Human Resource Management Report: Tesco's HR Strategies and Practices

This report provides a comprehensive analysis of Tesco's Human Resource Management (HRM) practices. It begins with an introduction to Tesco, including its mission, core objectives, and the role of HR within the company. The report then delves into key HR responsibilities, recruitment and selection approaches, and the strengths and weaknesses of various methods. It assesses Tesco's reward systems, training, workforce planning, and performance management. Part 2 focuses on practical applications, including a job specification for an HR officer position, sample interview questions, and a job offer template. The report also explores employee relations, flexible working practices, relevant legislation, and how these elements inform decision-making. In conclusion, the report synthesizes the findings, offering insights into Tesco's HRM strategies and their effectiveness.

Human Resource
Management
1

Table of Contents
INTRODUCTION...........................................................................................................................3
1.An introduction to the Tesco including mission statement, purpose and core business
objectives.....................................................................................................................................3
2 Key responsibilities ,functions and purposes of the HR Function............................................3
3.Strength and Weakness of the various approaches to the recruitment as well as selection......4
4.An assessment of the approach to reward systems, development and training, workforce
planning, performance management recruitment and selection.................................................5
5 Human resource practices ........................................................................................................6
PART 2............................................................................................................................................6
1. Job specification ......................................................................................................................6
2. Interview questions .................................................................................................................8
3. Job offer template ...................................................................................................................9
4. Rationale for job specification and job offer latter..................................................................9
5.Effectiveness of employee relation and employee engagement in relation to flexible
organization and flexible working practices..............................................................................10
6.Key aspects of employee legislations within which Tesco must work...................................11
7.Employee relation and legislation inform decision making...................................................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Human resource management is the practices of the hiring recruiting, selecting and
managing employees in the company. They are responsible to mange employees and provide
skillful employees to the company, so they can achieve goals and objectives of their business.
They also provide training and skill development practices to their employees.
This report will cover case study of TESCO company and provide brief information
about this company. It will include objective, mission, vision and their purpose of the TESCO
company. This report will Role of HR in the company and how it helps to provide objectives of
the company. This report will discuss the approaches to the workforce selection, recruitment and
their plaining and it will also include reward system and performance management of the
employees (Alziari., 2017). This report analyses the methods of HR practices used by the
TESCO. In the other activity of this report will design the job specification of position available
on the TESCO and it will include documentation of interview and rationale for conducting
appropriate HR practices. This report will provide summary on the employees relation and
discus about how company can create good employee's relation in the workplace to run their
business smoothly.
1.An introduction to the Tesco including mission statement, purpose and core business
objectives.
Introduction- Tesco is a British Mnc general retailer and groceries. Its Headquarter England,
United Kingdom. In year 1929 first shop is opened. By Measured through gross revenues ,It is
known as the third largest retailer.
Mission of the Tesco is “We make what matters better, together”.
Core values- It aims to enhance the loyalty of the consumers as well as its core UK business to
assist the shopping experiences of the customers. They are committed to around 1 billion Euro to
the investment programs to achieve this.
Objectives- To sale maximum products or services as compare to their competitors.
To increase the profit Upto 20% at the end of the year 2020
2 Key responsibilities ,functions and purposes of the HR Function
Human resource management is a consider as a process of hiring,recruiting as well as
training staff members of Tesco. The people who work within this industry use the skills to
manage wages,train employees,find talent, solve the internal conflicts among the employees. The
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primary role of the human resource mangers is enhanced the performance of the staff
members ,also this human resource department works both on managerial and operative
functions (Bennett, 2017).
The main purpose of the Human resource management is to prevent the issues within the
first place as well as at the same time maximizing the performances of the Tesco through
investing with the right people. Those who work within this field have the knowledge skills as
well as tools required to find the top level talent. It assist employees to succeed within their roles
as well as assures good working conditions. They have the following roles and responsibilities.
Training and development involves new hire of the staff members and also provides the
training to the old and new employees. As they examine the performance of the employees and
also identifies where they need the improvement (Wiegmann. and Shappell, 2017).
Manage the relations of employees as they can investigate as well as resolve the issues
among the employees and also assures the safe environment such as free from harassment and
discrimination.
Recruitment and selection- They are primarily accountable for the selection and
recruiting process and also accountable for the guidance and direction to the benefits and
compensation to the employees.
They are also consulted within the top level of the management. They are the one who can
identify ways to maximizes the employees' performance as well as assures they are used as
efficiently.
They are also responsible for the payroll of the employees as they assures all the aspects
of the payroll are processed on time and correctly. They also prepares the report regarding the
accounting department as well as resolve the issues of payroll (Donate. and Pablo, 2015).
3.Strength and Weakness of the various approaches to the recruitment as well as selection
Recruitment is considered as an activity that makes the relationship between the applicant
and employer. The aim of the recruitment is to creates jobs for large number of the staff
members. The process of the recruitment is simple as the applicant requires to submit the
application without very much demand from the Tesco group. The department of the human
resource needs only to select the suitable application of the applicant. This process is not takes
so much time.
Recruitment pros and Cons
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Internal recruitment must be cost effective as well as boosts the morale of the staff members as it
assit to retain the employees who are talented as well as decreases staff members absentees and
