Tesco: A Comprehensive Report on Human Resource Management Practices

This report provides a comprehensive analysis of the Human Resource Management (HRM) practices within Tesco. It begins with an overview of the organization, detailing its mission, market position, and competitive advantages. The report then delves into the core functions of HRM at Tesco, including recruitment, employee motivation through salary and incentives, and training and development programs. A key section evaluates the strengths and weaknesses of Tesco's HRM, considering factors such as employee sourcing and technological adaptation. The workforce planning structure is examined, emphasizing professionalism, strategic alignment, and employee engagement. Employee relations, application of HRM principles, and adherence to employee legislation are also discussed, highlighting Tesco's commitment to ethical practices and employee satisfaction. The report further explores job specifications, including job roles, requirements, and qualifications. The report also includes a CV, interview questions, and selection procedures. The conclusion summarizes key findings and recommendations for Tesco's HRM strategies. The report references relevant academic sources to support its analysis.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
Overview of the organization..................................................................................................................3
Human resource functions.......................................................................................................................4
Strengths and weaknesses........................................................................................................................5
Workforce planning structure..................................................................................................................5
Employee relations and application of HRM...........................................................................................6
Employee legislation...............................................................................................................................7
TASK 2.......................................................................................................................................................7
Job Specification.....................................................................................................................................7
CV...........................................................................................................................................................8
Questions asked by interviewer...............................................................................................................9
Selection procedures................................................................................................................................9
CONCLUSION.........................................................................................................................................10
REFERENCES..........................................................................................................................................11

INTRODUCTION
Human resource is a very essential element in an organization which has provided
training and development and get in the right employees for increasing the productivity in the
organization. The HR also has to motivate the employees from time to time. The organization
taken for this report is Tesco which is one of the biggest businesses in United Kingdom. The
report consists of motivation of employees and the roles and responsibilities of HR, training and
development which is provided by this department as well. The report also discusses the
legislature of employees, how to increase the productivity and strong profit margins.
TASK 1
Overview of the organization
Tesco is a strong competitor in the market which is dealing with a lot of products and
services for the customers. The company is having a strong network and has over 6800 shops
worldwide. There are a lot of innovations which the company is getting in the products which is
making the company have more customers in the company and that the profit margins are
increasing. The mission of the company is to provide the customers with the best of products,
which is having a high quality but at a lot price so that the customers can consume them.
Innovation is being done by the company and the employees of the company which are 450,000
who are trained and skilled by the leaders from time to time so that they can give their best in the
organization (Diaz-Fernandez, Pasamar-Reyes and Valle-Cabrera, 2017). To get a competitive
advantage the company always continues to function the way they are and keep on improving
from time to time so that they can get a competitive advantage. The company’s aim is to get the
leading retailer in the industry with a high innovation growth and the best of services for the
customers. The company has expanded themselves in a lot of products which is a great factor for
the company and the company will be able to get a better market share for themselves. The
company is meeting up to their benchmark all the time which is making the company unique in
its ways so that the company can have a better functioning for themselves which is a very
important factor.

Human resource functions
It is the function of human resource to hire employees who will be able to match the
standards and expectations of the company so that the company can maintain their working.
There are a lot of technological changes which are coming up in the organization which have to
be improved by the company so that they can have a competitive advantage but the employees
have to be motivated enough to adapt to them (Ahammad, Glaister and Gomes, 2020).
Motivating the employees from time to time is the work of the human resource so that they can
make the changes in the company accordingly so that they can have a better functioning. The
company to maintain their productivity and meeting the demands of the customers is a very
essential factor which the company must have so that they can make the customers be loyal to
the organization.
 Hiring
New technologies means there are new employees which are needs so that the standards of
the company can be maintained. It is the work of the human resource to get in the right
employees in the company so that the productivity can be maintained. To meet the demands of
the customers it is very important for the human resource to motivate the employees from time to
time so that they can give their best in the company (Wang and et.al., 2017).
 Salary
Salary is a motivator which the human resource can use to take out the best from the
employees of the company. There are other methods which can motivate the employees of the
company which is by providing the employees with incentives and extra recommendations so
that they can give their best in Tesco. This is also a work and having a fair treatment in the
organization is important which the human resource of Tesco is doing effectively.
 Training and development
There are a lot of employees who are skilled to come in Tesco but they have to be trained
from time to time so that the new technologies which are coming in the business can be adapted
easily. The employees of the company can use the old technologies but it takes time to learn and

