Comprehensive Report: HRM Strategies and Practices at Tesco

This report provides a detailed analysis of Human Resource Management (HRM) practices at Tesco. It begins with an introduction to Tesco, its mission, purpose, and business objectives, followed by an overview of the purpose and roles of HRM within the company. The report then delves into the strengths and weaknesses of different recruitment and selection approaches, including external and internal recruitment, and aptitude tests. It explores workforce planning, recruitment and selection, development and training, performance management, and reward systems as key HR approaches. Various methods used in HR practices are discussed, including employee induction manuals, job analysis, job descriptions, and selection methods such as aptitude tests and interviews. The report also examines training and development methods, performance monitoring, and 360-degree feedback. Finally, it covers key aspects of employee legislation and evaluates the impact of employee relations and employment legislation on decision-making to meet business objectives. The report concludes with a summary of the key findings and references.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
MAINBODY...................................................................................................................................4
LO1..................................................................................................................................................4
1. Introduction of a Tesco............................................................................................................4
2. Purpose and roles of HRM......................................................................................................5
3. Strength and weaknesses of different approaches to recruitment and selection.....................6
Recruitment approaches: ............................................................................................................6
LO2..................................................................................................................................................7
4. Approaches..............................................................................................................................7
5. Different methods used in HR practices..................................................................................8
LO3..................................................................................................................................................9
1. Job Specific.............................................................................................................................9
2. Preparatory Notes for Interview, Selection Sheet.................................................................10
3. Job Offer................................................................................................................................11
4. Process and Rationale For Conducting Appropriate HR Practices.......................................12
LO4................................................................................................................................................12
6. Key aspects of employee legislations ...................................................................................12
7. Critical Evaluation of employees relations and employment legislation inform in decision-
making and meets business objectives......................................................................................13
CONCLUSION.............................................................................................................................13
REFERNCES................................................................................................................................15

INTRODUCTION
Human resource management can be defined as the strategic approach which perform
various functions within company. HRM conduct various operations i.e. recruitment, selection,
employees induction, imparting training and development, appreciating performance of
employees, motivating employees, builds effective relation with employees and maintains their
well-being within company. The main functions of the HRM are staffing, training and
development, motivation and controlling. Human resource is the essential part of the company
who plays various roles such as recruitment, screening, interviewing and allocates places for
employee’s. Functions of the human resource are planning, organizing, coordinating and
controlling. To understand HRM importance, there is an example of Tesco company. It is a
British multinational groceries company which is famous as general merchandize retailer. It is
headquartered in Welwyn garden, England, UK. This report covers mission, purpose and
business objectives. It includes Purpose of the HR function and their key roles and
responsibilities of the HR functions. It includes different methods which is used in HR practices.
MAINBODY
LO1
1. Introduction of a Tesco
Tesco Is public limited type company which is established in England, UK. It is founded
in 1919. It is a British famous multinational groceries' company. It comes in third position as
largest retailer in the world which is measured by gross revenue. While Tesco gets 9th position as
largest retailer across the world on the basis of revenue. Tesco offers worldwide services to
customers. Organization contains large number of products such as super market, hypermarket,
superstores and convenience shop. Company has various subsidiaries i.e. Tesco Stores Ltd.,
Tesco Mobile, Tesco Ireland, Bookers Group etc. Organization has own website
www.tescoplc.com (Tesco's vital statistics, 2015). 6,800 shops of Tesco are operated across the
country in which estimated 450,000 employee's offers services to customer (Tesco's number of
stores worldwide from 2008 to 2019, 2019). The net income of the organization is estimated
£1,320 million while revenue is not more than £63,911 million (Tesco Net Income, 2019). Tesco

