HRM Report: An Analysis of TESCO's Human Resource Management Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at TESCO, a multinational retailer. It begins with an introduction to TESCO, outlining its mission, objectives, and the role of the HR function in achieving business goals. The report delves into key HRM areas, including workforce planning, recruitment and selection, training and development, performance management, and reward systems. It examines various approaches and methods used in these areas, such as competency-based workforce planning and systematic recruitment. A case study is included to illustrate how TESCO addresses employee issues and implements HR practices like training and development. Furthermore, the report details the design of a job specification for an HR executive position, selection criteria, and a job offer letter. It evaluates the effectiveness of employee relations, engagement, and relevant employee legislation. The conclusion summarizes the key findings and implications of TESCO's HRM strategies. The report is well-structured, providing a clear understanding of TESCO's approach to managing its workforce.

HUMAN RESOURCE
MANAGEMENT
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Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART 1............................................................................................................................................3
Introduction of the organisation including its purpose, mission statement and core business
objectives................................................................................................................................3
Purpose and roles of HR function. Significance of HR in meeting business objectives and
acquiring talent.......................................................................................................................4
Approach to workforce planning, development and training, recruitment and selection, reward
system and performance management....................................................................................5
Inclusion of case study example to examine various methods used in HR practices.............6
PART 2............................................................................................................................................7
Designing of job specification for a given job position.........................................................7
Documentation of preparatory notes for selection criteria and interview..............................8
Job offer letter for desired candidate....................................................................................10
Evaluation of the process and rationale for conducting appropriate HR practices..............10
Effectiveness of employee relation & engagement with mention of flexible working practice,
organisation and employer of choice....................................................................................11
Aspects of Employee legislation in context with organisation............................................11
Evaluate how employee legislation and relations inform business objectives and decision-
making..................................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Management of human resource is referred to a word which defines the management and
development of employees within an organisation. This is a strategic approach to deal with
workforce in an organised way. This assignment is prepared on the basis of TESCO, a Britain
based retailer which has its main office in England, UK (Alfes and et. al., 2013). In terms of
revenue, company is third largest retailer around globe. This report is going to discuss mission,
objectives and purpose of an organisation along with roles and functions of human resource.
Beside this, approaches of training, development, reward system, selection, recruitment and
performance management is included. In this report, Job specification , documentary notes,
rationale and processes of HR practice are discussed to select desired candidate. Effectiveness
associated with employee engagement, relation, legislation and its effect on the decision making
is depicted in a detailed manner.
MAIN BODY
PART 1
Introduction of business firm along with its purpose, mission & core objectives
TESCO is a UK based multinational retailer dealing in general merchandise and
groceries. Company is headquartered in Hertfordshire, England. It is the third largest firm
worldwide in case of gross revenue. Company is founded in 1919 and operates successfully at
more than 6500 locations worldwide. This company has diversified activities into varied areas
like cloth section, books retailing, electronics, software, furniture, financial and internet services
etc. as per 2017 report, company is employing more than 460,000 employees in global context
(Boon and et. al., 2018).
Mission statement of TESCO: Mission statement of company can be understood by vision,
value and mission of company.
 Vision: Main vision of the company is to became a highly valued business by serving
customers, communities and shareholders in a desired manner.
 Mission: Major mission of company is to produce those products which will serve
customers in a better manner.
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 Value: Core value of company is to acknowledge their employees about the business
activities they are performing for and customers about the products which they can
expect from company.
Purpose of TESCO
Main purpose of TESCO is to create a value for their consumers so that their lifelong
loyalty can be achieved.
Business objective of TESCO
 Business objective of company is to maximise their profitability by providing affordable
and cheap but high quality services or products to their customers.
 To grow and maintain the position of number one retailer in UK by gaining competitive
advantage over rivals.
