job role.
Recruitment basically use two approaches which are mentioned below:
 Internal recruitment:- This approach is used when Tesco look within the organisation
and assessing the capability of existing employees in order to fill up the vacant position
by placing an existing worker over higher position. Some internal recruitment techniques
are transfer or promotion.
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Strength Weakness
 Internal approach reduces the cost of
recruitment and also help in placing the
loyal employee over vacant position.
 Internal recruitment support in easier
and quicker actions but this process
limit the talent pool by restricting the
choice over few employees.
 External recruitment:- External recruitment is one in which Tesco place several
advertisements regarding the vacant position present in organisation to call people from
outside in order to recruit fresh talent using techniques like newspaper advertisement,
official website advertisement etc.
Strength Weakness
 Major strength of external recruitment
is that it provide a large pool of talent
to choose best among them fro vacant
position (Gogoi, 2015).
 Main weakness of external recruitment
is that it cost higher and also take long
time in process of recruitment.
Selection:- It defined as the process of choosing most suitable and deserving candidate
for the available vacant position in the organisation with required skills and capabilities after
assessing candidate from several tests (Huselid and Becker, 2011). The approaches used by
Tesco for selecting employees are mentioned below:-
 Systematic:- This approach involve the series of steps which put emphasis toward
evaluating the skills of candidate in order to choose the best among available applicants
using techniques like psychometric test, screening test etc.
Strength Weakness
 Systematic approach help in selecting
the deserving candidate as per their
skills or capability
 This approach require more time and
cost.
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 Unsystematic approach:- It refers to the process where the candidates applied for vacant
positions are get selected randomly first and then their skills are compared with the
capability required to fill that vacant position like group discussion, interview etc.
Strength Weakness
 This leads to filling up of vacant
position in less possible time which
saves time and cost.
 The candidates selected through this
process are not always right as
sometime most deserving candidates
missed by company.
TASK 2
Covered in Booklet
TASK 3
P5
Human resource department is responsible for taking important decision of organisation
in term of operations, implementation of legislation, compensation of employees and many
more. But in order to take effective decision HR manager is responsible for maintaining effective
communication as well as relationship with other department and employees as it is very
essential for organisation. Better employee relationship help an organisation in improving its
productivity and satisfaction among employer as well as employee (Jiang and et. al., 2012). In
addition to this the relationship with employees also have an influence over policies as well as
decisions taken by HR department as it has direct influence over the organisational culture and
working procedure of employees. Hence it is very essential for HR manager of Tesco to
maintain good relationship with its employees which further support them in implementing
changes effectively by easily accepting the decision of management.
But on the other side, if Tesco shares up bad relationship with then employees react
negatively over the decisions of changes taken by management. For example, employees may
not give their total efforts toward the implementation of changes and brining positive result out
of it or they may also voice against the decision of management which create an environment of
conflict at workplace. So, in order to avoid such practices it is very essential for Human resource
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manager of Tesco to maintain healthy relationship with employees so that it can bring regular
changes in organisational practices fro enhancing productivity and profitability of organisation.
There are some suggested methods that can be used by Tesco in order to improve their
relationship with employees:
 The HR manager of Tesco must focuses toward providing fair and just treatment to its
employees at workplace by creating a culture of equal opportunity and avoiding the
practices of favouritism (Khan and Jahur, 2016).
 Employees must be rewarded by Human resource manager over the extra effort put by
them toward the accomplishments of goals. This help in boosting up the morale of
employees toward their work and also support in improving the image of management in
front of them.
 Regular training sessions must be arranges by Tesco to improve the skills and capability
of employees which help in motivating the employee and they work toward availing the
growth opportunities.
 The HR manager must try to involve employees in decision making process which
support in evaluating the new ideas, expectation of employees and also support in
increasing the involvement of employees that help in building up trust of workers toward
company (Longoni, Luzzini and Guerci, 2018).
P6
Human resource department act as a heart for organisation as without it a company would
not be able to perform its operations well. This is because HR department is responsible for the
formation of strategies, plan or policies over which activities performed within the organisation.
But in order to formulate effective organisational plans or policies it is very essential for HR
manager of Tesco to consider all the legislations related with the operations performed within the
organisation. The basic legislations formulated by UK government regarding employment are
mentioned below that must be followed by Tesco:
 Health & Safety law:- This law help in ensuring the health, safety and welfare of
employees in their organisational premises. Implementation of this law make employer
responsible for creating such an environment at workplace where employees can work
without having a fear of getting injured (Marin, 2016). This law also has a great influence
over the decision making of Tesco as they have to consider the guidelines of this Act
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before formulating policies regarding working environment. Implementation of this Act
will support Tesco in increasing the productivity, as employees without any fear able to
contribute more toward work.
