Analysis of Human Resource Management at Tesco Plc. Report

This report provides a detailed analysis of Human Resource Management (HRM) practices within Tesco Plc. It begins by outlining the purposes and functions of HRM, emphasizing its role in talent and skill provision, workforce planning, and the 'Best Fit' versus 'Best Practice' approaches. The report then explores the strengths and weaknesses of internal and external recruitment and selection methods employed by Tesco, considering their cost-effectiveness and impact on employee quality. Furthermore, it explains the benefits of different HRM practices, such as manpower planning, performance management, and training and development, for both employers and employees. The report also critically evaluates various recruitment and selection approaches, highlighting the advantages and disadvantages of internal versus external recruitment. Finally, it discusses the importance of employee relations, key elements of employment legislation, and their influence on HR decision-making, providing a comprehensive overview of HRM strategies within Tesco Plc.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
1. Explaining the purposes and the functions of HRM in Tesco Plc. and its function in providing talent
and skill...................................................................................................................................................3
2. Explaining the strength and weaknesses of deferent approaches of recruitment and selection process
in Tesco Plc.............................................................................................................................................5
3 Explain the benefits of different HRM practices in Tesco plc. for both the employer and employee.......6
4 Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection8
5. Importance of employee relation, key elements of employment legislation and impact on HR
decision making.......................................................................................................................................9
6. Application of HRM practice in work related context.......................................................................11
7. Application of human resource management practices in Tesco.......................................................13
CONCLUSION.........................................................................................................................................14
REFERENCES..........................................................................................................................................16
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INTRODUCTION
This study is based on Human resource management .Human resource management is
related to management of people in order to perform different functions of the organization.
Human resource management includes various functions related to planning, organizing, and
directing and controlling .in order to achieve the organization objectives. Tesco will be included
in this study to perform various tasks of this assignment. Tesco is a public limited company and
provide various products and services such as supermarket, hypermarket, and superstore and
convenience shop. Tesco is employing employees more than 400000. Tesco is operating its
business in various countries to increase its customer base and gain more market share. This
study will include different purpose and functions of the organization. It will also include
different approaches to recruitment and selection. It will also provide explanation of various
benefits of HRM practices with relation to employer and employee. Furthermore, this study will
include importance of different employee relation in influencing decision- making. Moreover, it
will include different elements of employee legislation and its impact on HRM decision- making.
It will also include different HRM practices in relation to organization.
MAIN BODY
1. Explaining the purposes and the functions of HRM in Tesco Plc. and its function in providing
talent and skill.
Tesco Plc. is the UK’s leading retailer, considers workers as their life blood of the
business. All the workers and employer of the firm manages good democratic procedures and
policies and employee engagement. In addition to this, it can be said that workforce planning is a
process in which the firm links its workforces with the desired goals and outcomes. It helps to
determine the skills, knowledge and experience to the right number of people at the right place
on the right time.
For effective workforce planning and resourcing, the purpose and functions of HRM of
Tesco are discussed below:
 Benefits and Compensation
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 Human resource development
 Planning, recruitment and selection
 Establishing relationship between labor and employee
The initial purpose of HRM is to maximize the production and profitability of business
by optimizing the effectiveness of its workers.
The ‘Best Fit’ approach vs. ‘Best Practice’:
Best Practice Best Fit
Best practice states that several HR Policies
will be including reward plans
It believes in reward system which should be
aligned with that of the strategies of the
company
In this practice the HR leads to better
commitment of employees as well as high
motivation to the same
Best fit results in achievement of competitive
benefits for the firm
Recruitment and selection: It is a process of screening, captivating and selecting best and
potential candidates for the work in order to achieve objectives and goals. The process is crucial
that it helps to reduce cost of mistakes such as unmotivated, incompetent and underqualified
workers.
Orientation: This is a fundamental step includes goals and objectives of Tesco in order to
achieve them by workers. One of the major function of human resource management is to
provide intensive orientation to workers. This will help them to know their assigned job role,
description and relationship with others.