Purpose and roles of HR function. Significance of HR in meeting business objectives and
acquiring talent
In every business organisation, HR department has the role and responsibility to carry out
various functions so that organisational policies and the well-being of workforce can be
maintained. In case of TESCO, main function of HR unit is to recruit, train, select, develop
workforce along with complying with benefits, payroll, labour laws and maintenance of
employer – employee relation. These functions assists an organisation in performing their
business activities in desired manner (Collings, Wood and Szamosi, 2018). In case of TESCO,
some HR functions of company are mentioned below:
 Recruitment and selection: It is a way by which selection, screening and captivation of
capable & qualified candidates take place. Main purpose behind this function is to attract
knowledgeable and capable individuals due to which business aims can be acquired in a
proper manner. Responsibility and role of this Human Resource function is to decrease
the overall cost of TESCO by eliminating those candidates which are unproductive and
incompetent for company. It will help the firm in hiring productive workforce.
 Managing employee relations: Employees of company are treated as the main pillar of
company. If the coordination and interaction among workforce or between workforce and
management is not strong, it can reduce the overall productivity of company. Purpose
associated with this aspect is to maintaining good relation among workforce due to which
organisational work in TESCO will be performed in unified and systematic manner. Role
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and responsibility of this HR function is to organising those events by which workforce
in TESCO can became familiar with one another so that they can feel comfortable with
one another while performing organisational operations and activities.
Importance of Human Resources in getting talent and fulfilment of organisational goals
It is responsibility and role of human resource team in TESCO to recruit those workers
which are able and skilled. In this context, it can be said that HR department of company chooses
right talent for different departments of an organisation (Gruman, and Saks, 2011). These
selected employees will perform organisational work by giving their best efforts. It will help the
company in achieving their organisational objectives in a desired manner.
Approach linked with manpower planning, developing and training, recruiting and select, reward
system and performance management
 Workforce planning: This refers to a continuous process that is useful in aligning the
priorities of company and requirements of employees so that all legislative, regulatory
and business targets will be attained in a proper manner. It will help TESCO in
developing evidence based strategies so that developmental activities for workforce can
be performed considerably. Approach which is related with the planning of workforce is
is discussed beneath:
Competency approach: This particular approach will benefits TESCO is acknowledging
and identifying different set of competencies that can properly adjust with strategic vision and
mission of the company. It will emphasize on figure of masses along with their competencies due
to which TESCO will be able to attain high growth.
 Recruitment and selection: It is related with the process of identification for interested
applicants for applying and joining the job. Selection is referred to the procedure of
picking out desired prospect for the empty place. Approach related with this aspect is
mentioned below:
Systematic approach: The procedure of recruitment and selecting is associated with the
evaluation of the personal value, attitude, interpersonal skills, and applicant behaviour. In this
approach, the HR manager of TESCO will specify vacant position, assess and attract candidate
and perform different activities such as skills test, verbal test, interviews, written test in order to
hire the right and deserving candidate.
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 Development and training: This process will assists the employees in building their
skills that will allow them to perform their activities in more desired manner and attain
organisational goals easily. Training is a way by which workforce can be developed in a
desired manner. Approach associated with training and development is defined below:
Proactive approach: It is a simple approach to implement and this kind of approach do
not require any pre-planning. By using this approach, TESCO can adopt various measures to
develop workforce of firm in a desired manner. It will also assists in expand of training ways by
which employees of company can be trained appropriately (Gatewood, Feil and Barrick, 2015).
 Performance management: This is a way to formulate a working environment in which
employees deliver their best performance and efforts. According to this context, by
adopting some activities performance of employees in TESCO can be managed in a
proper manner. Approach for performance management in context with TESCO is
characterised beneath:
Comparative approach: Within this approach, superiority of workforce from high to
low level is measured. This will benefits in measuring their performance and adopting those
aspects like training sessions, benefits and providing bonus. This will assists in measuring the
performance of staff in a desired manner. This approach will benefit TESCO in managing
employee performance in a proper way.
 Reward system: This system will help the company in motivating their employees so
that they can give their best efforts. Approach related with this aspect is stated beneath:
Incentive approach: According to this conceptualization, workforce in TESCO are
given benefits and incentives by evaluation of their performance. This encourage them to
perform their best work which in return benefits TESCO to earn high sales and revenues.
