Human Resource Management Practices at Tesco: A Comprehensive Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco, a multinational retail brand. It begins by defining HRM and outlining its purpose and functions, emphasizing workforce planning, recruitment, learning, performance management, and training and development. The report then delves into the strengths and weaknesses of internal and external recruitment methods, followed by a discussion on the benefits of various HRM practices for both employers and employees, including self-managed teams and employment security. The report critically evaluates different approaches to recruitment and selection, highlighting their impact on the company's profitability and productivity. Key aspects discussed include talent management, performance management, and the role of HR in fostering a positive work environment and ensuring employee well-being. The report emphasizes the importance of effective HRM in achieving organizational goals and objectives, and the need for HR managers to adapt to evolving workplace dynamics.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource management can be termed as a process of hiring, motiving, selecting,
and providing training to the personnels in order to be ensure employees safety, welfare and
health measures (Kim and Cooke, 2018). This means to properly utilised the effective employees
and make efficient use of the available resources in organisation. Therefore, Human resource to
the enterprise can be termed out as crucial assets as they aid to bring bring qualified, skilled and
talented employees for continuous growth of the business entity. The study is based on the
operations of Tesco, a multinational retail brand in its industry operating around the globe. Being
the global leader, the HRM of this firm is taking various initiatives in terms to maximise the
productivity of the enterprise by optimizing the effectiveness among the employee.
The human resource managers are backbone to the enterprise and they need perform their
business activities in terms to achievement of corporate objectives and strategic plans. The
present report has to look over the things as are purpose and functions of HR, beneficial aspect of
differed HRM practices, evaluation on strength and weakness etc. Lastly, there must be critically
evaluation on employee relations and approaches of HRM practices that impact the decision-
making process.
TASK 1
1. Purpose and functions of Human resource management.
Human Resource Management (HRM):
HRM is the strategic approach to manage people, develop the skills and competencies for
improving the performance of employees within the organization. It involves training and
development, recruitment and selection, reward management and performance management for
increasing the productivity and efficiency within the firm. HRM is contributed by recruiting the
skilled candidate, giving the appropriate training and development, providing the benefits and
rewards for improving the performance of employees in the Tesco. Effective human resource
management help to increase the productivity and proficiency of organization.
Tesco is British multinational groceries and general merchandise retailers in UK.
Company has diversified geographically and into area such as retailing of books, clothing,
financial services and internet services. The main aim of Tesco is to conduct the operation
activities of the enterprise in the effective manner with help of minimising the resources so that

things can be conducted in well and appropriate manner. All employees and employers maintain
good democratic policies and employees engagement. Workforce planning is constant process
utilized to align needs and wants of business. The purpose and functions of HRM are as follows:
Purpose of HRM:
 The main purpose of HRM is to manage workforce by building relationship between
workers in the workplace.
 Effective workforce planning helps in increasing productivity and profitability of
organization.
 To execute business plan, it is necessary to effective workforce planning in company.
Recruitment: It is function of HRM which is to hire the appropriate candidates for the
job requirement in the business based on their skills and knowledge required for the vacant job.
Therefore, HR assistant of Tesco provides training employees and ensuring effective workforce
planning in the workplace.
Learning: One main function of HRM in the organization. Through learning, HR
developed more skilled workforce for the enterprise. HR assistant of Tesco follow human capital
theory that involvement of employers in learning workplace can develop effective workforce
(Acharya and Tripathy, 2017).
Performance management: It is process through which HR managers evaluate the
performance of an employee, maintain their productivity and identifying the the performance of
employee as per the business standards. With the help of this, HR assistant ensuring effective
workforce in organization.
Training and development: The purpose and function of human resource management
is to provide better training and development for effective planning of workforce in Tesco.
Therefore, HR assistant gives appropriate training for their employees for better performing in
workplace.
HRM functions provides skills and talent:
It is one of the function of HR to regulates the job relationship with its employees. It also
provides opportunities for developing skills and talent to employees for effective work
performance in the organization (Lee, Wu and Tseng, 2018). There are many functions that gives
skills and knowledge, talent to workers. These skills and talents helps in achieving objectives of
Tesco. Such as:

Training and development: It is main function of human resources' management that
giving better training and development for the select candidates for fulfil needs and objectives of
organization. With the help of this function, organization has qualified and skilled employees
that helps in achieving goals and objectives of company.
Talent management: After recruitment and selection, HR assistant of Tesco give
training and development to select applicant. They are organizing different training programs in
company to develop skills and manage talent, improve performance of existing employees in the
workplace. It assist in accomplishing objectives of organization (Glaister, and et.al., 2018).
Performance management: It is also function and process of human resource
management that managing performance of employees for developing their skills and talent to
their work. With the help of improving performance, employees involve in activities in relation
to achieve objectives of Tesco.
In order to that, HR assistant of organization ensure that gives the best training and
development for developing skills and talent, planning of effective workforces in the company.
Through HRM function, organization easily achieving objectives and goals of their business
(Zare, Tahmasebi and Yazdani, 2018). With the help of these functions, HR assistant planning of
resourcing effectively in the workplace.
2. Description on strength and weakness of differed approaches to recruitment and selection of
chosen organisations
It can be termed as a process of HRM through which a company defines its job
requirement and identifying the right candidates to fill the vacant job in form (Jaiswal, 2018). Its
intend to enhance the quantity and quality of application to full fill the position by the talented
staff. This process can be defined as identifying the requirement of the job, provide information
to the interested candidates, screening and choosing candidates, hiring and integrating the
employees to organisation. Thus, this term has been categorised into two term as are-
Internal recruitment- The internal recruitment can be termed as recruiting the vacant job from
the available workforce of the organisation itself.
Strength-
This process is less time consuming than searching the people from outside. Thus, benefits of
hiring within the enterprise are presented in below context manner as are-

1. It is effective terms in terms to enhance the employee motivation and their loyalty
towards organisation. It is an effective method of providing a sense of achievement and
rewards to the employees.
2. There are more chances that internal employee can adapt the new job in a less time
(Acharya and Tripathy, 2017).
3. It requires less paperwork, as there is no need to issue new passwords, keys, insurance
and other formalities.
Weakness-
This process might have some negative impact. This can be defined in the following manner as
are-
1. It works as to limit the number of potential applicants.
2. The main issue is that there is no any new idea that can be introduced from outside.
External recruitment- It can be termed as a business enterprise works as to fill the vacancy
from any suitable candidate outside the enterprise (Hcoffie and Yeboah, 2018). The strength and
weaknesses of external recruitment are as follows:
Strength-
This has been defined in the below presented manner as are-
1. This is effective terms, with help of this people can able to come up with the new ideas.
2. There is larger pool of workers and it is possible to find out the best candidate to carry
out the further process.
3. This is also one of the effective term in which people can have wider range of experience.
Weakness-
The external recruitment may also have some sort of the weakness and that has been defined in
the below presented manner as are-
1. This is longer process and it is time taking thus, it can impact the working of the
enterprise.
2. The process of external recruitment can be termed out to be as expensive process due to
thing as advertisement and interview process.
3. In this, the process of selection may not be effective in terms to reveal the best candidate.
Selection:

It can be termed out to recruit the vacant position with the most suitable candidates for
the vacant job position in the enterprise. Furthermore, this kind of process can be termed out as
the negative process as it is also termed out as the negative process because the number of
candidates recruited are less than the number of candidates selected in the enterprise (7 Human
Resource Best Practices, 2018).
3. Description on the benefits of differ HRM practices within enterprise for both employer and
employee
HR manager are crucial part to the enterprise. It is the kind of the automated process that
works as to manage the people in the enterprise. The HRM practices of the Tesco can be
inclusive of the practices as are performance management, firing, hiring, training, payroll and
number of employees benefits administration. Human resource manager has number of
responsibilities within the enterprise and this are needed to be full filled so that employee can
perform their activities effectively. Thus, benefits of HRM to employee and employer can be
defined in the below context manner as are-
Self managed and effective team- Human resource managers must provide helps to mediate
the disputes within the enterprise. They work as to make better interpretation of company polices
and procedure to define the appropriate workplace behaviours.
 The HR of the Tesco should take initiative in terms to resolves the issues arises in the
enterprise such as misbehaviour of the employees so there can be taken possible step in
terms to resolve the conflicts and to be taken disciplinary actions.
 Helping worker with the training and development is also one of the foremost
responsibility of Human resource managers (Zare, Tahmasebi and Yazdani, 2018).
 They take number of initiatives in order to organize the training development program for
the employees and employers so that they are able to contribute maximum to the
enterprise. With the help of enhancement in the skills and knowledge of the employees.
Employment security- The Tesco is facing difficulties in terms to enhancement in the conflicts
between the employee and employer to the enterprise. In this term, they are responsible to
provide the effective support to the employees who feel their right have been violated.
 Human resource manager interprets the anti-discrimination and harassment laws and
must be responsible to provide assistance in the legal matters.

 The HR manager is responsible to bring the equality in the workplace so that there can be
managerial between the employees and employers. This kind of facilities attracting the
performance and they can contribute maximum to the enterprise.
 The Human resource manager should be responsible in terms to providing information to
employees about each new norm so that they must be familiar with the working of the
enterprise.
4. Critically evaluating strength and weakness of differed approaches to recruitment and
selection along with example
Recruitment and selection is the crucial process in terms to manage the better working in
the enterprise. As per the view of Zafar, Memon and Khan, (2018) stated that There are number
of approaches with help of which this thing can be taken in the effective and efficient manner.
Thus, recruitment and selection are both essential terms that helps to enhance the profitability
and productivity to the enterprise. The human resource manager of the Tesco is taking number of
the initiatives in terms to offer the effective facilities of recruitment and selection. In contrary to
Warner, (2018) stated that the process of selection of employee under the quoted firm have been
accomplishing with the methods as are external and internal recruitment. According to the view
of Coffie and Yeboah, 2018 stated that this might have some negative and positive impact on the
working of the enterprise. This kind of facilities might can attract to the working of the enterprise
in the huge context.
Effectiveness of HRM in terms to raise profit and profitability-
The leadership development and talent management and performance management are
crucial things in terms to bring the capability in which it can be possible to have high
performance (Glaister and et.al., 2018). Thus, all HR process and initiatives are developed as
part of the overall strategy of the people. In this, Human resource manager of Tesco needs to
take number of initiatives in terms to attract, retain and develop the workforce in order to meet
the present as well as future needs of the employees. By providing effective services to the
employees it is essential to enhance the working of the enterprise so that growth of the firm can
be maximised. To enhance the profitability and productivity HRM must considered the following
things as are-
 The process of selecting suitable candidates are needed to be improvised.
 Identification and meeting the training needs of existing staff.

 The firm needs to get ensures with employer welfare and employee relations.
 In this, the enterprise should be raising awareness of current workplace legislation.
TASK 2
1. The importance of employee relation in respect to HRM decision making and the key elements
of employee legislation that affects the process of HRM decision making.
To maintain the healthy relation in the enterprise is prerequisites for the success of the
organisations. In this term, it can be said that the strong relationship between the employees will
be helpful in terms to have high productivity and human satisfactions. Thus, significance of
employees relationship in organisation has been defined in the below context manner as are-
1. The relation between the employees are generally deal with the avoiding and resolving
issues so that there is possibility to maintain high productivity in the enterprise (Acharya
and Tripathy, 2017).
2. Thus, Tesco needs to take various initiatives in terms to maintain the employee relation in
order to create the healthy and safe work environment.
3. Health relation between the employees leads to be more efficient, improved and
motivated and that all helps to enhance the sales level in the enterprise.
4. Employees of the entity expect fair and equal treatment by the management. Thus, it is
responsibility of management in order to treat all employees in fair manner. The
favouritism among the employees should be avoided.
5. The HR and higher authorities of the Tesco needs to make continuous interaction with the
employees. They must be informed about the company policies, procedures and decision.
In short words, they must keep informed to the employees so that activities can be done
in the effective and efficient mode.
6. The Tesco should provide competitive salary and they must be fair in terms to maintain
the talent, skills and competencies. The enterprise should take feedback from the
employees and this kind of strategy will be helpful in terms to render the organisational
activities in the proficient manner (Kim and Cooke, 2018).
Hence, it can be said that improved relationship with employees are helpful in terms to maintain
the better and crucial relations among the employees so that they can able process their business

activities in the effective manner. The decision-making power of the Human resource manager
are needed to be improvised so that proficient working in the enterprise must be maintained.
The employees legislation helps HRM in decision making-
Equality act 2010- As per the equality act 2010, employees should be protected from
any kind of discrimination in the workplace. There are number of the employees who are facing
anti-discrimination that are creating negative environment in the workplace. Thus, this act
applied in the case of age, race, sex etc. The employee to the enterprise must provide fair
treatment so that there can be possibility in terms to develop better culture and that will be
helpful in order to keep employees happier.
Health and safety act 1974- In this, it can be stated that employees have the general
principles in terms to protect the health, safety and workfare of the employees. This is one of the
effective act that provides the effective working environment to the people so that they can able
to perform their activities in the well and proficient manner.
Minimum wages act 1998- The employee should be provided basic fair for the work
they get hired in the enterprise. There must be equity among the enterprise so that employees to
the firm can perform their business activities in the well and efficient manner (Boon and et.al.,
2018).
Maternity act 2013 - As per this act, the pregnant women are entities to take the
maternity leave up-to the 52 week that is 1 year. The women should be able to take this so tat
they rest during this period. It is basically for the well-being of the employees and their child.
Sex discrimination act 1975- This act stated that there is no kind of determination is need
to be made on the part of the gender. Thus, this discrimination can affect the working of the
employees in the huge context. Furthermore, it has been divided into two parts as are-
 Direct discrimination- This takes place at the time when employees are treating badly
with other employees especially opposite sex. (Ayentimi, Burgess and Brown, 2018).
 Indirect discrimination- it can be understanding as when enterprise as an equal policy
that is applicable to all employees regardless of their gender which can affect the
performance of the employees. It is kind of objective justification. The activities of the
HRM will get impacted due to the discrimination. This is majorly affect the decision-
making power of HRM.

2. Application of the HRM practice in work related context.
The human resources to the enterprise plays the crucial role in terms to managing the
effectiveness among the employees. In these terms, they need to get ensure with number of the
practices so that all activities can be carried out in the proficient manner. The Tesco of HR is
conducting their activities in the manner which can promote effective working environment in
the enterprise. In this term, it can be said that practices are part of conceptual, implementation of
the HR strategy in terms to carry out the all things in the better mode (Rothwell, Hohne and
King, 2018). Therefore, there are number of the practices to the HRM and it has been presented
in the below context manner as are-
1. Employment security- The one of the foremost practice of the employment security so
that there can be social contract between the organisation and its employees (Collings,
Wood and Szamosi, 2018). In this term, Tesco will ask for the feedbacks and opinion of
their employees. In this term, it can be said that employment security also beneficial in
terms to retain their employees. It is costly process. This is helpful and effective terms in
order to cope up with the competition. Thus, it can be said that the less conflict, higher
morale and stronger relationship and employee turnover are helpful in terms to managing
and developing the overall work culture in the better manner.
2. Recruitment and selection- These are the practices that must be based on the HR
recruitments and selection practices in order to mission and workplace culture. He must
be performed their business activities in the efficient manner. This is the term that can be
helpful in promoting the effective working in the enterprise. For example- The HR of
Tesco should conduct the effective interview of the new applicants. This will be helpful
in terms to have qualified employees.
3. Training and development- This is term that is helpful in terms to maintain the things as
are employee retention, job skill training, leadership training and professional
development (Lee, Wu and Tseng, 2018). This kind of the activities are helpful in terms
to maintain the organisation activities in the effective manner. With help of taking this
kind of initiatives the activities can able to improvise the job skill of person and provide
cross function work that can promote effective working in the enterprise. In this term, it
can be said that the professional development leads to have successful planning strategy
by preparing the future leaders for the high-level job. Furthermore, it can be termed out

as HR management training and development functions are helpful in terms to reflect the
promotion within the practices and it support employees to perform their job in the
efficient manner. The HR of Tesco need to provide proper training to new applicants so
that they can be familiar with working of the enterprise.
4. Compensation- It can be said that the compensation and benefits to the employees are
kind of reward to the employee’s performance. It is responsibility of HR of Tesco is to
provide reward to the employees so that they can able to undertake the business activities
in the proficient manner. The employee should provide the equal wage so that they can
provide various benefits to the employees so that they can live in the better and efficient
manner (Jaiswal, 2018).
5. Performance management system- The HR manager of the enterprise should perform
their business activities in well and efficient manner (Hcoffie and Yeboah, 2018). In this
term it can be said that this kind of system bring higher level of the competency to helps
the employees for taking up their responsibilities effectively. This kind of activities will
be helpful in terms to bring the higher level of proficiency. The HR of Tesco need to
conduct the all the activities in the proper manner so that he is able to conduct the
operation in effective manner.
3. Critically evaluating on employee relations and application of the HRM practices
Employees relations must be managed the good and effective relationship between the
employees so that they can promote their business activities in the well and effective manner. As
per the view of Warner, (2018) stated that better and efficient working in the enterprise leads to
greater working of employees. Thus, there are number of practices of the HR that is need to get
full filled in terms to maintain the better and effective working. In contrary to Coffie and
Yeboah, (2018) stated that it can be said that strong relationship is vital part to the employees
and that also helps to improvise the collaboration, teamwork, mutual motivation, employee
productivity and other things that can be helpful in promoting the effective working in the
society (Warner, 2018). In this term, it can be said that if the employees to the enterprise are
working closely together then there can be possibility in terms to deal with conflict. As per the
view of Jaiswal, (2018) stated that it can be said that there is need to keep major focus over the
fostering the better relation with the manager and employees in order to resolve the conflicts in
the better manner (Zafar, Memon and Khan, 2018).

Hence, there are number of HRM practices as are employee’s security, compensation,
recruitment and selection, performance management system and many things that can promote
the better working in the firm. In addition to this, it can be said that in order to maintain the good
and healthy relations among the workers the enterprise needs to take various step so that they can
promote higher working to the enterprise. According to the view of Lee, Wu . and Tseng, (2018)
stated that manager of the Tesco is taking various steps in terms to provide fair and consistent
treatment to all the employees. In this term, it can be said that better and improved relationship
between the employees have positive impact on the working of the enterprise.
CONCLUSION
By summing up the above report, it can be concluded that the human resource manager
are critical for the success of the business organisation. There are number of efficient HRM
polices and this all are needed to designed to maximise the effectiveness. The present report is
depending over the business operations of Tesco, it is global leading enterprise in this employees
need to perform their job role in the effective and efficient manner.
The present report has covered various activities as are Purpose and functions HRM, employee
legislation of UK, effectiveness of Human resource manager and strength and weakness of
differed approaches to recruitment and selection. The main aim behind conducting this report is
to put major focus over the working of the enterprise so that activities of the firm can be
improvised.

REFERENCES
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