Human Resource Management Report: Recruitment and Engagement at TESCO

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at TESCO, a leading British international retailer. It begins with an introduction to HRM and its strategic importance, followed by an overview of TESCO's background and market position. The report delv...Read More

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. TESCO....................................................................................................................................1
2. Purpose, role and responsibilities of human resource function...............................................2
3. Approaches to HR functions...................................................................................................3
4. Effectiveness of employee engagement and relations............................................................5
5. Key areas of employment legislation......................................................................................7
TASK 2............................................................................................................................................8
1. Job specification for Human resource manager......................................................................8
2. CV...........................................................................................................................................8
3. Documentation of preparatory notes for interviews................................................................9
4. Job offering to selected applicant..........................................................................................10
5. Document and process of recruitment ..................................................................................10
6. Evaluation of recruitment process ........................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is one the best strategical approach to effectual
management of workers in organization. They are responsible for staffing and recruiting or
selecting qualified people in company that help to gain competitive benefits. It is a function of
firm which deals with concerns that are connected to staff of organization in terms of
compensation, safety, benefits, training and motivation, performance etc. The present report is
based on TESCO that is British international retailer company located in England, UK. This
report gives some information about firm and explain the purpose of Human resource function
(Wright, 2018). It will discuss their responsibilities and role in company and approaches to
selection and recruitment, workforce planning, training and development, rewards system and
performance management of organization. Furthermore, this study clarify effectiveness of
employee engagement and employee relations and justify importance of workers relations in
respect to impact HRM decision making. It explains key areas of employment legislation within
which TESCO work and clarifies job specification, CV and job offer to chosen candidate.
TASK 1
1. TESCO
TESCO is a British general merchandise and multinational groceries retailer organization
which is located in UK. It is known as third largest retailer company in the world measured by its
gross revenues. They established their shops in seven countries across Europe and Asia and
become market leader of groceries in Ireland, Thailand, Hungary and UK. It was founded in
1919 by Jack Cohen that is founder of TESCO. Company first shop is opened in Burnt Oak,
Barnet and after that Jack expand their business rapidly in which he had 100 TESCO shops
across the country. Firm has expanded internationally with operations in 11 other countries in the
world, it diversified into many areas like retailing of books, furniture, electronics, clothing,
software, toys, petrol, internet services, telecoms etc. Company re positioned itself form being
lower market high volume low cost retailer, to single designed to grab the attention of range of
social units by offering service or products ranging form low cost (Bratton and Gold, 2017). The
firm started to expand range of products it sold within include household goods and clothing
under the name of Delamare brand. They also became involved in internet groceries retailing in
USA where if obtained 35% stake in Groecryworks. In 2013 organization purchased cafe chain
Giraffe and restaurant and began to open restaurants within some of their shops.
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TESCO extra, superstore, metro, express, one stop, dobbies, all these shops are included
in company's portfolio. All their operations has been accomplished by effective team members
how give their efforts to make business more successful and power than the others. 476, 000+
employees are working in firm and support to achieve all their set goals and objectives that raise
its position in marketplace.
2. Purpose, role and responsibilities of human resource function
Aim of HR function-
HR manage workers and work culture in TESCO that help to gain competitive
advantages. They are responsible for hiring and recruiting employees, maintaining inter office
relationships and rendering employment laws. Recruitment and compensation are one of their
main functions which help both employer and employee for work productively into organization.
Recruitment procedure which connects workers and employers and their purpose is to
empower and attract number of applicants (Chelladurai and Kerwin, 2018). At the moments
when firm required employees to expand their business in world HR play their role in which they
recruit new candidates. The aim of this function is to engage or attract people for achieving their
all over organizational goals and objectives.
Compensation and benefits is another function of Human resource in which their
purpose is to retain or engaged employees with them for longer time. It is new way of provide
benefits to workers that ensure them that firm given fair wages for their work.
Responsibilities and role of HR functions-
In TESCO Human resource mainly focuses on recruiting and managing people at
workplace. Recruitment is one of HR major responsibilities in which they have to hire qualified
applicants that are required for job positions. Attract talented people and hire resources are the
role of this function that find out the best suitable gem in market.
In compensation function human resource role is to provide benefits to workers in
TESCO. In this process they have to offer dental and medical insurance, maternal and paternal
leave, extended vacation etc. to employees. They have to give equal benefits for all the staff
members that retain them with the organization for longer that is the main responsibility of HR
function.
