HRM Report: Analyzing Practices and Impact at Tesco PLC

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco PLC. It begins by defining the core purpose and functions of HRM, emphasizing its role in workforce planning and resourcing. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, followed by an examination of the benefits of HRM practices for both employers and employees. The effectiveness of HRM practices in relation to organizational profitability and productivity is also evaluated. Furthermore, the report highlights the importance of employee relations and employment legislation in shaping HRM decision-making. Finally, it illustrates the application of specific HRM practices within Tesco, providing practical examples to support the analysis. The report covers key aspects like recruitment, employee relations, and the impact of these practices on the company's overall performance and employee satisfaction.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 The purpose and functions of HRM that applicable for workforce planning and resourcing
.....................................................................................................................................................1
P2 The Strengths and weaknesses of various approaches to recruitment and selections............3
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices for both the employer and employee.........................................5
P4 Evaluation of effectiveness of HRM practices for organisational profitability and
productivity.................................................................................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relations that influence HRM decision-making.............................7
P6 Key elements of employment legislation and its impacts upon HRM decision-making.......7
TASK 4............................................................................................................................................8
P7 Illustrate the application of HRM practices in the organisation with examples....................8
CONCLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................11

INTRODUCTION
Human Resource Management is generally concerned with managing people within an
organisation by using appropriate policies. Human resource manager has various roles and
responsibilities that can be categorised into three major areas such as staffing, compensation and
benefits, designing work in any company (Anderson, 2013). The main purpose of HRM is to
increase productivity as well as profitability by utilising available resources or manpower in
better manner. On the other side, human resource always focus on acquiring, developing,
retaining talents and aligning the entire workforce within the business so that particular tasks or
goals can be achieved in an appropriate way. This report is based on Tesco plc, a British
grocery retail firm working on International level. It is headquartered in England, United
Kingdom. This assignment will define the purpose and functions of HRM for organisation. It
will explain strengths and weaknesses of different approaches to recruitment and selections along
with benefits of employers and employees as well. Effectiveness of various HRM policies are
studied in this report. Importance of employee relations and employment legislation which
influence HRM decision-making. Also, it explains and shows applications of various HRM
practices in any organisation.
TASK 1
P1 The purpose and functions of HRM that applicable for workforce planning and resourcing
HRM is defined as a collection of activities which employees, recruits and manages
people within a business concern. HR managers hire and choose suitable candidates as per their
skills or knowledge for fulfil a particular job or vacancy. Human resource department is very
important for every firm as they play vital role in managing entire workforce in an effective way
(Aswathappa, 2013). They are responsible for recruiting, selecting and developing every
employee within firm so that they can achieve predetermined goals or objectives. The main
purpose of HRM is to develop individual for increasing productivities and profitability to
accomplish targets. HR manager performs various roles in Tesco plc for maintaining and
managing employee and also building strong harmony system among them. It is very beneficial
for the company for generating profits and achieve advantage in competitive market.
Purpose of Human Resource Management
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HR department of every business concern has to perform certain roles and
responsibilities which are to be fulfilled. It helps in creating an efficient workforce for Tesco and
also helps in building strong and healthy relationship between employers and employees.
Managers usually aim at building a proper bridge between employees and employers. Tesco uses
new and innovative policies for efficient management of its employees. It also helps in building
healthy relations among all its employees to increase productivity. (Brewster and Hegewisch,
2017).
 Create better organisational culture: Organisational culture plays a very major role in
creating effective working environment in an organisation. It helps in efficient
management of activities given to employees and their timely completion as well.
Managers of Tesco plc., focus on assigning every task equally among employees to
reduce negativity and avoid any further misunderstanding.
 Law: Government of UK has undertaken various laws and legislations which are to be
compulsarily followed by all business concerns as well as individuals. These laws
include labour relations, union employment legislations and negotiations. All these
factors greatly influence decision making power of managers of Tesco. Therefore,
every business concern requires to follow certain laws and legislations for taking all
important decisions like hiring, selection as well as termination of employees.
Managers also need to follow legislations while considering retirement plans, benefits
of employees etc.
 People management: Human resource management is a process which aims at
management of people in an efficient way. It is very essential for enhancing growth
and productivity of Tesco by process of optimum utilisation(Cascio, 2010). Tesco plc
has a well developed brand image as its HR manager lays emphasis on managing and
maintaining employees to achieve better co-ordination and collaboration for
performing all major tasks and activities.
Functions of Human Resource Management
HRM is a combination of numerous activities and functions that take place in any
organisation relating to human resource of an organisation. Main function of HR department is to
deal with issues of workforce thereby resulting in enhanced productivity and profitability
(Boudreau, 2010). Manager of Tesco plc always try to maximise wealth with increasing sales
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volume so that number of customers can be satisfied with quality of goods or services. These
functions are as follows;
 Orientation: This is a main function in which manager conduct orientation program
when new employees join the company. It is a type of an interactive session where
newly appointed staff members get to interact with other employees. Employers
introduce new joiners with staff members and provide guidelines to them towards goals
or objectives.
 Recruitment and selections procedures: HRM department are responsible in managing
and maintaining the workforce by recruiting and selecting suitable candidates in the
Tesco plc so that maximum sales can be made.
 Employee relations management: HR managers ensure developing relationships
among employees working in Tesco so that a balance of relationships is harmoniously
maintained. It helps inz
 Training and learning sessions: It is an important functions of HRM where employers
organise training program in any firm for employees (Chelladurai, 2017). This function
helps in increasing work productivity by enhancing individuals skills or abilities so that
they will perform tasks in a well mannered way and achieve set targets.
P2 The Strengths and weaknesses of various approaches to recruitment and selections
It is not an easy task to recruit and select best suitable person for fulfilling specific job
vacancy. They are necessary to make corrective decisions for creating effective workforce within
any firm. Recruitment and selections is the process where individuals are selected as per their
matching profile and abilities for a particular position in the company. HR manager of Tesco plc
always try to hire talented people through effective procedures. There are various approaches
available for recruitment and selections process that manager undertakes for hiring best
candidates with match their suitable criteria. Tesco plc also focus on pro-active and reactive
attitudes while making decisions regarding recruitment. Their main aim is to build a pool of
applicants who are qualified and skilled so that new innovative ideas can be developed in the
firm. Some approaches are given below; Job analysis: This is first phase where manager collect information about about any job
vacancies within the firm. They make decisions regarding conducting recruitment and
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selections process for fulfilling that particular job (Kerwin, 2017). Manager consider
several activities for hiring qualified or skilled candidates to achieve outcomes. Job Description: It is related with details or information about vacancy and mention
necessary information such as salary, required experience, task or work and
responsibilities of supervisors so that interested candidates can be applied. Person specifications: In this point out important criteria regarding qualities,
qualification knowledges, abilities and skills for specific job. It is related with job
descriptions that assess suitable person for a job. Job posting strategies: HR department have responsibility to make appropriate strategies
for process of recruitment and selections. Therefore, Tesco plc consider best strategies or
method to hire eligible and interested persons.
 Multi phase recruitment: It is also a best systematic method that support in finding
eligible and talented person with matching their profile in the firm (CHUANG and Liao,
2010). In this included various methods of interviews such as face to face, telephonic
round, and examinations for recruiting individuals.
Strengths of recruitment and selections
 Internal method is suitable for hiring candidates within an organisation so that job can be
fulfilled without any delays.
 It is cost effective and less time consuming techniques as there are no needed much
amount for conducting recruitment programs.
 External recruitment is another source that helps in developing unique ideas, innovations
and creative thinking by selecting individuals from outside of an organisation.
 This process is very beneficial for creating effective workforce by attracting talented
person towards firm so that targets can be achieved.
 Tesco plc is focussing on hiring qualified and knowledgable candidates who can handle
any tasks in critical situations and complete work.
Weaknesses of recruitment and selections
 Sometime internal process is not suitable for firm as it prevent fresh talents and
innovations due to selecting candidates from inside organisation.
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 External method can be costly and expensive because it requires funds for
advertisements, media or any form of medium to provide information regarding specific
job to talented candidates.
