HRM Practices, Recruitment, and Selection in Tesco Plc Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco Plc. It begins with an introduction to HRM, defining its purpose and functions, and highlighting its significance in achieving organizational goals. The report then delves into the recruitment and selection processes employed by Tesco, comparing the strengths and weaknesses of internal and external recruitment methods, as well as different selection techniques like interviews and psychometric tests. The benefits of various HRM practices are explored, focusing on their impact on both employees (motivation, skills improvement, rewards) and employers (new talent, knowledge exchange, maintaining relations). Furthermore, the report assesses the effectiveness of different HRM practices in raising organizational productivity and profit, emphasizing the importance of HRM in staff management and development. The analysis includes macro and micro factors influencing HRM decisions related to employment legislation. This report highlights the core components of HRM and their impact on the success of Tesco Plc.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human Resource Management is the practice of recruiting, hiring, deploying and
managing the employees of the organisation. It is the department of the business organisation
that looks after the hiring, management of staff members. HR department of the organisation is
said to be the essence of the organisation as effective management helps to gain competitive
advantages in the marketplace (Brewster, Chung and Sparrow, 2016). This present report is
context to Tesco Plc which is one of the strongest leading retail company in United Kingdom.
Company was founded in 1919 by Jack Cohen. Its headquarter is located in England and there
are 6800 shops with 450000 employees.
This present report will preen the role of human resource management in the Tesco plc. It
will discuss the purpose and scope of human resource management in terms of recruiting an
organisation with talent and skills. Further, report will also explain the strength and weaknesses
of various approaches to recruitment and selection. The effectiveness of core components of
HRM will also be discuss in this assignment. Moreover, the macro and micro factors that
influences the decision making of human resource management regarding employment
legislation will also include in this study report.
LO.1
P.1 The purpose and the function of Human resource management.
Human resource management : Human resource management is the process of hiring,
recruiting, managing and deploying the employees in the organization to accomplish the
organizational goal. It defines the duties of an HR manager.
Purpose of Human resource management
Human resource management is beneficial for the both employees and employers to
achieve the organizational goal and objective efficiently and effectively. The purpose of HRM is
as follows :
Direct employees : The purpose of HRM is to direct the employees in the organization
toward the common goal and share the values and belief in the organization. Tesco direct their
employees to achieve the mission and become the world largest retail company and beat the
competitors in the market (Glaister and et.al., 2018).
Manage the functional activity : The purpose of HRM is to regulate the different
department in the organization and analyse the requirement of the manpower in the organization.

Human resource management in Tesco regulate each department in the organization and find the
area where they need the human resource (Keegan, and et.al., 2018).
Follow ethical and legal aspect : The purpose of Human resource management is to
attend all issue related to the legal, social and ethical environment. Tesco provide the safe and
secure product to there customer and always make sure about the ethical aspect. They provide
safe and secure environment and fair wages and salary to their employees.
Function of Human resource management
Recruitment : Recruitment is the process of hiring new employees to the organization
according to the requirement and need of the organization. Tesco follow the internal and external
recruitment process to hire new employees in the firm (Beer, Boselie and Brewster, 2015). They
fill the vacancies within the firm by promoting and transferring the employees to boost up their
morale. The recruitment process carry the new talent in the organization which have the latest
technology knowledge and the experience of work on it.
Selection : HR manager select the right person for the required job role among the
number of applicant. There are different format to select the right candidate like the direct
interview, written exam etc. Tesco select the employees on the interview basis and provide the
opportunity to the employees to explore themselves.
Training and development : Human resource management in the organization is
responsible for regulating the performance of the each department employees and providing
training and development program according to the requirement of the organization. Tesco
provide on the job and off the job training to the employees. They hire the employees and train
them to adopt the environment and learn the way to complete their task. They also train the
existing employees to learn new skills and knowledge to improve their work efficiency.
Employee relation : The function of HRM is to maintain the relation between the
employees and employer. Tesco provide the proper training program to the employees to manage
their work and understand the values and belief of different culture in the organization. Cultural
diversity is the biggest issue in the organization which create the conflict in the firm. Tesco
communicate the proper guideline and duties of the employees to reduce the conflict in the
organization (e Cunha, and et.al., 2019).
Legal responsibility : The function of HRM is to interpret and enforcing the various law
in the organization like the employment law, fair wages law, work hour requirement, equal

