Analysis of HRM Practices at Tesco: A Comprehensive Report

This report provides a comprehensive analysis of human resource management (HRM) practices at Tesco, a leading UK retail company. It delves into various aspects of HRM, including workforce planning, recruitment, and selection processes, evaluating the strengths and weaknesses of different appro...Read More

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
TASK 1............................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................3
TASK 2............................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity................................................................................................................7
TASK 3............................................................................................................................................8
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.........................................................................................................................................8
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making..........................................................................................................................9
TASK 4..........................................................................................................................................11
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................11
CONCLUSION..............................................................................................................................15
1

INTRODUCTION
Human resource management refers to the process of procuring and developing the human
resource in such a way that the organisational goals and objectives can be achieved by utilizing
the skills and abilities of the personnel who are involved in the operations of the business. This
concept is largely concerned with improving the performance of the employees by enhancing
their skills and abilities which will ultimately benefit the organisation. It also consists of policies
and systems which affect the attitude and behaviour of all the employees who are exercising
within an entity. The above report includes the Human Resource Management of the Tesco
which is a largest retail company in the UK who deals in the retail products such as home
products, clothing products and food essentials (Chen, Chuang and Chen, 2018).
MAIN BODY
TASK 1
The Human Resource Management is concerned with the management and sustainability
of the HR personnel or employees for their effective utilization so that company will be able to
obtain competitive advantage in their operations so that it will lead to higher development of the
organisation. Tesco has implemented this concept effectively and efficiently in their business
operation which helps the organisation to gain a competitive advantage in business as compared
to its competitors (Cabrera, Lucia-Casademunt and Cuéllar-Molina, 2018).
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
There are a range of objectives of the HRM in an organisation which are as follow :
 To achieve the goals of the organisation by utilizing the talent of the personnel in the
right direction.
 To implement the skills and abilities of all the individuals effectively and efficiently.
To encourage the satisfaction among the employees regarding their job by making them realise
their potentiality (Haghighi, Bijani and Parhizkar, 2019).
 To build a healthy relation among the employees of an organisation so that harmony will
exist within an organisation.
 To bring out the maximum development of the individuals who are working by providing
them challenging opportunities to excel themselves.
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 To increase the existence of morale within the employees.
 To make the employees to inherit ethical nature within the individuals.
To recognise the individual and organisational goals with each other for connecting them with
each other so that both objectives will be achieved which increases job satisfaction among the
employees (Järlström, Saru and Vanhala, 2018).
Below are the various functions involved in the Human Resource Management :
 Recruitment and Selection
Recruitment involves attracting more and more people to apply for the job while selection
involves screening of these applications to get the most suitable candidate which is suitable for
the job.
 Orientation and Induction
This function involves with introducing the working of the organisation to the new joinees about
the policies, procedure and system which they are going to be a part of.
 Training and Development
It is being implemented to enhance the skills and abilities of those personnel who are lack in
their performance along with the new employees in the organisation for improving their
performance.
 Compensation
It involves providing the benefits to the employees in consideration of their efforts in the form of
salary, bonus, incentives etc. which drives them to be more efficient in their performance for
higher benefits.
 Performance appraisal
It is the process of evaluating the performance of the employees for the purpose of identifying
their weaknesses in their work to take necessary steps for improving them and keep them on the
right track of achieving goals.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is the process of getting the attention of a large number of people and
making them to apply for the vacant jobs. In the context of Tesco, the HR manager will attract
those personnel who are skilful and will be beneficial for the organisation to increase the profits
of the organisation. It includes different approaches for getting the employees with their own
strengths and weaknesses.
3

Approaches of Recruitment
 Internal recruitment – This approach is concerned with getting the employees from
within the organisation those who are currently working in the organisation. HR manager
of the Tesco get these candidates by circulating the memo within the organisation
through computer network for promotion, switching of role etc as well as through putting
the notice on the notice board.
 Strength: The major advantage of this approach is that these employees need to
be provided with the induction and orientation for being aware with the working
of the organisation which helps in saving the time and cost of the organisation. In
this already existing employee get promoted and they are also being aware about
the working capabilities of business that is more time saving as well.
