Human Resource Management Practices in Tesco: An In-depth Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a multinational retailer. It begins by outlining the purpose and functions of HRM, including recruitment and selection, training and development, and maintaining a healthy work environment. The report then evaluates the strengths and weaknesses of different recruitment approaches, such as internal and external processes. Furthermore, it explores the benefits and effectiveness of various HRM practices, including performance management, employee motivation, and the use of information systems and talent management. The importance of employee relations and the influence of employment legislation on decision-making are also examined. The report concludes with an overview of the application of HRM practices within Tesco, highlighting their rationale and impact on the organization's performance and employee well-being.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Purpose and functions of Human Resource Management ...............................................1
P2 Strengths and weaknesses of different recruitment and selection approaches..................2
M1 Functions of Human Resource Management...................................................................3
M2 Evaluation of strengths and weaknesses of recruitment and selection approach ............3
D1 Critical evaluation of merits and demerits of recruitment and selection approach..........4
TASK 2 .........................................................................................................................................4
P3 Benefits of different Human Resource Management practices to employer and employee..4
P4 Effectiveness of various human resource management practices ....................................5
M3 Various methods used in HRM practices.........................................................................5
D2 Evaluation of HRM practices and its applications...........................................................6
TASK 3 ...........................................................................................................................................6
P5 Importance of employee relations.....................................................................................6
P6 Important components of employment legislations and its influence on decision making7
M4 Important aspects of employee relationship management and employment legislations 8
D3 Critical evaluation of employee relations and application of HRM practices..................8
TASK 4 ...........................................................................................................................................8
P7 Application of Human Resource Management practices..................................................8
M5 Rationale for application of Human Resource Management ........................................10
CONCLUSION..............................................................................................................................10

INTRODUCTION
Human resource management is a process of managing workforce in an organisation. The
main responsibility of HR department is to recruit and select those candidates who are suitable to
meet the needs of the organisation. Human resource manager design training and development
programme in order to improve skills and knowledge of employees which results in improving
the performance of both the firm as well as its manpower. Skilled workforce assists in
attainment of goals and objectives of an organisation (Beck, 2011). In the present assignment,
chosen company is TESCO which deals in grocery. It is a British multinational general
merchandise retailer and its headquarters is located in Welwyn garden city, United Kingdom.
This report covers purposes and functions of Human resource management and strengths and
weaknesses of approaches to recruitment and selection. It also covers the benefits and
effectiveness of different HRM practices to both employer and staff and importance of employee
relation. Apart from this, important elements of employment legislation and its influence on
human resource management decision making are also covered.
TASK 1
P1 Purpose and functions of Human Resource Management
Human resource department is concerned about enhancing the performance of firm as
well as its employees in order to achieve goals and objectives of an organisation. The main
purpose of this department is to identify the needs of workforce in the company and fulfil them.
For proper utilization of resources, HR manager is hired in every organisation who is responsible
for the activities that are organised in an organisation. Appropriate training and development
programmes are designed in order to improve the skills and ability of workforce. It assists in
improving the motivation level of employees and they are able to perform well at workplace and
attain the objectives (DENG, ZHANG and LI, Y. 2013).
Human Resource Management functions:
Recruitment and selection: In this function, skilled and knowledgable employees are
recruited and selected in order to meet the requirements of the firm. In Tesco, definite criteria are
set for a particular job and candidates are selected as per the set standard. The main objective of
recruitment process is to attract skilled individuals and hire them to carry out all the activities
effectively. Firm used two types of process to recruit candidates, that is internal and external. In
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internal source of recruitment, candidates are hired from within the organisations. It saves the
resources of the company as it consumes less cost and time. This kind of recruitment increases
motivation level of employees and encourage them to perform well. In external source of
recruitment, candidates are hire from outside the organisation. It is an expensive process as it
consumes high cost and time. This kind of recruitment assists the firm in acquiring new talent
that provides competitive edge to the company and is able to compete in the market place and
attain higher growth and sustainability.
Training and development: In order to develop new skills and increase ability of
employees to perform well, training and development programmes are conducted. It helps in
increasing the performance of workers of Tesco and improve productivity of the firm. It assists
in improving skills and abilities of the workforce. From this, motivation level of employees is
increase and the perform well and achieve goals and targets. Training and development assists in
enhancing the productivity of both individual as well as organisation. It administer over all
development of employee that helps them in future. These programmes provide life long learning
to the individual.
Maintaining healthy work environment: It is the responsibility of Human Resource
manager to provide their employees, a good working surrounding so that they stay motivated and
perform well. Tesco administer good working surroundings to its workforce in order to improve
productivity and profitability of the firm. It also assists in maintaining strong employee
relationship. If the relation between management and subordinates is healthy and strong then,
employees feel free to share their thoughts and views that assists manager in decision making. It
helps in reducing conflicts at workplace. Healthy work environment encourage them to work
more effectively and attain common goals.
P2 Strengths and weaknesses of different recruitment and selection approaches
Recruitment and selection is an important process of every organisation. It helps in
selection of right number of employees at right position and time. This process fulfils the need of
manpower in the firm and skilled workforce are assistive in attainment of organisation's goals
and objectives. In recruitment process, candidates are encouraged to apply for current job
opportunity (Feng and et. al., 2014). The process used to recruit and select employees are as
follows:
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Internal process: In this, job vacancies are filled from the resources that are available in
the firm. No candidate is hired from outside the organisation. In Tesco, skills of the candidates
are identified and if it match the job criteria, they are hired for that particular position. In internal
process, candidates are promoted to the higher position on the basis of their skills and abilities.
The main advantage of this process is that it consumes less cost and assists in increasing
motivation level of existing employees. Major disadvantage of internal recruitment is that
chances of discrimination are high and it creates a sense of dissatisfaction among employees.
External process: In this, candidates are selected from outside the organisation and no
employee is selected within the firm. In external process, those candidates are invited who need
job to fill the application and individual with appropriate skills and abilities and who match the
required job criteria are selected to fill that vacancy. Tesco provides various job opportunities
and select suitable candidate for particular job. Main strength of this process is that it assists the
firm in acquiring new talent that helps to bring innovation and provides competitive edge to the
company (Fuhua, 2011). Weakness of this process is that it consumes high cost and time and
lower down the morale of existing employees.
M1 Functions of Human Resource Management
HRM functions includes recruitment and selection, managing employee relations,
training and development, orientation, maintaining healthy working environment etc. All these
functions helps in attaining goals and objectives of the business. It is necessary for an
organisation to select skilled and knowledgable employees so that firms can easily gain higher
profits. All these functions increase motivation level employees and they perform well and
attain objectives.
M2 Evaluation of strengths and weaknesses of recruitment and selection approach
The approaches of recruitment and selection includes internal and external process. The
main strength of internal process is that it consumes less cost and time as individuals are hired
from existing employees and weakness is that chances of discriminations are high (GU and
DENG, 2012). On the other hand, in external process, its major advantage is that new talent is
acquired by the firm that provides competitive edge and disadvantage is it consumes more time
and high cost.
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D1 Critical evaluation of merits and demerits of recruitment and selection approach
According to Huang, (2011) recruitment and selection process includes various
advantages and disadvantages. Internal source of recruitment is defined as a process in which
firm hire candidate within the organisation. It saves financial resource of the firm and increase
motivation among employees. Demerit of this process is increase chances of discrimination. In
case of external source of recruitment, candidates are hire from outside the organisation. It
provides advantage to the firm as well as some disadvantages also. Its main strength is
acquisition of new talent and weakness is, it lower down morale of employees.
TASK 2
P3 Benefits of different Human Resource Management practices to employer and employee
Activities related to human resource includes performance management process.
Different practices of HRM assists in carry out operation of the firm in effective and efficient
manner. Various human resource management practices are followed in Tesco that helps in
smooth running of its operations. Some benefits of HRM practices to employer as well as
employees are as follows:
Improves performance: Different practices of human resource management helps in
increasing the productivity of Tesco. Training and development sessions improve skills and
abilities of workers that assists in improving the performance of employees as well as firm that
leads an organisation towards the attainment of objectives. Improved performance results in
increasing productivity that ensures growth and sustainability of the firm. It enables the
organisation to offer high quality products to its customers and attain their loyalty. Increasing
performance put positive impact on the mind of customers and creates good image of the firm in
the market.
Encouraging and motivating staff members: In order to increase the profitability of
firm, various tools and techniques are used by Tesco that assists in improving the motivation
level of employees and they perform in better way. By giving them monetary and non monetary
benefits, motivation level of employees can be increased (Jian-hua and Ruo-gang, 2012).
Effective implementation of these practices improves productivity and profitability of the firm.
Promoting positive behaviour: In Tesco, human resource manager plays an important
role in improving the behaviour of employees. In order to develop healthy relations between
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employer and employee, manager use different practices that assists in creating positive work
environment. These practices help in developing loyalty.
P4 Effectiveness of various human resource management practices
The practices of human resource management assists in increasing productivity as well as
profitability of the firm. It plays an important role in the growth and sustainability of an
organisation. Implementation of effective plans and policies helps in better utilization of
resources. Some factors that assists Tesco in enhancing its productivity and profitability are
defined below:
Information system: In order to achieve goals and objectives, this system is helpful as all
the important informations and data are present in it. Human resource manager is responsible to
convey important information to staff members so that all the activities are carrying out
effectively. Tesco hire skilled and knowledgable employees so that goals and objectives are
achieved in appropriate way. Effective communication plan is created by the firm which helps in
exchanging all the informations and data from one department to another (Jin and Zhong, 2011).
It reduces the chances of miscommunication and works are carried out in effective way.
Talent management: Skilled and knowledgable employees are hire in an organisation in
order to ensure effective working. Effective recruitment and selection process assists in selecting
right people that helps in achieving goals and objectives of the firm. In order to manage
appropriate and right talent, managers of Tesco set criteria for the particular job and hire
candidates according to that.
Logical thinking: It is applied by the managers of Tesco in order to complete work in
planned way and on time. Logical thinking helps in generating innovative ideas that helps the
firm to gain competitive advantage in the market. It assists in increasing productivity and
profitability and leads the firm towards the accomplishment of goals and objectives.
M3 Various methods used in HRM practices
Different methods such as training, development, reward, flexibility etc. are used by the
firm in order to improving productivity of both the firm as well as its employees. These methods
assists in increasing profitability and attaining targets and objectives of an organisation (Liu, Shi,
and Cao, 2011). Different techniques helps in increasing the morale and satisfaction level of
workforce and they can able to perform in better way to attain the overall objectives of an
organisation as well as its employees.
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D2 Evaluation of HRM practices and its applications
Human resource management practices includes manpower planning, performance
management system, training and development, service quality management etc. All these
practices are applied by the human resource manager of Tesco so that firm can perform well and
productivity and profitability of the firm increasing continuously and company attain constant
growth and sustainability in the market. Application of important human resource practices
ensures smooth and effective operations of an organisation.
TASK 3
P5 Importance of employee relations
Now a days, every organisation emphasize on improving the relations between employer
and employees. It is necessary to maintain healthy relationship among them in order to ensure
higher productivity as well as profitability of the firm. In Tesco, it assists in reducing conflicts
among employees and maintaining healthy work environment. If their relations are good, staff
members can freely share their problems, views and thoughts to the management that helps in
effective decision making process by administration (WANG, LIU and LI, 2012). Good
relations increase participation of employees in the activities of the firm and creates a sense of
belongingness among staff members. Strong relationship between workforce and employer
increase motivation level of staff and they work for the attainment of objectives of the firm. It
ensures high growth and sustainability of an organisation. Some benefits of good employee
relations are as follows:
 It encourage workers to perform in better way and work to attain goals and objectives.
 It increase employee engagement in all the activities that are conducted by management
that encourage team work.
 It assists in growth and sustainability of the firm for long term by the way of increasing
productivity and profitability of the firm
 It helps in increasing loyalty of employees towards the organisation
 Good relations between employer and employee increase motivation and satisfaction
level of employees.
 Healthy relationship between employee and employer also creates a sense of satisfaction
and belongingness among employees.
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 Strong relations encourage team work and employees are work with cooperation and
coordination so that work is done effectively and targets and objectives are achieved in
systematic way.
 It also reduces the chance of conflicts as they stay motivated and work in group and
understand each other in more better way.
All the above mention points are the benefits of strong employee relation. Manager
ensure that good relations are maintained among them so that targets are achieved on regular
basis.
P6 Important components of employment legislations and its influence on decision making
There are various legislations which has been followed in selected organisation:
Age discrimination act: This act defines that employer has no right to hire or fire
employees on the basis of age. It implies that firm can not recruit that individual whose age is
less than twenty and can not fire those whose above forty (Wang and Yang, 2011). Age
discrimination is not tolerated in any organisation.
Minimum wages act: According to this act, it is necessary for an organisation to provide
minimum wages to its employees foe the efforts they are made. It provides support to the
workforce so that they can get appropriate wages for their work. If employers deny to do so then,
they have right to file complaint against the firm.
Leave provisions: This act is also known as Federal family and leave act. This act
provides leave benefits to the employees. Appropriate number of leaves should be provided to
the workforce by organisation as per this act. These leaves are considered when they face
difficult situation and employer pay for it as these leaves are paid.
Anti discrimination act: This act are formulated protect employees from discrimination
that takes place in an organisation on the basis of religion, cast, creed, culture, colour, beliefs,
sex etc. It is necessary for every business firm to follow this act sop that no discrimination takes
place at workplace and employees feel protected and safe.
It is necessary for an organisation to strictly follow all these legislations made by the
government in order to protect the interest of employees or they are not exploited by the
employers. Government is responsible for formulation of laws and policies and firms are
established to follow them. These legislations are assistive in growth and development of the
company and it attain sustainability for longer period of time.
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M4 Important aspects of employee relationship management and employment legislations
Strong and healthy relations among employer and employees assists in improving
performance of employees as well as firm. Employment legislation also plays an important role
in it. Employment relations highly influence the behaviour of workforce. Healthy relationship
encourage employees to share their views and issues freely and management is able to provide
solutions to them (Yong-chang, 2012). Different views of workforce helps managers in decision
making process and it creates a sense of belongingness in the employees. Application of various
legislations protect the interest of workers and they get appropriate wages and leaves.
D3 Critical evaluation of employee relations and application of HRM practices
As per the views of Huang, 2011, good employer and employee relations helps in
increasing satisfaction of workforce. It assists in increasing motivation of staff members and
encouraged to work in effective manner. Application of different human resource management
practices highly influence the decision making process of the firm. It helps the manager in
making effective decisions that are beneficial for the company.
TASK 4
P7 Application of Human Resource Management practices
The aspects that are linked with human resource practices can be analysed by the
assistance of HR models. These are as follows:
Soft HRM The method considers needs of employees who
are involved in the operations of business. It
includes self generating behaviours, dedication
towards work, etc.
Hard HRM This method describes policies and rules
through which employees carry out operations
of the firm. It assists in improving productivity
of the business.
Example: If an organisation provides training and development to the employees then it will
help them in carry out operations of the firm in effective and efficient manner. It also assists in
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increasing productivity as well as profitability of the company which results in growth and
success of the firm for longer period of time.
Curriculum vitae ( C.V.) Name: Address: Contact Number: Email ID: Carrier objective:- Looking for a position in good company that provides me an
opportunity for growth and further development of skills that helps to advance my
career.
 Academic Qualification:
 Graduation MBA Experience: 4 years experience in Human Resource Management department as
Assistant HR manager
 Personal Skills:
 Ability to work in team and coordinate with team members.
 Self motivated and have ability to work in intense deadline situations. Carry positive attitude and dedication towards work. Declaration:
I hear by declare that the above informations is true to my knowledge and expectations.
Job specification
Organization name Tesco Plc
Job designation HR Manager
Location UK
Qualification MBA ( Human Resource Management )
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Experience 4 – 5 years
Reports to Senior Human Resource Manager
Roles and responsibilities
 Recruiting and hiring skilled and knowledgable candidates
who have the ability to attain desired goal and objectives of
an organisation.
 Conduct different human resource activities in order to
motivate employees.
 Identify training needs and design appropriate training and
development programmes to improve skills of employees.
Salary 9 – 10 lakhs per annum.
M5 Rationale for application of Human Resource Management
Different human resource management practices helps in selecting right candidate for
suitable position. Application of these practices helps in increasing the motivation of employees
and increasing the ability to perform in well manner. It also assists in improving productivity and
profitability of the firm and it attain continuous growth and sustainability.
CONCLUSION
As per the above mentioned report, it has been concluded that Human Resource
Management plays an important role in recruitment and selection of those individuals who have
the skills and abilities to attain goals and objectives of the firm. if a business organization has
effective and efficient workforce then it would easily performance targets in a minimum time
period. The present report will be described different HR manager, such as- recruitment,
selection, training and development, performance management, payroll and compensation etc.
Along with this, internal sources of recruitment are - promotion, transfer whereas external
sources are - advertisements, job portals, newspapers etc. It is essential for business
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