HRM Report: Analysis of Human Resource Management at Tesco

This report provides a detailed analysis of Human Resource Management (HRM) practices at Tesco. It begins with an introduction to HRM, outlining its purpose and functions, including recruitment and selection, orientation, employee relations, and training and development. The report then examines different recruitment and selection approaches, comparing internal and external sources, and discusses the strengths and weaknesses of each. It further explores the various benefits of HRM practices within an organization, such as enhancing employee skills, fostering a flexible working environment, and promoting positive behavior. The report also delves into the effectiveness of HRM in increasing productivity and growth, highlighting the importance of talent management and information systems. The report covers employee relations, legislation, and the application of HRM practices within the organization. Overall, the report offers a comprehensive overview of HRM principles and their practical application within the context of Tesco, a major retail company.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. The purpose and different functions of Human Resource Management ..............................3
P2. Strength as well as weaknesses of different kind of approaches of recruitment and
selection.......................................................................................................................................4
P3) Various Benefits of HRM practices within an organisation.................................................5
P4) Effectiveness of Human Resource Management in increasing productivity as well as
growth..........................................................................................................................................7
TASK 2............................................................................................................................................8
P5) Importance of Relations with employees in decision making...............................................8
P6) Key elements of various legislation act of employees..........................................................8
P7) Different applications of Human Resource Management practices......................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is basically proper and efficient management of human
resources of the organisation. It is basically designed to maximise the skills as well as
performance of employees within the work place, by doing so, the company will be able to attain
productivity and profitability in an effective as well as efficient manner. It can be regarded as the
process of searching, recruiting, selecting, training as well as development of employees in a
manner that will result in higher efficiency as well as profitability for the company. For the
purpose of management of this Human resource every company have a separate HR department
who will be taking care of the various aspects related to Human resource and its management for
this purpose they will hire a HR manger who will take care of the day to day activities of the
business (Griffin, 2013 ). Tesco is a one of the biggest retailer, who is engaged in the business of
retailing. The company has stores all over the world and is regarded as one of the biggest
company in the field of retailing after Wall mart. The company has various strategies to attract
consumers and creating a positive base for itself in the future.
TASK 1
P1. The purpose and different functions of Human Resource Management
HRM is basically management of the people within the company. It also have various
aspects which needs to be considered by the HR manager of the company in order to make sure
that right kind of talent is hired in the company and at least possible cost. HRM is responsible for
conducting various training and development programs to make their employees feel motivated
to do the work in an efficient as well as effective manner. There are various functions of Human
resource management as well, these are described as follows:
Recruitment and Selection: It can be regarded as one of the most important function of Human
resource management. It involves recruiting the right kind of talent for the company so that they
can contribute for the overall success and growth of organisation in the future (Smith, 2014).
There are some other benefits also which can be derived by the company is right kind of talent is
recruited by the company. The next step after recruitment is selection, from the various
applicants who would have applied for the company’s Job, few right kinds of candidates will be
selected keeping in mind the Job specification and Job design.

 Orientation: It is also a very crucial function of HR Management. It involves making
employees aware about the various roles and responsibilities that every individual would
be having in the company. It is a very important part of any business; it makes
individuals within the company aware of their various role as well as responsibilities.
This will make sure that new employees become aware of the current environment that is
prevailing within the company (Esteves, Franks and Vanclay, 2012).
Managing employee relation effectively: Representatives are significant asset of firm, all
capacity of an association depends on the execution of representatives and labourers.
Representative relationship is exceptionally vital capacity of HRM. Tesco begin different
exercises inside association to keep up great and amicable relationship among workers. These
activities give assistance to refer to around a representative at individual and in addition
proficient level (Weekley and Ployhart,. eds., 2013 ). Maintaining Good working condition: HR director is in charge of keep up great
workplace in an association. It is essential capacity in light of the fact that for new
representatives it is anything but difficult to work in solid and cordial condition.
Management shall make sure that right kind of managerial policies are framed that will
motivate an individual to work in an effective as well as efficient manner. Worker
welfare is additionally a critical angle in an association.
 Training and development: It involves training as well as development of the employees
who are being hired in the company. If they will not be trained properly through various
training programmes then they will become a liability for the company and also
contribute to the cost. Training and development will make an individual to feel
motivated and work more productively as well as effectively. It also ensures that growth
of organisation and its capabilities does not come to halt in any manner.