 Weakness: The drawback of this approach is that the organisation will be able to
get new fresh minds who can contribute towards getting new ideas to be
implemented in the business for its growth. It creates loop hole within the
business as an employee get promote which induce vacant job position and to
fulfil that vacant place management requires to put efforts on providing training
and development.
 External recruitment – This approach involves getting the candidates from outside the
organisation through a range of sources such as campus recruitment, references,
employment agencies etc. In the context of Tesco, HR manager can get the employees
through campus placement and employment agencies which has tie up with the
organisation.
 Strength: By getting employees from external environment, it will help the
organisation to bring new skills and knowledge within the business which helps in
development strategies for increasing the profits of the organisation. It advances
the capability of attracting fresh and new talent through which working
possibilities is advanced on regular basis.
 Weakness: The limitation of this approach is that the organisation has to spend
the training and development of these personnel to make them ready for
performing the operations of the business. It reduces the potential of new
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respondents as after rejection they get demotivate and along with this it is also be
not possible for business to know working attribute of interviewer at first meet.
Selection is the process of selecting the most suitable candidate from the applications by
analysing their capabilities and skills which are going to be beneficial for the organisation. In the
context of Tesco, HR manager is responsible for screening the best candidates for the
organisation as organisation run through the skilled employees (Kamoche, 2019).
Approaches of Selection
 Personal interview: In this candidate has been evaluated by the interviewer face to face.
The interviewer asks a number of questions for analysing the analytical and
communication skills of an individual.
 Strength: It helps in getting the best candidate as analysing face to face will be a
great method to know about someone’s skills and abilities. It assists the
management to know better about each candidate through which working
tendency and its efficiency both get advanced over regular period of instance.
 Weakness: It requires a sufficient amount of time and cost for conducting
interviews. It is a time taking process and along with this it is not possible to
about an individual in better way.
 Aptitude test: In this, candidates have to go through a test in which they are evaluated on
the basis of their problem solving skills.
 Strength: It helps in analysing the knowledge level of the candidate as well as
identifying the training requirements. It assists the management to know about the
aptitude and working skills of an individual and with this working efficiency get
advanced over a longer period of time.
 Weakness: Sometimes there may be chance that the candidate will tell a lie or
cheat to mislead the employer. It is not mandatory that an individual is much good
in aptitude and with this it might that individual having other skills that advance
its working skills and knowledge.
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TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
It refers to those practices which helps the organisation to achieve higher level of success
by improving and developing the skills and abilities of the employees of an organisation. In
regard to Tesco, these practices also help in creation of job satisfaction among the employees
which helps in building healthy relationship among the employees along with the employee
retention (Kura, Shamsudin, Umrani and Salleh, N.M., 2019).
. Below are some of the benefits of HRM practices:
 Benefits to the organisation
 It helps in attracting the qualified people to work in the business as well their
retention in the organisation.
 It trains personnel for facing various challenges related to their job roles.
 It enhances employee’s attitude, skills and abilities to make them more efficient.
 It inherits commitment and loyalty among the members towards organisation.
 Through the implementation of HRM practices, Tesco is developing as a whole as
through the efficient employees company is growing faster by utilizing the talents
of the individuals exist within an organisation (Lanke, 2018).
 Benefits to the society
 It helps in raising the standard of living of the people.
 It creates employment opportunities for the people.
 People in UK are benefitted from the HR practices of Tesco as the company is
offering decent jobs for those people who are in need of job and providing a
opportunity for the career development to those who deserve it (Lee, 2019).
 Benefits to an individual
 It develops team spirit among the individuals to work collectively.
 It provides opportunity to the employees for their career growth.
 It also contributes to the enhancement of job satisfaction.
 All the employees of Tesco are enhanced in their field of operations as company
is offering great opportunities to them to grow and promote their career with the
passage of time along with the global interaction (Machlis and Tichnell, 2019)
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 Benefits to the country
 It contributes to the enhancement of standard of living of all the people in a
country.
 It creates employment opportunities to the unemployed persons.
 Tesco is providing quality products to the people along with the creation of jobs
which helps a nation to overcome the issue of unemployment.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
It is essential for every business to evaluate their HR practices in such a way that it leads
to the successful implementation of these practices. Tesco has a well developed system to
evaluate these activities which enables the organisation to come up with different strategies for
the enhancing the productivity of the organisation (Macke and Genari, 2019). Below are some of
these practices:
 Performance appraisal: The manager is responsible for evaluating the performance of
all the personnel so that if there any lack in performance it will be removed. It helps the
organisation to increase the productivity as skilled employees’ aids in enhancing profits.
