Human Resource Management Report: Tesco HRM Practices Analysis

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on a case study of Tesco plc. It begins with an introduction to HRM, defining its purpose and functions, and emphasizing its importance for organizational success. Task 1 explores the core functions of HRM, including recruitment, training, and employee motivation, with specific examples from Tesco. It also analyzes the strengths and weaknesses of various recruitment and selection approaches, such as online websites, recruitment agencies, and internal methods. Task 2 delves into HRM practices like recruitment, training, performance management and their benefits for both employers and employees. It also evaluates the effectiveness of different HRM practices. Task 3 examines the significance of employee relations in influencing HRM decision-making and outlines key elements of employment legislation and their impacts on human resource decision-making. Task 4 applies HRM practices in a work-related context. The report concludes by summarizing the key findings and insights, highlighting the critical role of HRM in fostering a productive and satisfied workforce, as seen in the context of Tesco's operations.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Explanation of purpose and functions of human resource...............................................3
P2 Strength and weaknesses of several approaches that are required for recruitment and
selection..................................................................................................................................4
TASK 2............................................................................................................................................6
P3. HRM practices and its benefits for employer and employee within organisation...........6
P4 Evaluate the effectiveness of different HRM practices.....................................................8
TASK 3............................................................................................................................................8
P5. Analysis of important of employee relations in respect to influencing HRM decision
making....................................................................................................................................8
P6 Key elements of employment legislation and its impacts on human resource decision-
making....................................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in work related context..................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
The human resource management can be defined as a kind of process which is related to
the managing all human beings in an effective manner. Basically, it is very important for
organisations to manage their employees so that they can take best from them. In the absence of
proper management of human resources there can be lot of conflicts which may lead to lose to
organisations. Herein, the project report Tesco plc company is selected that is involved in
providing groceries and daily usage products. Its headquarter is in Welwyn Garden City, UK.
This company is third largest store in terms of gross revenue.
In the project report, purpose & function of HRM and strengths, weakness of approaches of
selection and recruitment is mentioned. As well as effectiveness of key elements of HRM is also
mentioned along with internal & external factors which effect the decision-making. The end part
of report, describes about HRM practices.
TASK 1.
P1. Explanation of purpose and functions of human resource.
Human resource management is very important for companies to manage the employees
and work-force in a better way. Basically, the main objective of human resource officer is to hire
most capable and skilled employees so that functions and activities of organisations can be
performed effectively. Below functions of human resource management is mentioned below:
 Recruitment and training- This is the major function of human resource management
which is related to the recruiting only those candidates who are as per the criteria of
required job. As well as after recruitment, another function is to provide effective
guidance and training to improve employees skills and capabilities. In the aspect of above
Tesco company, the human resource department is plays an important function by hiring
quality candidates and providing them training to perform various task.
 Motivating employees- It is one of the important function of human resource. This is so
because as per it the human resource department motivates to their employees if there is
need. Basically, employees are needed to be motivated when their performance is below
estimation. The motivation provided by HR acts as booster for employees. An HR
department can motivate the employees by financial or non financial benefits. In the

Tesco company, their human resource department gives motivational speech and
assistance to employees timely.
 Developing public relation- Apart from above benefits, the human resource department
plays an important function of managing a great relationship with public. In other words,
HRM is crucial for making a better relationship with external stakeholders such as
customers, suppliers etc. Same as in the Tesco company, the human resource department
makes effective communication and coordination with their external stakeholders.
Purpose of HRM:
 Health & safety- This is the main purpose of human resource department which is related
to making and managing a safety and healthy environment to employees. Due to this
employees work with full of freedom and ensuring about own safety. Under it, the human
resource department looks in several factors such as working hour, working condition etc.
Same as in the aspect of Tesco company, their human resource management is beneficial
for employees by providing them a healthy and safe environment to work.
 Staffing needs- Another purpose of human resource department is to assessing the need
of staff so that number of employees can be managed. Eventually, it is related to taking
decision about hiring of new employees. In the above company, their human resource
department analysis the need of staff and accordingly they hire new employees.
P2 Strength and weaknesses of several approaches that are required for recruitment and
selection.
The term recruitment is related to a kind of process which is related to inviting applicants
for vacant jobs in an organisation. While the selection can be defined as a process of choosing
suitable candidate among various applicants. Herein, below strengths and weaknesses of
selection & recruitment approach is mentioned:
 Online websites- This is a kind of approach which is related to inviting the applications
for vacant posts with the help of online sites. Under it, organisations post advertisement
on online sites with eligibility criteria and suitable candidates apply. Due to this
companies get a wide range of applicants and chose most applicable candidates. Like the

