Human Resource Management Report: Tesco PLC, HRM Practices

This report provides a comprehensive overview of Human Resource Management (HRM) practices within Tesco PLC. It begins by defining the purpose of the HR function, outlining its various roles and responsibilities, including recruitment, job analysis, performance appraisal, planning, organizing, and directing. The report then assesses different HRM approaches such as workforce planning, training and development, performance management (including attribute-based and reward systems), and recruitment and selection strategies. It explores the strengths and weaknesses of different approaches, including internal and external recruitment methods. Furthermore, the report examines the influence of employment legislation on decision-making and meeting business objectives. Finally, it discusses the implementation of technologies to improve the recruitment process and evaluates various sources that enhance the recruitment and selection process within the organization. The report concludes by summarizing the key findings and implications of the analysis.

Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Purpose of the HR function and roles and responsibilities.....................................................3
2. Assessment of various approaches..........................................................................................6
3. Different methods used in HR practice with inclusion of case study....................................7
4. Approaches and effectiveness of employee relation and employee engagement...................8
5. Key aspects of employment legislations.................................................................................9
6. Evaluation of employee relation and employment legislations influence decision making
and meet business objectives......................................................................................................9
TASK 2..........................................................................................................................................10
7. Applications of HRM practices.............................................................................................10
8. Evaluation of various sources which improved recruitment and selection process..............12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is an approach in which the related department have to
manage the people of the firm. In addition to this, it is a department of firm who has
responsibility of hiring the candidates and terminating them so that the best candidates can be
chosen who will helpful for the firm in gaining competitive advantage at marketplace. Present
assignment is based on Tesco plc. Which is a multinational supermarket chain and engages in
retail business with headquarters in UK. This report will discuss about the purposes and
functions of human resource along with tools and techniques which are used by this department
for maximising the contribution of employees. Employees legislations and its importance in the
firm along with its influence on the decision making of management will also covered in this
report. In last part, this report will also covers the implementation of technologies so that the
recruitment process can be improved.
TASK 1
1. Purpose of the HR function and roles and responsibilities.
It is an important approach for managing the people at workplace so that the desired
objectives can be achieved by the firm in allotted time period. It is also consist the processing
and managing of programmes so that effectiveness of the working behaviour can be increased. It
is a function of the firm which focuses on recruitment and provides suggestion and direction to
the individuals who are working in the firm. There are a large number of functions which are
very important for the HRM in Tesco plc (Alarcon, 2011). For running the operations and
achieving the goals of firm in effective manner. These functions and purposes of HRM are also
necessary for implementing the plans and policies in the context of Tesco plc. Are given as
under:
Operative function
 Recruitment : This is a process in which a large number of applicants are come for the
vacant job in Tesco plc. And their HR manager have responsibility for choosing the right
one who has all the skills and knowledge that are required by the firm. The main
objective behind this process is to attract the large number of candidates for applying job
in the firm. It also helps in analysing the current and future requirement of the individual
in firm

 Job analysis and design : It defines the nature of job such as qualification, knowledge
and experience in the specific field etc. Job design includes roles and responsibilities
which are essentially needed by the Tesco plc. For achieving the goals of Tesco plc. The
main aim of analysing and designing the job is to use the data for selecting suitable
candidates for the job. It also helps the managers in identifying the needs of training
programmes for the employees so that they performs better on the given task.
 Performance appraisal : Analysing and examining the performance of employees is
also a major function of HRM. The main objective behind this is to identifying the
current and future needs of training and development programme in the firm so that
motivation and encouraging the employees can be done by the HR department in an
effective manner (Albrech, 2011). It also provides feedback to their employees of their
performance level due to which they provides more efforts for completing the task and
organisational goals.
Managerial functions
 Planning : Human resource planning is an effective approach in which they estimate the
future requirement of the manpower in the firm and also use the current manpower in
effective manner so that the preset goals and objectives of tesco plc. Can be achieved.
The main purpose of HR department is to hire the right candidates and retain them for a
long time so that quality and quantity in services will be maintained in efficient manner.
 Organising : In this function, HR department have to assign the work to every
employees according to their knowledge and skills that can be helpful in the future for the
firm in achievement of the objectives. The main purpose of this function is to integrate
various department of the firm so that the coordination and cooperation will be created in
the workplace. It also improves the communication level between the employees and
departments of Tesco plc.
 Directing : It increases the energy level of employees at various level so that their
maximum contribution can be taken by the management of Tesco plc. for achieving the
goals and objectives. The primary purpose of this function is to encourage the employees
so that they perform their task in efficient and effective manner. In this, the HR manager
also guides and motivates the employees towards achievement of organisational
objectives.

