Human Resource Management Report: Analysis of Tesco's HRM Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, specifically focusing on their application within Tesco, a multinational British company. The report delves into the core functions of HRM, including workforce planning, resourcing, and the purpose of HRM within an organization, and highlights the importance of employee satisfaction and a healthy work environment. It explores different approaches to recruitment and selection, evaluating their strengths and weaknesses. Furthermore, the report examines various HRM practices aimed at benefiting both employers and employees, such as employment security, selective hiring, team management, training, information sharing, and performance evaluation. The impact of these practices on employee productivity and engagement is discussed, along with the key elements of employment legislation and their influence on HRM decision-making. The report concludes by summarizing how HRM practices can be implemented in a work-related context and suggests the pros and cons of these practices with reference to the organization and individuals.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 explain the purpose and the functions of HRMM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P2 explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................3
LO 2.................................................................................................................................................4
P3 explain the benefits of different HRM practices within an organisation for both the
employer and employees.............................................................................................................4
P4 the terms of raising business profit and productivity in HRM practices:..............................6
LO 3.................................................................................................................................................8
P5 the importance of employee relations influencing making decision to human resource
management:...............................................................................................................................8
P6 the key elements of employment legislation and impact on hrm decision:.........................10
P7 Application of HRM practices in work related context.......................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
HRM can be defined as a strategy in which HR manager makes plans and takes decision
for enhancement of efficiency of its resources i.e. workforce of the company. HRM works for
giving the best satisfaction and security regarding their jobs. This study will discuss HR policies
of Tesco. Tesco is a multinational British company which was established in 1919. This
company sells grocery and products of general use in all over the world. This assignment will
cover purpose, functions, along with strength and weaknesses of different approaches to
recruitment & selection. This study will include different HRM practices for increasing
productivity of employers and employees, key elements of employment legislation along with
their impact on decision making of HRM & HRM practice in work related context. The
assignment will suggest how different practices of HR can have pros and cons with reference to
organisation and individuals.
LO 1
P1 explain the purpose and the functions of HRMM, applicable to workforce planning and
resourcing an organisation.
Human resource management is a process of maximising employee performance of the
organisation. HRM is done by a department of the company commonly known as HRM
Department or the Human resource department.
 Purpose of HRM
HRM works for the human resource i.e. employees if the company. HRM of Tesco have some
major responsibility like staffing, providing compensation to the employees, defining work to the
employees, work for creating healthy culture in the company, etc.
HRM department mainly works for maximizing productivity of its human resources.
HRM of Tesco frequently takes many decisions in order to enhance the efficiency of workforce
of the company. For this purpose HRM also organise training programmes for the employees
time to time to enhance skill of his employees.(Armstrong and Taylor, 2014)
Tesco view the workforce of the organisation as assets of the company. And constantly
works for providing more job satisfaction to them. HRM works for creating healthy environment
in the organisation so that workers can work more efficiently and with more concentration.
HRM creates a good communication network with the employees so that he can
understand their needs and can provide a better work culture as well as better job satisfaction to
1

them. Which is the basic need of any organisation to have a healthy growth in the market. And to
efficiently achieve its organisational goals (Albrecht and et.al., 2015).
HRM of Tesco bridges the gap between organisational objectives and organisation's
workforce. HRM can complete this task by use of technology, any specific organisational
process which have focus on internal factors rather than external factors.
HRM's function on employee level is to enhance employee's experience during is
employment. Which could lead to increase in job satisfaction an ultimately results in increasing
efficiency of the workforce of the company.
 Functions of HRM
HRMM of Tesco mainly functions for developing, managing, enhancing capabilities of the
workforce, motivating the employees etc.(Xing, 2016)
HRMM needs to accomplish both managerial as well as operative functions. As HRMM's
majorly works for enhancement of workforce's capabilities, motivating them and also
maintaining them within the organisation for a long time. Most of the HRM's functions are
related to his workforce.
Planning: First and foremost function of HRM of Tesco is to plan that how his workforce
will complete their tasks for the achievement of organisational goals. For this purpose HRM
needs to collect and analyse all the needs of the organisation whether related to present or future.
Organising: After analysing needs and planning for the goal achievement, HRM of Tesco
needs to allot tasks to his workforce. It is the most important function of HRM as it must be done
as per the capabilities of his workforce. If this performs this function without analysing
capabilities of the workforce, it will result in reduction of efficiency of the works and less job
satisfaction or the workforce(Foss, 2015).
Directing and Controlling: This function includes activation of employees at different
level as per their skills and capabilities. Not only activation of employees, but also constant
verification of actual performance of workforce that weather they are properly a per planned
performance or not. And if they are not able to perform well as per planning, then finding the
reason of it and taking appropriate action to resolve it ASAP.
Operative functions: Along with planning, organising directing and controlling the
workforce, HRM of Tesco also performs some operative functions like new recruitments
2