Tesco company, invites the applicants for their vacant jobs by use of online websites. It
consists below mentioned strengths and weaknesses:
Strengths Weaknesses
 This method of hiring the employees
beneficial because it is less costly and
time consuming. Such as above
company, use this approach which is
helping them in lower cost.
 As well as this approach is quick
because in it, companies can take
instant decision about hiring and
rejection.
 Due to more applicants, companies face
the issue of complexity.
 Along with, in this approach some
hackers can hack the site which result
in waste of time and cost.
Recruitment agencies- These are the kind of agencies which are related to matching the
employer with employees. With the help of it, companies can get most suitable candidates for
vacant posts. In return the recruitment agencies take an amount from company. Such as in the
Tesco plc company, these agencies play a significant role in providing suitable candidates which
are hired for vacant posts. It has some strengths and weaknesses such as:
Strengths Weaknesses
 Its main strength is that by this
companies can get a wide number of
applicants.
 These agencies charge a limited amount
which result for companies in hiring
candidates in a cost effectively manner.
 The weakness of this approach is that
sometimes due to lack of
communication, raise as a conflict.
 In this approach, the another
disadvantage is lack of control of
human resource department in entire
hiring process.
Internal method of recruiting- It is a kind of method or approach in which employees are hired
as per the reference of present or former employees. This is beneficial for companies to get the
new employees without any cost as well as in getting trustable employees. For example in Tesco

plc company, they hire employees on the basis of reference of their employees. Below strengths
and weaknesses of this approach are mentioned:
Strengths Weaknesses
 This approach is very simple because it
does not include any cost.
 Another advantage of this approach is
that it is beneficial for ensuring to get
well skilled candidate.
 It may lead to discrimination in
organisation.
 Another weakness of this approach is to
risk of getting alienated from other
employees.
TASK 2.
P3. HRM practices and its benefits for employer and employee within organisation.
The human resource practices can be defined as those policies, plans and practices which
are related to effecting to the employee's behaviour and attitude. Basically, the HRM practices
plays an important role in aspect of enhancing the confidence of employees. In the aspect of
Tesco company, they use below mentioned HRM practices which are as follows:
 Recruitment and selection- It is a kind of HRM practices that is related to hiring most
suitable candidates which can enhance the work efficiency. Due to this companies get
able to hire well skilled and capable candidates at lower cost. In the aspect of Tesco
company, they use this practice which is beneficial for them in getting most capable
employees that plays a crucial role in conducting the hiring process in a systematic
manner.
 Training and skill monitoring- This is a type of HRM practice that is associated to the
improvement of training and skills of employees. It is very important for the employees
because by this practice skills and training session of employees is being monitored by
the trainers. As well as in the aspect of Tesco company, their employees are trained by
trainers in an effective manner and due to this their skill is improved.
 On going performance management- It can be defined as an HRM practice that is
aligned with management of performance of employees continuously. In broad sense, in
this HRM practice the managers communicate with their employees about performance