 It is a time consuming method because external recruitment has lengthy process for
hiring an individual.
TASK 2
P3 Benefits of HRM practices for both the employer and employee
Human resource management is very beneficial for every individual within every firm.
Several benefits and advantages are available for both employees and employers with the helps
of effective HRM practices in an organisation (Daley, 2012). Manager of Tesco plc always
consider the effectiveness by managing people relations and workforce in more appropriate
manner. Here are various benefits such as;
Employer's benefits
 Focus on tasks or assignment: Employer can use this as an advantage by dividing tasks
or work among various activities for getting it done effectively. They try to find suitable
ways for task completions in best possible way.
 Using work time: It is also a benefit for employers through HRM practices that they can
utilise time as well as efforts for work completion in an organisation. Tesco plc applies
different HRM practices for attaining its goals or objectives within limited time period.
 Reduce absenteeism: These are useful in decreasing chances of absenteeism and
encourage employees for work with more appropriate ways (Fulton, 2011). It is
beneficial for Tesco plc in enhancing growth and productivity.
Benefits for employees
 Experiences in new areas: It is best benefit for employees due to HRM practices.
Workers have opportunities to get more experiences and increase their knowledge with
the help of realisation regarding new areas.
 Opportunities of training and development: Employees have good opportunities to
enhance their knowledge or abilities through learning sessions. Tesco plc conduct
training and development programmes for increasing productivity as well as profitability.
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 Personal satisfaction and cultural interest: HRM practices are helpful in providing
individual satisfaction and protecting employees' cultural interests in an effective manner.
P4 Evaluation of effectiveness of HRM practices for organisational profitability and productivity
HRM practices consists of various rules and regulations and policies that must be
followed in an organisation (Glendon, 2016). These are very supportive in managing entire
business activities and maintain workforce accordingly so that goals or objectives can be
achieved timely. Tesco plc undertakes all these for increasing profitability and productivity by
different HRM practices.
Setting of directions and implementation: It is main duty of manager of Tesco to
provide appropriate guidelines and directions to the employees for achieving set gaols or targets
in efficient way. Leaders undertake responsibilities for setting purpose, missions, goals or
objectives in the workplace of Tesco plc. These will support in increasing profitability and
productivity.
Excellent performer and innovative staff: This is also beneficial for organisation as they
can bring innovative ideas and creativity while performing any tasks or work. Leader and
manager focus on bringing effective atmosphere and positive environment for achieving
particular targets.
Individual and team goals by effective communication: HRM practices also help in
providing best method of communication for passing information to the employees so that
particular goals or targets can be attained.
Update skills and maintain productivity at workplace: Skills are very important for any
job and should be updated or developed on a timely basis to ensure higher profitability and
growth (Clarke and McKenna, 2016).
Drive performances of employees: It is a major role of every firm that provides extra
benefits and rewards to employees so that desired outcomes can be achieved.
TASK 3
P5 Importance of employee relations that influence HRM decision-making
For successful organisation, employees relations play an important role to accomplish set
goals. Managers of Tesco consider effective relationship among people for proper collaborations
and coordination between team members. It is usually said that company have to take care
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about their workers by providing proper benefits and compensations (Guest, 2011). They should
provide better working environment to employees and motivate them so that productivity can be
increased. Tesco plc support to its employees as HR manager focus on encouraging workers and
motivate to them for completing tasks in an effective manner.
Sharing work: It is can become more easy and effective through better relationship as
every tasks can be completed by sharing them among people in an effective manner. It is an
essential factor that support in building strong team and achieve future goals or objectives.
Resolve conflicts: This is very necessary to have good relations among people which will
help in reducing chances of conflicts and resolve any issues or problems in a more appropriate
manner. Teamwork is very beneficial for achieving set targets and achieve positive outcomes.
Employees loyalty: Company can make their employees loyal by practising several HRM
practices in an effective manner. For this, manager have to focus on creating positive and healthy
environment so that healthy relations can be maintained among employees.
