Human Resource Management Analysis: TESCO's HRM Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within TESCO. It begins by outlining the core purposes and functions of the HRM department, including internal employee management, effective resource utilization, and promoting company culture. The report then delves into managerial functions such as planning, organizing, directing, and controlling, as well as operative functions like recruitment, training and development, performance appraisal, and maintenance. A significant portion of the report is dedicated to evaluating different approaches to workforce planning, specifically internal and external recruitment, highlighting their respective strengths and weaknesses. The importance of employee relations in influencing HRM decision-making is also discussed, along with the impact of employment legislation. Finally, the report explores the application of various HRM practices in a work-related context, offering a holistic view of HRM's role in TESCO's operations and success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1. HRM have different purpose and functions which are to be performed in TESCO........3
P2. Strength and Weakness of various approaches of workforce planning...........................5
TASK2.............................................................................................................................................8
Covered in booklet.................................................................................................................8
TASK3.............................................................................................................................................8
P5. Essentialness of employee relation in context of influencing decision making of HRM.8
P6. Important elements of employment legislation and its impact on decision making of
HRM.......................................................................................................................................9
TASK4...........................................................................................................................................10
P7. Application of different HRM practises in work related context...................................10
CONCLUSION..............................................................................................................................12
REFERENCE.................................................................................................................................13

INTRODUCTION
Human resource management is the combination of three different terms namely, human,
resources and management. It means that the administration or management of the organisations
treats humans as a useful and powerful resources for the company. Without effective and
efficient workforce, no human being can accomplish business goals and objectives effectively
and efficiently. The organisation which is to undertaken for this report is TESCO which was
established in 1919. this company was founded in UK and deals in retail industry that provides
different products and services to their customers like supermarket, hyper market, convenience
shops, etc. This report will focus on explaining the different purpose for which HRM department
is established in the company and the various functions of HRM (Al Shobaki and. et. al., 2016).
It will illustrate the strength and weakness of different approaches of recruitment and selection. It
will also focus on evaluating the effectiveness of the important constituents of the human
resource management in an organisation. Apart from this, the report will also put emphasis on
internal and external business environment which will not only affect the human resource
decision making but will also have a focus on employment legislations. The last part of the
report will have a focus on different HRM practices which will be helpful in work related area.
TASK1
P1. HRM have different purpose and functions which are to be performed in TESCO.
The human resources of the organisation are treated as valuable assets for the company. It
is one of the crucial function of the business organisations which is concerned with dealing with
various issues related to the people working in the company such as recruitment, selection,
training, compensation, safety, benefits, etc. This function of HRM is required to be performed
in an organisation which eases the most efficient and effective usage of individuals in order to
accomplish the goals and objectives of the individuals and organisation. In TESCO, HRM
department will have numerous purposes and functions which will help them in achieving the
business objectives and goals.
Purposes of HRM
 Internal employee management: The most important purpose of the HRM in TESCO is
to determine and utilise the procedure and policies which are required to encourage,
motivate and influence the quality of human resources (Angrave and. et. al., 2016).

 Effective use of resources: There are various resources which are to be taken care of and
HRM of TESCO works for the purpose of making best possible use of those resources in
order to accomplish the business goals and objectives.
 Promotes the culture of the company: The HRM department of the TESCO is
accountable for promoting the culture of the company such that it will insure that the
business premises is free from unethical and illegal practices and works their best in order
to minimise the employee turnover and rate of absenteeism (Bratton and Gold, 2017).
Functions of HRM
Managerial functions
 Planning: The human resource planning function of the TESCO will be accountable for
planning the quality and quantity of workforce needed in the organisation. The primary
purpose of the planning function is related to examining and analysing the existing and
upcoming supply and demand of human resources within the organisation.
 Organising: The another managerial function of the HRM is concerned with making
proper arrangements in the TESCO which will be in a well mannered and organised way.
The purpose of this function is related to the delegation of work (Burgoyne, 2016). In
this, the larger task is separated into small pieces and the work is assigned to different
people by keeping in mind the skills and capabilities which are posed by those people.
 Directing: The directing function of the TESCO will be concerned with leading the
individuals towards the attainment of business goals and objectives. The purpose of this
function is related to the identify and analyse the maximum number of people so that they
work with full confidence and zeal towards the accomplishment of motives of the
business enterprise.
 Controlling: This function of HRM in TESCO is concerned with controlling the actions
of the organisations by making continuous eyes on the operations and if any problem or
obstacles has been identifies than they will take corrective actions in order to channelise
the smooth operations (Cascio, 2015). The main purpose of this function is to identify,
analyse and appraise the performance of an employees and in case of any problems faced
by the human work force, it has to be handled with due care.
Operative function

