Human Resource Management Report - HRM Practices at Tesco (HRM200)

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on their application within Tesco, a multinational retail store. The report begins with an introduction to HRM, emphasizing its role in workforce planning and resourcing. Task 1 examines the purpose and functions of HRM, including recruitment, selection, training, and compensation, and their application within Tesco. The strengths and weaknesses of internal and external recruitment methods, along with systematic and unsystematic selection processes, are also evaluated. Task 2 delves into the benefits of various HRM practices for both employers and employees, such as recruitment and selection, training and development, and compensation. It then assesses the effectiveness of these practices in terms of profitability and productivity. Task 3 analyzes the importance of employee relations in influencing HRM decisions and explores key elements of employment legislation. Finally, Task 4 discusses the application of HRM practices in a work-related context, providing a holistic view of HRM's impact on organizational success. The report aims to provide a detailed overview of HRM principles and their practical application within a real-world business setting, supported by relevant references.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Purpose and functions of HRM, application to workforce planning and resourcing in an
organisation............................................................................................................................3
P2: Strength and weakness of different approaches of recruitment and selection.................4
TASK 2............................................................................................................................................6
P3: Benefits of various HR practices within the organisation for both employer as well as
employee.................................................................................................................................6
P4: Effectiveness of different HRM practices in terms of profitability and productivity......7
TASK 3............................................................................................................................................8
P5: Analyse the importance of employee relation to influence the HRM decision...............8
P6: Elements of employment legislation................................................................................9
TASK 4..........................................................................................................................................10
P7: Application of HRM practices in work related context.................................................10
REFRENCES.................................................................................................................................15

INTRODUCTION
Human resource is an essential part of management that deals with recruitment,
selection,training as well as managing the employees of an organisation effectively (Armstrong
and Taylor, 2014). This department is usually responsible to formulate the long term
relationship between the employees as well as an organisation. To better understand the report,
Tesco has been selected which is multinational retail store whose headquarter is in United
Kingdom. It offer various types of product like grocery, food item, cloths, furniture, electronics
and so on. This report cover following topics like purpose as well as scope of HRM in order to
attain organisation objective, strengths and weaknesses of approaches to recruitment and
selection along with effectiveness of different HR practices in raising organisational
productivity. Moreover, analyse internal and external factor of HRM that affect HRM decision
including employment legislation. Further application of HRM practices in work related context
are covered in this report.
TASK 1
P1: Purpose and functions of HRM, application to workforce planning and resourcing in an
organisation
Human resource management includes the set of programme which is basically design to
maximize the effort of staff in order to achieve organisational objective effectively. So the role of
HR manager is to recruit the manpower, enhance their skill and encourage them to perform all
their function, roles as well as responsibility properly (Bratton and Gold, 2017). Thus, the
department of HR perform various functions, out of them some are defined below:
Recruitment and selection: Recruitment is a positive process where large pool of
aspirants are invited by the organisation to be the part of vacant position. On contrary, selection
is considered as negative process as among the various candidate, most of the unsuitable ones are
weed out. It is an important function which is carried out in Tesco through workforce planning
to get the most suitable candidate for the vacant position. Thus, proper workforce planning helps
the organisation to identify the gap and fill them by hiring right candidate for the organisation.
Training and development: It is one of the significant functions of HRM that helps the
employee to enhance their existing performance (Wilton, 2016). In reference to Tesco, it
provides training to their staff on the regular basis to enhance their skill and capability which