Whenever it is needed, job designing as per worker's capabilities, administrating salaries,
performance appraisal whenever he thinks it fit, providing a healthy culture to the workforce, etc.
P2 explain the strengths and weaknesses of different approaches to recruitment and selection.
There are some approaches to recruitment and selection of employees Used by Tesco and all of
them have some strengths as well as weaknesses too. HRM needs to select the best approaches
for the recruitment and selection for getting best results. Some of them are as follows:
 Prepare to recruit: it means searching what is the actual need of the organisation.
Generally recruiters thinks that hiring freshers in the company will increase their
productivity but it is not always correct. Sometimes it may result in enhancement of cost
and reduction in productivity as freshers productivity is quite law in starting level of their
employment life(Jeet and Sayeeduzzafar, 2014).
Advantages and disadvantage
This approach increases chance of getting best result regarding recruitment of Tesco but it takes
time to prepare recruitment plan for the company and it may include some cost too as the
company may need to hire a specific team for completion of this task.
 Review resume: resume shows education and experience of the person applied for the
job. A recruiter of Tesco should have a focus on the resume of the person as it provides a
detailed information about the person. And recruiter can find weather the person is fit for
the job or not(Yang, 2015).
Advantages and disadvantage
As an advantage, this method provides skilled person to the company. However, this approach to
have disadvantage that a bunch of paper can not show the actual talent of person, a person with
more degrees may have less talent for the practical work whereas, a person with no degree may
have a lot of talent with him. Therefore, HRM may fail to recruit a right person for the job if he
is using this approach.
 Pre hire testing: many recruiters of different companies uses pre hire testing approach for
recruitment and selection process. In this process persons applied for the job need to give
some tests. These tests can be taken at any level of recruitment process and also at any
location. Even company can also take telephonic test of the person. These tests can
include creation of a sample project, answering some basic questions related to the field
of job etc.
3

Advantages and disadvantages
This test can show basic knowledge of the person, skill, knowledge of grammar, and typing skills
too. However, recruitment thorough this approach can be failed test can not show work ethics of
the person, test may fail to show the actual talent of the person, it may possible that person who
do not have a basic knowledge of the field is having the best talent for the performance of the job
allotted to him.
 Looking core competencies: it means the character and qualities of the person. Qualities
may include nature, efficiency in dealing with different situations, loyalty, efficiency of
understanding the objectives of the company and of bridging the gap between the
organisational goals and personal goals.
Advantages and disadvantage
This approach looks best as it takes into account all the core competencies of an employee but it
may fail where these competencies are less important than the actual performance of the
employees(Van Dierendonck, 2016).
However, there are many approaches for the recruitment and selection process, but Tescoshould
use only one approach for the recruitment and selection of employees. It will help the company
to recruit same level of employees within the organisation which will result in building a healthy
culture and values within the organisational premises of Tesco (Armstrong and Taylor, 2014).
LO 2
P3 explain the benefits of different HRM practices within an organisation for both the employer
and employees.
There are some set practices for managing
human resources of the company by human
resource manager. Human resource manager
of Tesco follows these practices for getting
best result. Before following any practice, it
must be understood carefully by them(Jeet
and Sayeeduzzafar, 2014).
Some HRM practices are as follows:
 Employment security: giving an
employment security is the one of
the best practice of human resource
management. Employees will give
their best to the organisation only if
they are getting some satisfactory
return for their work. Workers also
want a some sort of security for their
work. As if they are getting security
for their job they will get a mantle
satisfaction and will have more
concentration towards their
4

