Human Resource Management Report: Evaluating HRM at Tesco (HRM101)

This report examines the human resource management (HRM) practices at Tesco, a leading global retailer. It begins with an introduction to HRM, outlining its functions and purpose, and then analyzes Tesco's specific HRM strategies. The report delves into recruitment and selection methods, evaluating their strengths and weaknesses, and explores various approaches such as internal and external recruitment. It highlights the benefits of different HRM practices, including training and development, health and safety, and planning for change. The report also discusses the importance of employee relations, employment legislation, and the application of HRM practices with specific examples. Overall, the report assesses how these HRM strategies contribute to organizational productivity and profitability within the context of Tesco, providing a comprehensive overview of HRM principles and their practical application in a real-world business setting.

Human Resource
Management
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Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1. Function and purpose of human resource management...................................................3
P2. Strengths and weaknesses of various approaches to selection and recruitment...............4
TASK 2............................................................................................................................................6
P3. Benefits of various HRM practice....................................................................................6
P4. Effectiveness of different human resource management practices to raise organizational
productivity and profit............................................................................................................1
TASK 3............................................................................................................................................2
P5. Importance of employees relations which influence HRM decision making..................2
P6. Key components of employment legislation and it's impact on HRM decision making. 2
TASK 4............................................................................................................................................3
P7. Application of HRM practices in work with specific example........................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................5
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INTRODUCTION
Human resources are referred as individuals who work for organization or company and
the department which is responsible for the managing resources are related to employees.
Human resource management is umbrella term that is used to explain development and
management of employees in any organization (Noe and et. al., 2017). This also known as talent
or personnel management, human resource management includes overseeing everything related
to managing human capital of organization. HRM is a process of selecting, providing employees,
training, providing orientation, appraising performance of employees, motivating employees,
ensuring employees safety, providing benefits and maintaining proper relations with their trade
unions as well as employees. Human resource manager's responsibilities fall in different areas
such as employees compensation & benefits, designing work and staffing. This assignment will
include scope and purpose of HRM, key elements, internal and external factors which affect
organization.
MAIN BODY
TASK 1
P1. Function and purpose of human resource management
Human resource management have different functions to play in any organization such as
develop, administer and plan programmes and policies which are designed to make efficient use
of human resources in the organization. This is that management part which has main focus on
individuals at workplace and their relations within enterprise. HRM plays major role in selection
and recruitment, as hiring manager and HR manger has to make sure equal employment
opportunities. The chosen company for this assignment is Tesco, this is one of largest retailer in
whole world (Cascio, 2015). Tesco is identified to be biggest supermarket of United Kingdom
that is dominating in the British country's retail segment with domestic share and worldwide
sales. Core purpose of this organisation is to be champion for the customers as well as helping
them to enjoy good quality of life. And values of organization helps to understand how hard
company is trying to make efforts to provide services to the customers like being 1st to meet
needs of people, understanding customer and acting responsibly for communities.
Department of human resources handles several functions within organisation such as
training, ensuring compliance and recruiting with the labour law. HR department have many
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function to within particular organization, it is also responsible for firing & hiring employees,
maintaining interoffice relationship, training workers and interpreting employment laws but all
the functions of HR are summed up in 6 major functions. Hiring & recruiting, training &
development, handling compensation, employee relations and legal responsibilities. Primary
function of HRM is recruiting and hiring within organization as well as personality tests and
administer skills to match candidates which ensures that individual is right for particular
organization (Armstrong, and Taylor, 2014). Training and development comes next, HR
department constructs training programmes and then conduct training for those who are new as
well as existing employees. This department typically handles payroll of employees and make
sure employees are paid on time & accurately with right deductions made. This also manage
programmes related compensation which includes fringe benefits and pensions which are offered
by employer.
