Human Resource Management Report: HRM Practices at Tesco

This report delves into the realm of Human Resource Management (HRM), utilizing Tesco as a case study to illustrate key concepts and practices. The report begins with an introduction to HRM, its purpose, and its functions within an organization, specifically focusing on workforce planning and resourcing. It then explores the strengths and weaknesses of various recruitment and selection approaches, providing insights into effective strategies. The report further examines the benefits of diverse HRM practices, such as training and development and flexible working, for both employers and employees, while evaluating their impact on organizational profit and productivity. Employee relations and the influence of employment legislation on HRM decision-making are also analyzed. The report concludes with an illustration of HRM practices in a work-related context, providing specific examples to reinforce the concepts discussed.

Human Resource
Management

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
TASK1.......................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.....................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection..................................................................................................................................5
TASK2.......................................................................................................................................7
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.........................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................7
TASK3.......................................................................................................................................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
TASK4.......................................................................................................................................9
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.................................................................................................................................9
CONCLUSION........................................................................................................................11

INTRODUCTION
A formal method which is used to specify management of human resource your organisation
is called as human resource management. It is a necessary concept which will bring benefits
for management of human resource as well as a source of an organisation. In this division of
various accountability, administration, recruitment on my training and development of human
resource takes place (Noe and et. al., 2018). There are a number of strategies and policies
created by human resource department which are used to run a business in human resource
management. In the following report Tesco which is the British in a multinational grocery
Mark and dies company taken into consideration to study human resource management. The
following report consists of various purpose and functions of Human resource management.
Is also explains various advantages of different activities included in human resource
management in order to bring profits and productivity for a business. In addition to this
various effectiveness of employs relationship and different key factors of legislation for
employee management in an organisation are described.
MAIN BODY
TASK1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Overview of business: Tesco is a British multinational grocery store retailer. The
company was effectively established in 1919. The headquarters of company situated in
Hertfordshire England. The company employs around 4,50,000 people throughout world
(Tesco PLC - Company Profile. 2020).
Mission: Mission of Tesco is to frame value for their customers by offering them
good quality products and facilitating a healthy lifestyle.
Vision: The vision of Tesco is to become extremely valued commerce serving
consumers in an effective manner and committed to all their colleagues and shareholders.
Objective: Their objective of Tesco is to become a champion for consumers and also
assist them to enjoy a better quality of life and a convenient way of living. One another

objective of Tesco is to offer information about healthy eating habits through the wide range
of grocery they are providing.
Meaning of human resource management: human resource management is an
aggregate of three different aspects of human which is appropriate manpower, assets in the
organisation and administration of humans in organisation. Human resource management is
also accountable for efficient management of various assets and distribution of various
human resources between different functions in order to run the business (Cooke, 2018).
Purpose of human resource management:
The major purpose of human resource management in an organisation is to prevent
issues such as unsatisfactory competition or or work life balance meant for the employees due
to get a job in security affairs. They are also liable to fulfil all the needs of employees in the
organisation and fall various policies and procedures which will be followed by organisation
appropriately (Armstrong and Taylor, 2020). Human resource management in an
organisation is to create effective relationship between various employs in order to create a
positive working environment and support innovation in business.
Importance of human resource management:
 Human resource management in an organisation organises various training and
development programmes in order to enhance the skills and capabilities of their
employees.
 It make sure is that right employees are hired for the right jobs which will help in
increasing productivity of business organisation.
 There are a number of complexities in organisation which are to be solved in order to
achieve the objectives and continue a positive environment in organisation for
employees which is done with the help of human resource management.
Various functions of human resource management
Training and development: Training and development is an important function of
human resource management in which growth as well as enhancement of failure skills and
knowledge of human resource in organisation is taking place (Chelladurai and Kerwin 2018).
When taking Tesco into consideration the human resource manager is responsible for
organising various training and development sessions for the employs an organisation in
order to enhance their skills and capabilities along with the changing technologies in

organisation. It is necessary to train the employees along with changing needs of customers
so that they can effectively fulfil all the needs of customers and attain their objective for the
business.
Maintaining employs relations in organisation: Maintaining employee relations in
an organisation is primary function of every human resource manager. It is necessary to
create and administer the relationship between various employees in the organisation. When
taking test going to consideration human resource department of the organisation is
effectively conducting communication between employees in order to resolve all the issues
between them and develop healthy relationship. Organisation or benefited from healthy
relationship between employees as a positive environment is maintained in the business
which encourages employees to work.
Recruitment and selection: Recruitment and selection is a function in human
resource management in which the managers of human resource are recruiting and asserting
various talented individuals for different jobs in business. Implementation of recruitment and
selection in an organisation helps them to identify needs of human resource in business and
capture talented individuals to fill in vacant positions in the business (Papa and et. al., 2018).
Workforce planning:
Workforce planning is an activity in which analyzation administration as well as
management of needs and demands of human resource in an organisation is done. It is
necessary to evaluate the gap and monitor the involvement of top authorities in management
of human resource in an organisation (Collings, Wood and Szamosi, 2018). When taking
Tesco into context it is just mind that workers are required to have a number of different
skills and abilities. Workforce planning allows organisations to provide them with certain
skills and training to perform their specific job as per the necessity of their work.
Importance of workforce planning
 Workforce planning is good for an organisation as it shows that flexibility is provided
to workers by training and developing the activities which will bring advantages for
business.
 Workforce planning also helps business to determine the existing as well as coming
demand of human resource within the organisation which will help them to plan for it
accordingly.