work(Dhanabhakyam and
Kokilambal, 2014).
 Selective hiring: in this practice,
HRM recruits only those persons for
the employment who are able to add
values in the organisation. HRM of
Tesco do not hire anyone in the
company. Rather, they first get a
satisfaction from the person that he is
able to bear the responsibility, loyal
towards his commitments, of the job
given to him. This brings more
efficiency in the company regarding
achievement of organisational goals
and objectives.
 Self managed and effective team:
organisational can be achieve more
efficiently if the workers are working
as in a team. Team can be termed as
a group of person who thinks
differently but are working on same
project. When different views
regarding same projects are
generated, it brings the best result of
the project as team can sit together
and discuss their views along with
their pros & cons which will result in
come out of best result(Capell,
2018).
 Extensive training: this practice can
be stated as the best practice after
recruitment of employees. As it gives
them a chance to enhance their
capabilities, develop their skills &
also update their knowledge.
Learning new things through these
training programmes helps
employees in staying innovative,
stay technological updated which
never let them to get out-dated.
 Sharing of information: HRM of
Tesco gives freedom to its
employees to share any informations.
It will create a good communication
network within the organisation. And
sharing of information will also
result in sharing knowledge within
the organisation. Sharing knowledge
will enable the employees to enhance
their skills and knowledge about any
topic(Patel, 2018).
 Reality check: providing training
increases the skills and capabilities
of the employees. But it is not
enough to increase the capabilities of
employees. HRM of Tesco also
needs to check frequently whether
conducting training programmes are
giving positive result or are just
increasing the cost to the company.
HRM should take feedback of
employees time to time so that they
5

can get to know what employees are
thinking about the companies.
Feedback also provides needs of the
employees on which HRM needs to
pay attention.
 Reduction in status sharing: this
practice need to be carefully
understand by the human resource
manager of the company. There can
be some employees who have
become a key factor for the success
of any project. But this should not be
announced clearly as other
employees may get offended with
this announcement because all
employees have given their best for
achievement of this success as per
their capabilities and experience. All
the employees are valuable for Tesco
at different level. And hence they
should be treated equally in the
organisation.
HRM of Tesco follows all the practices as
stated above which results in best job
satisfaction to its employees and creation of
a healthy culture and values within the
organisation. It also enables employees to
create a good communication within the
organisation through which employees can
get emotionally attachment with the
company which will make them in giving
their best to the organisation.
P4 the terms of raising business profit and productivity in HRM practices:
Human resource's management practices in
best practices including for best actions and
that universal work. In term of two thoughts
of manage person. First is the best fit and
second is the best practices. There are value
of hrm policies relation between the
organization strategy. It means they should
focus on the Tesco company and their
employees needs. In human resource
management set of these processes that
managing to manager organization
performance. They are making hr. activities,
then support and motivate the Tesco
company. Or they achieving business goal
setting. Human resource management needs
align with company activities and processes
and they are make good strategy for best fit
(Arvanitis, Seliger and Stucki, 2016).
The superior lead to large and big
number of best practices performance for the
company. Hr executes will correct practices
add value to the company and their goals
and objectives. Human resource
management in best practices use for
company's profit. It is involves this practices
6