applies various strategy for leading business growth across the world. Even organization uses
new emerging technology such as social media, internet, RFID, e-commerce etc. for enhancing
shopping experience of customers. Tesco has largest and main firm in England, UK.
Organization offers wide variety products by different subsidiaries for example Tesco
superstores are the largest supermarket in England which offers groceries and non-food items to
customer. While Tesco Express is conventional shop which provides food items i.e. chocolate,
biscuit and fizzy drinks. One stop is also include in Tesco subsidiaries which offers financial
services. Tesco Mobile operates mobile phone business around the UK, Ireland etc.
Mission : Organization has mission to organize value for customers to establish their loyalty for
lifetime.
Purpose: Tesco has purpose to offer wide variety of products and services to customer which
generates high profit in company. Another purpose to lead sustainable growth in company
which improve brand value across world.
Business objectives:
 To become successful international retailer.
 To influence market share in UK.
 Make strong product development and diversification which enhance bran power in
global market.
 Maintain sustainability in the competition market which leads high revenue in company.
2. Purpose and roles of HRM
Human resource management can be defined as process of managing manpower and
employees of organization. It involves function like hiring, firing, motivation and training of
employees.
Role of HRM is not limited to only recruitment but they also assign duties and responsibilities to
new employees.
Human resource Purpose
HRM purpose is finding skilled and talented employee for Tesco because employees are
the greatest assets of any organization (Aust, Matthews and et.al., 2019).
Roles and Responsibilities of HR

Roles and responsibility of HR is to recruit, attract, hire and retain talent for the
organization. HRM manage payroll of the organization and also provide training, appraisal,
maintain the work culture and conflicts resolution in work place.
HRM listening and responding to employees to maintain high job satisfaction levels and
motivating employees for achieving Tesco's vision and goals and also manages wages and
conflicts at Tesco workplace and maximizing the employee performance.
(Haque, Fernando, and Caputi 2019).
Motivation helps to boost the moral and productivity of employees. HRM is a central
pillar of Tesco and HRM conduct a wide variety of activities for staffing, development,
compensation, safety and health. HRM maintain ethical hiring practices and aligning with the
regulatory environment.
HRM cover all activities of the management related to Tesco's human capital. Role of
HRM is to hire most suitable employee for new positions in Tesco and retain them to fulfil
Tesco's requirements and develop and execute new strategies for recruitment of employees.
3. Strength and weaknesses of different approaches to recruitment and selection
Recruitment approaches:
Recruitment approaches i.e. external and internal are important approach for the organization
because it helps to recruit talented person whose skill is matched with job profile.
Strength of external approach: This approach leads visibility in the hiring requirement
of the organization's plan. External recruitment approach offers opportunity to other candidate
who have different talent and can useful for the future.
Weakness of external approach: External recruitment is more expensive and time-
consuming approach (Storey, Ulrich and Wright 2019). For example If a candidate is chosen
through external recruitment as result requires more training for understanding work profile
within workplace that consumes more time.
Strength of Internal approach: It is beneficial approach for the organization because
they don't have to give high training to existing employee. Internal recruitment permits
employees to grab upper position from existing position on the basis of talent. Thus, this
approach helps to retain talented employees within company.
Weakness of internal approaches: Recruitment within company can limit the number
of capable candidates. This approach sometime creates conflicts between existing employees.

Selection approaches
Strength of aptitude test: It is good approach to select appropriate candidate within
workplace. It is a way of pre employee testing that candidates is potential for the job or not.
Weakness of aptitude test: Potential and achievement are based on the experience
which comes by education, opportunities. So, candidate knowledge can't decide through aptitude
test. This test can't express result in good performance. It leads test anxiety in candidates which
causes candidate unable to perform well in test. It is time-consuming approach, therefore it is not
effective for the selection.
LO2
4. Approaches
Workforce planning approach: It is the procedure of analysing existing workforce and
determines future work needs. It recognizes gap between current work force and future
requirements. Workforce planning implements technique which supports organization to achieve
their mission, objectives and strategic plan over the period. Workforce planning is strategic
approach which assists company to resolve problem that can create problem in the future.
Initially approach recognizes causes which can reduce practices of work performance in the
future, analyses employees attitude towards job (Bal and de Jong 2017). On the basis of current
work environment creates action plan by the Tesco and implements on different department
within company. Workforce planning approach supports HR to review, monitor plan. It
improves decision-making speed of HR team along with high confidence.
Recruitment and selection approach: It is also played essential role in the Tesco
because it supports HR to recruit potential candidates. While selection approach supports to
screen eligible candidates who match with job profile. Recruitment approaches are various type
i.e. automation recruitment, Internal recruitment, external recruitment and software recruitment.
These approaches recruit potential candidate. Selection approaches are per employment testing,
interview etc. supports Tesco to elect appropriate candidate and placing as permanent employee
at job place.
Development and training approach: It is also effective approach which helps HR to
train new employees who support company to achieve their mission. It is beneficial approach for
the new employees as well because they gets chance to adapt new environment and make them
understand how to perform at workplace (Rothenberg, Hull and Tang 2017). Training and