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3. Approaches to HR functions
Workforce planning is the function of human resource that is continually using to align
priorities and needs of TESCO with those of their workforce to ensure it will meet their
legislative, service, regulatory and organizational objectives and production requirements. WP is
one of the best approach that needed by every firm to maintain longer term success. In order to
run business smoothly, it essential to implement strategic workforce planning (Jackson, Schuler
and Jiang, 2014). It helps to meet company desired goals and allow business to prepare for
future advantages. Set strategic plans, identify current workplace environment, develop action
plan and implement the best strategies or plans are the best ways to effective workforce planning.
Strengths:
It is beneficial for company because through this process firm retain employee with them
and it will also support their budget.
Weaknesses:
Workforce planning include non involving right workers and it consumes too much time
on non basal issues.
Systematic approach to recruitment and selection is the best way to hire better
candidates in TESCO by HR. firm will approach recruiting with proactive and reactive attitude,
react quickly to new job vacancies as they rise or taking time to build pool of qualified applicants
before new posts open up. In this approach HR hire candidates systematically by focusing on
main points that is essential for business growth and success.
Strengths:
Within including this approach in functions of Human resource, they hire or recruit
talented people and run this program systematically following each and every steps.
Weaknesses:
Systematic approach is not cost effective that is one of their weakness.
On job and off job training: This includes measures like workplace guidance (On job)
coaching or mentoring (off job) and is one of the best approach for training and development
program. HR of TESCO provide directions and guidance to employees that help for
accomplished their work effectively.
Strengths:
On job and off job training develop or improve employees both knowledge and skills.
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Weaknesses:
This approach is much expensive and less effective and it is conducted unnaturally
outside of workplace in which workers cannot learn appropriately in this method.
RPAM (Review, plan, act and monitor) is the approach of performance management in
which HR understand about how each employee contribute to TESCO goals (Kramar, 2014). In
this process human resource review workers working style, plan to motivate them, implement
motivation plans and monitor their performance in workplace.
Strengths:
Grow sales, reduce costs in TESCO and decrease time that takes to create operational
changes or strategic by communicating change through new set of objectives.
Weakness:
This approach take too much time that effects on business activities and their other
functions.
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Illustration 1: Performance management
approach
(Source: Performance management processes
and best practices, 2018)

Strategic reward is one of the best approach to reward system which rewards practices
and policies will support TESCO business objectives. It covers all aspects of work that workers
value both intangible and tangible and will form part of all over reward program.
Strengths:
It helps to motivate employees and engaged them with TESCO for long term period that
provide benefits to business.
Weakness:
It takes long time that is not much effective for business and sometime employees does
not satisfy with that results.
4. Effectiveness of employee engagement and relations
Employee relations refers to TESCO efforts to manage their relationships between
workers and employers. Encourage staff members and keep communicate with them is one of the
best way that help to build strong relations. It is very effective in way that supports employees to
be committed with their duties and stay loyal to organization. Effectual ER are based on
communication between employer and workers that resolve workplace issues and help to
measure employee morale and satisfaction. By building good relationship with staff members
company will also enhance employee engagement in which worker feel passionate about its
duties and put discretionary effort into their performance. EE is very effective method that
improve efficiency and productivity and retain consumers with firm at higher rate that make
more profits for business. Both employee relations and engagement give benefits to company
that build their position in marketplace better than others at higher level.
Adoption of flexible organization and flexible working practice-
Flexible organization system is one which workers will easily adapt their consumers
needs efficiently and complete their work on time. On the other side flexible working practice
refers to work which is generally considered part-time when workers are contracted to work
anything less than full-time hours. Thus, if TESCO adopt both these systems in their business
they will gain competitive advantages that build their position at higher level in marketplace. In
contemporary world flexibility is business structure is very important that enhance
competitiveness and improve efficiency. If company set their schedule include more flexible
program it makes easier for their workers to lead personal lives that are more fulfilling. It builds
better team that help to achieve firm goals and objectives. Limber organization and working
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pattern will grow firm business faster than rigid company, because it always seeking methods
and processes that work better than those it currently has. Within including both programs in
work structure TESCO will identify more opportunities in environment and they will garb
advantage of these opportunities. If they are flexible it will accommodate their workers schedules
and needs which means that employees have healthier work life balance and they will be more
satisfied with their duties. Whole these efforts support for retaining and enhancing all the staff
members with company for longer term.
