Human Resource Management at Tesco: Functions and Practices

This report examines the application of Human Resource Management (HRM) principles within Tesco, a British multinational retailer. It begins by defining HRM and its core functions, emphasizing its role in workforce planning and resource allocation. The report then analyzes different recruitment and selection approaches, comparing their strengths and weaknesses, with a focus on the practices employed by Tesco. Furthermore, it evaluates the benefits of various HRM practices, such as training and development, recruitment and selection, and reward systems, for both employers and employees, demonstrating their impact on organizational performance. The report also assesses the effectiveness of these HRM practices in enhancing organizational profit and productivity, highlighting the importance of employee relations and the influence of employment legislation on decision-making within the company. Finally, it provides examples of how HRM practices are applied in the workplace, offering insights into how Tesco manages its workforce to achieve its goals.

Human Resource
Management

INTRODUCTION
Human resource management is defined as a framework that consist of recruiting,
selecting, inducting individual, providing training and development as well as motivating
employees within an organisation. It is a process of developing employees in an effective manner
so that they become more value able to an organisation (Foster, 2014). This department is
responsible for creating and putting into effect of overseas policies and procedures of governing
workers and relationship of employees with an organisation. In this report, organisation chosen is
TESCO; it is a British Multinational general merchandise retailer in England, United Kingdom.
This report is going to analyses function and purpose of HRM, which are effective as well as
applicable within workforce planning. Moreover, identifying recruitment and selection
approaches in selecting a candidate along with it strength and weakness. Evaluating Human
resource practices how the benefit to the both employer and employee within organisation and
determining an organisation profit and productivity. Additionally, analysing importance of
employee relationship influencing HRM decision-making and key elements of employment
legislation and its impact on decision within organisation. Furthermore, illustrating various
application of HRM practice towards work related with specified examples.
TASK 1
P1 Purpose and function of HRM applicable workforce planning and resourcing an organisation
In an organisation, human resource management is termed as one of the important
department in carrying out business activeness has and function. It consist of purpose and
function of human resource that help an organisation to perform task and activities in an
appropriate manner.
Purpose: The purpose of human resource management is to crate job opportunities and
deal with the job holders that are the employee of an organisation. It is the duty of human
resource manager to identify right person for a particular job with consist of job description and
specification (Pattanayak, 2018). It also consist of internal employee’s engagement that help in
increasing productivity of employee’s performance in order to improve quality of an
organisation. For such purpose TESCO are implementing necessary policies for their employee's
so that they can have more effectiveness towards achieving gaols and objectives of an
organisation. Moreover, they are conducting training and development as well as induction
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session so that both new and existing employee feel comfortable and carry out their task without
any hesitation.
Function of human resource management: Human resource function play is a pivotal role in
within an organisation. It help in generating proper planning and organising resource in an
effective manner so that aims and objectives of an organisation can be achieved.
(Source: Functions of HRM, 2019)
Managerial function of human resource management: Managerial function are referred to
those function, which help in planning, organising, directing and controlling of personnel within
an organisation (Armstrong and Taylor, 2014).
Planning: It is the first and effective function of management. It is process of thinking
how gaols and objectives can be achieved. For such purpose, mangers of TESCO are developing
rules and procedure, forecasting techniques in order to reduce shortfall of workforces.
Organising: It is process of organising every activities in a proper manner to avoid
confusion and conflicts. The manager are providing specific task, establishing department and
vision, delegating authority to members so that there is proper coordinate between members.
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Illustration 1: Functions of HRM

Staffing: It help in employing right people at right time with proper training and
development session. It help mangers of TESCO to set up performance standards, measuring and
evaluating employees in an effective manner with its skilled and talent workforce.
Directing: This function describe knowledge, discipline and formal way of
communication within an organisation. This indicates that TESCO are meeting their goals and
objectives with its skilled employees by getting work done through others. Motivating
employees to use their skill and qualification in order to strive for better performance.
Controlling: help mangers of TESCO to analysis’s standard performance of their
employees with the actual performance by conducting performance evaluation for appraisals.
