Human Resource Management at Tesco: Unit 3 Report and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco. It begins with an introduction to HRM, emphasizing its strategic importance and the evolving landscape of the retail industry. The report then delves into Task 1, examining Tesco's mission statement, core business objectives, and the purpose, roles, and responsibilities of its HR functions. It explores workforce planning, recruitment strategies (including internal and external sources), and training programs. Task 2 focuses on practical HRM elements, including job specifications for an HR executive role, a sample CV, preparatory interview notes, and job offer considerations. The report also addresses employee relations and employee engagement strategies within Tesco. The report highlights the importance of employee development, ethical working environments, and the alignment of HR practices with Tesco's business objectives, ultimately aiming to foster a strong and committed workforce. The report concludes with a summary of the key findings and references used.

Unit 3 - Human
Resource
Management

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................3
Task 1...................................................................................................................................................3
Mission statement, purpose and core business objectives.......................................................3
Purpose, role and responsibilities of HR functions.....................................................................4
Workforce planning, recruitments and training programs.........................................................5
TASK 2.................................................................................................................................................7
Job specification:............................................................................................................................7
CV:....................................................................................................................................................7
Preparatory notes for interviews:..................................................................................................8
Job offer...........................................................................................................................................9
Employee relations and employee engagement:.....................................................................10
CONCLUSION..................................................................................................................................11
REFRENCES....................................................................................................................................12

INTRODUCTION
Human resource management can be understood as one of the most important
business management functions which involve strategic approach to effective management
of employees working in company. Functions of HRM are to help business gain high
competitive advantage among other competitors and for maximum employee’s commitment
towards employers strategic objective for long term business success. The changing
parameters of time with various companies coming into industry with strong HRM policies
employees get varied platforms to show their skills, get more effective training avenues and
larger functional practices Tesco is one of the biggest retail company i industry producing
best innovative portfolio of products and high quality standards services to major parts of
world (Blom, Kruyen and Van Thiel, 2020). The report explains purpose, role and
responsibilities of HR function and workforce planning structure for long term functional
structure. Later the report also brings forward construction of job specification, CV and how
various functions of HRM to develop strong commitment from employees along with
fundamentals to develop healthy diverse culture.
Task 1
Mission statement, purpose and core business objectives
Tesco is one of the biggest company in the retail industry of UK and third largest in
world composition of retail companies having locations of more than 10,000 stores
worldwide and wide chain of supermarkets and hypermarkets. The mission statement of
Tesco is to produce large portfolio of innovative products and services for large customer
base whose working fundamentals are highly focused towards integrating latest quality
performance standards. With high competitive working environment of business scenario
globally with various new brands and companies coming up with large diversity and
innovation, Tesco aims to bring forward large skilled employees working within all
departments for larger commitment. Purpose of Tesco is to diversely serve large customer
base market share with attainment goal of high goodwill and large profitability revenue
margins for constructional business objectives and functionally being ethically present for
developing the employees working within company departments. Core business objectives
of Tesco are to develop the supermarket chains, functionally be innovatively talented and
resourceful with high advanced techniques for greater market share composition.
Purpose, role and responsibilities of HR functions
The purpose of HR function is to construct strong skilled, talented employees working
in company with varied training functional programs and maintain strong interoffice

relationships with them to keep them motivated and retained for long time within company.
Tesco having large number of employees working within various departments highly focuses
towards HR department activities which forges ahead to keep technical viability high within
their performance standards (Chiang, Lemański and Birtch, 2017).
 The role of HR department is to supervise all functions of recruitment, selection, training and
development and providing them motivation with high supervision of skilled leaders for
bringing best resources in to utilisation. The role of HR department is to keep supervisory
eye on all key development roles for bringing in the best employees with advanced skills to
compete with the set benchmarks of performance for higher profitability. Role of HR teams
can be understood as one of the foremost important and diversified which impacts overall
working horizons of employees performance in Tesco and keep the latest technology
resources for enabling them with best inputs through which they can deliver the set
performance of outputs.
 HR plays significant role in acquiring talent to meet business objectives set by Tesco where
the company aims to be strongly active in serving best services to all customers’ market
share segments. Tesco is one of the biggest retail companies having various supermarket
chains on various international marketing segments, through which higher technical
efficiency can be achieved on long term for higher profitability goals. HR department plays
key role within Tesco Company as higher goals of providing best products services with
premium quality parameters are highly correlated with best resource optimisation to deliver
high ethical working scenario among their business objectives. HR keeps high focus
towards hiring best talented skilled employees with high experience and functional
capabilities to transform the dynamic potentialities according to changing business scenario
(Chowhan, 2016).
 The leaders are directed to train employees with high ethical focused parameters of training
and development for keen delivery of outcomes and the target focused to get higher
goodwill among customers market share for leveraging the best outcomes. The business
objectives of Tesco is highly interrelated with HR department functions for creating diverse
employees culture within all departments, maintain strong commitment among them and
develop large resources for best outputs generation. Interrelationship among officials and
employees working within company enables in gaining strong cooperative management
structure, where the relative optimistic synergy keeps employees strengths more diversified
to perform better. The leaders within Tesco departments keep high focus towards
establishing best training programs for preparing employees for high development into their
working ethics, relative functional strength and keeping them highly motivated.
Brainstorming sessions, group discussions and practical on platforms training programs