 It is necessary for an organisation to maintain workforce planning in order to find out
the gap between skills of existing workers and provide them training effectively to
fulfil all the requirements of organisation.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment process is associated with increasing the ability of workforce by
recruiting and hiring capable individuals within the workforce. In relation to Tesco,
administration in organization use international approaches of recruitment which are
discussed below:
Internal approach of recruitment: under internal recruitment system, organization used to
recruit the employees from the internal parts of the form by the help of promotion and
transfer of employees from one post to another.
 Strength: Internet source of recruitment helps the organization in recruiting and
maintaining the talented employees by promoting and transferring the employees
inside the organization. This Help in increasing motivation of the employees.
 Weakness: Recruitment from internal sources can promote difficulties within the
culture of the organization where the existing employees can use to promote the
individuals from their backgrounds which can impact on the performance of
organization. This will also in promote nepotism in organization (Berman and et. al.,
2019).
Approaches in internal recruitment
Promotion: under the promotion scheme organization used to promote the skilled worker
within the enterprise to develop appropriate hierarchy.
 Strength: Major strength of this approach within the organization is that it helps in
promoting the employee as well as maintaining the level of motivation by using
promotional strategy.
 Weakness: Weakness of this approach is that, due to promotion at high quality the
roles and responsibilities of an individual increase which can also increase the
workload and pressure.
Transfer: Transfer is also an approach which can be used by Tesco to recruit the employees
by transferring them from one position to another.

 Strength: Strength of this approach is that it will be beneficial to the organization and
filling with vacant post in an appropriate time. This will also help in recruiting a
suitable person with some level of experience.
 Weakness: Major weakness of transfer within the organization is related to impact on
human behavior. Transfer a person has been its destination and accommodation which
impact on their performance because of change in environment.
External recruitment: External recruitment can be defined as a type of recruitment within
the organization where organization used to recruit the people through the help of
advertisement direct mail job search applications and many others (Morgeson, Brannick and
Levine, 2019). In relation to Tesco, different kind of external recruitment sources like online
website promotion through newspaper radio advertisement and many more. Some of these
approaches are mentioned below:
Approaches to external recruitment
Advertisement: in relation to Tesco it use radio advertisement in newspaper
advertisement radio online TV advertisement to recruit the employees for promoting the
vacant job.
 Strength: These systems help the organization in attracting large number of
workforce at the time of requirement.
 Weakness: It is a costly method as well as it is not appropriate for the organization
which is finding talented employees.
Campus recruitment: under this system organization recruit employees from the
universities and colleges.
 Strength: Organization and finding fresh candidates as a retaining name for a longer
period of time as well as using the talent for benefit of organization.
 Weakness: Major weakness of this system is that it includes high level of investment
employees recruited from the campus placement.

TASK2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
There are different kind of HRM practices within the organization which are
beneficial to the organization for both employer and employee. Some of these are mentioned
below:
Training and development: Human resources management important within the
organization which is related to training and development of employees. It is important for
the organization to perform the function of training and development for increasing the skills
and abilities (Kim and et. al., 2019). It is beneficial for both employees and employers. This
is beneficial to the employer because trained employees help the organization in achieving
organizational objectives and managing successful operations and handling difficult
situations. Training and development is also beneficial to the employees because it will help
them in increasing their self-awareness and abilities as well as combining their personal goals
with organizational objectives.
Flexible working practice: Flexibility within the working practices within our
organization is mandatory part for human resources management it manage appropriate
flexibility in each and every function. This is helpful to the organization lectures in managing
the employees as well as also provides different kind of benefits to both the employees and
employers. Flexible working practices benefit to the employers in managing the working
hours of employees as well as training them for longer period of time because of increased
motivation. This will also benefit to the employees within the firm because they can easily
manage their working as well as improve the balance between their working life and personal
life.
It can be evaluated from the above that there are several kind of practices within the
organization which are directly linked to benefit related to employees and employers and are
performed by the human resources department.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
There are different kinds of human resources management practices within the organisation
which are important for the organisational performance (Brewster, Mayrhofer and Farndale,