Role and responsibilities of HR function
There are various roles and duties of HR manager to perform the functions in the firm.
They are given as under:
 Recruitment : In this, the main role of HR manager is to attract a large number of
candidates towards the firm and chose a right applicant who has all the qualities and
fulfils the needs of firm. This process can be done in both methods such as internal and
external (Bogner, 2018).
 Training : The main role of HR manager is to gave training to the employees of firm
which can be done in various methods such as coaching, counselling, supporting, guiding
etc.
 Resolving conflict : HR department have responsibility to managing the people at
workplace so that, conflicts and issues of employees has been minimised. With the help
of this, the employees feels motivated and provide maximum efforts for completing the
given task. The HR department is liable for taking decisions for resolving the conflicts
without taking any favour of a group because it can be harmful for the brand image of
firm.
Significance of HR
The HR department is very essential for the firm and provide huge benefits to the Tesco
plc. The significance of this department are given as under:
 The HR department have liability of handling all the process of recruitment and training
in the firm which helps the management in enhancing the productivity and profitability.
They also provide training to the new candidates so that they can understand about their
roles and responsibilities in the firm. With the help of this, management will acquire the
efficient talent which assists them in achieving huge customer base in the marketplace
along with increased market share and sales figures.
 It also helps the managers of firm in developing the standardisation of compensation
plans due to which the salary ranges can be determined by the managers as per the
performance level of employees. With the help of this, the employees will encouraged
and motivated towards organisational objectives due to which, the firm can expand their
market share and profitability in the marketplace. It will also assists the managers in
bringing innovation and advancement in the goods and services of the firm.

2. Assessment of various approaches.
There are a large number of approaches in Human resource management that can be
essentially needed by the Tesco plc. So that the resources of firm can be effectively utilised and
objectives can also achieved in effective manner. The approaches and their assessment are given
as under:
Workforce planning – This is a regular process which can be used by the Manager of
Tesco plc for making the priority and needs of firm so that the workers are aware about their
roles and perform their roles in a right manner. The approach for this is given as under:
Workload approach- It is based on business functions of firm because it help the firm in
determine the input strategies regarding the recruitment process which will help the firm in
improving the structure and process of business.
Training and development – this is also and essential activity which is performed by the
HR manager of Tesco. The main objective behind this activity to enhance the performance level
of employees so that the organisational objectives can be easily achieved.
Proactive approach- this approach is used for increasing the entire performance level of
firm. This approach is also defines that HR manager have to consider the needs and wants of
employees through this they will know about their weaknesses and provide training to them
accordingly. By using this approach, the employees can easily understand the new technologies
along with their uses due to which the productivity of firm will also increases.
 Performance management
It is a process in which HR department has liability to create a working atmosphere in the
firm which will enhance the working capacity of the employees and guides them to perform best.
There are several approaches which can be used by the HR manager of Tesco plc. for providing
review of the performance to their employees. They are:
Attribute approach for measuring performance : This kind of approach is used for
measuring the performance level of employees which are based on the set of attributes in which
the performance of them are rated as per their problem solving skills, Team work management,
judgement on the critical situations in the task. In this approach graphical and mixed rating scale
are used for measuring the performance of employees.
 Reward system - Reward is the profit or benefit which is given to the employees by HR
manager for motivating the employees at various level in the Tesco plc. It also include

