Human Resource Management Report: Tesco's HRM Practices and Impact

This report examines human resource management (HRM) practices at Tesco, a multinational retail company. It begins with an introduction to HRM and its importance, followed by an analysis of workforce planning, including the purpose and role of an HR manager, specifically within the context of Wood Hill College. The report then explores different approaches to recruitment and selection, comparing internal and external sourcing methods, and their respective strengths and weaknesses. It includes practical applications such as job advertisements and descriptions. The second task delves into the benefits of various HRM practices, differentiating between training and development, and identifying training needs at Tesco. The report also discusses different training methods and their impact on employee performance. Finally, it highlights the importance of good employee relations and the influence of employment legislation on HRM decision-making, offering a comprehensive overview of HRM strategies and their practical applications within a corporate setting.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose and role of HR manager in workforce planning.................................................3
P2. Strengths and weaknesses of different approaches of recruitment and selection............4
P7 Application of HRM practices..........................................................................................6
TASK 2...........................................................................................................................................7
P3 Benefits of different HRM practices.................................................................................7
P4 Effectiveness of the different HRM practices in terms of raising profit and productivity10
TASK 3..........................................................................................................................................11
P5 Importance of good employee relation and their influence on HRM decision-making..11
P6 Key elements of employment legislation and their impact on HRM decision making...12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is the process of managing staff and employees for the
accomplishment of their desired results. These functions are performed by the HR manager.
There is a huge importance of all these functions in development of company and the skills of
employees. In this regard, a large number of functions are performed by the HR manager like
appraisal of performance, recruitment and selection, identification of the need of training and
development, etc. Tesco is a retail grocery and general merchandise company which provides
their products and services in more than 12 countries. It has a large number of supermarket
chains which serve their products to end customers (Albrech, 2011).
In the present report, purpose and functions of HRM in workforce planning, strengths and
weaknesses of different approaches of recruitment and selection as well as benefits of different
HRM practices for employer and employee will be explained. Here, contribution of HRM
practices in improvement of productivity and profit of organisation, importance of employee
relation as well as their impact on decision-making will be discussed as well.

TASK 1
P1. Purpose and role of HR manager in workforce planning
Workforce planning is the process of identification of needs of employees and staff
members as per the size, type, experience, skills, etc. So, they can effectively achieve their
targets. This also includes the determination of internal and external factors which have an
adverse impact on functions. It is the duty of HR manager to plan about workforce and adopt
effective procedures which help in satisfaction of their needs. Wood hill is a co-educational
college which provides their educational services in the UK. HR manager of college has the duty
to appoint sufficient number of professors and teachers for completion of different functions and
satisfaction of wants of students. Main purpose behind the workforce planning of Wood hill
College is defined as below:
 Properly perform functions: Main aim behind workforce planning is to identify the
need of staff members to properly perform functions and deploy their services
effectively. This helps in managing the students effectively and satisfy their demands.
This will provide an opportunity regarding proper and accurate knowledge to their
students respect different subjects.
 Flexible working: There is a huge importance of workforce planning in providence of
flexible working conditions. This helps in removal of extra burden from the staff
members and provides time to use innovative ideas to provide knowledge to students.
This helps in the creation of flexible working (Armstrong and Taylor, 2014).
Role of HR manager in workforce planning
Workforce planning in Wood hill College is the responsibility of HR manager. There is a
large number of duties included in workforce planning like staff relation, training, recruitment
and selection, etc. Firstly, this includes the identification of needs and then appointment of staff
which have appropriate skills. There are many roles which are performed by the HR manager in
workforce planning as defined below:
 Recruitment and selection: This is an important part of workforce planning which
includes the appointment of new staff members in college. This will have high
importance in accomplishment of their desired results. Ithelp in the removal of burden
from other staff members and provide better knowledge to their students.