Inclusion of case study example to examine various methods used in HR practices
TESCO is a large scale and renowned organisation which is a grocery and general
merchandise offering high quality products to its customers. TESCO has different departments
like finance, marketing, HR, R&D, sales, production etc. which works in a collaborative many to
achieve set targets. Entire employees and staff members of these departments are managed by
HR department only. From past sometimes, employees in company are facing problems due to
different issues like switching to advance technology, varying needs and behaviours of
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customers (Harrison and Lock, 2017). Due to these problems, overall productivity of TESCO has
decreased and employee retaining rate is also reducing. In this context, TESCO is going to
implement some HR practice in an effective manner so that issues of employees must have been
managed in systematic manner. Out of all, one of these practice is giving training classes and
session to workforce which is mentioned beneath:
Training and improvement: It is an essential practice of human resource which
involves personal and professional development of knowledge in workers, employee orientation
and training session. With the help of this practice, working capability of employees in TESCO
will increase and company will attain high growth. Methods associated to the training and
development are mentioned below:
 Training session within working hours: It is a simple way in which workers of a firm
are given appropriate training, guidance & knowledge for their duties and work. This will
help them in performing their work properly and because of that attainment of
organisational goals are done desirably.
 Training activities after working hours: This method could have been used by HR
manager in TESCO to formulate and develop capabilities and skills in employees outside
the premises of working organisation such as via presentations, seminars, industrial visit
of other organisations. It will train the employees in learning new tactics and techniques
to perform business work.
PART 2
Designing of occupation description for a given job position
Job specification: It is a document which defines the abilities, talent & knowledge of the
employees that is needed to carry out their roles and responsibilities in an appropriate way. It
includes managerial experience, work experience, educational qualifications of an individual.
Job specification document for the vacant position of HR executive in TESCO is mentioned
below:
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Position: Human Resource Executive
Organization: TESCO
Occupation function: Management of TESCO is going to hire an employee for the position of
HR executive which posses appreciable administrative and communication skills. Those
candidates which are interested in applying for this vacant post are required to have good
conflict resolution and decision making capabilities. Beside this, detailed information of
managing payroll and maintenance of employee relation must be incorporated by candidate.
Roles & Responsibilities: Assistance in trainings and meetings including developing procedures and rules for
employees. Directing orientation, seminars and development classes for newly hired workforce.
Educational Criteria:
The interested candidate is needed meet following criteria:
 BBA or B.Com
 MBA in Human Resource Management or some related field.
Work experience:
 Individual needs to have two-years experience of job as HR executive in some
renowned organisation.
Documentation of preparatory notes for selection criteria and interview
Documentation of preparatory notes
Preparatory notes are defined as those written material that are equipped by employers
before starting the recruitment and selection procedure. These materials involve various
questions which are asked by interviewers to the interviewee. Response for the questions will
determine the ability of applicant to be HR executive. In context with TESCO, employer can ask
below mentioned questions to the individuals for the position of HR:
Interview Questions
 Define some suitable recruiting approaches and best way to approach talented job
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applicants?
 What are the effective measures to overcome workers and employers issues?
 What is the foremost employer rules and policy that will be suggested by you as HR
executive in TESCO?
Preparatory document for selection criteria
Job offer letter for selected nominee
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Selection process, 2019

Job Offer Application
Mrs. Katy Mathew
Oxford street, London, United Kingdom
Dear Miss Rosy Lucifer
We are pleased to acknowledge that We have hired you for job in TESCO as HR executive.
Roles and responsibilities:
 Administrative duties related with HR department
 Basic HR activities and resolving problems of staff members.
Reporting to: The Board of Directors
Salary: $ 25,5000 per annum
Job hours: 10:30 AM to 7:00 PM.
Vacations: 4 vacation every month
Rewards and benefits: The reward package given by organisation consists of disability and life
insurance, health insurance, sick vacations etc.
We are delighted to give this offer letter and your joining date is 20 July 2019.
