Human Resource Management Practices and Employee Relations at Tesco

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco. It begins by outlining the core functions and purpose of HRM, emphasizing its role in workforce planning and achieving organizational goals. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, comparing internal and external methods, and assessing systematic recruitment techniques. Furthermore, it explores the benefits of effective HRM practices for both employers and employees, examining the effectiveness of different methods and their applicability within Tesco. The report also highlights the importance of employee relations and key elements of employment legislation influencing HRM decision-making. Finally, the report provides a detailed overview of Tesco's HRM practices, including managerial and operative functions, and concludes with a summary of key findings and recommendations.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Purpose and the functions of the Human Resource Management that is applicable in the
workforce planning to an organisation........................................................................................1
Strength and Weaknesses of the different approaches of recruitment and selection...................4
ACTIVITY 2 ...................................................................................................................................7
Benefits of HRM practices for both employer and employee.....................................................7
Effectiveness of different HRM practices ...................................................................................7
Methods used in HRM practices .................................................................................................8
Applicability of HRM practices in Tesco ...................................................................................9
ACTIVITY 3....................................................................................................................................9
Importance of the employee relation in respect to influence the decision of Human Resource
Management and the key elements in of employment legislation...............................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
It is an approach of organization that will bring effectiveness in management of
employees that are related to organization which is known as Human Resource management. It
consists of different function such as Planning, Organizing, Controlling, staffing etc. All these
activities will help in improving productivity and profitability in the company (Guest,2017).
There are different HRM practices that will build employee relation and helps in gaining
competitive advantage in the marketplace.
Present study will be focused on Tesco Plc. Tesco is a MNC groceries and retailer store
which was founded in year 1919 by Jack Cohen and it’s headquarter is based on Welwyn Garden
City.
Report will include drive and meanings of HRM that will be appropriate toward business
for the future purpose. It also includes asset and flaw of dissimilar methods to staffing and
collection then its applicability in business. Furthermore, it emphasizes on welfares of HRM
does to together manager and worker and efficiency of dissimilar HRM applies that will help in
increasing productivity and profitability of business (Belias and et. al., 2017). Lastly, it will
focus on position of worker relation and important fundamentals of employment legislations that
will have influence on HRM choice creation in the company.
ACTIVITY 1
HRM function or purpose which is applicable into planning of workforce into Tesco
The Purpose of the HRM in the Tesco is very important as specially for that runs on the
budget, as the training of the employees and the on boarding also increase the cost. So it is
important to hire the people that are perfectly suited for the post because if they appoint the
wrong people they will soon quit and it is just equal to the throwing money in the drain. As the
workers are leaving their job just because they are not getting the satisfactory compensation,
poor balance of work life, not having the good career development, they may have the insecurity
of job. The purpose of the human resource management is to prevent those issues in the first
place and always having the approach to maximise the performance of the company so that they
can invest in the right people. As the people who are working in this field having the skill's
knowledge and the tools to find and employee the top talent.
Purpose of the Human Resource Management are :
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It recover the facility that is being given by Tesco to the society by building the better morale of
the employee as it indicates to have more well-organized separate and group presentation.
Human Resource Management will be making certain amount of changes into management
which will be helpful for organisation, group and individual as well.
It is important to found in the attention of those who is being related with the initiative that is
staffs, stockholders, creditors and customers so that they can render the best service that is
capable and also distribute the benefits that is being delivered fairly and also contribute it in the
success of Tesco.
It helps the Tesco to reach in their goals and at the same time it also ensures the effective
utilisation as well as the maximum development in the human resource. They ensure the respect
of human beings as it identifies and satisfy the needs of the employees that are working in the
organisation.
It enhances the performance of the employees and their capability to present and perform the job
at the same it develops the overall personality of each and every employee in their multi
dimensional aspect.
Functions of the Human Resource Management in Tesco are :
Managerial Functions that includes are :
Planning
Planning very important as it set the areas and purposes of Tesco. Policies and the
procedures are being laid down with the motive to achieve the goals. Planning is the first thing
that foreseen the vacancy and set the requirement of the job and also decide the sources of
recruitment. HRM will help into collecting, analysing and identification of all demand and need
of Tesco in long and short run both (Arnaboldi, Lapsley and Steccolini, 2015).