Establishing relationship between labor and employee: It can be said that workers are the
pillars of firm and relationship with them is a very broad concept. It is also one of the major
function of HRM that it helps to manage effective relationship between employee and employer.
It helps to enhance ability to influence behaviors and working outputs.
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Training and development: It is a function of HRM that helps to increase ability, skills and
knowledge of workers in order to achieve their individual and business goals and objectives
effectively. It helps to improve performance by educating worker in a particular subject.
Benefits and Compensation: There are several benefits provided by human resource
management to workers in terms of good working conditions, machineries and environment at
workplace. It can be described as a functional duty of department to motivate workers to
accomplish their goals and objectives.
Thus, it can be said that function and purpose of HRM, applicable to resourcing and
workforce planning within Tesco is important to provide talent, skills and knowledge to workers.
This helps business to achieve its goals and objectives by increasing profitability and production
effectively.
2. Explaining the strength and weaknesses of deferent approaches of recruitment and selection
process in Tesco Plc.
Recruitment and selection: It is a process of determining that the Tesco requires to
employ someone up to the point at which application forms for the post have arrived at business.
Selection than consist of the procedure involved in choosing from candidates a suitable applicant
to fill the post. The process is crucial that it helps to reduce cost of mistakes such as unmotivated,
incompetent and underqualified workers to select the best and potential candidates for the work
in order to achieve objectives and goals.
Tesco is the largest private sector employer and operating over 13 countries outside the
UK. There is increasing all the time in the number of both store-based and non-store. Thus,
Tesco requires effective and enough number of employees to complete the work to accomplish
goals and objectives. The firm has a step by step procedure for recruitment and selection for both
managerial and operational roles. Workforce planning is also required for the future needs in
terms of skills, knowledge, locations and numbers.
There are two approaches of recruitment and selection method such as internal and
external. Firstly, organisation looks at internal talent plan to fill the posts in which the list of
current workers will be also consider for a move on or on promotion. However, external process
is different in which vacancies are posted as advertisements. Applicants have an interview
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process in which people are selected on the basis of their CV, skills and knowledge according to
the post. Screening is the most important part of selection that ensures people who are selected
have matched with the job requirements.
Advantage and disadvantage of recruitment and selection methods
Tesco will try to find the most effective in terms of cost to attract people. Although, it is
not cheap to advertise on television and magazines, this is essential to get the right type of people
for the vacancies. This will be easy for applicants to seek available jobs that it has a simple
process of application. Internal recruitment will cut the cost of recruiting new workers which
requires less training and orientation. This will enhance productivity and profitability of current
workers towards their stronger commitment to the firm. Apart from this, external method will
benefit to firm by bringing new perspective’s and ideas that the firm have more choices to select
the best and appropriate candidates.
The disadvantage of internal recruitment method is that the applicant numbers are
limited. Tesco could not have new ideas or perspectives from outside. In addition to this, another
vacancy will be creating which needs to be filled by HR department. External process of
recruitment is more expensive because of the longer procedure of advertisements. Thus, the
selection process might not be effective enough to find or select the best worker for the suitable
job.
Thus, the internal and external approaches to recruitment and selection have both
advantages and disadvantages for the firm. HR department needs to be sure to decide the best
approach to fill the vacancies in order to achieve the goals and objectives that helps to enhance
productivity and profitability effectively.
3 Explain the benefits of different HRM practices in Tesco plc. for both the employer and
employee
The various sort of recruitment processes that are been taken in reliance by the HR department of
Tesco plc. The various operations that are been followed by the HR department of selected retail
enterprise will help both employees and employers in multifold. This will help the firm to
enhance the quality of products and services they provide to their customers and support a good
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development of bonding between the customers and the selected business enterprise. As the
various operations and recruiting processes are been followed by HR department. Some major
HRM practices and procedures that are been taken in consideration by Tesco plc. and is
beneficial for both employees and employers are as follows:
Manpower planning:
Benefits for employees: For the employees or the workforce, these measures will help them to
plan their job roles and activities in much suitable and effective manner. These measures are
taken in consideration by the staff in order to carry out effective operations at selected retail
enterprise.