 Staff relation: This is also one of the functions which is included in workforce planning
to maintain effective relations in between staff members. It helps in the creation of
positive environment in college.
 Conduct seminars: This is another important approach which helps in the development
of skills among staff members. It provides an opportunity to retain the confidence of staff
members and students in educational services of college.
P2. Strengths and weaknesses of different approaches of recruitment and selection
Recruitment and selection is an important approach which helps in fulfilling the need of
appropriate number of staff in college. Recruitment and selection approach adopted by the
management of Wood hill College is external sourcing. They used to place their vacant positions
on their official websites. This source has high importance for college as it helps in the selection
of fresh and talented candidates in college. This helps in properly performing their functions.
Basically, there are two approaches which are mainly used in the appointment of candidates in
college which are internal and external sourcing. Both these methods have their own importance
and weaknesses. So, use of these methods in college as well as their strengths and weaknesses
are defined as below:
Internal source
This source includes the process of advertisement of vacant positions within college and
selecting candidates which are referred by existing staff members. This also includes the
promotion of staff members at higher places which are vacated. This is an effective method
which helps in filling up the positions in a fast manner. This will provide an opportunity to the
HR manager to save money and cut off their expenses. There are many advanatges and
disadvantages of this approach which are mentioned as below:
Advantages
There are many advantages of this approach which are helpful in the performance of
different functions of college effectively.
 Promotion of the existing staff members helps in motivation and building their loyalty
towards services of college. This contributes in development of passion among staff.
 This is the time saving method which includes selection of candidates on basis of
referral of existing staff members.

 It is cost efficient also as it helps in minimising expenses of advertisement of vacated
posts.
Disadvantages
Large number of disadvantages of internal sourcing which are mentioned below:
 Avoid the appointment of fresh and more talented candidates
 Reduce the ability of staff members to properly provide their services to students
External sourcing
This approach includes the process of selection of candidates from outsider sources. This
approach includes the advertisement of job vacancies in newspapers, websites, etc. This helps in
the selection of skilled candidates in college (Boxall and Purcell, 2011). At present, management
of Wood hill College uses external sourcing with the help of official website in selection of staff
members. Advantages and Disadvantages are mentioned as below:
Advantages
 Helps in appointment of fresh and more skilled teachers which have updated knowledge
 Helps in properly managing the function of college
Disadvantages
 It works as a demotivating factor for existing staff members.
 This is time consuming and costly process of selection of the candidates (Bratton and
Gold, 2012).
P7 Application of HRM practices
(a) Job advertisement for the post of lecturer
Job Advertisement
8 posts are vacant in Wood hill college for the post of Lecturer
Requirement
 Extensive knowledge in their field
 Good practical knowledge and having the experience of 5 years in teaching line
 Having good administrative skills
Date of Interview
Interview is held on the college premises for the post of Lecturer on 25 January 2018 at 10 am.
Please kindly report on time.

(b) Suitable platforms to place advertisements
It is important for the management of Wood hill college to advertise the vacant posts to
acquire talented candidates. There are large number of advertisement platforms are available in
front of the management of Wood hill college which are mentioned below:
 Newspaper: This is the effective method which helps in advertisement of the vacant
positions of college among the local individuals of region. This helps in attraction of the
local individuals which have adequate skills as per description mentioned in newspaper.
The is method has moderate effectiveness (Hülsheger and Schewe, 2011).
 Websites: This is the best advertisement method which has the widest range in
comparison to all other platforms. This is the time and cost efficient method which is
actually used by the management of Wood hill college in recruitment of the staff
members. This helps in attraction of the large number of candidates from globally.
 Pamphlets: This is another cost efficient method with limited reach. This helps in
attraction of the candidates of the local area.
(c) Job description for the post of lecturer
Job Description
Job Details
Title of Job: Lecturer
Department: Teaching
Job Purpose
 To appoint talented and skilled lecturer which provides effective knowledge to the
students of college and builds their career
 To build effective team of the lecturers which have extensive knowledge and skills
regarding their fields
Responsibilities
 To effectively perform their functions and properly handle the students of college

 To build positive environment in college and provides support to other staff member in
effective performance of their functions.
TASK 2
P3 Benefits of different HRM practices
Tesco is multinational retailer company which provides their services in more than 12
countries. Employees are the asset of company which contributes in performance of the different
function in appropriate manner. To improve the personality of employees there is need to
identify the need of training and develop such programmes.
(a). Difference between training and development
Training: It is defined as organised activity adopted by management of company to
provide informations and skills to trainees to improve their performance and attainment of such
level of knowledge and skills which is important to achieve personal target. The main of such
programmes is to develop personality of employees.
Development: This includes the process design such programmes which helps to make
changes in the behaviour of trainee which consist with them till their life. In other words, it is the
process development of overall professional career of trainee.
The management of Tesco use on the job training method to provide technological
knowledge to their employees regarding use of new machines and computer based system. As
such programme has large number of importance to improve performance, reduction in wastes of
resources and optimum utilisation etc. As, this programme helps in development of effective
computer team which specially appointed to handle automatic operating systems.
Basis Training Development
Meaning This is the process which helps
in improvement of the
particular knowledge and skill
of employees.
These programmes helps in
development of overall
personality of employee.
Duration Training programmers are Development programmes