employment opportunity etc. Tesco provides the fair wages and equal employment opportunity
to the employees so they feel valued in the organization.
P.2 The strengths and weakness of different approach to recruitment and selection.
Recruitment
The recruitment aim for creating an employment opportunities for numerous interested
candidates. The process of recruitment followed by Tesco group plc can be accomplished in two
ways. They are :
Internal recruitment - The internal recruitment is associated with filling of vacant job position
from available existing employees (Evans, 2015). The Tesco group is executed by internal
advertisement, re-employment of former employees, transfer and promotion.
Strengths
 This method is cheap and quick to operate by the company Tesco plc.
 The people are familiar with company and in no time they get familiar with the job role
and position assigned to them.
 The Tesco motivates their existing employees by creating growth opportunities within the
company.
 The strengths and weakness of employees already working with Tesco is known to the
management personnel.
Weaknesses
 The applicants which have applied in Tesco and have potential attains very less or limited
opportunity for getting selected.
 The company lacks of new ideas in Tesco which is the biggest weakness face by the
company.
 This creates another vacant position in Tesco plc when hiring existing employee in the
company and that vacant position need to fill by them (Cavanagh and et.al., 2017).
External recruitment – The recruitment under this method is selecting suitable applicant from
outside the business entity. The external recruitment is operated by job consultants, job portals,
waiting list, recommendation, campus placement, job fairs, walk in directly and job seminars.
Strengths
 The new employees brought range of experience from outside and this is beneficial for
the Tesco for accomplishment of organizational goals.

 New and innovative ideas brings with the employees for company Tesco for attaining
growth and success (Ustundag and Cevikcan, 2017).
 The best candidate choose by Human resource department for Tesco's vacant position to
increase profitability by availability of applications.
Weaknesses
 This is an expensive method and increase the operating expense of the company Tesco
plc.
 The external recruitment is a lengthy process and very time consuming which delays the
work of organization.
 The new hired employees need training for working in Tesco which increases the cost of
training.
Selection
The recruitment is process of hiring the best qualified person for the vacant job position.
The selection is generally done in Tesco by :
Interviews – This method of selection asks questions for interview and interviewer analysis on
rating scale.
Strengths
 The expectation of company with candidate and role need to be performed by employee
is specified clearly at this stage for future misinterpretation and discrepancies.
Weaknesses
 This method is costly as well as time consuming for which Tesco need to bear additional
expenses (Kao, Tsaur and Wu, 2016).
Psychometric tests – This is concerned with different techniques of psychological measurement
of Tesco group plc.
Strengths
 The strength of this method is that this brings an opportunity to understand skill and
personalties of employees before joining which helps the management personnel
regarding allotment of task.
 The standardized format enables fair and equal treatment which motivates employees.
Weaknesses

 The true and fair picture of employees is not represented by this test which is the biggest
weakness this method of selection face.
LO.2
P.3 The benefits of HR practices to the employees and employer
There are different kind of HRM practices which was followed by the organization for
the smooth running of business and provided benefit to the both employer and employees in the
organization (Kasemsap, 2015). HRM practices include to train the employees, provide
challenging roles, promote team spirit, attract the new talent toward the organization etc.
Benefit's to the employees
Motivate the employees : The HRM practices motivate the employees to achieve the
target of the organization and provides ample opportunity to use their skills and knowledge in the
organization to improve their work efficiency. Tesco organize various motivational program like
campaign, events and talent show to boost up the morale of the employees.
Skills improvement : The various training and development program improve the skills
of the employees and provide them growth opportunity in their career like promotion, job
increment etc. Tesco use the on the job and off the job training program to improve the skills and
knowledge of the employees such as training on the use of new technology and equipment, work
in cultural diversity etc.
Rewards and incentive : HRM practices evaluate the performance of each and every
employee in the organization and provide reward and incentive according to their performance.
The reward and incentive can be in monetary and non – monetary term (Xing, and et.al., 2016).
They set some standard to measure the performance of the employees and also use different tools
like key performance indicator, benchmarking, balance score card, 360 performance feedback
etc. Tesco use different method to reward the employees like providing tour plan, free lunch,
incentives etc.
Benefit to the employer
New talent : The HRM practices is also benefited to the employers. They bring the new
talent in the organization via recruitment and selection process. In regular interval basis Tesco
hire new employees for the different department like the operational, marketing, HR, research
and sales and distribution department so they can bring the skilled workers in each department
and improve the efficiency of the organization (Milliman and Clair, 2017).