Human resource management provide different trainings and development programmes
as it helps employees to develop particular skills which they are lacking. Recruitment and
selection provides chance to everyone to show their knowledge and skills. This also help
organization to get best employees for their company in order to meet their goals and targets. All
these practices are for both organization as well as employees (DeCenzo, Robbins and Verhulst,
2016). HR has different roles and functions which have to be complete in order to meet
objectives. All the main functions of HR are essential to manage and develop their organization
so that they can implement in their marketing. Functions like investigating about discrimination
and harassment complaints provides safety to employees so that they can perform well.
Main Purpose of HRM within TESCO-
 The HR practices like employee engagement, training and development etc. are acts as a
liaison between workers and top management.
 Devising the employee benefit schemes, maintain adequate manpower inventory,
enhance quality of work are other main purpose behind implementation of HR practices
within organisation.
Scope of HRM
 Personal or labour aspect : For workforce planning, HR managers of TESCO mainly
take responsibilities like planning, recruiting, transferring, remuneration and providing
incentives to workers, training and development more.
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 Welfare aspect : For providing safety and welfare to workers, managers of Tesco also
provides benefits to workers, such as health and safety, medical assistance, transport and
more.
For workforce planning, the above mention functions including development of Union-
management relations help respective company in increasing the performance of workers. This
would help in getting high support and commitment of workers for achievement of business
goals.
P2. Strengths and weaknesses of various approaches to selection and recruitment
Recruitment is basic method of any organization's for overall planning process and
human resource management. It is a developing process in which different qualified candidates
who are interested joining the organization for work and from that company might reasonably
choose best people to hire for that particular job (Chelladurai and Kerwin, 2018). There are
different methods of recruiting such as internal, external and alternative ways.
Internal recruitment method: This method can be complete through transfers or
promotions. Organization can decide to permit existing employees to switch from the part time
or temporary positions to the full-time or permanent position. This method also boosts employee
morale and cost effective (Mello, 2014). Sometimes it helps to reduce employee turnover and
retain top talent. Internal methods include promoting & transfer, job posting, retired employees
and dependents of deceased, union through assigning & employee referrals.
Strengths and weaknesses: There are various strengths for internal recruitment methods
such as it reduces cost and help to check accurate view of the applicant's skills. This also helps in
stronger commitment, increasing employee morale as well as less training and orientation. The
knowledge and culture will be sustained and also performance of employees get high.
Weaknesses involves if in case the employees who will fail they will feel dissatisfied as only
limited people can be taken from pool (Jackson, Schuler and Jiang, 2014). Less job suitability
will occur in this case.
External method of recruitment: This method eliminates different problems but it is
time consuming and expensive. As being business owner, he has to train new employees,
subscribe to resume database & job boards, pay for the background checks and post adds in local
newspaper or online. This selection process can be more effective to help to identify who are the
suitable individuals for the job (Purce, 2014). External such as employment agencies, employee
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referrals, advertising, college recruits, e- recruitment and walk-ins. Alternative methods involve
leasing employees, part time workers, out sourcing, overtime and temporally workers. And
selection concerned with selecting candidates who are best for the particular job among pool of
applicants who are qualified during the recruiting process. There are different strengths and
weaknesses for recruiting and selecting employees process.
Strengths and weaknesses: In case of selection there are several strengths and
weaknesses, strengths include new-blood, adoptable and large number of applicants pool. Most
suitability of job as well as it will also avoid ripple effect. Weaknesses are internal employees
will get demotivated. Along with this higher cost than internal method and high turnover rate
Approaches of selection: There are different selection approaches it helps individuals to
provide chance to work in particular organization. In the tesco there are various approaches
which are used for selection are:
Interviews: This is an effective approach which is used by the particular organization.
Process of interview is formed by identification of key requirements related job and then list of
different question will be drown in order to select best candidate.
Ability and aptitude tests: This test is conducted in order to check ability of individual
regarding the job. In this test there will be certain areas which will be included like numerical,
verbal, clerical, spatial and general intelligence.