P2. Strength as well as weaknesses of different kind of approaches of recruitment and selection
There are various approaches to recruitment and selection and each approach suits an
organisation based on its structure and needs that it have. HRM is a process which includes job
design, performance appraisals, promotion, management, planning etc. Recruitment and
selection procedure would ask for talented applicants to apply for the job based on their skills
and job design match. This can be a very good job opportunity for people who want to get placed
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in an organisation. There are various strength as well weaknesses of different kinds of
approaches to recruitment as well as selection. These are described as follows: Internal source: It is basically the process of filling the vacancy within company through
internal source or from within the organisation. Under this, The HR director will consider
the present workers and the capable one will get the chance to hold the imperative
position. Their execution and additionally work is judged by the organization and
afterwards, if the best administration of Tesco finds the individual appropriate and
capable for the activity, at that point the individual will be chosen (Fernandez and et.al.,
2012). The significant quality of this sort of approach is that it is less tedious and it
likewise offers chance to existing workers to get advanced at another post in the
organization. Essential shortcoming of this sort of enlistment is that, it doesn't offers
chance to other individuals outside the association and it might be unsafe for association
going ahead.
 External source: This is yet another method for enlistment in the firm. Under this. The
firm will attempt to fill the empty position in the organization through outer sources that
implies from a source which is outside the association. Under this, The HR chief will
welcome applications from potential competitors in light of the activity profile and
additionally part and from that point forward, the concerned hopefuls should experience a
meeting procedure and simply after completely fulfilled, A choice of choice of an
applicant is made. The real qualities of this sort of enlistment is that, another sorts of
ability and also excitement comes up in the association through this. The new individuals
will bring new abilities and ability inside organization and this will upgrade the general
profitability of Tesco. The shortcoming of this procedure might be that it is extremely
tedious process and requires a great part of the assets of the association. (Ageron,
Gunasekaran and Spalanzani, 2012).
P3) Various Benefits of HRM practices within an organisation
Human resources plays a crucial role in the overall growth as well as success of the
organisation and it is very important that such resources are managed effectively as well as
efficiently in order to increase overall productivity of the organisation. Hr activities takes an
active part in operations as well as the functions of firm (Bloom, and et.al., 2012). Tesco incurs
various cost for the purpose of increasing the level of efficiency and hiring the best possible
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talent for the company. It is extremely difficult for an organisation to run without having
adequate practices of HRM within the company. There are various benefits which can be drawn
by both employers as well as employees due to good HRM practices, these are described as
follows; Enhancement of Employee Skills: With effective implementation of HR practices a
company can help its employees in enhancing their skills by providing tight kind of
guidance through training as well as development programme. Tesco aims to bring out
the best out of their employees and for this purpose it makes sure that the overall working
environment within the company is good enough. The management of the company also
comes up with various programmes of motivation for employees so that they contribute
towards attainment of objectives for the firm (Andreeva and Kianto, 2012). Building of a Flexible and good working environment: HRM Practices are crucial in
setting up an adaptable domain for effective and viable task of assets. If the environment
that is being provided to the employees within the organisation is effective, then there
will be a good working environment within company, and people will be able to focus on
work in an effective manner. In the present situation each need an agreeable and
adaptable workplace in which the expect moves according to their own particular
decision an appropriateness. Tesco endeavour to build up an adaptable workplace for
giving advantage to their representatives. They begin diverse movements framework, for
example, morning, twelve as well as night move, in which representatives can fill in
according to their reasonableness. It will aid organisation as well as employees in getting
the best possible outcome and building a environment which would be conducive for
working.
 Promotion of positive behaviour: One of the fundamental motivation behind any HR
supervisor is to advance positive and moral conduct inside the organization to make the
earth inside the organization favourable for representatives to work and contribute in the
development. The HR director ensure that workers of the organization is having a decent
and moral conduct with clients and are not being abused as it will directly affect the
picture and in addition the brand of the organization. Organization tasks to set up a decent
workplace inside itself so individual and also proficient relations can be upgraded.
(Schaufeli and Taris., 2014).
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P4) Effectiveness of Human Resource Management in increasing productivity as well as growth
Human resource management plays a very significant rile in development of policies and
procedures that will enhance the overall growth as well as profitability of the firm in the long run
through hiring best possible talent for company and making sure that they are contributing in
achievement of goals for the company. Some important factors are laid down below which
contributes in productivity and growth of the firm: Proper Talent Management: A definitive point of any organization and additionally HR
director is to ensure that the most ideal ability is procured in the organization, they ought
to have appropriate learning and will be taught so they can deal with different
circumstances and weight inside the organization well (Disch, 2016). It is difficult to hold
the best ability with yourself, subsequently it is vital that once the correct sort of gifts are
contracted in the organization, it will stay with the firm and for this reason Tesco ensures
that there are vital evaluation projects and reward administration plans which would hold
fundamental ability inside the organization and will likewise rouse them to do well in
future.