Exchange of knowledge : The HR practices in the organization support the employees to
exchange their values, ethics, belief and knowledge in the organization so they can minimize the
conflict in the company. Tesco use different methods to exchange the knowledge and values like
share same place for lunch, office tour program so the workers can spend time together and
understand each other. It also help to reduce the conflict in the organization.
Maintain the relation : HRM practices help the organization to maintain the relation in
the organization and regulate each department work so they get the knowledge about the
manpower and the requirement of resources in the organization. Human resource management
appoint the HR manager to regulate the human resource in the organization and their activity and
maintain the relation between the employer and employees. Tesco use communication method to
maintain the relation. They timely communicate with the employees to understand their problem
and requirement and help them to solve their problem. It help the manager to maintain t he
relation in the business environment.
P.4 The effectiveness of different HRM practices in terms of raising organisational productivity
and profit.
Human Resource management is the key to achieve success within organisation. The
main purpose of HRM is to plan, create and administer programmes and policies that is designed
to make expeditious use of the human resource of the company. The HR managers of Tesco are
highly concerned with the people at workplace as well as their relationship within an enterprise
that results in raising profit and productivity at Tesco (Kellermanns, 2016). They also make
impressive utilisation of workforces, desirable working relationship among all the employees of
the company along with maximum development of individual.
Recruitment and Selection: This is one of the fundamental functions of human resource
management of all the organisation irrespective to their size, scale and scope. Staffing stressed
on hiring and selection of employees of the company. The procedure to invite qualified
individual by advertising the vacant job position in the company is called as recruitment. Tesco
advertise their job vacancies on newspaper, television, social media etc. The HR managers of
Tesco hire the employee both from internal and external sources. Once the process of hiring is
completed, the process of selection starts where right person for right job is selected that result in
raising the profitability at workplace.

Planning of Human Resource: This is also one of the important function of human
resource as through planning organisation used to design the workforce working within
organisation. HR managers at Tesco determine the number as well as type of candidates required
to achieve the set goals and objectives (Türk, 2016). With the effective planning of workforce,
Tesco could have effective workforce within organisation that helps in gaining competitive
benefits at workplace.
Training and Development: This is also one of the most important function of human
resource management as it allows employees to raise the skills and knowledge of the employees.
Tesco PLC conduct training on regular basis in order make the workforce talented. In addition to
this, training and development keep the employees motivated and satisfied and it also reduced
the employee turnover.
Employees Engagement: Employees engagement is also very important to gain
competitive advantages in the business environment. By providing training opportunities to
employees it allows employees to make relations with the staff of the company. Training also
allows people to participate having different culture and belief that results in effective employees
relations. The chances of conflict among employees is also controlled to the greatest extent
(Korff, Biemann and Voelpel, 2017).
LO.3
P.5 Significance of employee relations in respect to influencing the decision making process of
HRM.
Organisational success is depends on the employee relations and it is way to achieve
success. For the satisfaction of human and high productivity, it is quite essential to have strong
and powerful relations with employees. Tesco try to maintain the employee relations to the
greatest extent so that they can achieve the organisational goals and objectives. Here are the
significance of employees engagement and how if influenced the decision making process are as
follows-
Raising Productivity: Employee relations aids to raise the productivity of the company
as it aids in creating the enjoyable atmosphere within workplace (ZHANG, 2018). That
automatically results in raising the motivation level of employees and motivation is directly
connected to the employee's relation or workplace atmosphere. The profit of Tesco is increasing
with the highest rates and it is only because of high productivity.