Job Analysis: It can be defined as process of finding out the entire details required for a specific
job, with its related roles and responsibilities. Here, HR managers of TESCO used to conduct a
meeting with line managers in order to identify the actual requirements for each vacant position
of new skills. Furthermore, to attract potential candidates, they also conduct an analysis of
strategic plans via HRM strategies like PESTLE analysis. This would help in discovering the
future trends, jobs as well as skills required for facing new challenges of marketplace in order to
maintain competitiveness of business. Along with this, for hiring any new candidate HR
managers of Tesco prepares a proper documentation which includes job description, personal
specification and further process of selection criteria.
The main objectives of recruitment:
 To introduce fresh ideas at workplace and attract a large pool of eligible candidates as per
requirement of business.
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 To hire candidates via external and internal activities in an efficient and cost-effective
manner.
 To ensure that all recruitment activities must be conduct in fair and transparent manner.
TASK 2
P3. Benefits of various HRM practice
Human resource management is procedure of joining function of the human resource
with different goals of firm so as to improve and drive productivity. Different practices of HRM
in tesco that are adopted by them to get benefit as they are beneficial for employer as well as
employees they are:
Training and development: All most every employee, including ones with quality and
skills, needs training at some specific point as each company differs with other. Procedures and
policies require to be conveyed well to all the employees as this procedure of on-boarding. Such
type of procedure will make sure that employees are on similar wavelength. HRM system takes
responsibilities of ongoing employee development and such type of continues education retain
skills of the employees updated for them so that they can bring original and modern ideas to firm
(Kramar, 2014). Training and development is every important for employers as when employees
will be provided with effective training it will impact on their performance, they will able to
perform better. Better performance of employees will provide benefit to tesco organization and
their employers as they will able to accomplish certain goals and plans which are already set.
Health and safety: This system also plays role of health and safety at workplace. This
can be achieved by some procedures and policies, but function of HR goes further step to make
sure that employees have to understand risk which is carrying out certain activities. If there are
danger areas company will paste some posters with caution so that it can reduce risk (Albrecht
and et. al., 2015). If there will such kind of activities it will be useful for employees to reduce
their health risk. In the same way it will also eliminates particular legal actions which can be
taken in such conditions by employees and company need not to face these consequences.
Planning for change: In case of business change is at very fast rate. As time passing
technology is changing, it needs constant updates and finance of the business keep on changing
over time. Changing in certain plans and goals can implement productivity of Tesco in market
(Paillé and et. al., 2014). Planning for particular change includes helping employees to gain
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knowledge and understand their functions through taking into the account perspective of firm.
This will help to employer in development and implementation of particular company. It will
also helps to employees to experience fluctuation, it will increase their skills.
Approaches of different HRM practices:
 Flexible working hours: As TESCO offers 24 x 7 hours online facility to customers for
purchasing its commodity and has a number of stores in all over the world. Therefore, to
oversee the entire work, the respective company requires the high commitment of
workers to work for longer hours. In this regard, its managers have implemented flexible
working arrangements where, employees are allowed to work from anywhere as per their
comfort to deliver better and timely services to customers. This has proved beneficial for
employers to boost morale, reduce absenteeism and retain talented workers for longer
period. There are various types of approaches available that a company can adopt for
arrangements of flexible working hours such as functional for skill variety & task
diversity; Numeric for hiring and dismissal workers; Temporal for adjustment of working
hours. Among these approaches, Tesco has adopted functional flexible working
arrangements to manage productivity of workplace through implementation of policies
such as job sharing, shift work, fixed term contracts and more.
 Training and Continuous Performance Development: Through these approaches, HR
managers of Tesco have provided regular performance development program, to enhance
skills of workers and increase their capabilities. This would help employers in getting
talented workers to offer best services to customers and gaining high competitive
advantages as well. In context with employees, they also gain benefits of reducing own
weaknesses and enhancing skills to take more challenging roles which help in making
their career more development.