process and practices which provide surety to the management that reward system is run
within the firm in effective manner (DuBrin, 2018). The approaches of reward system are
given as under:
Total rewards : It is an approach which emphasizes on the needs and wants of
employees the main objective of this approach is to provide rewards to the employees in
financial or non financial terms. Financial rewards have various types such as overtime pay,
contingency pay etc. which encourages their efficiency for working. Whereas, Non financial
rewards have also various kinds such as recognition of the skills and experiences of the
employees, promotion, performance management etc.
 Recruitment and selection - Recruitment is defined as a process of hiring the qualified
and skilled applicants in the firm. On the other hand, selection is the procedure in which
the management have to chose the right candidates who has all the abilities and skills
that fulfils the need of firm. There are some strength and weaknesses of this process
which are given as under:
Strength Weaknesses
It saves the money if the management follow
the procedure of online method.
It increases the investment of the firm because
it needs a huge funds for providing training
and development to the new joiners.
Approach for recruitment and selection – There are various methods such as
interviews, mock tests, aptitude tests which can be used by the HR manager of a firm for
recruiting and selecting the candidates. The chosen approach for recruitment and selection of
candidates is Internal and external approach. In the internal approach, the HR manager have to
select the employees along with skills and knowledge who can fit for the vacant position within
the organisation. This approach is used by the management when they have to recruit and select
the candidates within the firm (Klingner, 2015). Whereas, in external approach the HR manager
have to chose a method for recruiting and selecting the employees such as social media, job
advertisements. The external approach is used by the manager when they have to hire the
candidates from the outside of firm.

All the above approaches of assessment are beneficial for the employer and employee so
that the business objectives and goals can be achieved in proper manner. It also reduces the
conflicts and issues from the workplace.
3. Different methods used in HR practice with inclusion of case study.
At the time of recession, the operations and functions of Tesco plc. are affected
negatively which decreases the sales figures and revenues of firm. During this, the management
can't considered the needs of employees that decreases the motivation level of the workers. It
also increases the problem of job security in the employees due to which lots of employees have
left their job. For this, Management of Tesco have used various kind of method and practices for
getting attention in the market. The methods are given as under:
 They have used various motivational theories such as hierarchy of needs, contingency
theory etc. for motivating their employees. For this, they have analysed their needs and
fulfils them in financial and non financial terms. For fulfilling their financial needs, they
have provide incentives, bonuses etc. to their employees (Sharp,2017). On the other hand,
they gave promotions and inspire the employees who doesn't have any financial
expectations from the firm. With the help of this, they have increases the motivation level
due to which the overall profitability of firm have been gained by the firm in short period
of time.
 For enhancing the sales figures, HR department have to provide training to their
employees so that their skills and strength can be enhanced which will profitable for the
firm in gaining competitive advantage at marketplace.
 Organisation have adopted various laws and legislations which provide surety to their
employees regarding their jobs. They have to make policies that will help them in making
an environment which is free from the illegal and harmful activities. With the help of
this, the employees feels safe at the workplace and provide dedication towards the
organisational objectives.
4. Approaches and effectiveness of employee relation and employee engagement.
Employee relations
It is the process which is used by the management for making better relations with their
employees. The relationship between management and employees have various types such as
physical, functional, contractual. There are some approaches which can be adopted by the

managers of Tesco for understanding the effectiveness of the employee relations. They are
discussed as under:
 Sociological Approach - It is an approach of employee relations which defines, there are
different employees who are working in an organisation with having different family
backgrounds, education level, perceptions etc. these kind of differences creates conflicts
and issues in the workplace (Verbyla, 2013). For this, the managers have to make
changes in their working behaviour so that they can create better relations with them in
future.
 Effectiveness of employee relations : These kind of relations are very important element
in the workplace. By making effective relations with the employees the managers of tesco
can easily achieved their desired objectives. For this, they have to make various policies
such as flexibility in working hours and leaves etc.
Employee engagement
It is defined as involving and engaging the employees in the various functions of a firm.
It is a concept through which the employees feels valued in the firm and provide more dedication
towards the goals of firm. In addition to this, it is an extent which increases the dedication level
of employees towards objectives of firm. The approaches and effectiveness of the employee
engagement are given as under:
 Approaches : The motivation is the important approach of employee engagement. With
the help of this, the managers makes cooperation and coordination between employees so
that their efficiencies can be used for achieving the organisational objectives. Employees
at workplace can easily motivated by fulfilling their financial and non-financial needs.
On the other hand, effective kind of leadership style can be used by the managers for
engaging the employees in the day to day activities.
 Effectiveness of employee engagement : It helps the mangers in minimising the
unessential activities from the workplace which increases the motivation level of
employees. It also assists the managers in decision making so that the firm can easily gain
profitability in future. It also helps the managers in recovering from the recession and
other difficulties of the firm.