Employee Loyalty: Loyal employees are the biggest strength of the company. By
creating or developing pleasant and enjoyable atmosphere in the organisation, employees feel
satisfied working with the company for longer period that boost loyal workforce. Employee
retention is increased by loyal workforce and the cost of recruitment and hiring is also reduced.
Employees becomes loyal only through employee engagement. Further, it also reduces the issues
of absenteeism at workplace (Kundu and Mor, 2017).
Reduction of Conflicts: This is also one of the most common issue that arouse at
workplace. But effective employee relation or engagement the chances of conflicts are reduced
which is quite important for maintaining discipline at workplace. The work environment of
Tesco is very friendly and efficient that results in reducing the conflicts or battle among
employees to the greatest extent. Pleasant work environment leads employees to focus on their
work and make it more productive.
Effective Communication: When creating and developing a work environment with an
effective network of communication, there is one key facto that is vital. It is to keep the door of
company open. Managers of Tesco regularly inform their employees that their door are always
open for any query, questions, complications, issues etc. to HR managers of the company. The
open door policy of communication leads to boost effective engagement of employees.
Retain customers at Higher Rate: It is very important to retain customers and keep
them attached to the company for longer period. If their were conflicts and battles among
employees it will affect the products and services provided by the employee to customers
(Askoul, Khan and Lalitha, 2016). For retaining more employees at workplace, it is important
that their must be proper engagement of employees. Loyal customer build brand reputation in the
market.
P.6 The key elements of employment legislation and its effect on HRM decision making.
Employment legislations are very important part of the organisation as well as Human
resources practices as managers have to considered this. It regulates the relationship between
employees and employers. It governs what employer can expect from employees, rights of
employees at work and what employers can ask employees to do. It is very important for
organisation to follow all the rules and regulations and consider these in their practice because
negligence leads to face heavy loss to the company and it will baldy affect the brand reputation
of the company (Ngo and Nguyen, 2016).

Here are the employment legislations which HR managers of Tesco considered in their
practices are as follows-
National Minimum Wage Act 1998: This is the act that denotes that it is very important
that managers should follows this act as it creates minimum wage across the country. The
minimum wage set by UK government is £7.83 per hour for workers aged over 25, £7.38 per
hour for workers aged 21 to 24, and £5.90 per hour for workers aged 18 to 20. Managers of
Tesco consider these wage line so that the basic needs of a person can be fulfilled. Thus, HR
managers of Tesco have to provide wages as per the act (Joung and et.al., 2015).
Working Time Regulations Act 1998: This law governs the time of the employees and
it applies to all the workers irrespective to their position and pay. The working hours set by UK
government is not more than 48 hours per week. In addition to this, it also stipulates daily rest
time, minimum breaks along with annual leaves. HR managers of Tesco have to plan the leaves
and should consider each aspects of laws.
Equality Act 2010: This is also one of the act that was enforces on 1st of October 2010.
This act governs that all the employees working in the company are equal and they are not
allowed to discriminate any person by his/her race caste, religions, gender or on any other basis.
Organisations have to pay equally, not sexual discrimination, no discrimination on their
disability. HR mangers of Tesco have already planned the policies and system which represents
equal opportunities to all the employees. This act covers the candidate who is applying for job to
former staff (Peppard and Ward, 2016). Thus, HR manager of Tesco have to consider this act
while hiring and selecting the candidates as well as at the workplace, it is because equality is the
essence of organisation.
LO.4
P.7 The application of HRM practices in a work related context and Rationale.
Rationale of Job Specification
Job specification is document that demonstrate the characteristics, qualification of
employees that is needed for satisfactory performance of defined duties as well as task
comprising a specific job or function. With the help of Job description it becomes quite easy for
recruiters to understand the qualification level needed to perform the specific job as well as it
also offer detailed of job responsibilities (Glover and Branine, 2017).
TITLE OF THE JOB HUMAN RESOURCE ASSISTANT

Date: 30:June:2019
REQUIRED QUALIFICATION ESSENTIALS DESIRABL
E
MET
Bachelor In human Resources Yes
REQUIRED EXPERIENCE
A Junior HR consultant (5 years) Yes
PERSONAL
CHARACTERISTICS
 Leaders
 Motivator
 Problem Solver
 Coordinator
 Communication Skills
 Change Adapter
 Technical Knowledge and
Skills
 Leadership
 Good Speakers
 Team Leading
 Innovative
 Flexible Personality
 Friendly
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
ROLES AND
RESPONSIBILITIES
 Conduct hiring,
recruitment and selection
of candidates
 Organize Training and
development
 Ensure the health and
safety of employees
 Employee relation
 Legal compliance
Yes
Yes
Yes