P4. Effectiveness of different human resource management practices to raise organizational
productivity and profit
All effective practices which are followed by tesco have impact on profit and
productivity of that particular organization. Training and development refers to efforts which are
planned and by that organization facilitates learning related to job behaviour for the part of
employees. Overall training objectives are to accomplish skills and knowledge that leads to
raised personal skills in more areas and needed motivation background are improved and
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provided to perform their job properly (Cooke, Saini and Wang, 2014). This is very important to
provide training to employees as this will help them to learn skills perfectly and impact on their
performance in a positive way. Such kind of practice helps to increase in productivity as well as
profit. Profit is directly proportional to productivity, which can be increased by providing
training to employees. Change and betterment in product raises vale in market that is benefited
for Tesco in order to increase their productivity and profit.
Health and safety of employees is essential in every organization, as this gives surety for
their safety. Such kind of practice will decrease turnover of employees and their regularity will
also increase. At every workplace health and safety is important this gives satisfaction to
employees, they will be able to work with more courage and motivation. This kind of behaviour
will increase productivity in Tesco Company (Foster, 2014). If all the employees are healthy and
are being provided with proper hygiene, it impacts on benefit in market by reaching certain
targets which are made by employers. Every employee when work in particular organizations
first thing person seeks for health and safety. By providing health and safety Tesco organization
can increase performance of employees which will result in more productivity.
Planning for change is one of the most important aspects to get benefit and to increase
productivity. If company will change their plans and certain goals this will provide them
different skills and knowledge in various fields which will increase working potential of
employees and they will be able to solve problems more effectively (Buettner, 2015). It will
effect on productivity of Tesco and that will raise rates of profit. Change is good for
organization, by analysing changes in other organizations which are competitors for Tesco, this
particular organization can update their products so that they can maintain their costumers as this
will increase profit.
TASK 3
P5. Importance of employees relations which influence HRM decision making
Maintaining employee relations in particular organization is requirement for the
organizational success so it should be healthy. Strong employees relations are needed for human
satisfaction and high productivity. Employee relations commonly deal with resolving and
avoiding issues concerning people that might influence or arise out of work scenario. Healthy
employee relation depends on safe and healthy work environment. Every person at workplace
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shares particular relationship with their fellow workers. As humans are not machines who will
start working by pushing mere button (Gatewood, Feild and Barrick, 2015). People need to talk
and discuss ideas and thoughts with each other and also share their sorrows and happiness. It is
very important that individuals are comfortable together and work with each other as one team to
achieve common goals. There are various problems on which a person can not take particular
decision alone. Every individual needs advice and guidance of others too. In some cases
employers can miss out some important points but the worker who are working as employee may
come out with excellent idea that would help them to complete their targets as soon as possible.
Before executing any plans organization's employers should be evaluated initially in that
every employee can give their opinions freely. If there are no healthy relations with employees
they will not help with decisions (Ployhart and et. al., 2014). Work become more easy when it is
shared among the people. Good relations with employees would ease work load on certain
organization and in turn raise the productivity and will also help in decision making. As decision
making is essential for future development and profit which can be better with making healthy
and strong relations with employees so they will be able to give opinions and their views on
certain decisions which will help to analyse respective benefits and losses. Sharing a good bond
with fellow workers because there can be a certain point where they will be needed. In this way
tesco can improve their relations with fellow workers which are very important for organization
in decision making.
As the relationship of employees and management of a company is mostly affected by
openness, willingness and trust level. Therefore, it is essential for managers of TESCO to
concern on these aspects so that relationship between upper management and all workers can be
maintained in positive manner. For this purpose, they need to maintain balance of power i.e. no
one person at workplace get higher authorities that may affect trust and openness of others.
Managers also need to concern on implementation of HR practices like flexibility of working
hours, guaranteed pay, employment rights and more for same.
P6. Key components of employment legislation and it's impact on HRM decision making
Federal laws impact HRM on national level, even though small businesses can be exempt
that depends on their size. In any state or country there are certain employment law regulations
which can affect labour relations and record retentions.