For example, it assists the management to advance performance credibility and with this
employee working standards is enlarged on timely constrained.
 Highlight skilled employee: If the best performers will be recognised by the seniors then
it will motivate those employees to remain efficient so that they can enhance themselves
more. For instance, it helps the business to intensify the working knowledge of employee
through which ability to complete suitable task within assigned period of time is
advanced on regular basis.
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 Managing low performers: Manager is responsible for keeps on motivating those
employees who are facing issues in delivering low results for the organisation as the
organisation has invested in them so they should be focussed on to perform well,
 Reward system: The organisation has to implement reward system in the consideration
of the efforts made by the personnel. Certain rewards has been given to those employees
who are delivering high results for the organisation, this helps in increasing the
motivation level of the employees to perform well in their operations (Mitchell, 2018).
 Knowledge sharing: An HR manager should emphasize on sharing of information with
the personnel and same goes with the personnel towards each other so that all the
members in a team are being able to achieve higher results in their respective areas.
 Feedback system: A feedback system has been followed in the operations to remove the
grievance of employees and remove their confusion (Singh and El-Kassar, 2019). In this
management ensure to provide adequate feedback to all the employee and with this
probability to advance and increase working possibilities is increases and along with this
it also increases the working capabilities of workers through which positive response
towards goals accomplishment is attained with perfection.
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
Employee relation is concerned with the engagement and contribution of the employees
in the functioning of the business. It is important for the organisation to have a efficient
employee engagement among each other as if the relationship among the employees of an
organisation is good then it will ultimately give return to the organisation (Song and et. al.,
2018). Tesco has a great employee engagement as they are emphasizing much on the betterment
8

of the relation among the members of the organisation which helps in building harmony and trust
within the organisation. Some of the benefits of employee engagement are as follow:
 Planning: Due to the involvement of employees it is become possible for the
management to get ideas from the subordinates that might be effective in earning higher
profits.
 Optimum utilization of resources: Through the efficient engagement, it is being
possible for the management to get the efficient utilization of all the employees in an
organisation which enhances the effectiveness of the decisions.
 Improves skills: When employees share information with each other it makes the
employees to learn more and make them to implement these learning in their operations
which leads to enhancement in their skills.
 Increase transparency: When personnel interact with each other they share all
information regarding business which helps in bringing transparency in the work along
with the development of trust among each other.
Tesco has implemented employee relation really well by engaging their employees with each
other to an optimum level which helps in improving the coordination among the employees
along with the development of trust and confidence among the individuals for the smooth
functioning of the business (Sung and Choi, 2018).
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employment legislation is a broad concept which mainly includes the rights of the
employee and their regulation with the employers. Tesco has to make sure that the human
resource department should follow all the rules and regulation led down by the Government on
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the procurement and sustainability of the employees within the organisation. It includes general
issues on job such as:
 The recruitment process of the organisation should be fair not biased.
 Working hours should be in such a way that the employees would not face the issues of
fatigue.
 An agreement must be on the employment which helps in avoiding the issues of conflict
among each other.
 Employees should be paid fairly and there should be proper system of leaves in situations
like sickness, maternity etc.
It provides protection in areas as follow:
 Fair Labour Standards Act, 1938: The organisation should take care of the health of
some personnel as these are the valuable assets for the organisation (Tsiropoulou, Mitsis
and Papavassiliou, 2018). In addition to this also offer adequate wage of certain time
period and that is also be dependent on certain level of skills and development.
 Occupational Health and Safety Act, 1970: Employees should be discriminated on the
basis of age, gender, caste etc as it should create biasness among the individuals. In this
management always make ensure to offer health insurance to its employee by which they
felt more secure and safe while working.
 Employment Rights Act 1996: There are certain laws have been made on the issue of
harassment. Organisation should take necessary actions against these acts so that
employees feel secure within the organisation. In this fair dismissal, parenting leave,
insurance, working hours and many other aspect is considered through which working
tendency get advanced.
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 The Equality Act of 2010: The organisation has to ensure that the data which is being
provided by the personnel should be kept confidential. In other words, they have to be
careful that the data should not be circulated among other concern which creates an issue
in the personal life of the employees.