 Recruitment: This is the process through which a perspective candidate in an
organisation is hired through effective and efficient research. The purpose of this function
in TESCO is taken up for attracting and encouraging the large number of applicants to
apply for job in the organisation (Cunningham, 2017). Apart from this, it also lays a
greater emphasis on determining the present and future requirements of the organisations
in relation to the workforce.
 Training and development: It represents the important opportunity for the individuals
working in TESCO to improve their morale and learning power with the help of various
training and development programs organised by the company. The main purpose of this
function is to improvise the performance of the employees which will also improve their
satisfaction and internal morale.
 Performance appraisal: It is related to the evaluation of the employees existing and
future performance. The major purpose of this in TESCO is to examine that how well the
employees are able to understand and work in accordance with the manner in which the
performance is conducted their duties (DeCenzo, Robbins and Verhulst, 2016). This is
useful functions because it assist in keeping the records of job performances and the
efforts developed by the company.
 Maintenance: This function of HRM in TESCO deals with the diminishing the turnover
rate of employee and preserving the suitable performing employee within the company
which is the key to accomplish business goals and objectives.
P2. Strength and Weakness of various approaches of workforce planning.
Recruitment and selection are the important means of every business enterprise. The
companies which will adopt and follow the proper procedure of recruitment and selection, will
be able to hire the best person from the large pool of candidates. It is useful tool in deciding the
success of the business and the manner in which this will affect the organisation. When there will
be effective recruitment selection process in the TESCO then they will easily identify the
requirements of the company and meets them with correct and qualified applicant such that the
vacant job position will be fulfilled by the right person. There are various approaches of
recruitment selection process and they are discussed below:

Internal recruitment: Under this approach of recruitment and selection, TESCO will
hire the candidate from within the organisation itself rather than going out. It is very appropriate
and suitable approach because a candidate can be found from within the organisation where a
vacancy can be arise in the organisation and opportunity can be given to an existing employee
only (Horký-Hlucháň, 2015). In this, the candidate will be hired through circulating notice
related to the internal vacancies. The already working person can be hired in the form of
promotion, transfers, etc.
Strength Weakness
 When a person is hired internally, than
they will already be known about the
functions and operations of the
company which will save a lot of time
of the hirer to explain the same.
 The another strength is that the hiring
person or manager is already aware
about the candidate's skills and
potentiality which will enhance the
good relation and trust between the
employee and the company.
 When a person is recruited internally,
then it minimise the scope of finding
skilled and more efficient people who
can bring in fresh talent and innovative
ideas with them so that business can
attain more competitive position in the
market.
 There can be negative feeling in the
mind of already existing individuals
and this can lead to conflicting interest.
External recruitment: In this approach of recruitment, the organisation places emphasis
on filling the vacant job position from the appropriate individuals who will be searched from
outside the organisation (Jamali and. et. al., 2015). In this, the information regarding the opening
of the job in TESCO will be communicated to the interested people with the help of media
advertisements, employment exchange, casual callers, campus placements, walk ins, e-recruiting,
etc.
Strength Weakness
 It helps in tapping large amount of
individual to apply for jobs in the
organisations which will help the hirer
 It creates the negative and low feeling
among the already existing employees.
This is because they are hard-working

