Human Resource Management Report: Tesco PLC HR Strategy Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco PLC. The introduction outlines the purpose of HRM and the structure of the report. Task 1 delves into the core functions of HRM, including recruitment and selection, training and development, performance management, and reward systems, assessing their purpose, roles, and responsibilities within Tesco. It evaluates Tesco's approach to workforce planning, recruitment, and selection, development and training, performance management, and reward systems, highlighting strengths and weaknesses of each. The report also examines different HRM methods, employee relations, and employment legislation, and how these factors inform decision-making within the organization. Task 2 applies HRM practices in a work-related context and evaluates the use of technology and online resources for improving recruitment and selection processes. The report concludes with a summary of the key findings and recommendations for Tesco's HRM strategies. The report emphasizes the importance of HRM in achieving organizational goals and objectives, focusing on employee engagement, development, and adherence to employment legislation.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose of HR functions and the key roles and responsibility...............................................1
2. Assessment of Approach to workforce planning, recruitment and selection, development
and training, performance management and reward system ......................................................2
3. Different methods used in HRM practices..............................................................................5
4. Approach and effectiveness of employee relation and employee engagement ......................6
5. Key aspects of employment legislation in which organisation must work ...........................7
6. How employee relation and employment legislation inform decision making .....................7
TASK 2............................................................................................................................................8
7. Application of HRM practices in work – related context.......................................................8
8. Evaluation of use of technology, online resource for improving recruitment and selection
process ......................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is a process of managing the people working in an
organisation. The human resource managers carry out various functions such as hiring,
management, and firing of staff to achieve the goals and objectives of organisation. This report
will consider tesco Plc for completing its various task. Tesco Plc is involved in retail industry
and is providing various products and services to customers. It provides products relating to
supermarket, Hypermarket, super store and convenience shop. Tesco is offering its products and
services in all over the regions and is having employees more than 400000. This assignment will
provide understanding of purpose and functions of HR and their key roles and responsibility.
Moreover, It will include assessment of Approach to workforce planning, recruitment and
selection, development and training and performance management and reward system. In
addition to this, it will evaluate the employee relations and employment legislation for making
decision and achieving business objectives.
TASK 1
1. Purpose of HR functions and the key roles and responsibility
Human resource manager performs various functions such as recruitment and selection,
training and development, performance management, Providing rewards to employees for their
better performance. The main purpose of human resource management is to achieve the goals
and objectives of organisation by involving the employees to work collaboratively to achieve
them effectively and efficiently. Human resource management assist in achieving the goals or
organisation by improving the performance of employees through training and development
(Noe And et.al., 2017).
As per the (Hill and Hill, 2017), the HR performs key role in the company from the
personal department till the functioning of companies overall mission. HR provides the mirror to
the company with the help of which business can identify its values and become able to have a
sustainable management of employees.
Moreover, Human resource management ensure that the employees are satisfied with
their job roles and provide them motivation to improve their performance to achieve
organisational goals and objectives effectively and efficiently. The following are the functions
performed by HR : provides perhaps the greatest influence to the firm with regards to the process

of true organizational change. With an understanding that employees are, in fact, the main asset
of the firm, HRD as an inter-disciplinary enabler within the organization is uniquely qualified
and positioned to guide employee development to enhance organizational performance and
institute organizational change. HRD fills many roles within the firm, including change agent (as
mentioned earlier), but also administrative and employee relations expert, as well as strategic
partner (Vosburgh, 2007). Through the fulfillment of these many roles, HRD can affect the
organization in every manner necessary to shape
 Recruitment and selection : The Human resource manager perform recruitment and
selection function in which it recruits people for organisation based on their skills and
qualification. HR manager by recruiting talented and skilled workers is able to improve
performance of organisation.
 Training and development : HR manager provide training to the staff members to
enhance their skills and knowledge. Training includes On the job training and Off the job
training (Wright, 2018). On the Job training is provided in the organisation in the
working hours. Off the job training includes lectures etc. It is important to provide
training to employees for their development.
 Compensation : Hr manager provide employees with salary and other benefits.
Compensation is function of HRM to improve performance of employees by motivating
them through providing monetary benefits top them.
 Maintaining employee relation : For gaining the trust and loyalty of employees it is
important of HR manager to build relationship with employees to identify their problems
and provide them job satisfaction to retain them in business for a long run.
With the help of performing this function HR manager is able to achieve the goals and objective
of organisation (Cascio, 2015). This functions help in Developing and attracting talented
personnel for organisation which assist in improving performance and profitability of
organisation.
Roles and responsibilities
 It is the responsibility of human resource manager to provide motivation to employees to
improve their performance.
 The human resource manager is responsible to resolve the conflicts between the
employees arising in organisation.