Benefits for employers: this process is of utmost importance and effectiveness for the employer
firm. Tesco plc. will see through this approach in order to gain a better profit and thus will
support a good rise in placing a good share of operations to be carried out at the organisation.
Besides this, it will help the organisation to plan suitable strategies for their work force.
Performance management system:
Benefits for employees: this will help the firm to carry out their job roles and work operations in
much suitable manner. This will motivate them to give their best performance and thus will
support a good rise in business operations and activities to a greater extent.
Benefits for employers: Employers like Tesco plc. will see through this approach for maintaining
their work operations and ensure suitable growth and development of their work force. This will
help Tesco plc. to plan their appraisal and rewards. Besides this, it will support a good rise in
employee’s loyalty towards the selected retail enterprise.
Training and development:
Benefits for employees: this is the most significant and major HRM practices or approach that is
been taken in consideration by Tesco plc. A proper delivery of training and development
measures will help the organisation to enhance their confidence level, knowledge and effective
skill set that will support a good rise in their satisfaction level. Besides this, it will improve their
performance at the workplace.
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Benefits for employers: for the employer firm like Tesco plc. the suitable positioning of training
and development measures is beneficial in multiple ways. It not only helps the firm to improve
the quality of products and services offered by the retail enterprise, but also support gaining of
employee’s loyalty and trust level towards the firm. This will support a good rise in overall
profitability and gaining a good market share by selected retail enterprise.
4 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection
Various approaches forth recruitment and placement of effective work force is been taken in
consideration by Tesco plc. This will help the organisation to have an effective and suitable
position in the market and thus enhance the quality of business operations and action plan in
much effective manner. Basically in the firm, two types of recruitment process, involving
external and internal recruitment is been taken in the consideration. This will help the firm to
enhance the quality of their workforce development and management operations in much
effective and significant manner. They have their own individual benefits and thus will support a
good rise in placing of business administration of Tesco plc. The benefits are as follows:
Benefits of internal recruitment process: the internal recruitment process that will help the
organisation will support the selected firm to get the suitable employee to carry out their job role.
This is a cost effective and time efficient process that helps the organisation to enhance the
overall work performance. This measure will help the organisation to cater their customers’
requirements to a greater extent. Besides this, the internal recruitment process or approaches
including the promotion’s, appraisal and recruiting the employees from within the firm has the
advantage that it helps the organisation to improve the performance of employees. It saves the
effective cost and resources that are been followed for training and developing a new recruit.
Besides this, it supports an effective rise in the effectiveness of selected organisation to
undertake suitable measures to gain the employee loyalty and trust level towards the selected
retail enterprise. Also, it will help in effective placing of business operations in much suitable
manner by proper allocation of resources.
Benefits of external recruitment process:
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The external recruitment process is comparatively longer, more time and resource consuming
and tedious process. But it helps the organisation to have a better idea about the effectiveness of
the skill set that is required to be taken in consideration by the HR department of Tesco plc to
have a good employee or candidate for the job. This process will include the effective and proper
measures like direct interaction, group discussion, personal interview and conducting assessment
tests that will help the organisation to get the most knowledgeable and experienced or skilled
candidate for their job role. Besides this, it will help the firm to understand the situation and
recruit the employees accordingly to the needs. This will not only help in improving the
interpersonal and interdepartmental communication but also ensure that the organisation has a
good efficiency to carry out its operations and activities in suitable manner. It also helps the HR
department to carry proper training programs and improve the quality standards and process of
their retail operations
5. Importance of employee relation, key elements of employment legislation and impact on HR
decision making
This is the way in which employer and employee are related to each other or are
maintaining their relationship within context of organisation. It is very much important that they
are maintaining healthy and progressive relations with each other so that both are motivated,
efficient and productive as well. Employees who are further leading to increase into sales level
will be playing very important role into decision making process of company (Bamberger,
Meshoulam and Biron, 2014). Like it is done in case of TESCO which is promoting good and
healthy relations within its environment. If every employee within the company is feeling that
they are all equal and important then it is possible that they are working harder and trying to be
more and more productive as well. This is the duty of TESCO that they are making efforts in
creation of sound and efficient working environment with management and employees as well
So this employee relations could be regarded to as vital key of either success or failure of
company which management need to consider. There are many ways in which company could be
making their efforts in delivery and making very good and healthy relations most important
among will be resolving their grievance and problems. If the employer is knowing issues and
problems faced by their employees at all level then it will be possible for them to make and
maintain healthy and good relations with them.