like; self managed and effective teams,
reduction of status difference, employment
security, selective hiring, information
sharing, contingent compensation, extensive
training etc.
Self managed and effective teams:
Human resource management team
members are achieving high goals and
mission of company, they can high
performance for any business when it is
setting goals and comes to success. Human
resource's management teams given value,
and they are distributes different working
employees but working towards same and
common objective. They are generated the
new ideas help for archiving goals. This
idea's using then combined and processed,
the best result in the best selection (Bratton
and Gold, 2017).
Selective hiring:
This is added of value selective
hiring. The Tesco company hiring the best
person because they have added to the
company. There are general and commonly
structured used for employees interview,
good personality, IQ test, work test,
reference checks and peer assessment. There
are tree characteristics used to uncover for
selection. Like ability, commitment and
train-ability.
Ability used to the employee able for
the job. And the employee have right and
correct soft and technical skills. Or an
employee smart for the job work.
Commitment used to an employee will
commit to business and their work. And they
will able to speed and fully work for the
company. Train-ability is used to improve
the employee skills and the aptitude to
developing and learning (Brewster and
Hegewisch, 2017).
Employment security:
Employment security is the best
practice of the human resources'
management. The company and their
employees with a social contract. In terms of
the company ask to commit to the business,
employees to work and their knowledge,
ideas. Employment security profits Tesco
company cause it is helps for company's
employees. The employer are investment in
the training, selection, recruitment, and
development of the company's workers. The
employees are most likely for work
competition and work leave. Employment
security is very costly (Cooke, Saini and
Wang, 2014).
Sharing information:
There are most important practice of
the company. Sharing information is
7

preferred two reasons. First is open
conversation about strategy, in terms of
operation and financial makes a culture so
employees feel better and trusted. It is
includes employees in the business. And
second reason of the Tesco company and
these employees to share their knowledge,
information, idea's, they can understand the
company what's ongoing to share to the
information for them. (Capell and et.al.,
2018)
Extensive training:
The business will invest high time
and budget for these employees in the
training. Then best and correct selection for
the recruitment of the employee. They need
to smart knowledge and good personality
people for the field. These are in growing,
developing, skills of employees. Nowadays
more than rate given a technology because it
is very growing and raising exponentially.
(Dhanabhakyam and Kokilambal, 2014)
Employment offer letter
Tesco company
14/12/2018
Dear,
Tesco company is please to select Rohit
Sharma as business associate. They feel
that candidate skills and background will
be valuable assets to their team. They want
to good performance from their employee.
They look forward to welcoming Rohit
Sharma as new employee at Tesco
company.
Sincerely,
HR Manager
LO 3
P5 the importance of employee relations influencing making decision to human resource
management:
The main way of employee relation. There are maintained healthy team member relation
in the company, it is very useful for the company's success. There are strong and smart employee
relations needed for human satisfaction and their productivity and services work scenario
increase the individual person with generally deal and ignoring and resolving problems and
issues so It's employee relationship with company. The good and best employee relation
8

identifies that they will feel positive about their work like as part of better and good business.
Every companies' employee with relations are good and great. Tesco company when workers and
management relations are good and hampered. There are various types of employees relations
with an organization. These are shown on here: involves employee indiscipline, employee
grievance and employee stress (Foss and et.al., 2015).
 Employee indiscipline:
The management expected the employees are given good and standard performance. They need
to employees do to normal behaviour. But in terms of an employee do not good behave and do
not accepted normal behaviour and nature with Tesco company. They are given slow
performance of worker, it's preferred to indiscipline. The management taken good steps for
employee's behaviour best with their expectations (Jeet and Sayeeduzzafar, 2014).
 Employee grievance:
The management provides safe environment working, proper incentives, participation, and needs
satisfaction for employees expectations. The management meets with their employees
expectation, it is failure part of management. There are expected employee grievance.
 Employee stress:
The employee expectation from management because they are referred to employees stress,
when they fail to meeting with management. The Tesco company management needs and
expectation in terms of self respect, career objectives, personal aim, and performance etc. so it is
employee tension stress. In company insufficient work load, team pressure and torture, lack of
promotion, unreasonable use of authority so then employee stress (Van Dierendonck and et.al.,
2016).
The company mentioned employee relations should be very carefully tackled. It is factor of
influencing hrm decision making. They need to employees discipline and company strength.
They also want to discipline culture and shared normal behaviour of employee for their
management.
The employee's needs to good treatment by the management. So company management good
treat to group of peoples and individual people in the good manner. The management makes a
good decision for employees challenging. They can complete by assigning employees good and
9