 Information System: HRM Plays a crucial part in the overall implementation of all the
operations of the organisations in an efficient manner. Its HRM which ensures that
human capital of the organisation is giving their best possible efforts for the development
of company in the longer run. This framework is useful in exchanging information and
data from one place to other to attain objectives and goals. Data framework is called as
information organisation. It is the duty of HR chief to give huge data to their workers or
subordinates which are essential for running out business exercises. Tesco procure very
much gifted individuals who are having appropriate and productive information about
advertising viewpoints, so organisation set them as promoting agent. Organisation make a
powerful correspondence arrange for which is useful in rendering information and data
starting with one level then onto the next. This likewise offer help in accomplishing
objectives and targets of business. HRM make a very much arranged administration
framework for compelling task of business exercises which are useful in accomplishing
wanted objectives and targets (Manvi and Shyam,, 2014). A superior correspondence
channel is lessening miscommunication among representatives. Data framework causes a
person to comprehend their parts and obligation in an association.
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TASK 2
P5) Importance of Relations with employees in decision making
It is very essential that right kind of relations is there between the management of the
company and employees because if there will no harmonious relations between them it will
affect the working environment and ultimately, the profits as well as productivity of the
organisation. Organisations around the world has came to know the importance of such relation
management and therefore has implemented various policies as well as procedures within the
company for bringing the right kind of harmony within the organisation. Some of the importance
of Efficient employee relations are discussed as under:
 A good communication flow is established thereby reducing the level of
miscommunication within the company which is essential for productivity.
 Employees will be motivated to work for the company and this will increase the le el of
production as well as service delivery this higher growth and profits.
 Employee satisfaction can be achieved by Tesco if it will implement right kind of
employee motivation practices for management of employee relations (Tao and et.al.,
2014).
 A healthy employee relation would create a better team work among employees and thus
will result in good outcomes in some of the crucial projects that are being undertaken by
the company.
P6) Key elements of various legislation act of employees
There are various laws as well as regulations which are there to protect the rights of an
individual who work within the company. These acts also laid down certain norms for employers
that they should keep in mind while managing relations with their employees. There are various
legislations for this purpose and are described as follows:
 Age discrimination Act. : This Act completely sets out that an organization can not
contract man representative who is underneath the age of 20 and furthermore can not fire
or remove a person who have accomplished the age of 40. Subsequently it confines
organization's capacity to contract and oust workers
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 Anti- Discrimination Act. : This act lays down rules for employers that they can not
discriminate between hiring employees on the basis of gender, colour or religion etc.
 Minimum Wage Act. : This Act ensures that workers right are secured and they are
accepting the wages that are set down in the law as a base. Thusly the demonstration
ensures that businesses pay in any event the wage that is specified in the law to its
representatives and also specialists (Jennings and Stadler, 2015).. This act has helped
workers as well as employees to get there rights regarding wages as well as salaries.
P7) Different applications of Human Resource Management practices
While opening another branch of Tesco, division of human resources plays a very crucial
role in the overall development as well as growth of the organisation. Undoubtedly, effective use
of human resource management practices are utilised by various undertakings, for the purpose of
efficiently using the current resources of the company, and making the best out of the current
capabilities of the individuals. Human resource management plays an imperative part in the
overall development of the personality of an individual, This will further enhance the reputation
of the organisation and thus growth can be expected. Over all movement is to understand the
affirmation of occupation which contains key reports which engages a man to participate in a
choice system. After that association is done in the midst of different candidates on the prelude
of accessible attestations and chooses them according to their prerequisites . In context of Tesco,
Job Specification
Job code: A145
Job title: Customer service manager
Date: 23.5.2019
Report to: General manager
Location: London
Education: Candidate have education diploma in management with specialisation in customer
relation. Must pursued al-least training in this field.
Skills: Communication skills, analytical power, problem solving ability etc., ins required for the
job profile. Along with with, eye catching traits or behaviour is most welcome.
Experiences: Minimum experience of two years is required to pursue this job role.
Language: English, French.
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Competencies: Candidate must have effective or eye catching dress sense to impress on first
look.
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CONCLUSION
From the above discussion it can be presumed that Human asset administration is a basic
piece of an association and it can not be undermined by the administration of organization. There
are different issues which are being engaged with administration of Human asset these are
choice, enlistment, preparing and in addition improvement of the entire people who are working
inside the organization.Human resource are one of the most important resource of organisation
and effective implementation of the same can generate higher return for the company in general.
In the world of globalisation, the role of human resource management is increasing very fast,
now the manger of the department will have to bring in various other aspects as well in his
working this includes conducting of events that are organised by the organisations, hiring
potential candidates from the well developed institutions who can help in raising the overall
productivity of the organisation. There will be compelling usage of the HR approaches that are
being surrounded by the Top administration of the organization, and it is the duty of HR
Manager to execute the same in best and also productive way Possible.
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REFERENCES
Books and Journals
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