Operative functions: It plays an important role with an organisation at it help in building good
team of working professional for operating business activities. The function are as follows:
Development: Development is acquisition of human resource within an organisation.
Herein, the mangers of TESCO need to hire skill full and talent individual for their business
operation so that their motive can be fulfilled. In a manger they can cope up with the changing
world, organisation need upgraded employees.
Compensation: Within an organically every one works for the purpose of benefit. It is
responsibility of mangers to provide equitable compensation for the same level of quality of
work of each employees.
Motivation: Motivation play is an important role within an organisation. The mangers of
TESCO need to motivate its employees and staff members so that they can utilise their
maximum skills in accomplishing gaols and objectives of an organisation in an effective manner.
Thus, both purpose and function of human resource management help an organisation to
achieve its goals and objectives in competitive marketplace within stipulated period.
P2 Strength and weakness of different approaches to recruitment and selection process
In an organisation, recruitment and selection process is one of the most important aspects
in hiring right candidate so that a vacant job position can be fulfilled and business goals and
objectives can be achieved in an effective way.
Recruitment: Recruitment is a process of to find out the right candidate that are suitable
for the organisation as well as fulfil the vacant position. It help in identifying job vacancy,
analysing job requirement, reviewing application, screening and selecting the right candidate.
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Selection: Selection is the process of finding right candidate who is suitable for the
vacant position within an organisation (Bratton and Gold, 2017). It is a process of interviewing a
candidate and evaluating their qualities, skills and knowledge that are required for a specific job
by choosing right and appropriate candidate.
Approaches of recruitment and selection process
Personalised recruitment approach: The recruitment and selection process is personalised one.
It indicates that an organisation like to know about candidate their work experience and their life.
In this manner manager of TESCO can maintain a positive relationship with the candidate that
will benefit both organisation and an individual. Personal selection is been a basis process for
choosing an appropriate candidate.
Strength: The strength of personalised recruitment approach is that a candidate is well
known by the recruiter, which creates a positive impact in selecting a candidate. In this way an
organisation can hire know candidate that will reduce the number of fraud candidate.
Weaknesses: In case of personalised recruitment and selection approaches is that an
organisation does not go for other candidate who may be more skilful and talented that know
candidate. This may create negative impact on organisation in competitive marketplace.
Systematic recruitment and selection approach: In an organisation for every job, position there
should be proper systematic recruitment approach. It help mangers of TESCO to heir fresh and
talented candidates so that business objectives can be achieved. It beings with accurate job
description that include detailed information of a particular job. It is based on systematic
evaluation of person and professional values, interpersonal skills, problem solving ability,
attitude of a candidate that are congruent with organisation value and objectives.
Strength: The strength of systematic recruitment and section approach is that a proper
systematic manner is followed in selecting the right candidate at right time. It provide a detailed
information about a job designation to a candidate. It also provide benefit of having new and
skilled employees within an organisation.
Weaknesses: The weakness of this approach is that it is time consuming and lengthy
process as costly process of selecting and recruiting a right candidate. For such purpose, mangers
of human resource department need to have proper allocation of so that best candidate can be
selected.
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Thus, from the above approaches the mangers of TESCO are selecting systematic approach of
recruitment and selection process. So that they can have, fresh and skilled full candidate so that
their business goals and objectives can be achieved within stipulated period.
TASK 2
P3 Benefits of HRM practices within an organisation for both employee and employee
Human resource practice help manager of an organisation to work in an appropriate
manner so that it can increase the productivity and profitability within an organisation. The
different human resource practices that are adopted by the mangers of TESCO that benefit both
employer and employee are determined below:
Training and development: In an organisation training and development is defined as a
subsystem of organisation that emphasise on improvement of an individual performance or
groups. Training is an education process, which consist in sharpening skill, knowledge in order
to enhance the performance of employees. Proper training and development helps to enhance an
employee that eventually helps an organisation to improve.
Employer: Training and development help employer of TESCO to formulate proper
strategies and programmes in an effective manner so that organisation gaols and objectives can
be attained.