designed for short and fixed
period of time.
requires the long period of
time.
Orientation It is job oriented This is career oriented
(b). Identification of training need and methods of training used by Tesco
To develop adequate training programmes there is need to identify the problems which
are faced by employees during performance of their work. Such identification helps in
determination of the lack of skills in each and every employees and helps in designing of the
appropriate training programmes which satisfies the needs of different employees.
Identification of training need
It is the responsibility of HR manager of Tesco to identify the training needs of their
employees. To identify training needs there is need to evaluate different situation in organisation.
Contribution of such analysis in identification of training needs are define below:
 Employee analysis: This analysis includes about the determination of the skills and
knowledge of employee. This helps in ascertaining the learning style which is most
appropriate in development of skills.
 Work analysis: This includes about evaluation of tasks and skills which are required in
completion of such function. This provide opportunity regarding comparison of such
skills with the skills of employee and identify problems.
 Performance analysis: This is also one of the important criteria which helps in
identification of the deviation in the performance of employees.
Methods of training used by Tesco
Different method of training are used by the management of Tesco which are define
below:
 Technology based learning: This method of training helps in development of the skills
regarding the use of advance technology in the employee. This training programme
includes the us of computer based programmes, web based training programmes etc.
 Simulators:This is the most effective method which helps in development of skills
regarding the handling of the real situation. This method includes the process of
developing real problems which are arise in company. This will improves decision
making power (Brewster and Hegewisch, 2017).

 On the job training: This includes the process of providing training to employee under
the supervision of manager. This method is used in case of new employees to provide the
experience of managers.
(c). Benefits of training and development programmes
There are large number of benefits are derived by company and the employees through
such training and development programmes. These benefits are mentioned below:
Benefits to employees
 Personality development: This helps in development of personality of employees and
build the passion among the employees regarding their activities.
 Improvement in performance: This helps in development of the existing skills of
employees
 Positive atmosphere: Training programmes has huge role in development of positive
environment at workplace. This is happen because it helps in creation of supportive
behaviour which leads to work in teams.
Benefits to employer
 Motivating factor: This will work as motivating factors as they get the responsibility of
handling higher position. Training programmes helps in development of personality and
professional career.
 Better retentions: Training programmes helps in attainment of confidence and trust of
employees as they become important part of organisation,. This helps in creation of good
relation and retain them for longer period of time.
 Employer employee's relation: Such training programmes plays an great role in
development of good relation between employer and employee. This helps the manager
to provide roles and duties effectively.
P4 Effectiveness of the different HRM practices in terms of raising profit and productivity
There is large number of importance are derived by company through their training and
development programmes in raising their profits and productivity. Training and development
programmes contributes in development of of the existing skills of employees of Tesco. This
would contributes in the development of innovation among the employees regarding their
performance which improves the productivity of company and reduce the operational cost. This

will provides opportunity to raise their profit margin on their products and improve their
profitability. So, effectiveness of training and development programmes are define below:
 Less supervision: Training and development programmes majorly contributes in the
development of skills and personality of employees. This will provides opportunity to
manager to focus on other important matters like marketing and promotion, so they can
improve the sales of their products. This will have large benefit in increase of their
profitability.
 Reduction of error and confusion: There is huge contribution of training and
development programmes development of communication and coordination among
employees. This helps in building good teams and maintenance of good relation which
removes the confusion regarding their different roles and duties. Training of handling
machines helps in removal of errors and wastes and helps in optimum utilisation
resources. This will satisfy the both criteria of improvement of productivity and
profitability (Choi and Turk, 2011).
Home grown talent: It includes the procedure of recognise, support and reward good
employees of company to improve their skills within the organisation. For this purpose, on the
job training methods are applied which helps in creation of home grown talented persons. As
large number of benefits are derived by Tesco which are mentioned below:
 Great use of staff skills: Development of talent within organisation helps to retain them
for longer period of time. This helps in use of staff skills to operate different functions
effectively.
 Improve decision making: Development of such skills helps to getting good relation with
employees. This helps in taking their actual views which enhance their decision making
power.
TASK 3
P5 Importance of good employee relation and their influence on HRM decision-making
ITV is commercial TV network which provides their services in UK. It is the
responsibility of HR manager of organisation to maintain good employee relation. For this