keep employees highly motivated and gain insights on how to develop future strength
potentialities for keen synergy to keep them retained on long term.
Tesco being one of the biggest retail company functions with best HR policies and
develop latest functional standards through which they can functionally pertain for best
working standards, best customer satisfaction services on online platforms and within stores.
HR department keeps high focus to solve their interpersonal issues, provide them with clean
working parameters and gather vest determinants to leverage high quality outputs within the
set target developed arenas (Cristiani and Peiró,2019).
Workforce planning, recruitments and training programs
Workforce planning is one of the most crucial element onto which employees are
integrated into company to work under various departments into various assigned working
responsibilities where they are assessed based on their skills and further trained for larger
working arenas. Tesco is one of the most advanced retail company in industry where
workforce planning is highly focused to bring in more effective production targets and built
fundamentals through which employees are motivated to bring in more diverse working
horizons into company. Workforce planning evolves the overall face of brand where
employees are selected on the basis of their capabilities, advance skills and target them to
bring in higher development for larger business avenues and effective sales services.
Diversity within Tesco workforce planning enables to build strong company culture where the
relative working parameters are technically advanced with the pace of business scenario,
larger platforms are provided where they can showcase their abilities and functionally
present best talents which keep them motivated within company. HR executives plan
workforce structure on the basis of company objectives and future growth parameters which
not only builds the assets for long term business development but also yields higher
technological advancement into production targets.
Recruitments are another important function of HR department onto which high relevance is
given to build strong workforce of talented employees who are highly skilled and rationally
viable with various new market strengths. The recruitment process enables in selecting best
employees based on their potentialities through which higher development avenues can be
developed with relative resources and best fundamental. There are external recruitment
sources and internal recruitment sources which are highly variable based on their sources
which enable company to get in touch with high skilled human resources (Donate, Peña and
Sanchez de Pablo, 2016).
 Internal recruitment enables to select employees from within the company where the
procedure is much simpler as the training is not much required as all work parameters are

known to employees within various departments. However it lacks injection of creativity and
diversity into all employees as company may not able to get new talents from external
sources, functionally target new resources which gains more productive growth.
 External sources of recruitment enables to get in touch with best human resources which are
highly skilled, experienced with new talents and are practically advanced with new business
scenario working parameters. The external sources of recruitment are length procedures as
it involves elaborate steps where sources and selection of best employees are highly
important. External source of recruitment are highly advanced where social media
marketing is biggest platform for developing strong workforce.
Selection is based on the company working objectives and determinants which are
technically focused for gaining huge progress and functional working parameters through
which it can be analysed that how the workforce will be formed for various project
development. Tesco highly stresses towards selection of workforce where the employees
are highly based on their skills, technical knowledge and functional strengths which reinforce
the company objectives on long term. Selection of workforce is one of the most integral role
of HR executives at Tesco, as the tasks are focused to get development into the culture so
at to function with high strong talented skilled working determinants who are highly skilled
and talented with latest technical resources (Dumont, Shen and Deng, 2017).
Training programs are highly developed with latest functional networking parameters
and platforms to reinforce motivation within their abilities to deliver high growth avenues and
relative skills, focused to bring more quality standards. Training platforms are finalised with
performance management paradigms where leaders have role to specifically train them for
higher development goals where evaluation is measured for various roles based on their
roles and specifically pertain values which motivate them.
Case study:
Tesco for effectively building its workforce and diversity within culture highly focuses
to get best platforms and avenues which evolve them for greater working horizons ,
determinants which highlight the company objectives for larger development. New
employees joining company are oriented properly to all working employees, leaders give
proper training and their feedbacks are properly addressed. New employees selected by
Tesco are hired based on skills, experience and prerequisite requirements to effectively built
complete working framework throughout company culture.

TASK 2
Job specification:
CV:
Job role: HR executive
Reporting to: HR manager
Qualifications: MBA, Bachelors in Human resource, Business management
Experience: 2 years of working in HR department for any organisation
Hard skills:
 Strong communication skills among employees for gaining company set objectives for
higher profitability and goal accomplishment
 Must poses analytical skills and new research ability to keep proper records of all
employees, programming their duties and responsibilities within various departments.
 Leadership abilities and practical knowledge to guide employees for various project
development goals, assigned responsibilities.
Soft skills:
 He must ethics of business while working towards business objectives towards the role of
HR executive for leveraging strong position and higher goodwill of company, business
segments among industry.
 He must poses Strong interpersonal skills and problem solving skills to develop
cooperative working environment for employees.
Name: David Thomas
Contact details: [e-mail]
Qualifications: MBA and Bachelors degree in HR business studies
Work Experience: Working at Tesla for 2 years as HR executive
Skills:
 Leadership ability through which i can effectively guide various employees working in company
 Data analytics skills which will enable me in keeping proper work records and functional information