Sincerely
Katy Mathew
Evaluate process & principle for conduction of appropriate HR practice session
Various human resource practices like training and development, recruitment, induction,
performance management benefits a company in performing organisational work in a desired
manner. Varied procedures that are performed while doing HR practices like interview, job
specification, selection test, job description. All of these procedures will benefits TESCO in
managing their business operations in a proper way even in complex situations (Kavanagh and
Johnson, 2017). By increased productivity, TESCO can gain advantage over rival companies.
The main rationale of company behind these HR practice is that it will assists newly hired
workforce in learning new training tactics that will results in development of their professional
capabilities. These capabilities will allow workforce in doing their work duties properly so that
TESCO can gain high success.
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Effectiveness of good relation among employee & their engagement by mentioning of flexible
practice & employer of choice
 Employee relation: There exist different ways which are associated to employee
relation. Out of all the approaches, one is flexible working hours. Under this, workers are
able to perform their work according to their time schedule. They are required to perform
work before deadline. This liberate them from coming office at a fixed time frame. It
allows workers to perform duties as per their convenience. As work is going to be
accomplished on time, employers will be satisfied along with employees due to working
flexibility. Due to this, a good relation will be sustaining among employer and
employees. This approach makes TESCO flexible company that allow its worker to do
flexible work. If workers will be given flexibility to work under employer they like, they
may feel more homely (Messersmith and et. al., 2011).
 Employee engagement: It is defined as the extent at which employee in a firm gives
contribution to growth and success. One approach is situational approach where needs
of staff is considered as priority. This encourage them in performing their work desirably
due to which their engagement in company enhances. As requirements of workforce will
be considered organisation will become more flexible. This will result in implementation
of flexing working practices. Working with employer of choice, helps them in getting
right guidance so that organisational goals of TESCO can be attained properly.
Feature of Worker lawmaking in case of organisation
Employee legislations are defined as those regulations and rules that are followed by companies
to secure the welfare of their staff members. Employee legislations which must be followed by
TESCO are stated below:
 Sex discrimination Act, 1975: It is introduced by UK parliament and defined that both
males and females must be given same treatment at workplace. They must be given same
working conditions so that no partiality or harassment will takes place. Manager in
TESCO is required to take decision without biasing against gender so that organisational
work can be performed properly. Otherwise, company have to pay penalties.
 Equal pay Act, 1970: According to this Act, every worker of organisation that are
working on same place should offered same pay. If any worker will be charged more,
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then then this can arise conflicts among workforce. In this context, HR manager in
TESCO is needed to give same pay scale for same work. If TESCO will pay differently,
then victim workers can file case against the respective company that will results in
tarnished brand image (Sirmon and et. al., 2011).
Evaluate how employee legislation and relations inform business objectives and decision-making
HR manager in TESCO is required to have compliance with regulations, rules and policies like
non-discrimination Act, Equal pay Act etc. These laws will be beneficial for organisation in
performing business operations in a legal and ethical manner. It is important for HR manager in
TESCO to adopt those rules and laws if they will not follow them then company might have to
pay high fines. If government in UK is changing their laws, then manager in TESCO to
formulate decision of company in that way and change organisational procedures. It will improve
brand image of TESCO in minds of customers and stakeholders (Shen and Benson, 2016). Due
to legal regulations, relationship in workers and employers will increase due to which services
and products offered to customers will also improve. If relationship among employees will be
good, then it will be easy for company to formulate different strategies. Due to good
coordination, employees will be able to perform work in a more proper manner if relation in
employees and management is strong. This will help company to attain their targets in a proper
manner.
CONCLUSION
As per above discussed report, this can be summarised that Human Resource department
in a company has important role in maintaining good environment and work. HR manager is
responsible for performing different activities so that organisational productivity will enhance.
Due to job specification, interviews, selection test and job description, suitable candidate can be
choose that will assists in improving organizational productiveness. There are various Laws,
regulations & plan of action which are developed by HR division. These helps a firm in acting
their activities and work ethically.
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