Importance of employee relations-
Employee relations is one of the most essential factors which either spoils or improve
relationships among workers. It also improves productivity of TESCO business that increase
their profitability more than another. ER is one of the functions of HR that is very important to
manage or operate effectively (Niskanen, Louhelainen and Hirvonen, 2014). It is necessary
because organizational success and Human resource strategy depend heavily on engagement and
productivity of firm's work force. Build good employee relationship in company HR maintain
healthy and good professional and personal connections among all workers. It is necessary for
retain employees with the TESCO for longer time that increase their profits margin and develop
business more and more.
Employee relations impact on HRM decision making-
Human resource manager hire new candidates in TESCO and provide training to them for
developing or improving their skills. Thus, they have to build good connection or relationship
with their employees which help to retain them for long term period. It influences HRM
decision-making process very much, if they want to make organization stronger they have make
effective plans or strategies (Popescu, Comanescu and Sabie, 2016). In firm if relationship
between employer and workers are not good at that moment HRM make plan that resolve issues
at workplace and improve relations in better way. On the other side if connection among both of
them are good or healthy is effects their decision-making functions positively and they create
more strategies for betterment. These complaints often bring in form of problems with manager
and co-workers. Thus, to improve employee relations in TESCO this department helping workers
for feeling comfortable as possible in workplace by resolving issues and create healthy
environment.
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5. Key areas of employment legislation
EL is law that governs employment within workplace with every one who are working in
organization. It effects employees, employer and union directly and it exists to regulate relation
between workers and business. By following with relevant legislation TESCO and their staff
members will ensure that their hiring procedure, dismissal program and workplace as whole are
fair for every person.
Legislation in workplaces-
 Fair Work Act 2009- In this law government passes all the rules and policies that
provide each workers their rights when they are working in any organizations. It is one of
the key areas of employment legislation include common wealth statues governing
employment of mature age employees (Tsai and et.al., 2015). It offers for conditions and
terms of employment and sets out responsibilities and rights of workers, employee and
employers companies in relation to that state. In related with this Act TESCO must create
its policies or strategies according to Fair Work Act 2009 that help to run business
effectively or smoothly. According to that procedure organization provide all the workers
fair work treatment and pay them accordant to their work that enhance them with the firm
for longer. Firm must give rights wages to workers as per regarding their performance in
workplace. It ensures employees and employer both that company hire them within the
right process.
 Health and Safety Act 1974- It is an Act of UK parliament that as of 2011 defines
fundamental authority and structure for encouragement, enforcement of workplace health
and regulation, welfare and safety etc. this Act define general duties on workers,
contractors and employers, suppliers of products and substances for using at work.
TESCO must work according to this Act that helps to assure employees organization
focusing on their health and safety stages (Stone and et.al., 2015). HRM role is to provide
training session and coaching to all the staff member in context of safety at workplace. At
work areas firm has to implement fire equipment or tools which is very useful during fire
incidents. The main duty of human resource management is to arrange all the health and
safety tools for ensuring, so far as reasonably practicable, handling, safety and absence of
risks to health in connection with use, storage and transport of nonfiction and substances.
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Organization will follow all the stages and procedure of this Act that retain customers and
employees with them and it will increase their profitability and productivity.
TASK 2
1. Job specification for Human resource manager
Job title- Human Resource Manager
Reporting to- Operation manager
Location- 221 B, Baker's street London, UK
Responsibilities and duties-
 Needed to be able to develop, motivate workers in how they work, they have to be able
to recognize what kind of individual who suit to certain job available on TESCO.
 They must have ability of conduct good communication skill in directing or transferring
information to higher authority whether to other staff members of different departments.
 Must be able to know how employees will react to certain input of plans or strategies.
 Have ability to deal with workers or customers effectively and managerial in way.
 Must take good perception and logic decision.
Academic qualification-
 Bachelor in HRM
 Masters in HRM
Work experiences-
 3 Year experience
2. CV
Name- John Benson
Contact No- 9568458752
Address- 221A, Berkelium street, UK
Email ID- [e-mail]
Qualification-
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 Master's in Business
 Bachelor's degree in business
 Master's in HRM
Work Experience-
 3 Years working experience in IT company.
Skills-
 Recruiting
 Employee relations
 Team work
 Good communication
 Innovative skills
 Verbal skills
3. Documentation of preparatory notes for interviews
 Collect all the documents before going for interview in TESCO.