 The HR manager of Tesco is responsible for hiring and firing of employees.
 It is the duty of Hr manager to maintain good relation with employees to provide them
job satisfaction and retain them, in business for long run.
2. Assessment of Approach to workforce planning, recruitment and selection, development and
training, performance management and reward system
Workforce planning : It is a strategy used by HR manager to identify the requirement of
workforce in the organisation for performing various job roles. It includes anticipating future
talent needs etc. Planing helps in reducing the shortage of workforce in organisation in the future
(Bratton and Gold, 2017). Tesco for achieving its organisational goals and objectives in
involved in workforce planning. Organisation through strategic workforce planning is able to
attract talented and skilled personnel towards company.
Strength
 It assists in identifying the shortage of qualified talent to fill the vacancies (workforce
planning, 2018).
 It assists in identifying the training needs to develop skills and knowledge of workers.
Weakness:
 It increases cost of organisation to make proper planning as it require human resource and
time for planning.
 It is a time consuming process.
Recruitment and selection : In this context, Human resource manager adopt a
systematic approach to recruitment which consist of internal and external recruitment. Internal
recruitment take place through promotion, transfer etc (DeCenzo, Robbins and Verhulst, 2016).
On the other hand, External recruitment consist of hiring qualified workers from outside through
advertisement in newspaper, social media etc.
Strength :
 Internal recruitment assist in enhancing the moral and retain the employees for the long
run in business.
 External recruitment helps in attracting new talent towards organisation.
Weakness :
 In Internal recruitment there is a limit on applicants.

 External recruitment increases the cost of hiring qualified employees for performing
various job roles.
Internal recruitment approaches :
Promotion : It is the way to promote the employees to higher job role.
Strength
 It is cost effective way of recruiting the people for the specific job role.
 It provide motivation to the employees.
weakness
 It reduces the level of potential employees in the organisation.
 It increases the level of dissatisfaction among other employees.
Transfer :It refer to change from one place to another at the same job role
Strength
 It provide new opportunity to the employees
 It is less costly to the organisation.
weakness
 It leads to reduction in the highly qualified potential employees in the organisation.
 The transfer leads to inflexible culture.
External recruitment approaches
Direct recruitment : It means recruiting the new employees in the organisation by
posting the vacancy at the notice board of the organisation to attract the potential candidates.
strength
 It assist in increasing the potential candidate in the organisation.
 It assist in increasing the creativeness in the organisation.
weakness
 It is costly method of recruiting the employees.
 It is a time consuming process.
Advertisement : It means making and offer top the potential candidate by posting the
vacancy in the newspaper to attract the employees.
Strength
 It leads to increase in innovative and creative thinking candidates in the organisation.
 It helps in developing an flexible culture.

weakness
 It is a time consuming process
 It is costly method of hiring employees.
Training and development : The human resource manager for improving the skills and
knowledge of employees to enhance their performance (Berman and et.al., 2019). Tesco in order
to provide training and development can sue systematic approach to training and development in
which it can identify the needs of training and can formulate the training objectives. After that,
training methods can be chosen to provide effective training to employees and then the next step
is assessing the result of training.
Strength:
 It increases job satisfaction of employees.
 It assists in improving performance of employees as well as organisation
Weakness :
 It increases cost of organisation for making arrangements of training and development.
 Work time is lost while staff are being trained.
Performance management: It is important to mange the performance of employees to
identify their training needs (Brewster and Hegewisch, 2017). The performance of employees is
managed through effective performance management approach which includes steps such as
establishing goals, developing a plan, take action, assess performance, provide rewards.
Further, as per the (Ahmed, Siantonas and Siantonas, 2017), performance management
can result in high performance organisation in the business. It may help in achieving the financial
gaols. It would result in developing the ability of the business in quickly reacting to the adverse
situations.
Strength :
 It assists in encouraging the staff for improving their performance.
 Performance management helps in development of employees.
Weakness :
 It is a time consuming process.
 It is a complex process as formulating standards for performance is a difficult task.