Employees: In context to employees training and development are benefiting employees
of TESCO in enhancing their skills, capabilities and competencies so that they can carry out their
work in an effective manner. In this way, employees are increasing productivity and profitability
of respective organisation in competitive marketplace.
Recruitment and selection process: Recruitment and selection process is defined as frame work
through which best individual are selected among pool of candidate for a particular job position.
Employer: Recruitment and selection process of TESCO are benefiting employer of an
organisation in achieving aims and objectives of an organisation so that their they can create
appropriate job vacancy.
Employee: The recruitment and selection process of a TESCO are providing benefit in
employee so that they can perform their roles and responsibilities with appropriate guidance.
Moreover, acknowledging the rights and duties of an individual so that they can achieve their
targets in an effective manner.
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Reward and evaluation system: In an organisation rewards plays an important role. Mangers of
an organisation need to evaluate the performance of employee’s s very fairly and consciously.
Employer: This human resource practice benefits an employer in providing rewards for
the outstanding performance. Such employer of TESCO need to execute different preforms as
well as maintain the workplace so that every activities can be carried out in an effective manner.
Employees: In context of employees, the mangers are need to evaluate the performance
of employees in an effective manner so that they can reward their employees in an effective
manner. So that employees feel motivated and perform their wok their role and responsibilities in
an effective manner.
Thus, the above mention are the human resource practices that benefit both the employer
and employees so that business goals and objectives can be achieved within stipulated period.
P4Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
Haman resource management aims to maintain good relationship between the employer
and employee within work place. The effectiveness of this relationship help to increase the profit
and productivity of an organisation in competitive marketplace (Briscoe Tarique and Schuler,
2012).An effective human resource management help an organisation to reduce employee
turnover as excess of employee turnover may hamper an organisation performance.
Raising effectiveness of organisational profits: If an organisation is, adopting right
process of selecting and recruitment process that it may result into have right and appropriate
candidates who can work towards the achievement of gaols and objectives, which may also lead
to increase probability in competitive marketplace. Moreover, if the mangers of TESCO are
providing proper training and development and session to their employees as well as staff
members so that they can increase productivity of an organisation as well as help an organisation
to increase their revenue in marketplace.
Raising effectiveness of organisational productivity: In an organisation, productivity of
their business operation and function can be increase if there is proper flow of communication
and coordination among both employer and employees. The respective organisation are
providing appropriate training and development session to their employees so that they can
increase their knowledge and enhance their productivity towards their work so that targets and
gaols can be achieved in an effective manner. It is the responsibilities of mangers of a respective
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organisation to maintained a peaceful working environment so that employees feel comfortable
in carrying out their works, such there is no confusing in communicating process or conflicts
among employees. Thus, a peaceful environment an organisation can increase their productivity
in competitive marketplace as well as attain sustainability for longer duration of time.
Thus, the above mention is the effective towards raising organisation profit and
productivity of an organisation in competitive marketplace. In this way, an organisation is able to
achieve it gaols and objectives within stipulated period.
TASK 3
P5 Analysing importance of employee relation and its influencing in HRM decision-making
Employee relation refers to an organisation efforts in order to create and maintain
positive relationship with employees. This relationship creates an environment where employees
feel comfortable with each other in a healthy workplace. A healthy employee relation have a
close connect in improving productivity and reducing employee turnover. There are some of the
importance of employee’s relation that influences human resource management in decision-
making process are as follows:
Increase productivity: If in an organisation, there is strong employment relation that
creates a pleasant atmosphere within the working environment. It help to increase motivation
level among employees as well as morale that help human resource management of a respective
organisation to take an appropriate decision that is beneficial for an organisation.
Reduces conflicts: When in an organisation working place is efficient and friendly in
nature that the extent of conflict reduces. Less conflicts and miss confusion among employees
lead to concentrate more of achieve of gaols and objectives. On their other hand, it help to
increase productivity so that effective and appropriate decision can be taken which will help an
organisation to increase its productivity.