better responsibilities in the training functions. It's very interesting terms of Tesco company. The
manager and employee between continuous interaction. They can business policies, decision and
procedures updated. Employees needs the well informations, so they will create decision for the
company productive and motivated. The management will try making their environment like as
familiar and they feel an employee of the company in family manner (Xing and et.al., 2016). The
employees take a reward and supported for a good and better job for setting and achieving their
goals and targets. They will be build on a company and employee's will great work together like
a team. The employees' feedback create the managers aware of refer of employees, and their
work or views as the manger. The company should have given the salary for employees skills,
talents and competencies. Its called competitive salary. The management should have friendly
but not over friendly with their employees. And the worker should feel comfortable with the
leader, supervisor and manager then feeling safe and scared. Tesco company strong employment
relations make good and pleasant with the work place. They can improve worker morale and
skills, they can motivate their employees (Yang and et.al., 2015).
P6 the key elements of employment legislation and impact on hrm decision:
There are various types of key elements of employment legislation. It is relevant to
employment are referred involves; equal employment opportunity, sexual harassment,
affirmative actions, working time regulations, wages and remuneration etc.
 Sexual harassment in the workplace:
Sexual harassment can be verbal, physical and written, its unwelcome behaviour. It can be create
an employee feel intimidated and humiliated. It is not friendship and interaction or flirtation. The
Tesco company making decision for sexual harassment, they can create a work force team so
they are take an action for this situation. The employees are complaints by work force team for
sexual harassment. So the management should take good action for these problems and issues
(Patel and et.al., 2018).
 Equal employment of opportunities:
There are involves employees of different gender, age, physical ability, sexual orientation,
religion, work experience, educational background etc. there are required the employees should
be disclose to the company. They are responsible for law of forcing that they create illegal to
without crime against a worker and their job applicant, thus the employee of colour, national,
10

age, sex, gender, identity and so on. That is reason impact on equal employment opportunity. So
Tesco company manager are decided to equal opportunities provided for employees who person
is best for the job and smart for their work, so they are assigned the job for these employees
(Brewster and Hegewisch, 2017).
 Working time regulations:
The working time regulations' means working day and fix time divided of work in the company.
Tesco company given time of work, shift, and minimum weekly rest period for their employees.
There are an employee required time for work at 9 hours. Employees are managing, controlling
their work decision accordingly working time. These rules and regulations apply to all
employees, they can minimum breaks and rest for leave. Or they should have maximum work in
the weed and day. Its rules and regulation makes government. And they can provide for
employees.
 Wages and remuneration:
The company minimum wages given legally offer to their employees. The Lowest remuneration
and minimum wages to high inflation increase given the employees this is not heavy debate.
Tesco company given basic pay of compensation rate and some amount extra pay of
compensation for their employees. They are pay bonus about employees reward and financial
compensation accordingly their expectation. The company employees earned income for taking
credits and filing taxes and duties. Remuneration concern to the monetary rewards, so the
employees are take rewards. And they will take many rewards forms (Van Dierendonck and
et.al., 2016). Like as some part pay of salary and over time work pay. And different sales part
offer commission on the percentage rate of amount. Many companies in the hospitality firm and
food services on tips and don not talk the lowest wages.
 Affirmative action:
There are affects of affirmative action employment and productivity in law and regulation. This
action some growth in changing employment jobs for most of female candidates, they can take
action high skilled and low skilled works in the company. Tesco company given offer to
affirmative action for the woman. They are support for affirmative action function for females;
gender, psychological factors, political factors and social factors (Capell and et.al., 2018).
11