Preparatory notes for interviews:
The interview of Hr executive role will be based on the structural requirements of
Tesco where aim is to hire talented skilled employees who can work dynamically in changing
business world. Candidate will be chosen based on the professionalism, expertise of
communication skills and functional ability through which resources can be optimum
invested to get the desired employee at job role. The employee will be chosen with
professional interview where our HR manager of Tesco will directly take interview and
various questions will be asked to assess communicative skills, abilities and potentialities to
develop further business skills which will be evaluated based on their experience, skills
within CV. The CV’s will be thoroughly checked for the interview and questions asked within
interview will be based onto how the candidate communicate and built rapport with
interviewer (Mirza, Ayyub and Lodhi, 2019).
Selection criteria:
The best suitable candidate will be chosen for the role of HR executive through
proper interview by the manager where the employee strengths should be highly correlated
to job roles for long term viable position into company. The selection will enable in gaining
best candidate for employee role and selection will be focused towards getting best
candidate with technical abilities and functional talents to perceive the best targets
positioning role. The selection procedure will be highly focused on reaching out to best
candidate who poses advanced skills and communication abilities, along with positive
aptitude to work in company for longer time frame and is functionally trained to perform
better with coming time in business scenario. Tesco aims to keep strong employees
workforce under company which are rationally talented and diversified to work hard with
changing aspects of time and bring new ideas before company management. Tesco aims to

bring diverse employees under one framework who are not only intelligent, skilled and highly
optimistic but are also outspoken to communicate (Yousef, Tawalbeh and Masa'deh, 2018).
Justified decision
David Thomas is chosen as the employee for job role of HR executive as his CV was
very impressive and he posses all skills and expertise needed for the role of position along
with smart interpersonal skills. He is smart enough to cope up with dynamic changes coming
in the company through which Tesco will be able to effectively develop all employees
assigned duties and relative focus towards providing them convenient environment of
working. The candidate is qualified enough with high experience of working as HR executive
and the skills of analytical records, functional ability to keep all employees motivated will
enable Tesco to get higher output levels. These factors enable us to analyse how David
Thomas is selected candidate and how various skills can be very effective for the position at
Tesco (Bhanugopan, Boyle and Bray, 2018).
Job offer
Dear David Thomas
Date: 17 may 2020
We from the management team of Tesco company congratulate you for being
selected for the job role of HR executive and we hope to see you joining our office from

Employee relations and employee engagement:
Tesco being one of the biggest retail company and serving various customers
worldwide with high quality premium good and services highly believes in employees as the
face of brand. The company provides employees with flexible working environment and
timing scenario as per their convenience so as to provide them high functional structure
where they can happily provide services to customers and deliver the assigned duties.
Tesco company brings innovative training programs and brainstorming sessions to upgrade
their skills and functional abilities to foray in their professional careers (Shin, Jeong and Bae,
2018). The employees are teamed under leaders and supervision is highly provided which
will enable them to attain proper guidance at all period of time and motivation works as an
important element towards which Tesco is always aiming for all employees working in all
departments. The company has various determinants and working parameters of
performance management onto which employees are guided and trained to achieve higher
performance growth. The company provides clean infrastructure with all amenities and
functional structure for providing employees proper working platform, there are employee

legislation rules followed where company aims to keep all employees upgraded with latest
skills and talents and technically advanced to cope up with competitive benchmarks. Tesco
HR policies are highly dynamic where the feedback from employees is highly valued and
their grievances are solved immediately by our mangers and leaders. Tesco aims to be fast
and one of the biggest evolving company in retail industry, whose goal is to keep highly
committed workforce under its structure and functionally provide them with huge innovative
working parameter to attain high professional success in their career. The company s highly
involved with all employees within company where regular meetings and sessions keep
them motivated and satisfied among business delivery roles (Turner, Van Rossenberg, and
Kinnie, 2019).
CONCLUSION
The report can be concluded with detailed explanation on how HR management role
in company business management plays an important role by providing the various
constructed elements and functional platforms where employees are guided to perform
higher business objectives. The report concludes HR management department at Tesco
where the role of HR is highly one of the most evolving within company business segments
to recruit talented young employees, provide them with strong training platforms. Further
report also concludes the relative importance of HR executives in selection best employees
as Tesco believes employees to be the face of brand. The report further concludes how HR
technical efficiency is evolving with the pace of time, how employees need to be talented
with new skills and functional abilities to foray in company fro long term working
performance. Report further discussed employees specification for the job role of HR
executive, candidate CV and selection procedure along with interview key notes and in detail
explained employee legislation rules. Report also discussed how Tesco company provides
employees with detailed flexible working conditions, engagement programs and further
training platforms for effectively building their skills further in business world. Tesco being
one of the best company in retail industry is highly evolving with varied business platforms,
keenly transforming skills and performance standards among employees through which
higher outputs are generated (Zhou, Fey and Yildiz, 2018).

REFRENCES
Books and journals
Blom, R., Kruyen, P. M.,. and Van Thiel, S., 2020. One HRM fits all? A meta-analysis of the
effects of HRM practices in the public, semipublic, and private
sector. Review of Public Personnel Administration. 40(1). pp.3-35.