development approach maintain well-being of new employees and enhance new joiner
communication with other candidates. Even Tesco also finds some best talent in new joiners
through the approach which can lead profitability in the future. Thus, Tesco capable to organize
team orientation within job place.
Performance management approach: Performance management approach assists
company to measure employees performance after training and development classes. This
approach helps employees to overcome their weakness which occurs during task dealing.
Management uses 360 feedback tactics to analyse employees performance and effectiveness of
strategy. This approach helps Tesco to achieve their mission by the improving employees
performance within company. This approach manages employees well-being mentally and
emotionally in Tesco.
Reward system approach: It is another approach of the Tesco which creates motivation
in employees for the job. Rewards system approach is classified into two forms recognition
reward approach and incentive reward approach. Tesco offers incentives as reward to employee
which motivates employee to give the high performance at workplace (Eaton 2017). These
approach helps Tesco to attract employees and achieve short term goals predetermined time.
Another is recognition rewards which keeps more weight rather than incentive reward. Money as
reward can keep employee motivate for short time but recognition influences self-esteem of
employee. It motivates employee's for giving the loyal performance at workplace. Recognition
rewards approach retains employees prolong time and generates sustainable profit from them.
5. Different methods used in HR practices
HR department plays essential role for training new recruited employee in the HR
department. HR management organizes employee induction manual.
Employee induction manual: the main goal of the employee manual to give assurance
all newly selected employees that they receive necessary induction training and information
which supports them to understand their roles and responsibility within company (Roscoe and
et.al 2019). Through manual updates employees about safe practices which minimizes risk of
incident. Employee induction manual contains various polices and document which is utilized by
HR as practices. Methods of recruitment and selection

HR plays vital role in organization because they analyse organization's requirement and
based on the employees needs recruits new candidates. HR applies recruitment and selection
methods in practices. For example -
Recruitment Methods
Job analysis : Initially HR analyses employee needs for the specific job within company.
Job description: HR enlist skills which are required for the job profile and gives
description of job through internet and newspaper.
Recruitment: Recruits eligible candidates who match with job profile.
Screening: HR screens out hired employee's who really deserves job profile and appoints
them for interview.
Selection Methods: To select potential candidate, HR organizes selection method I.e.-
Aptitude test: Human resource takes aptitude test of hired employee's. Based on the score
sheet result selects potential candidate for further process.
Interview: It is last step which is practised by the HR where takes interview of new
candidates. Based on the presentation selects employees for placing on workplace (Guest,
Panayotopoulou and Chytiri 2017). Thus. HR chooses various methods to recruit and select
employees and practices them well-formed.
Training and development Methods
HR analyses employees needs and requirement from the job. On the basis of organization
requirement organization conduct training and development classes.
Employee's needs: HR compares employees current working condition and future needs.
Organization needs: To accomplish organization mission, HR analyses organization
performance in the business market.
Training and development classes: HR conduct training and development classes so that
each employee's learns new technique and improves their job performance.
Monitoring: HR monitors employees performance after classes. Based on the task
achievement HR analyses effectiveness of classes.
360 feedback: It is utilized by the HR where takes feedback from trainer and employee
about their performance. Thus, HR maintains well-being of employees and improves their
working efficiency.