Organising
In this the Human Resource Manager establish the objectives and develop the plan as
well as program so that they achieve them as in this there is a need to achieve this. In this the
employees are in the grouped into its position or the activities that they will perform, then they
allocate the different functions to the different persons. After that they delegate the authority
according to the task as well as the responsibility that is to be assigned.
Directing
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In this function the HRM inspired and direct the employees so that they work towards the
goal and achieved it. This can be attained by having the proper place in the phase of planning for
the career of employees. It is very great challenge for the HR manager of the Tesco that they
have to satisfy the needs of the employee (AlAnazi, Shamsudin and Johari, 2016).
Controlling
This function is being concerned from the post planning, organising, directing as the
performance of the employees is being checked, verified and thus they compare from the goals.
As in this the actual performance is being found deviated from the plan. So the control measures
can be taken (Human Resource Management & Its Core Functions: Managerial & Operative,
2018).
Operative Function that includes are :
Recruitment
Recruitment is that activity of Tesco with the help of which HR manager of firm can
identify need of employees on particular job post. Thus they could then hire people from various
perspective which help company to achieve its long and short term goals like selection of right
candidate for correct post in company.
Job Analysis and Design
This is analysing type of candidate for specified position in Tesco like including their
skills, qualification, experience and other important areas as well. All of them will be very much
important operative functions (Inkinen, 2016). This will also be outlining the role and
responsibilities which could be achieved in time given.
Performance Appraisal
It is important to check and analyse the performance of the employees as it is another
function that is important for the Human Resource Management at the same they have to
perform.
Training & Development
Training and development is one of the most important function which means that it is
very essential for any employee to acquire new and improved skills. This is helpful in
performing their job easily and effectively and making employees capable and innovative as
well.
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Labour relation
Labour relation is just having the regards for the workforce that are being working with
the trade union. Employees that are in the such domain generally make the group of their union
so that they can voice up and make their decision effectively for the higher management.
Personal Research
Research is being very vital part of Human resource Management of Tesco. It is being
performed to have a check on the opinion of the employees regarding the wages, promotions
working condition, employee satisfaction and many other issues is being evaluated
(Linnenluecke, 2017).
Ensure Legal compliance
It is very much important that HR is playing function of protecting their company against
unethical manner of practicing all operations of firm. It is the duty of HR that they are protecting
their company by following legal compliance and keeping eye on all employees’ activities as
well. They must evaluate the areas which need improvement that too under legal form only so
that it could be helpful for Tesco.
Strength and Weaknesses of the different approaches of recruitment and selection
Strength and weakness of the approaches of recruitment are
Internal recruitment
Internal source of the recruitment is being proved that it may construct for being the vigorous
dependability from the firm as the employees are having the chance that they can shift their
location after some period. There are many methods of inner foundation of the employment such
as transmissions, upgrades, retrenched and relatives of the disabled and decreased employees.
Strength
It is inexpensive and fast way to recruit.
People generally very familiar from the nature and working environment of the business.
It gives the opportunity of promotion in throughout the business this may be motivating for the
employees and considered as a reward (Rosemann and vom Brocke, 2015).
Organisation also understands the weakness as well as strengths of the candidates.
Weakness
It restricts the number of deserving talent or the suitable applicants.
No new suggestions can be come with the department and from the outside business.
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It may impact the resentment in between the candidates that are being not appointed.
External Recruitment
This will help Tesco in bringing about new and talented workforce as employees into
company which is good for them. External recruitment means that they are permitting the new
employee to join company with their own skills and qualification so that Tesco can get benefit
from it. This is regarded to as one of the best source of recruitment for company as they will be
able to have some innovative and energetic workforce for achieving long and short term
objectives. An external source of the company helps in many situations such finding out the
quick solutions when the job in the market is being filled with the potential candidates.
Strength
If the company recruits externally than the organisation will be having the larger pool of talents
and it increases the chance to find the right person in the job. Thus this process become more
competitive and helps the company to choose best among all.
This is the fair process and provides opportunity to every one to apply for the vacant position.
Weakness
Candidates that are being recruit having the little understanding regarding the company.
It is time consuming as it needs the post advertisement from the huge pool of applicants in order
to select the best candidate for the vacancy.