and as per the need provide guidance. Like in the Tesco company, their employees get in
touch continuously with their managers and trainers that give feedback about their
performance. Hence, this HRM practice helps in enhancing the performance.
Advantages of HRM practices for employer and employee:
HRM practices Benefits to employer Benefits to employee
Recruitment and selection This is beneficial for the
employers to get well skilled
and capable employees.
It leads to higher satisfaction
of customers which benefits to
employers.
Same as in above company,
this HRM practice is important
for their employers in getting
skilled employees.
It is useful for employees in
getting right opportunities as
per their skills and capabilities.
As well as employees get
benefits like salary as per their
talent. Such as in above
company, this is important for
employees to get right job as
per their skills and capabilities.
Training and skill monitoring For employers, this HRM
practice is useful for their
employers to improve the
productivity. As well as it
minimise the turn over rate
that leads to lower cost to
employers.
This is useful for employees in
enhancing skills and training.
Along with by this employees'
efficiency improves. Same as
in the above company, it is
beneficial for their employees
to improve their skills.
On going performance
management
The employers of Tesco
company get the benefit of this
HRM practice by managing
the performance of their
employees regularly.
For employees of Tesco
company, it is useful in
improving individual
performance by tracking daily
progress.

P4 Evaluate the effectiveness of different HRM practices.
The human resource practices are very important in implementation of plans and polices
of HR in an effective manner. The human resource department of Tesco company, take the
benefit of HRM practices. Herein, below some HRM practices are mentioned below along with
effectiveness:
 Pay and compensation- It is a kind of practice which is related to the providing effective
payment and compensation of the employees. In the aspect of above Tesco company,
their employer use this practice which leads to effective payment of salary and wages to
their staff. In the absence of this policy, it can lead to conflicts between employees and
employers. This is so because if pay and compensation system is not suitable then it may
lead to various issues such as lack of satisfaction of employees.
 Providing security to employees- This is one of the important HRM practice in the
aspect of companies. It is so because this is related to the providing a kind of
environment to employees in which they can work with full of safety. In broad sense it
includes flexible working hours, safe working condition, insurance of employees etc.
Like in the Tesco plc company, their managers use this HRM practice which is useful for
employees in working at safe and secure working environment.
 Self managed and effective teams- It is a kind of HRM practice which is related to the
managing the teams effectively. Eventually, this HRM practice is effective because it
leads to achieving the goals and objectives in an effective manner with the management
of teams. If teams are managed then it will be easy to achieve the goals and objectives in
less time and cost. For example in Tesco company, this HRM practice is effective in
managing the team of their employees which leads to encompasses of their objectives.
So these are the effectiveness of human resource management practices. As well as in the context
of above Tesco company, these HRM practices are very useful and play an important role.
TASK 3.
P5. Analysis of important of employee relations in respect to influencing HRM decision making.
In general, it is essential for employees and managers to make friendly relationship with
each other. In the absence of positive relation various kind of conflicts and issues may arise. The
positive relation between employees and employers may lead to success of organisations. This is

so because due to it, there will be no any issues and everyone will have a common goal which is
the success of organisation. Such as in the context of Tesco company, they use below mentioned
strategies to enhance the relationship:
 Creating friendly environment- This is related to making a kind of environment in which
everyone behaves with each other in friendly manner. Like employer act as friend to
their employees. Same as in above company, their working environment is friendly
which is useful in making a positive environment. Effective communication- It is an another strategy which is related to the making proper
communication. This is important for employees and employers to have proper
communication and coordination with each other. It is so because due to this, there can
be a positive relationship between employees and employers.
The importance of employees relation which influences HRM decision making is defined as
follows:
 The employees relationship is important in decision-making because by this employees
can contribute their opinions and views.
 As well as due to effective relationship between employees and employers companies can
rely on employees because they get sure about their effectiveness in decision-making.
 Additionally, due to better employee relationship organisations get able to achieve their
goals and objectives.
 Along with if there is better relationship of employees with managers then organisations
can come out from any kind of issues.
So these are the importance of employee relationship in the context of HRM decision-making.
Such as in the TESCO, the employee relation plays an important role for effective decision-
making. Some benefits get by above company are mentioned above.
P6 Key elements of employment legislation and its impacts on human resource decision-making
The employment legislations can be defined as laws which govern employment at
workplace with all who works. Eventually, it impacts directly to the employers, employees and
all unions. Such as the above company, implements some laws and legislations which are
mentioned below such as:

 Minimum wages act, 1998- It is a kind of act which is related to the providing minimum
amount of wage to employees as per their task performance. This is one of the key act
that is important for employees because in the absence of wages or salary employees will
not work. As well as this act stats that payment system should be as per the skills and
potential of workers not as per the post. Herein, the context of Tesco company this act is
important because it leads to providing wages and salaries on time to employees which
leads to higher satisfaction level.
 Occupational health & safety act, 1970- This act was encompasses in year 1970 and as
per it, employees health and safety should be considered as one of the key task. It is so
because in the absence of proper management of health and safety of employees this can
be risky. Additionally, this act consists of a wide range of elements such as safe working
condition, healthy environment and flexibility in working hours etc. In the aspect of
above company, they apply this act which is helpful for their employees because they
care about health and safety.
 Discrimination act, 1975 – As per this act, the employees should not be discriminated on
the basis of age, gender, colour etc. Owing to this act, the rights of an employee are
safeguarded as they do not face bias on any basis. This law ensures that each and every
individual is treated in a fair and equal manner. With respect to TESCO, the HR manager
of this law adheres to the provisions of this legislation while hiring and selection of most
appropriate candidate for entity. Further, it is ensured by management that existing
workforce do not face bias on the basis of compensation in accordance with the working
criteria. In case the company fails to apply the rules of this act, it may result in imposition
of penalties laid down by government under statute.
TASK 4
P7 Application of HRM practices in work related context
The HRM practices are useful for understanding the need of organisations as well as
implement wide range of practices to enhance the activities.
Application of HRM practices:
The Tesco company use various HRM practices to make effectiveness in the process of
goal achieving. Below some HRM practices are mentioned below:

Job description- It can be defined as a written document which contains details about job
title, designation, salary etc.
Job description for branch manager
The Tesco company is searching for a candidate to fill the vacancy of branch manager. The
interested candidates may mail their Resume below mail id:
[e-mail]. The responsibilities for required post is as follows:
 To manage the business functions.
 Finding the cost effectively opportunities.
 Focus on increasing the production and profits.
 Implementation of plans and policies to beat the competitors.
Curriculum Vitae
Name: Peter Hands-comb
Email: [e-mail]
Contact: 9694601025
Objective: To maximize the profitability of your organisation by use of my own talent and
skills.
Qualification:
Class/ Course Passing year Grade/ Percentage University/Board
10th 2005 72.83% Joseph school, London
12th 2007 66.20% Joseph school, London
B.COM 2010 61.33% Cambridge university,
UK
MBA 2012 72.22% Cambridge university,
UK
Experience:
 Worked as branch manager in Tesla for 3 years.

 Worked as Assistant manager in Unilever for 2.5 years.
Personal skills:
 Good communication skills.
 Better presentation skills.
 Effective decision-making skill.
Declaration: I have declared that all the information furnished above is accurate and as per my
knowledge.
CONCLUSION
From the above mentioned discussion, it can be said that HRM is an important and
significant part of a corporation as this is engaged in management of human resources without
which an entity cannot carry out its operations in an effective manner. Further, it is analysed that
there are a number of purposes of HRM. In addition to this, there are various laws which impact
upon the HRM decision making. HR department is engaged in recruitment and selection of
skilled and competent employees who possess the talent to inflate the exiting positioning of
entity in market place. It has been ascertained that there are internal as well as external sources of
recruitment. Through the effective management of human resources, a corporation aims at
inflating the efficiency and deriving desirable outcomes from the activities of business.