makes them valuable part of the organisation. Moreover, with the help of resource and workforce
planning, company design training session in order to determine the changes which needs to be
adopted and increase the working capability of an employee accordingly.
Compensation and Benefit: The HR professional design the compensation programme
where employee gets additional benefit like appreciation, salary hike, promotion and so on. This
programme are adequately designed by the HR manager of Tesco to maintain the good relation
between employee as well as management so that the business process can run smoothly.
Additionally, maintaining good term and providing adequate working condition helps to
influence the behaviour of employee in the favour of company. Therefore, this function helps to
encourage the behaviour of employee to achieve the desirable task successfully.
Purpose: HR is a valuable part of management process that provide various advantage to
the company by retaining the employee and make them competitive to perform the business
activities successfully (Brewster and Hegewisch, 2017).
 Managing the manpower is the essebntial purpose which helps the organisation to
achieve competitive edge over the others. The HR professional of Tesco remains
proactive to formulated good relation with their workforce by handling their problem and
giving them desirable solution. Therefore, all the possible effort are made in order to
communicate and motivate the workforce to achieve the set standard successfully.
 The purpose of workforce planning is not only restricted to personnel but it also helps the
organisation to forecast the future demand and supply of market based on the changes
trend and customer requirement. Further, at the macro level Tesco makes sure they abide
by the labour law or legislation, organisation culture and the fulfil the desire of employee
to bridge the gap between demand and supply.
P2: Strength and weakness of different approaches of recruitment and selection
Recruitment: It refer to the process of inviting the best qualified candidate based on the
job description. In context to respective company it hire the employee through internal or
external source which is defined below:
Internal source of recruitment: Here, recruitment is done within the organisation
through promotion or transfer. This is an effective type which enhances the productivity of
internal staff and motivate them to work in the existing organisation.

Strength Weaknesses
 It is cost as well as time effective
process as it does not involve whole
recruitment cycle.
 It helps in employee engagement and
reduces the turnover as well as
absenteeism rate because employees
are secured that the organisation will
consider their valuable efforts.
 It may create internal chaos and can
lead to unhealthy competition in order
to achieve higher position.
 The manager may left with less options
in order to fill the upper position
(Cascio, 2015).
External source of recruitment: Within external source the eligible candidate are hired
outside the organisation through advertisement, employment agency, employment exchange and
so on. They are basically the fresh talent and new to the culture of Tesco.
Strength Weakness
 The manager gets huge options in order
to get the best suited candidate for the
vacant position.
 It affect the moral of internal employee
that affect the employer employee
relationship.
Selection: Selection is the process where right candidate is placed at the right profile. It
include the whole evaluation process such as aptitude test and face to face interview that helps to
fill the vacancy. Thus, some of the type of selection with its advantage and disadvantage is
defined below:
Systematic: Systematic selection process is used to select the talent people by
conducting various round of interview session. The objective of the business is to make make
significant strategy in order to acquire the most talented candidate that leaves positive impact on
the business.
Advantages Disadvantages
 Company gets the large quantity of
interested aspirant.
 It include time to select the candidate,
as they have to pass different rounds.

 Such process helps to build cooperation
among the employees rather than
competition.
 Company has to bear lot of expenditure
in this process.
Unsystematic: Based on the description of the individual in its resume as well as CV,
candidates are selected by the organisation.
Strength Weakness
 This process encourages the employee
to enhance their skill so that they get
better opportunity from the vacant
position (Cooke, Saini and Wang,
2014).
 The existing employee may losses their
interest in the company as they may
face job security issue.
TASK 2
P3: Benefits of various HR practices within the organisation for both employer as well as
employee
HRM practices: The HR manager perform the business practice to minimise the
conflict of interest within internal organisation and run the business process smoothly. It involve
the employee to uses maximum of its potential to achieve the target (DeCenzo, Robbins and
Verhulst, 2016). Thus, the HR practices which are define below helps both employee as well as
employer in the following way:
Recruitment and Selection: This process is the base of management as it helps to fill the
right position with right applicant. The HR of Tesco conduct this process significantly to select
the desirable candidate from diverse workforce that adapt the culture of company and increases
the footfall of store.
Benefit to employee: The employee gets job based on their capabilities, interest area or
specialisation due to which they get the area to showcase their talent in order to receive
recognition from company.