There is having the possibility that the new employee that is being selected can not adjust in the
new environment, this may result into the unfavourable situation that is the employees may leave
the organisation (Shahnaei and Long, 2015).
Strength and weakness of the approaches of selection are
To find and keep the great talent is the utmost priority of the Tesco even for any business
owners. Having the huge employer eat at resources, time and the money for the employers. That
is the reason as the more of the owners of the business considers the techniques of human
resources' selection so it helps out and also prospects it more effectively. Approaches to do the
best selection in the Tesco are ;
Systematic Recruitment methods
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This approach is being aims to reduce the amount of having the personal bias in the
selection process to its minimum (Soomro, Shah and Ahmed, 2016). It is a series that laid down
the procedure that is being needed for interlocking to one another and all the leading to be a
rationale selection for the best candidate. There is having many sub systems in the normal
recruitment drive.
Strength
It improves the quality in the hiring metrics and helps in improving the employees' loyalty.
It reduces the cost per hire.
It allows the employers to fill the position fast.
Weaknesses
It takes the longer and increase the cost more than hiring within the organisation.
It may damage the employee morale.
Sometimes it may lead to the biased selection process if the company is having the candidate in
the mind.
Peacock and the magpie
It is like the birds in the forest choose the convened a new king as a number of the
candidate is being step forward for the intention to promote their cause but the most favoured
talent is the peacock as it stored in the front of judges that displays the long tail of having the
bright coloured feathers.
Strength
It is the process of filling the vacancy fast by taking the best employee among the pool as it gives
the best talent to the company that suits well to the vacant post.
This gives the hiring manager a supportive and the interactive hiring experience such as
negotiate skills, expertise in taking the interviews, strategic advice at the time of recruitment and
mentoring (Stocking, 2017).
Weakness
As Tesco is the largest company in the retail sector so it can pay more to get the best talent and
sometimes it may prove wrong for the filling up of particular task (Trigeorgis and Reuer, 2017).
There may be having the mix priorities for the company that works on the commissions, means
that they are having the priority and may focus to be a different from the employer.
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ACTIVITY 2
Benefits of HRM practices for both employer and employee
Benefits to employer
HRM practices will help employer as employees are doing effective work through
motivation that will be given to them in Tesco. Employees get motivated to do effective work
and that will ultimately benefit to employer as it will increase productivity and profitability in
business. Through employee engagement activity also they are more involved in their work that
will lead to bring more opportunities for employer in the future. Employees are performing good
that will help in growing business and ultimately its goodwill increase and attract more
customers towards Tesco (Delery and Roumpi, 2017). By providing training to employees will
develop their skills and knowledge that is required for performing different task so due to this
employee can be able to do any task that will helpful for Tesco company.
Benefits to employee
HRM practices will help employee in improving its capability to do effective work that
will lead to growth in the future. Through this employee relation will increase and will be
benefited for employees as they are becoming interactive with each other. If employees feel safe
and secure in the premises that will create more opportunities for Tesco. Employees of Tesco
will be motivated through incentives and working efficiently. Through performance management
technique will help in improving performance as by taking feedback from other employees. By
training their skills are improved that will help them in gaining more exposure as new task will
be performed by them in the future (Rodrigues and et. al., 2015). Healthy workplace will provide
employee a sense of belonging that will improve their efficiency in doing work. There are
different perspective that will benefit employees for the future course in Tesco.
Effectiveness of different HRM practices
HRM practices are effective for Tesco as employees are working better that will lead to
growth in the future. There are different practices that will help in improving efficiency for
employees as well as for company. As employees are motivated by offering them incentives that
will help in increasing their performance in the company. Many HRM practices will help in
growing business for achieving its goals and objectives in the future. As employee engagement
activity will help in engaging employee more with their work that will increase interaction
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between them and helps in growth of Tesco. If employees are feeling secure in Tesco that will
help them to work effective and that will also reduce employee turnover. This will also help in
retaining employees for the future (Veth and et. al., 2017). Hiring right people in Tesco will
helpful as if right person is being selected for right position then it will help in increasing
productivity and profitability. In case wrong person is hired then it will difficult for it to survive
in the company as that job profile is not suitable for it. Right selection will help in gaining
competitive advantage in the market for the future.
If team members are effective then it will also help in increasing productivity in Tesco.