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Further if the relations among employee and employer is not good then it is also duty of
both of them that they are making efforts in improving and strengthening as well (Glendon and
Clarke, 2015). So there are many reasons as to why this employee relation with their employee is
so much important for company to maintain it.
There are number of issues or problems which are faced by individual employees and they could
not be able to resolve this issue all alone by themselves where they need guidance and
supervision of others. So it would be helpful if employer or their HR are motivating them to
share those problems with them and even they are making efforts in resolving it.
It could also be noted that all sort of work will be becoming easy and done on timely bases if it is
been shared among all people of organisation. So if employee are helping employer to achieve
target of company then employer could also help their employee in resolving their work related
issues. Thus this would give opportunity to TESCO that they are getting all their employees
participate into decision making process which is very important as well.
Further the organisation could be feeling happy and satisfied from within that their all employees
are not only working together but also with company in achieving goal and objectives of
company.
If the employees are feeling happy and satisfied then it is possible that they are helping their
company in every possible steps which they could do (Bringezu and Bleischwitz, 2017). This
also helps them to participate into decision making process of firm.
Apart from this there are several employment legislations like that of Employment Rights
Act, Sex Discrimination Act 1975, Equal pay act 1970, Race Relations act 1976, Disability
discrimination act 1995, National Minimum Wage act 1998, Working Time Directive act 1999
and Employment Relations act 1999 which HR need to follow and have knowledge about. These
all legislations will be very important in formulation of company’s own rules and regulations. So
there are certain elements from each of these regulations which company need to consider like
they need to give minimum wages as per the National Minimum Wage act 1998. Then they do
not need to discriminate with their employees based on gender or any sort of disability of
employee as per the Sex Discrimination Act 1975 and Disability discrimination act 1995 (Gupta
and Shaw, 2014). The working hours and timing of employees must be fixed and according to
Working Time Directive act1999.
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6. Application of HRM practice in work related context
It is the duty of HR to recruit, train, develop and select the right individual for the correct
position which company must be in need of. So TESCO is having empty post of HR manager
which need to be completed in giving timeframe so that it could be filled up. It the duty or role of
HR only to provide or publish job description for that particular post of HR manager into daily
newspaper so that others could be having knowledge about that particular post (Deery and Jago,
2015).
JOB DESCRIPTION
Position Title: Senior HR manager
Report to: President and Director of HR
Job Title description: HR manager
Department: HRM
Division: TESCO retail store, Northwest London UK.
Communication:
Each of the employee will be expected to speak well for company; communicate with the
peers and supervisors into respectful and professional manner; exhibiting mature behaviour in
dealing with ambiguous situation
Job summary:
Providing advice and counsel to all managers, supervisors and employees as per HR policies
and procedures and employee benefits. Managing the recruitment program from strategic
planning to implementation. Oversee worker compensation and their related benefit program
as well.
Essential duties of HR:
 HRM will be reporting directly to President and indirectly to Director of TESCO retail
store, Northwest London UK
 HR will be responsible for policy formulation and its implementation within TESCO
retail store, Northwest London UK
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 HR will be working in all level and with all departments of store in providing expertise
to all employees to their expert level. This should not be limited to recruitment, worker
compensation and benefits related to employees but having wider aspect.
 HR reporting to President will be related on topics like that of procedures, personal
policies, employee’s record and medical related benefits.
 HR will also be responsible for the consistence evaluation of recruitment program of
TESCO Plc. so continuously building up efforts in building up relationship with outer
community as well.
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