LO3
1. Job Specific
Job role: Manager
There is a requirement of a manager in Tesco who most have the job specifications which are
necessary for them. We look forward for taking the interviews of the candidates which are
going to have these qualifications.
Experience
 The candidate must have an experience of at least 6 to 8 years.
 Must be able to supervise and manage the number of employees working in
organization.
Education
 Bachelor of Human resource or a related field required at least.
 Masters in business administration.
Skills and Knowledge
 Strong communication and fluent in languages.
 Time management skills should be like an expert.
 Problem solving nature.
 Knowledge about the company.
Salary
 Salary would be $90,000 per year as per the qualifications and experience the candidate
would be having.
Timing
 The timing are going to be very flexible but compulsory 9 hours shift every day is
required except on Sunday's.
Accountability
 Managers will be accountable to the CEO's of the company so that they can be trained
and match the standards of Tesco.
2. Preparatory Notes for Interview, Selection Sheet
Interview Questions for Manager

 Experience regarding old jobs and if any difficulties you have faced in past handling the
staff and how you dealt with it?
 How do you stay in touch with the employees?
 How did you start your career and the story to the journey till here?
 How you deal with missed deadlines and how important are deadlines?
Selection Criteria
Education is a very important factor, and they would have experience so that there are no
mistakes and experience can be used in situations so that standards of Tesco can be met. It is
important to get the best Manager for the company because over years there are standards which
the company has set for themselves and it is very important to maintain that for Tesco.
3. Job Offer
Tesco Head Office
Falcon Way,
Hertfordshire
February 10th, 2020
Dear John Davidson,
Tesco is pleased to offer the Managers post to you in Tesco's Headquarters in United Kingdom.
We believe that you are going to be an excellent addition to our team and we are really looking
forward for you to join us.
As discussed, your salary would be $80,000 per year and would be paid by month basis. The
additional provisions as discussed would be medical facilities, 3 weeks paid holidays, stay and
travel to office would be on the company. Your joining date would be March 10th, 2020,
providing that you pass the drug test and background check.
If you choose to work with us then you may sign this offer letter and mail it back to us as fast as
possible. Please note that this offer will expire as of 10th February.
Please free to call us if any assistance is required.
Looking forward to welcoming you to our team!

Sincerely,
Dave Lewis
CEO
Tesco
4. Process and Rationale For Conducting Appropriate HR Practices
It is very important for conducting this process in order so that it is less time-consuming
and more cost friendly to Tesco. Over years Tesco has gained a lot of experience and standards
for themselves which they have to maintain therefore getting the right candidate is very
important (Ng and Parry 2016). Interview is taken in Tesco so that the communication,
behaviour and understanding the candidate is there and the right person can be selected for the
betterment of the organization. Conducting the interview and the other processes is important
because it should discipline and organized for the candidates and the company.
LO4
6. Key aspects of employee legislations
Employee legislation means legislation which is applying in the applicable jurisdiction
affecting contractual or in respect of the employment of the employees(Belloc., 2016).
Key elements of employee legislation
Employee legislation provide equal employment opportunity means every employee
have equal chance for applying, selecting, training, promoting and fair and equal termination
chance by which employee do not discriminate employees by age, gender, employment activity,
marital status.
Tesco follows employee legislation by providing equal opportunity to every employee to
appling and selecting for the training, promoting and also for termination. Tesco do not
discriminate employee by any characteristics like age, gender, emplacement activity, marital
status .sexual harassment defined as a course of conduct which annoys, threatens, alarms or puts
a person in fear of their safety. Tesco HR policy offence the activities which annoys, threatens,
alarms or puts a person in fair of their society.
Tesco HR policy follow the working time regulation according to employee legislation.
Maximum work hours for a employee is 8 hours a day. Employee can't work more than 48 hours
a week on average. Tesco wages and remuneration policy follow employee legislation by