 Identify business functions and activities of organization.
 Carry pen and note book.
 Get some overview about firm.
 Carry on copy of resume
 Copies of references list
 Portfolio of work
 Pass port size photo
 Academic certificate
4. Job offering to selected applicant
Job Offering letter
To,
9

John Benson
London, Untied Kingdom
Subject: Letter of Appointment for Human Resource Manager
Respected Ms, John,
We are pleased to offer you employment in our organization TESCO in ability of HRM starting
of your job on 22 March, 2019. You will be on probation for a period of three months which
has been reduced or further extended at directors of organization. Your salary will be $6000/-
per month inclusive of all benefits. Please sign on duplicate copy of this job offering letter as
prof of your acceptance.
We are happy that you will be working with our office and look forward to your growth and
success.
Form,
TESCO director
Date: 1 March 2019
5. Document and process of recruitment
Master's degree, academic education documents, bachelor's degree are some important
documents which candidates must carry with them during process of recruitment. This procedure
has been completed by following all the stages such as,
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Illustration 2: Recruitment process
(Source: Recruitment Process: 5 Steps
Involved in Recruitment Process, 2018)

 Recruitment planning: Planning is the first step of hiring process, it involves to draft
comprehensive job description for vacant posts in TESCO, outlining its minor and major
responsibilities; experience, skill, needed qualification; level and grade of pay; starting
date; whether permanent or temporary and mention of particular conditions, if any,
attaches to job to be filled.
 Strategy development: after knowing how many with what qualifications of applicants
are required, the next step is suitable strategy for recruiting candidate in TESCO. It
considered include issues like whether to prepare needed candidates themselves or recruit
if form outside.
 Searching: In this step includes attracting job seekers to TESCO, there are broadly tow
sources using to grab the attention of new applicants, first is internal sources and second,
is external sources.
 Screening: It is beginning point of recruitment that is considered as integral part of
selection. The main reason being selection procedure begin only after applications has
been shortlisted and screened.
 Evaluation and control: salary of recruiters, administrative expenses, cost incurred in
recruiting unsuitable candidates are costs generally in-current in recruitment process.
6. Evaluation of recruitment process
Employing the right and qualified candidates in TESCO is one of the most essential
function of HRM. It is very necessary to have effective recruitment procedure to attract correct
kinds of workers in business needs. Human resource manager make cost effective as well as time
effectual plans that give benefits to organization.
CONCLUSION
This report discussed about Human resource management that helps firm to manage
whole functions and activities. It has been concluded purpose, responsibilities and role of Human
resource function that is beneficial for business. It includes approaches for each function of HR
and discuss their strength and weaknesses. This unit reflect effectiveness of employee relations
and employee engagement in TESCO that effects on HRM decision making process.
Furthermore, it discusses employment legislation which has been followed by firm for running
its business effectively or smoothly. It involves CV, Job specification, documentation of
preparatory notes for interviews and job offering letters made for selected candidate.
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REFERENCES
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Albrecht, S.L. and et.al., 2015. Employee engagement, human resource management practices
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Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
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.
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.
Niskanen, T., Louhelainen, K. and Hirvonen, M.L., 2014. An evaluation of the effects of the
occupational safety and health inspectors’ supervision in workplaces. Accident Analysis
& Prevention. 68. pp.139-155.
Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on
environmental performance: An employee-level study. Journal of Business
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Ployhart, R.E. and et.al., 2014. Human capital is dead; long live human capital
resources!. Journal of management. 40(2). pp.371-398.
Popescu, G.H., Comanescu, M. and Sabie, O.M., 2016. The role of human capital in the
knowledge-networked economy. Psychosociological Issues in Human Resource
Management. 4(1). p.168.
Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice implementation: The
critical role of line management. Human Resource Management Review. 24(3). pp.271-
281.
Stone, D.L. and et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
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Tsai, Y.W and et.al., 2015. The impact of smoke-free legislation on reducing exposure to
secondhand smoke: differences across gender and socioeconomic groups. Tobacco
control. 24(1). pp.62-69.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
Online
Performance management processes and best practices. 2018.[ONLINE].Available
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