purpose, many communication processes are adopt by company which helps in development of
coordination among the different function and creation of positive environment at workplace.
This will have huge contribution in development of good relation between employees. Large
number of importance is derived by the management of ITV which are mentioned below:
 Decision-making: There is huge impact of employee relation in enhancing the decision
making power. Sometimes, management not taking the decisions solely on the important
matters they requires the feedback of employees to attain information. Good relation
helps in ascertaining the real views of employee’s and contributes in solving interrelated
problems.
 Improved performance: Due to having good relation among the management and
employees and between the employees helps in effectively disbursement of the duties to
them. This will removes the situation of confusions and build good teams. Supportive
behaviour of employee’s helps in working continuously for 8 to 9 hours.
 Positive atmosphere: Good relation between employees helps in creation of familiar
nature among them. This will contributes in development of passion regarding their
functions. Office politics and bad behaviour is eliminated from the employees and they
are always ready to help other. This will creates positive atmosphere in ITV.
 Motivational level: There is huge contribution of employee relation in creation of
motivation among the employees. Due to good relation good performer of company
always support their subordinates to perform harder and handle large authorities. This
will considered as high motivating factor which creates confidence and trust among them.
Influence of employee relation HRM decision making
There is large number of impact of employee relation in HRM decision making which are
define below:
 Good relation creates supportive behaviour among employees. This will provides
opportunity to HR to delegate the authorities to subordinates. This will provide more time
to concentrate on important matters and improves their decisions (Disch, 2016).
 Good relation between management and employees helps in ascertaining the actual
views of employees regarding the problems and the situation which are happen at
workplace. This will enhance decision making power of HR manager.

P6 Key elements of employment legislation and their impact on HRM decision making
Employment legislation means the law which are provide by UK government regarding
implement by the organisation while provide their business functions. It is the duty of HR
manager of ITV is to properly consider of legislation and apply such act and policies effectively
on their business operations. There are large number of benefits are derived by company like
prevention from penalties and fines. The major employment legislation which are required to
implement by ITV are mentioned below:
 Equality Act 2010: This is the important act which provide the guidelines regarding
equal treatment of the employees and their is no discrimination between them on the
basis of their gender. Management also have the duty to adopt equal remuneration policy
in calculation of salary of employees. HR manager of ITV has the responsibility to
implement such Act. Otherwise they have to face consequences.
 Health and safety Act 1974: This includes the implementation of Health and Safety Act
for the safety of employees in company. It is the duty of HR manager is to provide
adequate safety measures to employees like helmet, gloves, sign boards etc. while
handling hazardous machines. This will have large number benefits like helps in
development of confidence of employee on the organisational function and improves
their efficiency.
 Data protection Act 1998: This is the important Act which helps in safeguarding the
important information and data of company. This includes the process of agreement with
the employee that they are not share the organisational policies and confidential
information with outsiders (Hendry, 2012).
Influence of employment legislation on HRM decision making
There is huge impact of all the all the employment legislation like health and safety Act,
data protection Act, equality Act on HRM decision-making. Influence of such legislation on
decision making are define below:
 Implementation of these legislation helps in fulfilment of all laws which are provide by
UK government. This will have huge impact on enhance the decision making power of
HRM as it helps in prevention from the fines and penalties.

 These legislations are working as the guiding factor for the management of ITV which
are used by them to provide direction to their employees. This helps in improvement of
their performance.
CONCLUSION
It has been concluded from the above report that, there is hue importance of HRM
practices to effectively regulate the operation of Wood hill college and Tesco organisation. Large
number of function are performed by HR manager in this regarding like workforce planning,
appraisal of performance, recruitment of employees, development of training programmes etc.
All these programmes helps in building effective team which works for the accomplishment of
the common objectives of organisation and college. It is the duty of HR manager is to perform
their function effectively for the success of organisation.

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