2018). In context of Tesco, management staff also playing these roles and responsibilities in
relation to increase in the revenue productivity of firm.
Training and development: Training and development is also essential part of the
organisational effectiveness where the manager within the firm and shows to follow proper
process related training and development of employees. It is helpful to the organisation in
managing the diverse workforce but providing training and development. Also helps in
increasing the skills so that appropriate working environment can be established and
achievement of modernization and development of resources can be done.
Reward system: Human resources department also play an activity related to regarding the
employees in an appropriate manner. Providing is the best way to motivate the employees
and performing in a particular direction (Zaid, Jaaron and Bon, 2018). In relation to Tesco,
human resources manager within the firm execute different kind of compensation system
which are directly related to performance of employees. Encourage and motivate employees
to work harder and get good remuneration according to the work and their contribution within
the firm. Company also follow a process where professional and personal development
necessary to be focused for retaining employees and rewarding them in an adequate manner.
It can be evaluated from the above that human resources practices effective part of the
firm in raising the profitability and productivity.
TASK3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
Employee’s relation is an essential part which influences his decision making abilities
of an organisation.
Importance or significance of employs relation in an organisation
Employee relation in an organisation is an important aspect which helps managers to
take effective decision in business. When taking Tesco into consideration organisation
effectively fulfil all the needs and requirements of employs with the help of different training
and management programmes and develops relationship between them. That is also actively
using participation strategy in which they make employees to participate in various

programmes in order to build relationship between them. This also helps organisation to save
their resource Centre and which can be wasted due to conflict between organisational
employees.
Strategy to improve engagement of employs
There are a number of different strategies used by Tesco in order to increase the
engagement of the Employee in an organisation. In order to do so they establish
communication between employees also results in increase in productivity of organisation.
Tesco is also using communication tactics in organisation which also helps in assisting
employers and employees to maintain good relationship between them. The satisfaction level
of employees is also increased as they are effectively achieving all the goals and objectives
attached to their job roles (Kaufman, 2019). Applying the strategy and organisation will
increase employee engagement and also reduce conflict between employs which is often
resulting in wastage of time. Communication system and organisation will help in
establishing relationship between superiors and subordinate in organisation effectively.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employment registration refers to all the rules and regulations which are formulated
by legal authorities in order to protect the employs and workforce in an organisation. It is
necessary for organisation to effectively apply all these rules and regulations to carry on their
work without any difficulties. Below mentioned are some of the rules and regulations
followed by Tesco:
Minimum wages act 1998: The following act states that organisation is required to pay their
workers minimum wages as per the act. When taking test going to consideration employees
are paid on hourly basis (Tang and et. al., 2018). Tesco is effectively managing their
compensation plan to fulfil all the requirements of minimum wages act.
Equality act: It is necessary for organisation to provide equal opportunities to all the
employees in an organisation. Tesco make sure that equality act is applied on the organisation
without any discrimination between employees due to their sex, religion, region, behaviour,
beliefs and values.

TASK4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
Job specification:
Job Specification
Company: Marks and Spencer
Job Role: Marketing Manager
Department: Marketing department
Salary: Negotiable
Job type: Full Time
Location: England, UK
Job Specifications:
 Supervises all advertising as well as campaigns activities.
 Demonstrated ability for enhancing productivity of business, departmental
approaches as well as input from on-going activities.
 Responsible for implementing of marketing campaigns in business firm.
Responsibilities:
 Market evaluation for new product opportunity, customer need analysis as well as
demand of potential product and services.
 Market knowledge and understanding of market strategy for the effective execution
of plan and product services.
 Evaluation and management need of distribution channels.
 Knowledge of print media, social media and paper media approaches for
promotions and advertising.
Candidates who are interested can forward their CVs at hr@m&s.com or contact us on
+0012345.
Thanks and Regards
Mr. XYZ
HR Manager (Marks & Spencer)

England, UK
+0012345
CV:
Curriculum Vitae
Name: Mr. ABC
Contact Number: 1234567
Email Id: [e-mail]
Address: Old Gloucester Street, England, UK
Position: Marketing Manger
Excellent interpersonal and leadership skills will help in developing and maintaining strong
relations while encouraging teams to carry out the project successfully.
Educational Qualification:
 Graduation: Bachelors in Commerce from University of Oxford, United Kingdom
in 2012.
 Post-Graduation: Masters in Business Administration (Marketing) in University of
Oxford, United Kingdom 2015.
Professional Experience:
 Company Name: NEXT plc
Duration: 3 years (2017-2020)
Position: Marketing Manager
 Company Name: H&M
Duration: 2 years (2015-2017)
Position: Marketing Manager
Key skills:
 Good communication skills
 Leadership skill
 R&D skill