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Anti-discrimination law in hiring: Civil Rights Act of 1964 is related to discrimination
that prohibits this activity against employees on basis of colour, sex, national origin and race.
This regulation provides job based on their talent so that every individual can get similar chance
to show their skills and knowledge (Al Ariss, Cascio and Paauwe, 2014). This have great impact
on their decision making as they can take better decision against all such kind of activities which
should not be encouraged at workplace. Person who is has fear of discrimination can be fearless
with help of this act. Such kind of initiatives motivates employees to work well which makes
their performance effective in order to achieve particular organization goals.
Regulations protecting overtime and wages: There are several states which have
legislation constructing minimum wage more than federal minimum. Human resources has to
continuously check accuracy of amount that is paid to employees. Checking on the employees
whether they have issues related to their work and payment it help to understand if there are any
problem related to their work timings. Human resource managers has to ensure their employees
are classified exactly for their duties related to job. This regulation helps to employees with their
working time and wages which motivates them to work more effectively.
In this regard, managers of Tesco mainly focus on comply business with employment
laws and ensures that no discrimination will be happened. They also concern on providing safety
to workers and keep their personal and confidential secure as well as never disclose in front of
other without permission of them.
TASK 4
P7. Application of HRM practices in work with specific example
Various practices of HRM are there which help manager in manage and control the activities
of employees at workplace. Further, it suggest manager in hire and select a right candidate to
perform a specific job at workplace.
Job Specification
Organisation: TESCO
JOB title: Assistant human resource manager
Department: Human resource department
Qualification: MBA in human resource management
Experience: Minimum 5 years experience in field of HR in a well known organisation
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Qualities and skills:
Adequate information related with the field of HR
Flexible and should be multi tasking
Good physique and personality
Should be able to cooperate with various other functions working in company
Effective communication skills
Able to work in pressure
CV
Name: John
Address: street no. 1 West side, London
Contact no.: 556688
Career objective: To work with an organisation in which I can use my skills and knowledge and
can identify my potential.
Education qualifications:
BBA
MBA
Experience: 2.5 years experience of working in retail enterprise in HR department
Declaration: I hereby declare that all the information given above are true in my knowledge.
Date:
Place:
Preparatory notes for interview
Recruitment and selection of employees is known as one of the most important function
of every enterprise. Interview is known as one of the most essential part of selection process.
Preparation done for interview support employer and help in identify and evaluate best candidate
for the specific job role. With proper planning, employer can better examine the skills of
candidates and can take right decision.
Job offer letter
Dear XYZ
We are happy to announce that we are offering full time employment to you.
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If you accept this offer then following will be your terms and conditions as per your employment
contract:
Position: You will be working as assistant HR manager.
Working hours: 48 hours in a week
Compensation: you will get 60000$ per annum
To accept, please sign and date in this form and email back to us.
If you have any queries, feel free to contact us.
Sign:
Date:
CONCLUSION
From the above given information, it can be summarised that concept of human resource
management is related with management of employee’s actions and their performance at
workplace. Different approaches of selection and recruitment are there which could be employ
by enterprises in order to hire right candidate to perform various job roles at workplace. Various
practices of HRM are there that could be implemented by enterprise in organisation which offers
various benefits to both employers and employees. It is essential for employers to create and
maintain good relations with workers as this offer various long term benefits to company which
help in sustain in market for long time period. Managers formulate various policies related with
management of employee’s actions so it is very essential to consider various laws related
employment of employees to satisfy them and to retain for long time period.
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REFERENCES
Books and Journals
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
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Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Mello, J. A., 2014. Strategic human resource management. Nelson Education.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Paillé, P. and et. al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of
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Foster, E. C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Buettner, R., 2015, January. A systematic literature review of crowdsourcing research from a
human resource management perspective. In 2015 48th Hawaii International
Conference on System Sciences (pp. 4609-4618). IEEE.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Ployhart, R .E. and et. al., 2014. Human capital is dead; long live human capital resources!.
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Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
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