get used to the new technologies but the productivity of the company must not reduce which has
to be maintained by the human resource by motivating the employees (Lee and et.al., 2019).
Strengths and weaknesses
There are a lot of strengths and weaknesses which are present in the human resource of
Tesco which are important for the company to improve so that they can achieve their objectives
of being the leading retailer in the industry (Turner and et.al., 2019). The company is hiring
employees from agencies which are being reached out but there are a lot of employees which are
not getting a chance because they are not being able to get to the agencies. The company is
getting a lot of qualified employees through the agencies which are saving a lot of time of the
company and the company is being able to maintain their productivity.
There are young employees which are being hired in the company so that there are more
innovative ideas which can come in the company which is going to be a great advantage for the
company. The knowledge is going to be fresh and adapting to the changes in the company will
also be high which will help the company to improve from time to time which is the requirement
of Tesco. In today’s world it is very important for the employees of the company as well to be
technological friendly which the youth will be and that can get a competitive advantage in the
company. Though the experience will be low and the human resource will have to provide them
with a lot of training and development so that they can have an effective functioning for
themselves which is a very important factor for them.
Workforce planning structure
There is a professionalism which is being followed in Tesco from a long run now because
of the experience which the company has gained in the industry (Sarat and Srinivasan, 2020). It
is very important that the company is being able to achieve all their objectives from time to time
so that they can have a better functioning. There are a lot of strategies which are being adapted
by the company so that they can have a cost effective functioning and they will be able to
achieve their targets. Training and development is a very important factor which the leaders or
supervisors must share with the employees so that the best can be taken out. There are sessions

which are held in the company so that there is motivation which can be provided to the
employees so that Tesco can have a skilled workforce (Newell and Scarbrough, 2017). It is very
important to have sessions with the employees as well so that the employees feel like a part of
the company and the company will be able to make decisions for the company as well and they
tend to give their best as well.
The employees of the company must be motivated and rewarded from time to time so
that the performance of the employees in the organization can be maintained. Management of
Tesco appreciates all the employees of the company so that there is a standard of the products
and the company’s reputation in the market which can be maintained. The working ethics,
culture and values of Tesco are also maintained by the human resource so that the internal
environment of the company can be maintained which is going to be very helpful.
Employee relations and application of HRM
To have stability in the company it is very important for the human resource to have a
maintained value and ethics in the organization. The leaders and supervisors of the company can
play an essential factor in the company is they can maintain the employees need be met from
time to time. Path goal theory is a leadership style which is being used by the leaders of Tesco so
that there is a strong communication in the organization and the motivation in the employees is
present. It is very important that through communication the employees of the company are
getting motivated and a sense of direction in which they need to work so that there is a better
functioning (Chams and García-Blandón, 2019). The customers of Tesco are being provided by
online retailers so that they can reach out to the customer’s fasters which are a great factor for the
company. There are employees who are putting in the best because the demands of products have
increased and the company has to fulfil them on time so that there is a better functioning. The
company is maintaining their internal environment well so that they can make sure that the
customers are being satisfied and that is a very essential factor for the company. Tesco always
puts the extra effort to take out the best from the employees for the company so that the company
can expand themselves more and reach out to a large customer base.

Employee legislation
Tesco is very certain of following all their rules and regulations from time to time and if
there are any changes in the law and order then the human resource is always updated about it
and applies it to the company. It is very important that the customers and the employees of the
company are being given their right and the factors which are very important for them to
function within so that they can make the most from it (Boon, Den Hartog and Lepak, 2019). The
company is providing all the information of the products to the customers so that the customers
are aware of the products they are purchasing and that is a very essential factor. The employees
are being treated fair, given the right wages, right environment to work in so that the employees
can also help in the improvement of the productivity and the satisfaction of the customers even
more. More the employees are satisfied the high profit margins can increase and that is a very
essential factor for the company (Bailey and et.al., 2018).
TASK 2
Job Specification
Job Role
A requirement of a human resource manager in the organization, Tesco
Timing
There are flexible timings for the managers of human resource but per week there is a
requirement for the manager to complete 54 hours.
Report To
The manager of human resource will be reporting to Jack Cohen or T.E. Stockwell who are the
management associates of Tesco.
Qualification
The candidate must have a bachelor degree in human resource, may or may not have a master’s
in it as well and another necessary requirement is any other degree related to this field.
Hard Skills Requirement
 The candidate must be able to control over 600 employees in the organization and there