P7 Application of HRM practices in work related context
Human resource management is the most essential part of business unit. HR team of
company always works to retain skilled employees in form for longer duration and raising their
working efficiency. HR manager of Tesco has to hire skilled employees in firm those who can
perform their job well. For that individual prepares job specification and person specification
documents. During recruitment practices this documents is used by the hr manager. This helps in
identifying skills require for the particular post and recruiting the right person for the right post.
For example if staff shortage is there then Tesco takes supports of external recruitment agencies
and call the eligible person for interview (Xing and et.al., 2016). This aids in selecting the most
deserving candidate for the post. Tesco also uses online recruitment methods to bring fresh talent
in business unit. It always prefers to get highly skilled and experience people in the workable.
Thus, it uploads information of vacant post on its website. Eligible candidates uploads their
resume on its website. HR team scrutinise these resumes and call the most deserving person in
interview. This is the best way that helps business in filling the post from talented people.
Tesco measures performance of its workers and according to their working performance
it gives them promotional opportunities. This is beneficial for organisation in order to motivate
people and making them positive towards brand. Enterprise applies result approach in order to
measure performance of each person in company. Accordingly, firm gives them promotions and
incentives. That encourages others as well to put hard efforts so that they can grow in business.
Training and development is another most important HRM practices. For example if f Tesco is
planning to make changes in its practices or want to implement new technologies then in such
condition HR team of the entity organises training programs for its staff members. This supports
in raising skills and capabilities of person and they become able to work in changed environment
effectively (Yang and et.al., 2015).
Reward management is another essential HRM practice. Tesco provides financial and
non financial both kinds of rewards to its workers. People those who perform well in the firm,
HR manager gives them recognition. They apprise the good performer that boost energy of
person and individual put hard efforts to accomplish goal of company. This also encourages
others and others also work hard to get such kind of appraisal. Tesco also provides incentives,
job security, bonuses, accommodation facilities and many other perks to its skilled people. These
12

things motivate employees to perform well and retain then in firm for longer duration. Tesco
takes feedback from its workers, it aids in identifying needs of people and providing them
environment accordingly (Patel and et.al., 2018). This is the best way that helps organisation in
developing healthy relationship with workers and making them positive or supportive towards
brand. That is way staff members always support to their seniors and do not resist in any
changing situation. This is beneficial for Tesco in utilising skills of employees efficiently.
CONCLUSION
From the above studies, it has been concluded that Tesco has a good HRM policies
within his organisation. Tesco has adopted best HRM practices within its organisation. Human
resource management has provided a great satisfaction to the workforce along with a sort of job
security. Entity has also adopted the best legislation practices for the protection of its employees.
Effective training and performance measurement strategies are helpful in enhancing motivation
level of workers and retaining them in firm for longer duration.
13

REFERENCES
Albrecht, S. L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach.Journal of Organizational
Effectiveness: People and Performance.2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Arvanitis, S., Seliger, F. and Stucki, T., 2016. The relative importance of human resource
management practices for innovation.Economics of Innovation and New Technology.25(8),
pp.769-800.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017.Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Capell, B. and et.al., 2018. Explaining sexual minorities’ disclosure: The role of trust embedded
in organizational practices. Organization Studies. 39(7). pp.947-973.
Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices.Journal of World
Business.49(2). pp.225-235.
Dhanabhakyam, M. and Kokilambal, K., 2014. A study on existing talent management practice
and its benefits across industries. International Journal of Research in Business
Management. 2(7). pp.23-36.
Foss, N.J. and et.al., 2015. Why complementary HRMM practices impact performance: The case
of rewards, job design, and work climate in a knowledge‐sharing context. Human Resource
Management. 54(6). pp.955-976.
Jeet, V. and Sayeeduzzafar, D., 2014. A study of HRMM practices and its impact on employees
job satisfaction in private sector banks: A case study of HDFC Bank. International Journal
of Advance Research in Computer Science and Management Studies. 2(1). pp.62-68.
14

Patel, P., and et.al., 2018. The transfer of HRMM practices from emerging Indian IT MNEs to
their subsidiaries in Australia: The MNE diamond model. Journal of Business
Research. 93. pp.268-279.
Van Dierendonck, D. and et.al., 2016. Linking HRMM practices and institutional setting to
collective turnover: An empirical exploration. Administrative Sciences. 6(4). p.18.
Xing, Y. and et.al., 2016. Intercultural influences on managing African employees of Chinese
firms in Africa: Chinese managers’ HRMM practices. International Business Review.
25(1). pp.28-41.
Yang, L.R. and et.al., 2015. A framework for evaluating relationship among HRMM practices,
project success and organizational benefit. Quality & Quantity. 49(3),.pp.1039-1061.
15