Benefit to employer: This process helps the employer to get the work done within
stipulated time period as during the time of vacancies the work or the objective of an
organisation gets delayed.
Training and development: Within training and development programme Tesco provide
the various conferences or seminar for both existing as well as new employee so that they keep
on improving their skills.
Benefit to employee: It is a filed for the employee where they can enhance their
knowledge which helps to achieve the benchmark and raise the bar for the other employee as
well. Improvement in the knowledge of employee leads to the development where they are
considered as an asset of organisation.
Benefit to employer: It helps the employer to maximise the revenue by gaining huge
profit for the organisation through training and development. Along with that it helps to attain
the target within specific period of time.
Compensation and benefit: Compensation includes the reward which is given to the
employee apart from their salary and wages. These benefit help the company to put best possible
effort (Wehrmeyer, 2017).
Benefit to employee: Positive reinforcement is a process where rewards are given to the
employee in monetary or non monetary form such as recognition and promotion. It benefit the
employee to remain motivated and enhance their performance to receiver the reward.
Benefit to employer: Employer basically offer reward to employee with the motive to
achieve the target of an organisation. This motivate employee to put maximum efforts which is
profitable for both employee as well as employer as both gets advantage out of it.
P4: Effectiveness of different HRM practices in terms of profitability and productivity
In present business context, human resource management is helpful to manage various important
functions within the corporation. In this regard it is important for the management to use HRM
practices in context to maximize the organisational productivity & profits. For that purpose it is
required for Tesco to adopt certain practices so that it can achieve the goals and objectives of
company. Certain human resource management practices are describes as below:
Training and development: For an organisation it is important to provide training to the
employees in order to develop the skills. For that purpose it is require for Tesco to conduct
training programme for the development of workers in context to maximize the effectiveness and

it help the corporation to maximise the profitability as well as productivity. As because if all
workers are trained than they know to perform the task so that organisational goals can be
accomplish within stipulated time period and it can get growth and success.
Compensation and benefits: To make compensation, incentives and other benefits are
consist of HRM practices. For the purpose it is important for human resource manager of Tesco
to provide compensations and other monetary and non monetary benefits to the employees. So
that workers feel motivated and put maximum efforts in order to maximize the profitability and
productivity and it also leads to effectiveness which is helpful for the growth of company. It is
important for a corporation to provide the benefits to the workers as per the performance so that
they feel motivated and it encourage then to perform as per the requirement of corporation
(Kramar, 2014).
Employee performance management & monitoring: To gain the effectiveness it is
important to manage the performance of employees. In this regard it is important for Tesco to
monitor the performance of employees so that they can work better as per the requirement of
company. If any improvement is needed than further training can be provided to the employees
so that they can work effectively and it is helpful to maximize the productivity and profitability.
So it is important for the organisation to manage the performance of workers so that they can
work more effectively and help the corporation to achieve its predetermined targets.
Conflicts resolution: As HRM practices has also emphasis to manage the conflicts and
in this regard it is important for Tesco to resolve the conflicts which arise among employer and
employee and employee & employee. It is required to resolve the conflicts so employees feel
comfortable while performing their tasks in order to achieve the goals of corporation. It is also
helpful to satisfy the workers and due to this they put maximum efforts in order to enhance the
profitability and productivity (Tyson, 2014).
So these are the HRM practices which are helpful for the company to maximize the
productivity and profitability.
TASK 3
P5: Analyse the importance of employee relation to influence the HRM decision
Employee are one of the most essential parts of the organisation that make desirable
effort to achieve the organisational objective successfully. Thus, HR manager formulate long

term relationship with the employee in order to engage them and achieve the objective
successfully. Therefore, in order to make effective decision it is essential to maintain the
relationship between employer as well as employee. Some of the importance of employee
relation are defined below:
 The employer of Tesco formulate good relation with employee which leads to
cooperation and make effective strategy in favour of organisation. Moreover, this pushes
the effort of employee to achieve the set standard.
 It include brainstorming method where every member put their views or ideas forward.
This helps in making desirable decision for the company (Storey, 2014).
 Tesco can adopt relationship oriented approach where the employer take care of the need
of an employee due to which they share good relationship with each other. Hence, it
motivate the employee to put best possible effort and remain loyal for the organisation
because of the security they receive from the managers of company.
Therefore, organisation must make form effective relationship with the employee so that
together they make the effort to attain the objective of an organisation.
P6: Elements of employment legislation
Employment legislation: Employment legislation are the law made by government as
Tesco operate its business worldwide due to which it is essential for the company to adhere the
laws made the local authority to gain long term sustainable advantage (Morgeson, Brannick and
Levine, 2019). Some of the essential laws are determined below:
Minimum wage act, 1998: As per this act company should offer the fair wages to its
staff based on their skilled or non skilled work. In reference to Tesco make valuable effort to
safeguard the interest of employee and maintain their trust by offering them desirable
remuneration.
Health and safety Act, 2004: According to health and safety law organisation must
provide the safe place for the employee to carry out their operations. In order to maintain the
health of internal staff Tesco offer them clean and viable environment by avoiding any hazardous
substance to perform their routine work. In case while performing the duty if any employee gets
injury then HR manager is responsible to offer the compensation to the employee.