Tesco has take care of all such aspects in their business operations which helps the organisation
to build trust and harmony among the employees of an organisation as well as it helps the
organisation to retain their employees for a longer period of time.
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
HRM plays a crucial role in development of the job specification and job description. Job
specification outlines the minimum qualifications and experience required for the fulfilment of
the criteria of the vacant job. Job description describes a range of aspects such job title, job
duties, job location and the concerned seniors related for the purpose of reporting (Zaid, Jaaron
and Bon, 2018).
 Linking objectives: the manager has to analyse the objectives of the organisation to find
out the necessary skills and capabilities required to perform the operations. Accordingly,
the human resource department should plan the activities such as recruitment, selection,
training and development etc.
 Recruitment and selection: At this, organisation identifies the human resource
requirement within an organisation to perform the task to find out the skills set required.
On the basis of this various candidates have been attracted towards the vacant positions
and then they will be shortlisted on the basis of their skills and experience. Tesco has
been following this process for getting the efficient employees for the organisation.
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 Performance appraisal: This aspect is concerned with evaluating the performance of the
employees. Tesco has a separate information system to gather necessary information
regarding an employee such as attendance, completion of task, efficiency of work etc
which helps in analysing the performance of the employee for improvements (Zhang, D.
and et. al.,2018).
 Training and development: It leads to those learning which helps to enhance the skills
of an individual. Tesco has its own training and development cell who works on
providing valuable learning to those individual who are in need of training. It helps the
organisation to achieve higher level of efficiency in work by enhancing the analytical and
problem solving skills of all the employees so that stability within an organisation will be
achieved. Apart from this, it is being possible for the organisation to achieve the
advantage of brainstorming which aids in getting the new ideas for creation of strategies
for the organisation.
 Monetary consideration: It is the most essential aspect of an individual for working in
an organisation as money is the driving force for most of the individual for enhancing
their efficiency. Tesco is providing various monetary benefits such as Christmas eve
bonus, incentives etc. for motivating their employees.
Job Description
Job Details
Post: Marketing Manager
Company : Tesco
Job Purpose
The marketing manager assist to accomplish standardised objective and target through which
various plans and strategies are implemented in direct basis. In this promotional activities is
advanced by which market positioning is increases as per concern of goods and services.
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Roles & Responsibilities
 To advance brand awareness
 Generate and progress marketing campaigns
Job Specification
 Post: Marketing Manager
 Department: HR department
 Key: This shows what is required as an evidence:
 (R): Request form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Graduate from well
recognised university
 More than 2-year experience
in similar field
 Strong marketing
knowledge.
 Skills or
knowledge
 Strong interactive skills
 Effective social skills
 Create marketing
information in suitable
mode
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Job Offer Letter
Mr./Ms,
Last-Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Greeting from Tesco!!!
We are extremely impressed by your interview performance and for this we have offered you
position of marketing manager and it is a full time job with 40hr/week with salary package of
$90,000/ year.
This is an employment letter that is provided to you at 20 Feb 2020 and along with this many
other facilities also get offered to you.
If this is accepted by you then provide is revert within 3 days and with this come up with
original documents for verification.
For other queries feel free to contact.
Sincerely,
First-name,
Last-Name
Director,
Human-Resources
Tesco
____________
I hereby accept the marketing Manager, marketing department position.
_____________________________
Signature _____________________________
Date ----------------------------
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CONCLUSION
From the above report, it is being concluded that human resource management plays a
major role in the overall development of an organisation. It helps the organisation to procure
efficient skills within the organisation. Through this, organisation is able to increase its
productivity in the business environment. By utilising the various aspects of the human resource
management in an efficient manner, organisation is being able to gain competitive advantage in
the business operations. It also shows how organisation get employees who are talented and
skilful by utilising the recruitment and selection process as well as how company should follow
the various employment legislations for the smooth functioning of the business. HRM practices
are being essential for both employer and employee as these aspects will help them to keep
motivated towards their work so that stability within an organisation will be maintained. Tesco
has been implemented effectively its human resource activity which enables the organisation to
achieve higher development as compared to its competitor to earn maximum revenue by
emphasizing on the career development of the employees and job satisfaction among them which
helps the organisation to get the most from the efforts of all employees.
15

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