providing payment or compensation for employment that includes base salary and bonuses and
economic benefits to employees or executives (Balz,2017,.).
Tesco carry out risk assessment for the workplace which should identify any
hazards present in workplace assess the risks arising from that and take steps to deal
with any risk.
7. Critical Evaluation of employees relations and employment legislation inform in decision-
making and meets business objectives
Employees relation: Employee relation plays essential role in the organization because it helps
organization in decision-making, Strong employee relation leads high productivity of employee
along with satisfaction within workplace. Strong employee relation supports organization in
each decision and make that successful by following systematically. Healthy relation with
employee's reduces conflicts between employees and management regrading job issues.
Transparency in decision-making, values of employees as assets etc. leads strength in employee
relation with management. On the behalf of employee relation organization enables to achieve
their goal. For example when organization meets employees objectives as result gets satisfaction
with the job. Satisfaction encourages employees to give valuable performance which helps
organization to meet their objectives. Organization gets negative impact of employee relation
occasionally because they don't get short term task. High turnover of employees leads
competitive disadvantage in company.
Employees legislation: Employees legislation refers as the rights of worker and maintains their
relation with employers. HR management offers wide variety policies to employee which
maintains well-being of employee within company (Hewett and et.al., 2018). HR of Tesco
offers health insurance polices to employee which leads satisfaction in employees and their
families for the job. Employment legislation builds good relation with employees by giving
transparency in decision-making. Legislation law helps HR to motivate employee for giving
high performance with workplace. Employee legislation policies assists organization to achieve
mission over the time. It has draw back i.e. according to legislation law Tesco can't keep
employee on low wages which is good for employees. It gives negative impact on company
because Tesco can't recruit large number of employee at workplace. Thus. Employee legislation
gives negative impact on organization performance.

CONCLUSION
It can be concluded HR functions and responsibilities. Significance of HR in business
objectives has been summarized in the report. It can be concluded strength and weaknesses of
different approaches. It has been summarized different approaches i.e. workforce planning,
recruitment and selection, development and training , performance management and reward
system. Different methods which is used for the practices can be summarized in the report. In
this report has been concluded key aspect of employment legislation within organization.
Significance of employees relation and employment legislation in decision-making and business
objectives can be concluded in the report.

REFERNCES
Books and Journals
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Sustainable HRM?. Human Resource Management Review.
Bal, P.M. and de Jong, S.B 2017 From human resource management to human dignity
development: A dignity perspective on HRM and the role of workplace democracy.
In Dignity and the Organization (pp. 173-195). Palgrave Macmillan, London.
Balz, A., 2017. Cross-national variations in the security gap: Perceived job insecurity among
temporary and permanent employees and employment protection legislation.European
Sociological Review.
Belloc, F., 2016. Employee representation legislations and innovation.
Eaton, J., 2017. Globalization and human resource management in the airline industry.
Routledge.
Guest, D., Panayotopoulou, L. and Chytiri, A.P 2017 Human Resource Management and
Performance-The causal relationship revisited with a longitudinal study.
Haque, M.A., Fernando, M. and Caputi, P., 2019. Perceived human resource management and
presenteeism: Mediating effect of turnover intentions.
Hewett, R and et.al., 2018 Attribution theories in human resource management research: A
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Management 29(1) pp.87-126.
Ng, E.S. and Parry, E 2016 Multigenerational research in human resource management.
In Research in personnel and human resources management (Vol. 34, pp. 1-41).
Emerald Group Publishing.
Roscoe, S and et.al., 2019 Green human resource management and the enablers of green
organisational culture: Enhancing a firm's environmental performance for sustainable
development. Business Strategy and the Environment 28(5) pp.737-749.
Rothenberg, S., Hull, C.E. and Tang, Z 2017 The impact of human resource management on
corporate social performance strengths and concerns. Business & Society 56(3) pp.391-
418.
Storey, J., Ulrich, D. and Wright, P.M 2019 Strategic Human Resource Management: A
Research Overview. Routledge.
Online
Tesco's vital statistics. 2015. [Online] Available Through:-
<https://www.theguardian.com/business/2009/apr/21/tesco-facts>
Tesco's number of stores worldwide from 2008 to 2019. 2019. [Online] Available Through:-
<https://www.statista.com/statistics/238667/tesco-plc-number-of-outlets-worldwide/>
Tesco Net Income. 2019. [Online] Available Through:-
<https://ycharts.com/companies/TSCDY/net_income_ttm>