in searching and selecting the most
suitable person for the company who
can bring in innovative ideas to the
company.
 It will also enhance the flexibility in the
organisation, because business
environment is highly dynamic which
requires changes on regular basis and
new person will have the ability and
experience to deal with such changes.
and expects the up gradation and
promotion but when new candidates are
hired from outside then they become
demotivated and also leads to the
resignation from the company.
 It is a very lengthy process which not
only consumes a lot of time but hiring
from outside also requires
advertisements which becomes very
expensive as well.
Selection: It is the process which are followed by the organisations in which the correct
candidate is selected by the companies and are hired for the jobs. For selecting a person, the
companies organises different types of tests and interviews. Then the selection is done on the
basis of personal attributes and score of the candidate scored on those tests. There are various
approaches of selection like interviews, testes, etc.
 Interviews: It is considered to be the formal meeting between the two or more persons.
These individuals sit and talk where the interviewer asks the questions to the candidates
and the candidate is required to answer those questions and the final outcome of this rely
upon whether the candidates has to be selected for the job or not.
Strength Weakness
 This is rapid and cheaper form where
minimum n less efforts are to be taken
by the candidates.
 It also helps in reaching to the wide
range of people at minimum cost and
lesser time.
 It some time an become more time
consuming and expensive as well.
 The quality of information obtained is
entirely dependent on the interviewer.

TASK2Covered in booklet.
TASK3
P5. Essentialness of employee relation in context of influencing decision making of HRM.
Employee relation is one of the most important aspect in the organisation. It is one of the
most influencing constituent. Employee relation is concerned with the relationship between the
co-workers or employees and employers in the company. In the company, while working, every
individual requires and share some or the other kind of relationship with their staff (Sarvaiya,
Eweje and Arrowsmith, 2018). This is because people needs someone to talk, share and discuss
the different content, ideas, thoughts, etc. It is very important that the employees working in
TESCO shares good relations so that the working atmosphere becomes good and people will
work towards the attainment of business objectives and goals effectively and efficiently.
Employee relation has a strong influence towards the process of decision making in
HRM. It is a very crucial aspect in solving problems within the organisation. In TESCO, being
the large organisation, there exist a numerous number of employees with different attitudes and
behaviour. This can create conflict among the people because of different interest and opinions.
But, if there are good relations between the employees, then this will help them in proper
evaluation and developing reasonable solution for the problems faced by the company. Thus, this
has strong influence towards solving the problems which are faced or experienced by people at
the workplace.
Apart from this, good relation with the employees motivates the people to work with full
zeal and confidence towards the attainment of business motives. This motivates people by
providing them with incentives, rewards, compensation, respect, recognition, etc. When they will
be motivated, then it will develop not only good employee relation but also they will work in
accordance with the mission and vision of the company. But, if relations are not good then
employee will not be motivated to work with the company, furthermore, the rate of labour
turnover and absenteeism will be increased.
The organisational culture of the employer also has strong influence towards the
performance of the employee. The important elements regarding this includes job design,
organisational atmosphere which includes consultation and participation. This helps in building
the team spirit which is very important. When the organisation culture has immense flexibility

than employee will be able to maintain the work life balance which will keep their mind free
from stress and this relation will maintain the consistency in the company. So, it can be said that
having good relation between employer and employee helps in maintaining good workplace
environment and enable managers to take effective decisions regarding attainment of goals and
objectives of company.
P6. Important elements of employment legislation and its impact on decision making of HRM.
Employment legislation is set of rules and laws that are designed by the government of
UK, in order to preserve the rights and interest of the employees and also regularises their
relationship with the employer. The term employment legislation is a very broad and includes a
large set of employments. Thus, the primary goals and objectives of this is to protect the
employees from any kind of illegal practices at the workplace. The following are the legislations
which will be used by TESCO in order to insure safe and flexible working environment for their
employees:
 The sex discrimination act 1975: This act is related to the protection of employees from
discrimination on the aspect of the gender. It is concerned with that in hiring the
employee, there will be no discrimination between the male and female. For instance,
TESCO will work closely with people in different segments of the company like in job
advertising, offering training and development opportunities, in promoting employees,
etc.
 The Equal pay act 1970: This act is in relation with that each and every employee who
are involved in undertaking the similar task, they will get the same pay for that task
(Zarqan, 2017). For instance, TESCO will ensure equal pay for the equal amount of
work done by the employees no matter its male or female.
 The National Minimum Wage Act 1998: This act is in a relation to the aspect that every
employ working in the organisation must be given the minimum wage or amount which
is set by the government of UK. TESCO will apply this act and insure to every employee
that they are not given less than the minimum wages and also no employee is entitled to
work below that wage.
 The working time regulation act 1999: This act is in relation with deciding upon the
working time and the act defines that no employee is entitled to work below that timing.

Under this, the TESCO will set the definite working hours in which no employee will be
worked over and above an average of 8 hours a day and 48 hours a week.
 Data protection act 2018: This act is in relation with providing an assurance that the
information relating to the employees which is stored by the organisations either personal
or professional are secured and used for ethical purposes only. Under this, TESCO will
insure that the information is safely stored and protected from unfair means and practices.
And if any unethical or leakage of information takes place then there will be strict action
taken and that person will be entitled to fine or penalties for breaking the norms of the
contract.
TASK4
P7. Application of different HRM practises in work related context.
JOB DESCRIPTION
Job role : HR Manager in TESCO
Job description : Creates plan of action and directs and coordinates human
resources activities, such as employment, compensation, labour relations,
benefits, training, etc.
Reports to : The top management of the TESCO
Responsibilities : Consistency in recruiting an excellent staff
Developing and implementing HR strategies and initiatives which
is aligned with the overall business objectives.
Assisting in present and upcoming needs of the business through
development, engagement and motivation.
Overlook and manage the performance appraisal system which
drives higher level of performance.
Maintenance of pay plans and benefit programs
Assurance of legal compliance through out the HRM
Skills : People oriented and driven towards the accomplishment of results
Knowledge of HR systems and data bases
Excellent active listening and presentation skills
Potentiality to architect the HR strategies with leadership styles

Qualification : Bachelor's degree in human resource management
Knowledge regarding the employment legislations
Experience in educating and coaching staff
Competency in Microsoft applications like MS Word, MS excel
Experience of 5 plus years in similar field
PERSON SPECIFICATION
Attributes Essential Desirable
Education Bachelor's degree in human
resource or related field.
CIPD qualified.
MCIPD.
Masters degree in human
resource
Experience and knowledge HR management experience in
a medium sized organisation.
Advising senior or middle
level managers on different
employment laws and
regulations.
Management of computerised
personal information system.
Worked in a health care and
charitable organisations with
the volunteers.
Experience of running online
assessment or other online
selection tools and techniques.
Skills Strong IT and report writing
skills.
Decision making ability.
Highly developed inter
personal skills.
Developing policies with
changes in macro
environmental situations.
INTERVIEW QUESTIONS
Q1. What is your management style?
Q2. As an HR manager, how will you derive the results?

Q3. What according to you is the least important thing in the world of human resources?
Q4. How will you describe an ideal and perfect workplace?
JOB OFFER LETTER
765 ARG Building
Lane 3, London UK
Date : 03.06.2019
Subject : Job offer letter
To Mr. ABC,
Hello sir,its our pleasure to inform you that you have been selected as a new HR manager with
our organisation. It will be great opportunity for you and for us as well to work with such an
affluent and skilled person. You have to join the office from 10.06.2019 and we request you to
please confirm us regarding your presence by 06.06.2019. if we do not receive your revert by
the due date then this letter will be terminated after that date. The other terms and conditions of
the employment are attached with this letter. In case of any problem or issues, feel free to
contact us on the address, contact number and email id which is mentioned on the attached
letter.
Yours sincerely,
ABC
Human resource department of TESCO
CONCLUSION
From the above report, it has been summarised that human resources are the most crucial
and important elements in the business organisation. A company cannot successfully commence
any of its operations if its human resources or workforce is not properly managed and organised.
When the man power is happy towards the policies and procedures of the company then they will