Reward system : Human resource manager for motivating the employees provide reward to the
employees for their better performance. Reward system is helps in encouraging employees for
performing better (Chelladurai and Kerwin, 2018). It involves and policies and practices
adopted by Tesco for providing the rewards to employees for their performance.
Strength :
 It motivated the employees for their better performance.
 It increases profitability and productivity of organisation through encouraging employees
to perform better.
Weakness :
 It increases cost of business.
 The employees may not be satisfied by the rewards due to their higher expectation.
3. Different methods used in HRM practices
As per the views of (Johnson and et.al., 2019), a leadership practice can be defined as an
effective management only if it could be adjusted as per the situational demand and need of the
organisation.
Human resource management practices are those which are used by HR manager to
engage employees to achieve the organisational goals and objectives effectively and efficiently.
With the help of HRM practices such as recruitment and selection tesco is able to hire qualified
personnel which will assist in enhancing performance and productivity or firm. For example,
Recruitment and selection can be made through use of job advertising, interviews, etc. which can
helps Tesco in hiring right people for the right job. Moreover, Another HRM practices which can
be adopted by Tesco is training and development in which it can use various training methods to
improve performance of employees by providing them various knowledge and skills.
There are different methods of providing training which consist of on the job training and
off the job training (Taylor, Doherty and McGraw, 2015). Tesco by providing the employees
with proper training is able to enhance the organisation performance and can retain the
employees for a long run in business. Employer of organisation by using HRM practices is able
to enhance the profitability and productivity of their business and employees through HRM
practices are able to increase their performance and knowledge which is beneficial for the growth
and career. Human resource manager uses various practices to achieve the goals and objectives
of organisation.

Using HRM practices can increase the market share and attract more customers towards
organisation which is beneficial for Tesco. For example, Organisation providing training to the
employees is able to enhance the skills and knowledge of their employees which will improve
performance of employees and thus performance of organisation is also improved (Shen and
Benson, 2016). Employees are encourages and motivated by using the HRM practices and thus it
is beneficial for both employer and employee. HR manager through use of the best Human
resource management practices are able to create flexible working in organisation which lead the
firm towards success. B there are different methods used in HRM practices which consist of job
analysis, recruitment, performance appraisal etc. Human resource management practices are
useful for achieving the organisational goals and objectives effectively and efficiently.
It integrates the goals of employees and the organisation to work collaboratively towards
the same objectives. Using HRM practices is beneficial for both the employees and employers as
it helps in development of employees knowledge and provide them job satisfaction. It is
beneficial for employer as it enhance the performance of organisation and assist in achieving
their goals and objectives. HRM practices involvees provding the employees with motivation to
increase their performance and also provide them appraisals in the form of promotions,
incentives etc. to encourage them towards better work. HRM practices include involving the
employees in decision making process to attract new ideas to improve the operations of
organisation. Job analysis assist in identifying the vacancies in organisation to attract potential
candidates for the various job roles (Stone And et.al., 2015). Tesco through use of best hrm
practices will be able to generate more profits and improve their operations which will attract
more customers and improve their employee satisfaction.
4. Approach and effectiveness of employee relation and employee engagement
Employee engagement refers to involving the employees in various decision making
which assist in increasing the morale of employees. There are various approaches which can be
used by Tesco to engage employees such as team building activities, communication activities
etc. Organisation through engaging employees in various activities of business such as decision
making process, asking them about suggestion to improve organisation processes etc (Stone And
et.al., 2015). Tesco by developing good relation with employees is able to provide them
motivation. Maintaining employee relation and engaging the employees in various activities to
gain their trust and retain them in business for a long run in business.