 Anti-discrimination Law:- As per this law employer should not discriminate among
employees in term of gender, age or ability and treat them equally at workplace
(Discrimination, 2018). This has a great influence over decision making of HR as they
have to consider legal norms of this law before formulating policies regarding work of
employees (Renwick, Redman and Maguire, 2013). By implementing Anti-
discrimination law, HR of Tesco become able to win the trust of its employees and
maintain long term relationship which in turn increase productivity.
TASK 4
P7
Human resource manager is responsible for performing number of activities within
organisation to attain set goals and objectives (Schalk, Timmerman and Van den Heuvel, 2013).
The major practices of HRM are mentioned below:
JOB SPECIFICATION
Organisation: Tesco
Job title: Assistant HR Manager
Qualification:- MBA (HR)
Essential Criteria:
 Must maintain coordination with other functional unit to perform operations effectively.
 Must have adequate knowledge regarding managerial concept and legislations.
 Must have the capability to handle complex situation and handle conflicts.
Desirable Criteria:
 4-years of experience
 Good communicational skill
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JOB DESCRIPTION
Organisation: Tesco
Department: Assistant HR division
Job Title: - Assistant human resource manager
Job location: London
Job summary
Company is searching for a deserving candidate who posses required skills and knowledge of
HR about management practices to manage employees effectively.
Role: -
Formulating policies and strategies for performing operations
Organise training programmes as per requirement of employees
Manage ethics in practices
Compliance with all the laws related to organisational operations.
CURRICULUM VITAE
Curriculum Vitae
Name: - ABC
Address: - 29th street, West-side lane, London
Phone No: - 142516348
Career Aim: To pursue my career in an organisation that provide me opportunities where I can
utilize my skills and able to develop them.
Educational Qualification: -
 BBA
 MBA
Experience: 3 year of working experience in retail firm.
Declaration:
I hereby declare that all above info presented by me are correct as per my knowledge.
Date:
Place:
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CONCLUSION
From the above given information it can be concluded that HRM plays a crucial role in
the organisational growth and performance by managing the employees who are responsible for
performing operations. But in order to manage employees effectively it is very essential for HR
to manage good relation with employees as it support in enhancing the profitability and
productivity of organisation. In addition to this HR is also responsible for formulating policies
over which operations of a company depends but for formulating effective strategies it is very
essential for HR to consider basic legislations that are related with the operations performed with
the organisation.
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REFERENCES
Books & Journals
Amberg, J. J. and McGaughey, S. L., 2019. Strategic human resource management and inertia in
the corporate entrepreneurship of a multinational enterprise. The International Journal
of Human Resource Management. 30(5). pp.759-793.
Brunstein, I. ed., 2016. Human resource management in Western Europe (Vol. 68). Walter de
Gruyter GmbH & Co KG.
CHATTERJEE, S. and RAMESH, R., 2015. LINKING TEACHING STYLE AND LEARNING
STYLE AS A MEASURE OF PERSON ENVIRONMENT FIT TO ASSESS
STUDENT PERFORMANCE. International Journal on New Trends in Education &
their Implications (IJONTE). 6(4).
Chukwuka, E., 2015. Communication as a Veritable Tool for Effective Human Resource
Management in Organization. Review of Public Administration and
Management. 400(3617). pp.1-13.
Gogoi, L., 2015. Human Resource Mangement and Politics and Public Administration in
India. International Journal of Scientific Research and Mangement. 3(3). pp.2428-2434.
Huselid, M. A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Khan, M. A. and Jahur, S., 2016. Human resource development practices in some selected
business enterprises in Bangladesh: an explanatory study. Indonesian Management and
Accounting Research (IMAR). 6(1). pp.16-32.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green
supply chain management. Journal of Business Ethics. 151(4). pp.1081-1095.
Marin, S.C., 2016. Internal Mangement Control in the National System of Environmental
Protection. Valahian Journal of Economic Studies. 7(1). p.7.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
Review. 23(1). pp.84-92.
Online
Discrimination. 2018. [Online] Available
through<https://www.cipd.co.uk/knowledge/fundamentals/emp-law/sex-discrimination>./
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