Increase morale value: If in an organisation if employee feel safe, secure, have confident
on their work performance, and thus deliver their best. In this manner, an employer and
employee are able to create both professional and personal relation with each other. Moreover, it
is necessary for an organisation to have moral value so that management work become easier in
taking effective decision that will influences in positive decision that will beneficial them to have
sustainability for longer duration of time.
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Teamwork: In in organisation both employer and employees work together that will
lead to create a dynamic team. The human resource managers of TESCO ensure that every
employee are working together so that their goals and objectives can be achieved. Thus, in this
manner bothy employer and employees feel comfortable, share their views without any
hesitation, and perform their best.
Thus, the above mention are the important factor that are influencing the human resource
management in taking appropriate decision, which is beneficial for an organisation in an
effective manner.
P6 Key elements of employment legislation and its impact upon HRM decision-making
Employment legislation is a framework that governs norms and regulation regarding
employees within workplace. It is necessary for each organisation to have relevant employee’s
regulation for both employer and employees. This also help in selecting right and appropriate
candidate within an organisation so that equality is maintained within an organisation.
Anti-discrimination act: An anti-discrimination helps an organisation in preventing
favouritism within a workplace. It means that each employee are treated equally and fairly
without any discrimination. The mangers of TESCO are hiring and selecting right candidate for
their business operation. Herein, they are not discriminating their employees and compensating
their employees according to their working criteria. If an organisation fails to meet up with the
cat, which are formed by government, they are abided with penalties imposed by government.
Leave provision: This acts crate benefits to employees such as to take up leaves up to 12
week of unpaid leaves. The employees are entitled with job security during their absence until
their health does not recover. Herein, the mangers of human resource management are providing
certain benefits to the employees of their organisation as well as ensuring health and safety of
employees so that they can perform their best in an effective manner.
Minimum wage act: In this act, government has decided certain law regarding payment
to employees and staff. Mangers of respective organisation are ensuring that each employees are
paid according to their qualification that are normed by government rules and regulation. Thus,
they are not creating any kind of discrimination among employees. If mangers fail to do so then
they will be abided to certain penalties that are imposed by government.
Equality act: Equality act help an organisation to treat each and every employee very
fairly and appropriately within workplace. For such purpose mangers of an organisation are
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treating their employees and staff members equally without any biasses such as sex, religion etc.
thus, in manner an organisation are able to maintain equality among employees with workplace.
Thus, the above mention are the key legislation that is necessary for an organisation to
adopted with their business operation so that effective result can be achieved within competitive
marketplace.
TASK 4
P7 Application of HRM practices in a work-related context
Human resource management of a company implemented a number of HRM practices that
help in developing and maintaining a workplace more effectively. It includes providing
employment to most eligible people at workplace, and then provide apprenticeship training to
make them familiar with business and more. In context with TESCO, as it operates business in
number of countries in very well manner. But currently it faces issues related to changes in trend
of marketplace. Therefore, to update business with latest trends, its HR manager decide to hire a
new marketing manager in one its branch at London. For this purpose, documents required
inviting interested applicants then procedure to hire the same are given as below:
JOB DESCRIPTION
Organisation Name: Tesco
Post: Manager
Department: Marketing Department
Roles and Responsibilities
 Determine latest trends of marketplace to develop better policies for changes in
business strategies and run business effectively.
 Develop coordination among marketing team members to perform their role and give
appropriate guidance to them.
 Report programs related to milestones.
 Resolve issues, which may occur during running a campaign of new project.
Required Qualification
Management degree in marketing field from affiliated university
Graduation degree of any faculty
Experience required
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More than 10 years
Job Specification
For the role of Marketing Manager
In TESCO
Academic qualification
 Masters in marketing management from a highly affiliated university.
Core skills
 Consumer insight
 Broad level reporting
 Lead generation
 Brand positioning
 Social media marketing
Experience
 Minimum experience of 8 to 10 years in marketing
Physical appearance
 Smart, Confident and age between 40-45
Curriculum vitae
Name: abc
Address: 15/6, Horror Street, 15h floor Avenue Society, London
e-mail id: [e-mail]
Contact No.: 0787659009480
Objectives:
Seek to work in the field of marketing to show my efforts for increasing presence of a company
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