As per the views of (Afful-Broni and Tah, 2015) employee engagement can be developed
through providing both intrinsic and extrinsic motivation to the workers. It may enable the
company in satisfying the psychological need and self motivate its workers as well.
Company through developing healthy relation with employees is able to improve their
performance and can solve their various problems to satisfy them and retain them in business.
Effective employee relation and employee engagement will lead the organisation towards
success and create a flexible work environment where there is effective communication between
employer and employee (Rothenberg, Hull and Tang, 2017). Maintaining health relation with
employees assist in creating flexible working where the workers can easily adapt and respond to
changes in order to gain competitive advantage. Flexible work environment will assist in
retaining employees for a longer period in business.
Flexible work practices means providing employees with flexibility of work such as job
sharing, part- time working, home working etc. This practices assist in motivating employees to
perform better which help in boosting productivity of firm. Through developing good relation
with employees there is a chance of becoming employer of choice where the organisation can
provide the employees with better work environment which will assist in attracting and retaining
employees in firm.
Importance of employee relation in respect of influencing HRM decision making
Maintaining employee relation assist in making effective human resource management
decision through which the the organisation is able to manage their human resource. the
organisation is able to maintain employee relation by engaging the employees in the decision
making process and taking their suggestion or the improvement as it will helps in motivating
them to improve their performance and also the Human resource management will be able to
make effective decision which is beneficial for the firm in achieving their goals and objectives
in the effective and efficient manner. It is important to maintain good relation with the
employees as it help in providing them insight that the firm value their thought and opinions
which will motivate them and also the human resource management will be able to make
effective decision by understanding the situation from the employee way.

5. Key aspects of employment legislation in which organisation must work
Employment legislation are made to protect the employees from various unfair practices.
Organisation in order to perform its various operations have to comply with the laws and
legislation. The following are the various legislation with tesco must comply with :
 Health and safety at work Act, 1974 : The main purpose of this Act is to ensure that
organisation are having safe work environment for employees (Health and safety at work,
2018). It is important for companies operating in UK must comply with the requirement
of this Act in order ton carry out their work practices.
 Equality Act, 2010 : According to this act, Every organisation have to treat its employee
equally without any discrimination on the basis of age, race, gender, religion etc. Tesco in
order to perform its business activities have to provide the employees with equal
treatment. Moreover, the employees must be provided with equal pay. Equality Act,
2010 gives bothy men and women with equal right for equal pay.
Tesco have to comply with these laws to perform its work practices. Employment
legislation assist in protecting employees from various unfair practices. It provides employees
with better work environment.
6. How employee relation and employment legislation inform decision making
Organisation by maintaining good relation with the employees is able to increase
productivity of firm which will lead the organisation towards success. Tesco by involving the
employees in decision making process is able to increase their morale which will to improved
performance of employees. Tesco by engaging the employees in decision making process will
be able to generate new ideas through which it can increase its profitability. Trade unions
includes the workers as members and its aim is to protect the interest of its members in
workplace.
As per the (Pettinger, 2016) providing importance to each individual in the business, may
result in enhancing their interest in the company. It would help the company in enhancing the
efficiency in the overall performance of company and providing growth and development
opportunity to each employee as well.
The strength of this union is that it promote higher wages and more benefits to workers.
But on the contrary, trade unions discourages individuality. Another way through which

organisation can involved employees is collective agreement (Wehrmeyer, 2017). It is an
agreement which is made to helps the employees to provide them benefits. Moreover, it also
provides the employer to get the best workers. The advantage of this agreement is that it gives
workers with larger voice and provide workers with quality of life. But on the other hand, it
involves various cost and governance duties. Tesco must engage its employees and satisfy them
with their job to retain them in business.
Organisation have to follow the employment legislation in order to meet its business
objective. Tesco while making decision regarding employees have to comply with the
requirement of Equality Act, 2010. While selecting a new personnel for performing a job roles
organisation must satisfy with the criteria and must not discriminate between candidate while
recruitment process. Also, tesco have to provide the employees with safety measure to comply
with the health and safety at work Act, 1974. if organisation does not comply with this
legislation them they can have negative impact on their business such as high employee turnover,
penalties of not complying with the legislation and reduction in brand image which will affetc its
profitability.
TASK 2
7. Application of HRM practices in work – related context
Human resource management practices are the those activities which are performed by
HR manager to achieve the goals and objectives of organisation. Human resource management
of tesco perform various practices which consist of recruitment and selection. In recruitment
process, there are two things prepared by Human resource managers that is job description and
person specification. Job description involved the information regarding the job role in which it
contains information about the duties and responsibilities relating to that particular job role.
Person specification includes information regarding the person required for that job role and
includes qualification required, experience etc.
On the basis of this, the candidate is recruited and selected for the next step which is a
selection process. Tesco can select the individual through use of interview in which it can ask
questions to the candidate regarding the job roles and its personal information (Jamali, El Dirani
and Harwood, 2015). Another Hrm practices is training and development, In which tesco can
provide training to the new employee selected for the job role. Training is provided in order to