Different company is having its own effectiveness that will create an opportunity for it to
manage all the activities in the business. Through different perspective there are various
approaches that will help in gaining various segments that are valuable for Tesco. On the basis of
performance incentives will be provided to employees that will help in future growth for Tesco.
If employees are not motivated then they will not work properly in Tesco. Training will also
make it effective as their skills are upgraded according to the company that will help in
performing effective task (Veth and et. al., 2017). Therefore, HRM practices will help in
improving productivity as well as profitability in business.
Methods used in HRM practices
There are various methods of human resource management that will be used in Tesco are
as follows:-
Recruitment and Selection:- This method plays an important in Tesco as it helps in selecting
right person for the right job position in the company. At the time of recruitment person will be
motivated that different aspects is being provided to it that will help in increasing its efficiency in
the future. This will emphasize on selecting the best employee that will lead to growth in
business.
Training and development:- It is necessary for new employee to train that will upgrade its skill
and knowledge for performing better in Tesco (Veth and et. al., 2017). Hence, it is necessary to
provide training to employees that will be helpful for the future course of action. It is necessary
for developing skills according to working environment in Tesco.
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Performance management:- Employees performance will be measured for further
improvement in their work. Feedback will be given by other employees based on their
performance through this technique performance will be measured of employee.
Achieving work life- balance:- It is important to balance both professional work and personal
life. It cannot be mixed together to perform any task in Tesco. It is important to manage life that
will become effective in the business. Mixing personal life with professional life will disturb the
functioning of company (Krausert, 2017). This will bring a gap between life that will create
differences in understanding different concepts of HRM practices.
Compensation and benefit:- It is important in providing extra incentives that will help in
gaining competitive advantage for Tesco. Therefore, compensation helps in motivating
employees for the future course. Many companies are providing compensation to employees that
will motivate employees to do effective work.
Applicability of HRM practices in Tesco
According to the Soltis, Brass and Lepak, 2018. HRM practices plays an important in
Tesco as they help in improving productivity as well as profitability for the future. These
practices will help in achieving objective and goals of Tesco. There are different sectors that will
be helpful for the future in achieving various practices. It is necessary to implement HRM
practices into Tesco as it will effective and help in motivating employees to do work for the
future. Employee relation is important in Tesco that will create competitive advantage that will
help in fulfilling different perspective that will bring more opportunities in the future.
As per the view Aladwan, Bhanugopan and D'Netto, 2015 these practices are very
important for employees in Tesco that will bring different approaches for gaining professional
knowledge through training that will help in developing skills and knowledge. Different
perspective will be taken into account for achieving organizational goal. There are various
factors that will be useful for Tesco employees that will bring new opportunities for various
aspect in the company. Balancing work and life will help in achieving different perspective for
the future. Flexibility is another practice that will help in increasing productivity and profitability
in the company.
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ACTIVITY 3
Importance of employee relation and impact of key legislation in decision making process
Tapping resources
To participate in different aspect of human resource management to outsource that will
save money for future and offer different perspective also offer company for their long term
assistance for those who knows the corporation well. Selecting from the different firms that will
be facilitating in providing expensive resources and and spending most of the time in comparing
with outside consultant that bring efficiency in the company. (Donate and de Pablo, 2015).
Improves the workplace relation
To involve various processes it gives employees the opportunity so that they raise their
opinions at the same they share the knowledge from others. As this also improves the relation in
between the manager and the employee (Girard and Girard, 2015). And having the strong sense
of Team work. It is one of the good way to gather the information regarding the employees that
how they have to work in the team environment as where the training is being necessary that lead
to increase in the effectiveness.
Work become easy
As the healthy relations with the fellow employees make the work load easy and at the
same increases the productivity. One can not do everything at their own. Responsibilities is being
divided in the team members so that they can accomplish the particular task within the specified
time frame (Arnaboldi, Lapsley and Steccolini, 2015).
It reduces absenteeism
Individuals are very serious towards their work and also gives the positivity to feel the
office coming daily. They did not take frequent leaves if they are happy at the work place and
they also start enjoying their work. Employees also works in the coordination and did not do the
complaint against the each other (Head and Alford, 2015).
Elements of legislation that will have impact on decision making process are as follows:
Wages and the compensation
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