must be supervision on them all the time.
 The manager of human resource must be able to look at the bigger picture than the small
one and help the company to achieve their objectives and goals on time.
 The candidate must not have problems with changes and adapt to them quickly and make
sure that all the employees of the company are following them as well.
Soft Skills Requirement
 The communication skills of human resource manager must be good because there is a
requirement of a lot of transparency which has to be present in the organization to
achieve the objectives and aims of the company from time to time.
 There has to be a well maintained professional and personal environment in the company
so that the employees feel welcomed as well as professional while doing their task.
 Have a lot of experience in this field so that the candidate can take decisions in situations
which can not be addressed by the management always.
 Sense of flexibility should also be felt by the employees form the human resource side so
that they can give the best of experience to the employees which si a very essential factor
for the company.
CV
Name: Jack Johnson
Address: Rosewood gardens, London
Email: [e-mail]
Education:
 Graduated from Durham University of business school
 Master’s in human resource management
Work Experience:
 Working with a small up company in the city as a part of the human resource
management department for 3 years which gave me a lot of learning about this
department from outside and inside.
 Interned with Tesco from 2017- 2019 so that I had a better understanding about this
company.

Skills:
 Help the employees and the management to make decisions accordingly so that the
productivity of the company does not fall.
 Time management is by speciality which can make the company have a better
functioning and the internal environment will be well maintained and the company will
be having an effective result.
 Rules and regulations updates will be applied in the company so that there is a better
functioning and the company will maintain to function smoothly in the market.

The interview will be conducted on 15th of April, 2020
Questions asked by interviewer
 How many members have you worked with in the past? Faced any difficulties or conflicts
handling them?
 What is the competitive knowledge you gained when you worked in Tesco for 3 years?
 What are the methods would you be using for if the employees are not under your
control?
Selection procedures
The candidate must have a lot of skills and knowledge about the company so that Tesco
does not have to start with a scratch. The decision making of the candidate should be good in
situations because Tesco is having a lot of situations coming in front of the human resource
manager (Barrena‐Martinez, López‐Fernández and Romero‐Fernández, 2019). The skills of the
manager must be flexible from time to time and they must be confident so that the company can
have a better functioning. The candidate must be confident in putting across their views because
that will make the employees listen to them and the personality of the manager of human
resource has to be strong so that they can have a smooth functioning and an effective working.

CONCLUSION
From the above report it can be concluded that there is a need of a human resource which
is skilled and experienced in all the organization so that the workforce and the productivity of the
company can be maintained. There are a lot of changes which are taking place in Tesco
according to the customers in the market which is why having a motivated workforce will make
the company be able to adapt to the changes and the profit margins will increase.

REFERENCES
Books and Journals
Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review. 30(1). p.100700.
Bailey, C and et.al., 2018. Strategic human resource management. Oxford University Press.
Barrena‐Martinez, J., López‐Fernández, M. and Romero‐Fernández, P.M., 2019. The link
between socially responsible human resource management and intellectual
capital. Corporate Social Responsibility and Environmental Management. 26(1). pp.71-
81.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management. 45(6). pp.2498-
2537.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recycling. 141. pp.109-122.
Diaz-Fernandez, M., Pasamar-Reyes, S. and Valle-Cabrera, R., 2017. Human capital and human
resource management to achieve ambidextrous learning: A structural perspective. BRQ
Business Research Quarterly. 20(1). pp.63-77.
Lee, H.W and et.al., 2019. Effects of human resource management systems on employee
proactivity and group innovation. Journal of Management. 45(2). pp.819-846.
Newell, H. and Scarbrough, H., 2017. Human resource management in context: A case study
approach. Macmillan International Higher Education.
Sarat, M.V. and Srinivasan, T., 2020. Human Resource Management in Growing Start Ups. Our
Heritage. 68(30). pp.546-563.
Turner, M.R and et.al., 2019. Corporate implementation of socially controversial CSR initiatives:
Implications for human resource management. Human Resource Management
Review. 29(1). pp.125-136.
Wang, X and et.al., 2017, April. Human resource information management model based on
blockchain technology. In 2017 IEEE Symposium on Service-Oriented System
Engineering (SOSE) (pp. 168-173). IEEE.