5. Key aspects of employment legislations.
Employment legislations are the acts and regulations which helps the employer in
governing employment in the workplace. The main objective behind this is to remove illegal
activities and practices from the workplace. There are various laws which can use by the
employer of Tesco plc for providing protection to their employees. They are:
 Working time regulation 1998 – This act guides the employer to make flexibility in
working hours (Madlener,2011). It helps the employer in setting a limit of hours so that
the employees gets aware about their duties, night shifts, leaves etc.
 Health and safety Act 1974 – according to this act, the employees have right to ensure
about the safety before performing any activity at workplace. It guides the employer to
follow all the health and safety procedure which are necessary for retaining the
employees.
 Equality act 2010 – According to this law, any employer of firm can not encourage any
partiality in the workplace. They have to treat equally their each employee which can be
possible through providing equal pay of equal work.
6. Evaluation of employee relation and employment legislations influence decision making and
meet business objectives.
Healthy employee relations are the main source which determines the growth and success
of firm. In order to achieving preset goals and objectives of firm, Managers of Tesco have to
make better relations with their employees so that the chances of issues and conflicts will be
reduced. Such kind of workplace will help the managers in effective decision-making and it also
helps them in analysing the demands and preferences of customers in the marketplace. All this
will leads the firm towards the objectives and targets of firm.
As mentioned in the above question, employee legislations are very necessary in the firm
because it provides protection and safety to the employees. These kind of laws helps the firm in
protecting the rights of employees who are working in Tesco plc. It provides supports to the
managers in decision-making so that the workplace can be formulated by considering safety
measurement of the employees (Knies,2014)). In addition to this, the managers of cited firm
have to follow such legislations otherwise they have to pay penalties which negatively impacts
on the brand image of firm. When the firm will follow and adopt all the laws of employment it

will encourage the employees for working with full confidence and dedication so that the desired
objectives can be achieved in limited time period.
TASK 2
7. Applications of HRM practices.
In order to understand the applications of HR practices, HR manager of Tesco have
created a job description and specification and posted them on Linkedin. Two perspective
candidates are identified for job through interviewing them and providing offer letter to them.
Job Description
Job title : Marketing executive in Tesco plc.
Summary : The work of marketing executive is to collect the whole information
from the market and use promotional tools such as advertisement,
hoardings, digital marketing so that the sales figures can be
increased. The candidate have to work on several projects and
provide suitable results to their superiors so that organisation can
easily achieve profitability in the marketplace.
Responsibilities
and duties : Analyse the demand of product in the market and fulfils them
accordingly. Maintaining close relations with the production
department suppliers and team members so that better quality of
product can be provided in the market.
Requirements : Experience of 6 years in this field.
Having Degree of MBA in marketing.
Bachelors in business administration.
Person specification
Essentials Desirables
Skills Strong communication skills so
that the desired outcome can be
received in a short time period.
Strong experience of using
tools and technique.

Having an ability for managing
the various tasks in given time
period.
Having knowledge of social
media platforms.
Education qualification Masters in Business
administration in marketing
field.
Bachelors in Business
administration.
Knowledge of managing
conflicts and issues in the team
members.
Other requirements Citizenship proof and relevant
personal information.
Proof of citizenship and
relevant personal information
Driving licence of UK
Interview questions
Q1 Why you left your previous organisation ?
Q2. How you will deal with the conflicts and issues of your team members ?
Q3. How social media platforms can be used in daily marketing activities ?
Q4. How the digital marketing will be profitable for Tesco ?
Offer Letter
XYZ
Contact no. : 9876543210
Email : [e-mail]
Date : 02.02.2019
Subject : Job offer letter
Respected sir,
We are very please to express it, that you are selected for the position of marketing executive in