Equality act, 2010: Organisation can not be biased or create any discrimination based on
the gender, caste and culture (Riley, 2014). Thus, Tesco provide the remuneration based on the
experience and profit without indulging in such discriminations.
TASK 4
P7: Application of HRM practices in work related context
HRM practices include the wide range of roles which are performed by the organisation
to motivate their employee and get best desirable result (Purce, 2014). This helps to select the
person, place them at right place, make them familiar with the environment and enhance their
skill so that with the passage of time employee can groom themselves. Herein, Tesco can
evaluate the employee performance and set the strategy to achieve long term profitability as well
as productivity.
Job Specification
Job Details
Profile : Human Resource Assistant
Organisation: Tesco
Job Purpose: The aspirant who are invited for HR assistant must perform remarkable job in
term of making effective decision and handle the internal conflict. They are responsible to
share good relation with employees and are responsible to perform daily routine activity of an
organisation.
Roles & Responsibilities
 Maintain the internal as well as external affairs of the organisation in order to perform
their daily regime duties effectively.
 Maintain all the record associated with the employee so whether it is related to salary
or contact details must be kept by HR assistant.
 Conduct the orientation programme and update the record of existing as well as new
employee.
 Oversee the performance of employee to maintain the documentation related to
compensation as well as benefit.
 HR Assistance must regularly communicate with their employee as well as provide

training session to coordinate their efforts.
 The HR must update its practices and remain updated based on the changing trends.
Tesco offers desirable packaging based on the roles and responsibilities along with basic
salary company also offer the incentive on attainable targets to the candidate.
Interested candidate can send their updated resume at the email address of Tesco that is
[e-mail] or directly contact us at 0410-8765423.
Time-scales
Resume 1 - 10th May, 2019
Shortlisted Candidates 12th May, 2019
HR round 13-14th May, 2019
Final interview date 17-19th May, 2019
Person Specification
Job Profile: HR Assistant
Department: Human Resource
Key: It include A.I.R. which as required as an essential information :
A: Application form, I: Interview, R: RolE
Attributes Application Form Interview Role
Qualification and
Previous Experience
Application form
include all the detail
associated with an
individual. Like, the
Master' s and
Bachelor' s degree
The details of the
interview will be
contacted to the
candidate after short-
listing takes place
through resume.
HR assistant will be
responsible to perform
day to day business
operations smoothly
by handling all things
effectively.
Skills
Within application
candidate is
responsible to fill up
all the essential details
such as contact details
Aspirant must be
knowledgable and
must answer all the
required questions of
interview round
The HR assistant is
responsible to add the
information of new
candidate as well as
update the existing

and family details. properly . ones like their
changed contact
details or up gradation
in salary.
Curriculum Vitae
Curriculum Vitae
Name: Ms. Cristena Roberts
Address : 139/140 Great Suffolk St, London,UK
Contact number: 24693160842
Email: [e-mail]
Profile summary: An experience in corporate world of two years and have urge to work in
organisation which can provide an ample opportunity to grow and develop in upcoming future.
Qualification:
MBA Cranfield School of
Management
88.00%
Graduation Cass Business School 81.00%
High education Rikkyo school 75.32%
Secondary education Rikkyo school 89.67%
Specialisation:
 Attended various seminars in conflict management
 Management of Human relations Training and development in HR assistance
Declaration: