Detailed Report: HRM Practices, Tesco, Benefits, and Effectiveness

This report delves into the Human Resource Management (HRM) practices employed by Tesco, a prominent retail organization. It begins by outlining the core purpose and functions of HRM within Tesco, emphasizing its role in employee training, planning, recruitment, and performance management. The report then analyzes different approaches to recruitment and selection, highlighting their strengths and weaknesses. It further explores the benefits of various HRM practices for both employers and employees, such as promoting positive behavior, employee development, and creating a flexible workplace. The effectiveness of these practices in terms of raising Tesco's profit and productivity is also examined. The report underscores the importance of employee relations in HRM decision-making and the impact of employment legislation. Finally, it provides real-world applications of HRM practices within a work-related context, offering a comprehensive overview of how Tesco manages its human resources to achieve organizational goals.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM In Tesco organisation.....................................................3
P2 Strength and weakness of different approaches to recruitment and selection...................4
TASK 2............................................................................................................................................5
P3 Benefits of different HRM practises within Tesco for employer and employee..............5
P4 Effectiveness of different HRM practises in terms of raising Tesco profit and productivity.
................................................................................................................................................6
TASK 3............................................................................................................................................8
P5 Importance of employee’s relation in HRM decisions. Making.......................................8
P6 Employment legislation and key impact of HRM decision making.................................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in work related context..................................................10
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource department is essential for every organisation to achieve the desired
results. HRM helps in directing, planning, coordinating, training and recruiting and the works
goes on. The purpose and functions of HRM is interrelated by the activities performed are
explained in this report. The process of effective recruitments with their strength and weakness
that are faced and managed by human resource department is explained. There are certain
benefits of HRM practices and their effectiveness shown in performances. The rules, procedures
and policies should be well known by the human resource departments to avoid
misunderstandings. The importance of human resource management influences the decision
making is discussed in the report.
TASK 1
P1 Purpose and functions of HRM In Tesco organisation.
The human resource department in Tesco concentrate on the guidelines and rules and
regulations and activities of the employees (Ayudhya,Prouska,and Lewis, 2015). Effectiveness
and efficiency in HRM enables Tesco for the overall development and achievement of desired
objectives. Functions of HRM in Tesco are not only concern for staff related activities but also
for hiring, performance of workers, motivation, benefits and training etc., The following are the
functions and purpose performed in Tesco.
 Training and development: To train the employees is a prominent function of HRM.
Trainings are provided to hired employees and also to existing employees, for achieving
results through performance. The process and systematic method of work is explained
through trainings. The department of human resource monitors the activities of employees
within organisation (Employment legislation and key impact of HRM decision making. 2018).
Trainings are provided as per the knowledge and skills in the employees to perform in certain
department.
 Planning: This is an important function of Tesco as it sets the objectives. The procedures
and policies are helpful to achieve those objectives. By planning, the vacancies get filled by

the HR department for managing the job market and strategic objectives. Forecasting of
demand and supply of goods in Tesco is executed by the process of planning. It is through
this planning that helps in avoiding shortage of employees.
 Recruitment: One of the challenging task in Tesco's HR department is the process of
recruiting. Description of job, salary payable, trainings related information, working hours
and days are many other details are provided by human resource department. Recruitments
are done according to the skills and knowledge (Bamberger, Biron and Meshoulam, 2014) To
explore the thoughts and results, training is provided for the newly hired and existing
employees.
 Controlling: the goals of Tesco is achieved by controlling the activities of the workers.
Controlling ends its activity from the process of planning. Tesco’s HR department examines
the performance to control the activities accordingly. In case of any obstacles from the
decided standards. These obstacles are kept in mind with immediate steps and not to pursue
in next level and time.
 Performance appraisal: The workers of Tesco are evaluated with performance appraisal by
the department of HR. This function explains whether the employees are moving towards the
set goals and objectives or not. By this, the employees also get motivated towards the work.
HR department gets information about the trainee to carry with or to start processing of work
(Chang and et.al, 2014).
P2 Strength and weakness of different approaches to recruitment and selection.
The process of recruiting is quite difficult as skills and knowledge has to be checked of each
candidate. Before the positions open up, and candidates responding to vacancies quickly arise in
Tesco as they build pool for eligible candidates. By applying a systematic plans Tesco prefers to
find the best candidates for open vacancies instead of hiring in last moments.
JOB DESCRIPTION
 STRENGTH: It is a policy of systematic way of hiring by describing about job. Job
description of Tesco includes all the details including payable salary, tasks in job,
responsibility of supervising and reporting requirements. With the help of job description,
candidates gets interested positions to fully utilize the role of job(Cleaver 2017). Creation
in job description is a challenging task in start-up but an essential role to execute.

 WEAKNESS: In job description organisation may not get the effective candidate for the
open up vacancies. HR department has to strive hard for the candidate to fulfil the
vacancy by advertisements, pamphlets etc., Another weakness is the candidate during or
after known about job, there is no surety to join.
SKILL INVENTORY
 STRENGTH: Ideal candidates can help Tesco to move towards the achievement of
organisational goals and objectives. This helps HR department to train the employees
for the task is to be performed. Also, the requirements are listed in job description by this
the candidate may get influenced towards the performance of job.
 WEAKNESS: It is hard to find candidate who is ideal for specific job. The list should be
complied considering the requirement skill in job. In case of fresher applicant necessary
trainings are to be given for the process of completion of tasks. This may take time in
achieving results as desired(Elia, and Margherita, 2015).
JOB POSTING STRATEGY
 STRENGTH: Strategies should be developed before new hiring. This is the part of
systematic recruitment and selection process. The prior preparation in list of skills help in
making the recruitments easy. Tesco organisation can hire workers according to the need
of vacancies.
 WEAKNESS: Tesco may get failed in the process of strategy. As they may not get the
candidate according to the prior preparation in list. This is the challenging factor to meet
the need of desired strategy.
TASK 2
P3 Benefits of different HRM practises within Tesco for employer and employee.
Human resource management involves hiring, firing, employee benefit administration,
performance management, trainings and payroll. Managing the personnel by organising Tesco
through coordination is the major in HRM practices. The following are the benefits of HRM
practices with Tesco for the employer and employees.
 Promoting positive behaviour. Tesco achieving it objectives by promoting the positive
behaviour among employer and employees. This atmosphere is a reward for the members
working in Tesco practised by HRM department. The behaviour of the employers and
employees are managed by the HRM department. The unusual behaviour is managed by

HRM practices which helps to avoid exploitation of other workers by means of effective
communication. Positive behaviour helps in promotes efficiency in work and stableness
in Tesco. By achieving positive behaviour among employees Tesco gets closer towards
the desired goals and objectives.
 Developing employees. For advantage in business competition workers knowledge and
skill is are increased by HRM practices. Tesco capitalize on positive effect by improving
employee’s skills with practises of HRM (Glendon, Clarke and McKenna, 2016).
 Building flexible workplace. Shifting demographics in workplace is reflected by HRM
practices. Workers are more diverse. There are part time workers as well as workers of
old age employees, and employees with disabilities. HRM practices helps in being
flexible of workplace by providing the atmosphere accordingly. Tesco wants to retain
employees they provide flexible workplace including environments, assignments,
schedules of work, locations, formats of communication and last but not least work team
compositions and accountability methods. The work is customised according to the time
and abilities of employees. This is a big benefit to the Tesco organisation as it motivates
the workers for being loyal about the performance carried by them in organisation.
 Educational partnership. Many candidates concentrate on their education with gaining
the knowledge practically by doing job(Heizer,2016). HRM enables the candidate by
providing job according to the stage of pursuing year, by which candidate after becoming
employee work towards development of Tesco (Kinicki and et.al, 2014). With the help of
HRM Tesco can increase the pool of potential as they will be loyal to the organisation.
Educational partnership provides scope and big benefit to work with a wider chance of
getting promotions. By educational partnership employees gain knowledge and skills by
their education and performing practically in organisation of Tesco.
P4 Effectiveness of different HRM practises in terms of raising Tesco profit and productivity.
Effectiveness of different HRM practises enables the Tesco organisation to set the
strategies and work accordingly on the basis of achieving the objectives. Human resource and
capital are well organised and coordinated by the human resource management practises by
understanding the differences in capabilities in selective atmosphere. Practises such as planning,
directing, organising, coordination. Recruitments, selections, trainings are performed through

HRM practises the following are the effectiveness explained about human resource management
practises in order to gain more profit and productivity (Kinicki and et.al, 2014).
 Developing effective workforce: With the help of prior preparation of required skills
during vacancies, helps the Tesco to bring effectiveness by developing workforce. The
recruitments and the process of selections are done according to the needs of the job
description. This process helps in developing workforce effectively and efficiently to
meet and achieve goals of the organisation. Effective selection of workforce brings out
the skills and the capabilities of employees. With the help of potential employees or work
force effectiveness in results of Tesco could be achieved (Pereira,and Fontinha, 2016).
 Training and development: With the help of training and development of employees
either they are new hiring or existing employees. Training and development helps in
achieving the Tesco's objectives as they are decided earlier. Training and development
knowledge among the employees about their department of work which helps in
achieving profit and productivity can be increased. The potential selection and
recruitments of candidates for the Tesco organisation the providing training to them
builds knowledge in them by improvements in performance and working towards motive.
 Work design and team work: Evaluation of HRM practices can be done by monitoring
the work design and teamwork of the employees (Schutte,Barkhuizen,and Van der
Sluis,2015). Effective evaluation proves the efficiency in work opted by the designing of
work or any work executed by team work. Process of training and development helps the
team to work efficiently towards attaining the goals of the organisation.
 Performance management and incentives: Performance of employees is improved by
practises of Human resource management. Employees talents and skills and speed are
monitored by HRM and incentives are provided for the extra performance of work
carried by them. It increases profit by motivating the employees and the management
towards attaining of organisational profits and goals. Effectiveness of HRM can be
evaluated by monitoring the results in case of profit earned by the organisation as well as
productivity of the same (Snell,Morris,and Bohlander,2015).

TASK 3
P5 Importance of employee’s relation in HRM decisions. Making.
Healthy relations among the workers in Tesco is the important aspect in achieving the
results. Here the role of HR departments raise with a responsibility of positivity and managing
healthy relation between the human resource personnel and the personnel working in different
departments of Tesco. Human resource binds the Tesco organisation by conducting and training
professionalism among the workers (TabasiVaezi,and Alvani,2014). The followings are the
importance of employee’s relation in human resource management decision making explained in
this report.
 Human resource helps in binding the Tesco workers together in decision making process.
HR helps in strengthening the bonds among the employees in order to bring smooth and effective
relation inside organisation (Timming, Nickson and Perrett, 2017).
 HR plays a prominent role to involve all the workers together so that they get well known
each other which also help them to work in team to performance against certain activity.
 Hr activities plays a key role for the workers to know the job description and to interact
upon certain activities that are held are going to be held. For this purpose, HR plays as a
mediator between employee and management.
 To perform for any kind of extracurricular activities the role of HR increase. As the
involvement of employees is highly appreciated towards the organisation.
 New hiring are motivated through the warm welcome given by human resource
department which brings smooth interaction and efficient communication between
workers and human resource (Vaiman, Haslberger and Vance,2015). This helps in
achieving warm relation between the human resource department and new hiring and
existing employees.
 Importance of human resource and employee’s relation can be seen by communicating of
few words will prove the efficiency in work place. It also avoids the problem of low
attendance of employee.
 To share the work load. Performing work becomes easy when it is divided and shared
among all the employees and into departments. This can be performed by the effective
human resource team by effective communication and by job description.

 Importance of human resource arise to promote the atmosphere in a positive way by this
employee can work efficiently and effectively (Varma, Budhwar and McCusker 2014).
 To avoid the conflicts and arguments among the workers, healthy relation with the human
resource departments creates its own importance for personal benefits and organisational
benefit.
 Individuals cannot take the decisions by themselves regarding the work place, hence
importance of human resource arise.
P6 Employment legislation and key impact of HRM decision making.
Every state has its own law on basis of employment law regulations. Like criminal record
of employee, their labour relation, retention of records etc., human resource department has to go
through the laws for the rules and policies to get adopted for organisation.
 Anti-discrimination: Any cases of anti-discrimination on the basis of race, color,
religion or sex, or national origin, is prohibited. Having of 15 or more employees on basis
of payroll, on every day or for 20 weeks of current calendar year (Walk, Schinnenburg
and Handy,2014). Tesco cannot refuse to hire employees, and never fired out of job. As
the charge of discrimination would make against them. The age discrimination of
employment act extends the prohibition in hiring and firing of 40 aged employees or
mare than that.
 Wage and hour: The human resource department should know about the law regarding
the wage and hour to be work performed by the employees. In case of employees
carrying of over time the wages should be paid for overtime and extra duties performed.
Failure in carrying this process will be faced negatively by the organisation should be
kept in mind by human resource department.
 Leave provisions: Employees are eligible for twelve weeks of unpaid leaves for various
circumstances. This circumstance can be related to health issues of spouse, child or any
member of the family. The employee has the right to take leave in order to take care of
the members of the family. Employees has the provision of re-joining the job after taking
leave. The human resource team should provide training to supervisor and team member
on valid reason of leave.
 Medical disability: In case of medical disability in any employee. The Tesco has to
provide the disabled employees with certain provisions. Insurance for the employees or

the facilities of accommodation based can be provided by the organisations if they follow
in their procedures. The human resource should train the managers regarding the
collection of information from the disabled employee. The employee has right to gain
facilitation in workplace by providing things which are required during the execution of
work. The timings of the disabled employees should be adapted accordingly as employee
they use transportation facilities during medical situation. There are certain terms and
conditions for the employees to get some provisions at work place this should be get
fulfilled by human resource departments at the time of joining.
TASK 4
P7 Application of HRM practices in work related context.
 Developing effective workforce: Tesco can develop the effective workforce with the
help opt from human resource practices. Human resource management practices help in
recruiting potential employees for the Tesco organisation which will definitely bring out
the desired objectives as the organisation planned earlier. For example. To recruit a sales
manager in Tesco human resource management help in preparing the prior list of skills
and knowledge that they want in new hiring. By this way HRM helps in developing
effective workforce.
 Training and development: The trainings are provided to the new hiring as well as to
the existing employees which helps in achieving the Tesco organisational goals and
objectives. By providing training workers gains the effective knowledge and work
accordingly with perfection in completion of task. For example. As the sales manager
gets training apart from their knowledge and skills(Wehrmeyer,2017). The happenings of
mistakes gets reduced and moving towards goals is accomplished. Thus, human resource
management practises are made for the benefit of the employees and also for the benefit
of the organisations.
 Work design and teamwork: Accomplishment of the tasks and goals can be done by
human resource management as they bring the employees and organisation together.
HRM acts as a mediator between employees and organisation. The team are created by
the managers and supervisors to perform for a specific task. To avoid conflicts between
the teams the human resource department helps in designing of the work, that is
explained in example. In Tesco to perform marketing in new area, managers asked the

employees to work in team by following the instructions of the leader and designing of
the work is already prepared by the leader which helps in bringing results (Woodrow and
Guest, 2014.).
 Performance management and incentives: Incentives are paid to the employees of
Tesco to encourage them and get motivated towards the organisational activities in form
of performing legally and loyally for the self benefits and for Tesco's benefit
(Employment legislation and key impact of HRM decision making. 2018). For example,
any kind of extra work or overtime is executed by employees of Tesco incentives are paid
for them to get motivated towards organisational work and the employee will
automatically put efforts for more increment which will push Tesco towards objectives.
CONCLUSION
To achieve goals of Tesco, the above report provides detail about the functioning and
scope of HRM. The importance of HRM exist for the smooth functioning of Tesco by avoiding
clashes between the employees and management. With example strength and weakness and
effectiveness are explained in this report.

REFERENCES
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implementation, and impact. Routledge.
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management. Routledge.
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measuring and visualising professional competencies. International Journal of Human
Resources Development and Management. 15(1). pp.1-15.
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Press.
Heizer, J., 2016. Operations Management, 11/e. Pearson Education India.
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Australia.
Pereira, V. and Fontinha, R., 2016. An exploration of the role duality experienced by HR
professionals as both implementers and recipients of HR practices: evidence from the
Indian railways. Human Resource Management. 55(1). pp.127-142.
Schutte, N., Barkhuizen, N. and Van der Sluis, L., 2015. Exploring the current application of
professional competencies in human resource management in the South African
context. SA Journal of Human Resource Management 13(1). pp.9-pages.
Snell, S. A., Morris, S. and Bohlander, G. W., 2015. Managing human resources. Nelson
Education.
Tabasi, M. M., Vaezi, R. and Alvani, S. M., 2014. Relationship between Strategic Human
Resource Management Practices and Organizational Innovation with Respect to the Role
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