Maintain Equality by communication: This is an important component as there should
be best method of communications in firm for providing proper information to the employees
regarding business decisions (Knowles and Holton, 2014). It will help in reducing the chances of
barriers and solve any issues in adequate manner for attaining targets.
P6 Key elements of employment legislation and its impacts upon HRM decision-making
Numerous laws and legislations have been formulated by government which relate to
various firms as per their structure and nature of operations. Many organisations have a well
maintained hierarchy for their business activities which ensures proper communication at almost
all levels. Tesco also considers certain conditions for creating a healthy work environment such
as:  Analyse position: This is an important task in which define job vacancy with proper
details (Swanson, 2014). It is necessary to fulfill job applications, therefore company
focusses on providing appropriate information to workers about their roles and
responsibilities within Tesco plc for achieving goals and objectives. Equal wage act: In this consider that company cannot do partiality and discrimination
among people as per their caste, race, colour, religion and gender. Therefore, there should
be equality for maintaining an effective organisation.
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 Minimum payment act: In this case, elaborated minimum rate of wage which are to be
given to employees are formed by government. Tesco plc have to consider this and
provide equal wage or compensation to every individual as per law.
 Employee's rights act: It is related with employees rights while working within the firm
regarding their safety and security (Marchington, 2016). Tesco plc also focus on safety
factors and proper protections of employees during operations.
 Workmen's compensations act: This law was basically passed for providing better
compensation to the workers. In this case managers consider several safety measures
related to injury and accident that employee faces during task completion within an
organisation. Tesco plc provide proper compensations to employees regarding any harm
and injuries.
TASK 4
P7 Illustrate the application of HRM practices in the organisation with examples
There are various functions and activities that are performed by HRM department for the
purpose of managing entire workforce in an effective manner (Meredith and Belbin, 2011). In
this several activities are involved such as process of recruitment and selections, training and
development and performance appraisals etc. the manager of Tesco plc perform entire business
functions in more efficient way so that maximum sales can be increased. Here are applied some
HRM practices such as;
Job analysis: In this described particular job vacancy or positions by identifying it in an
appropriate manner. It can be understand by taking example of job description such as;
Job description
Organisation name
Tesco plc
Job profile
Human Resource Executive
Location
England, UK
Report to
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HR Administration office
Roles and Responsibilities
 Formulates policies and strategies of HR.
 Maintain record of attendance and management of employees.
 Conduct Performance reviews and appraisal.
 Assist recruitment and selection process.
 Training and development programmes for new employees or joiners.
Required Qualification
MBA (Master degree in business administration)
Experience required
2 to 5 years
Salary
8 to 10 lac per annum.
After preparing a job description, second step is using effective media for providing
information regarding particular job and vacancy (Purce, 2014). Here are CV of candidates
which is as follows;
Curriculum Vitae (CV)
Name:
Address:
Contact number:
Email Id:
Career objectives: To be able to grasp opportunities for showing my talents in Human resource
field and achieve growth in the future.
Qualification:
MBA (Master in Business Administration),
Experience:
3-5 years of experience in HRM field.
Personal skills:
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Good communication skills
Adaptability
Hard working
Declaration:
I hear by declare that the above information is of true and fair view as per my experience and
skills..
Recruitment and selections process: Managers gather facts and figures about suitable
applicants and conduct recruitment programmes and selections of best candidates (Scullion and
Collings, 2011). In this included various techniques such as interviews, group discussion and
examinations.
Documentation: Manager of Tesco plc collect documents of interested candidates such
as their mark sheets, experience letter etc.
CONCLUSION
From the above report, it has been concluded that human resource management play vital
role in managing workforce and people within the firms so that particular goals or targets can be
achieved. HRM practices consists several functions or activities such as planning, staffing,
directing, training and developing, recruiting and selecting of candidates for achieving
predetermined goals or objectives in an appropriate manner. Also, this report studies behaviour
of managers of Tesco that helps in maintaining healthy and unbiased relations among employees
for enhancing work culture and working conditions.
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REFRENCES
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Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington, M. and et. al. 2016. Human resource management at work. Kogan Page
Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Online
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