turnover. While the disadvantage is it may limit the potential people as tesco will miss the fresh
and innovative ideas from the external candidates. Also the conflict are also arises.
External recruitment
This is time-consuming and more expensive recruitment. As it needs to train the new staff
members check their backgrounds and many more. It also uses the artificial intelligence software
so that it can recognize as well as screen candidates. Thus, the selection process is not effective
enough to help to recognize the right people regarding job.
Although recruitment are always not efficient within the terms regarding attracting the
candidates as by using the traditional methods such as Facebook posting, LinkedIn ,there is not
always necessary that the right candidates see the posting and apply that. Thus the result is there
is a lots of time waste as well as bad hires and many more (Bennett, 2017)..
Telephonic and face to face interviews- it is adopted by the 28 % so that they can speed
up the process and able to cover the large geographical area as the major disadvantage is that
there is always missing of the nob -verbal communication. While face to face interview are
widely used method by the Tesco aims to seek the information of the candidates abilities and
experiences.
4.An assessment of the approach to reward systems, development and training, workforce
planning, performance management recruitment and selection.
Performance management
It is considered as the process where the effective management of teams and individuals
in order to achieve the performance at an extraordinary level. According to this there is a
communication of the employees of the Tesco at every step between the major life cycle. By the
help of the performance management every employee gets an opportunity regarding leaning
experiences (Donate. and Pablo, 2015).
Workforce Planning
It is a process of assuring Tesco have current as well as future access to their human
capital that requires to effectively performing. It includes the planning that involves current as
well as future needs of personnel as well as describing the cost effective methods and retain the
staff members (Hornstein, 2015).
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Development and training
Training is considered as the eduction process that includes the skills sharpening,change
of attitudes, concepts of gaining more more knowledge to increase the performance of the staff
members. Tesco provides all the employees whether they are existing and new provides suitable
training as per their requirement. While development is a subsystem that focuses on the
Improvement regarding the performance of the people as well as groups (Donate. and Pablo,
2015).
Reward system
It is a system that can helps the staff members of the Tesco to motivate them regarding
the change working habits and also boost them for their good work. Managers of the tesco gives
the employees Monterrey and Non Monterrey fund to the employees separate from their salaries
5 Human resource practices
 To provides security to the staff members of Tesco
 Hiring the right people for right job
 Provides training to the employees
 Easily accessible information for those who needs it.
 Provides performance based and fair compensation
 Creating a profit based Firm
PART 2
1. Job specification
Company TESCO
Post HR officer
Location -
Report to -
Qualification Bachelor's degree and master's in HRM
Responsibilities Recruit employees, ,manage employees, create
employees relation
Title of the job
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Date: 05, February 2020
Qualification required Essential Desirable Met
Higher National certificate
or diploma (HNC/HND) or
a digree
yes
Need of Experience
More than 3 years of
experience in multinational
company, YES
Personal characteristics &
conduct
 Effective
communication
skills to provide
necessary
information to the
employees
(Roberts., 2020).
 Management skills
 should have
knowledge of
recruitment process
and selection
process
 able to engage in the
meaningful
negotiation and
resolution.
 Should have proper
knowledge of the
employee's
legislation
 protecting the
YES
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interest of the
employees
 knowledge of the
HR function and
useful practices.
Roles and Responsibilities
 preparing job
description,
advertisement for
the jobs available in
the TESCO
company
 Managing
employees process
 provide training to
employees to
increase their skills
 monitoring
performance of the
employees in the
company
 problem solving
YES
2. Interview questions
Q1) what process HR officer should implement during the hiring of new staff in the company?
Q2) how would you engage employees to achieve objective and goals of the business ?
Q3) How world you motivate employees during change management process ?
Q4) what is your management style and how it can help this company to manage employees ?
Q5) Tell me how would you plan to implement Meticulous payroll and benefits administration ?
Q6 what are the challenges you have faced in your previous job ?
3. Job offer template
Job Offer Latter
Date – 06/01/2020
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Name - Xyz
Address – ABC
Appointed as a – HR officer
We refer to your recent interview for the HR officer interview, and we are pleased to advise
that our company TESCO is offering you HR offering post from 1/03/2020 under the following
terms and condition of this company.
Salary
Your salary will commence at $30000 per moth.
Probationary period
your appointment in this company will be subject to a probationary period of 3 moths.
Working Hours
Your working hours in the company will be 7 h/d
4. Rationale for job specification and job offer latter
Writing and creating a job specification is the important step
in planning their staffing programs (Baker., 2017). They form the foundation for many
important processes such as job posting , section, compensation , training and performance
management. It helps to find the person which is needed in the TESCO company top work on the
HR officer post. Job specification also helps candidates to know which type of employees
company wants in their workplace so people who are those skills can give interview for the HR
officer's post in the TESCO company. Companies give out job offer later to the candidates who
are selected in the interview and selection processes. They are having a skill which company was
looking for, and they have necessary skills of the HR officers position in the TESCO company
(Hertel-Waszak and et.al., 2017). Offer latter also provide information about the job role ,
compensation and benefits. It also written in their that how much salary they will get on this
position and their join date on this company. Working hours in the company is also concluded.
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5.Effectiveness of employee relation and employee engagement in relation to flexible
organization and flexible working practices
Employee relation means that company is engaged in maintain relationship between
employer and employees. An organization who have good employee relation can create worker’s
loyalty and also it helps employee in becoming committed towards job. Employee engagement is
the extent to which employees feel passionate about their jobs, are committed to the
organization, and put discretionary effort into their work (Donate. and Pablo, 2015). There are
various approaches that can be used to enhance employee relation and engagement in Tesco. It
includes the following:
Unitarist employment relationship: In this employee relation can be enhanced by
motivating employees through fulfilling their psychological beings through intrinsic rewards. It
can enhance partnership between employers and employees which can assist them in maximising
profit in Tesco.
Pluralist employment relationship: In this approach employee relation in Tesco is been
enhanced by analysing conflict of interest that is being shared by managers and workers. By
solving the problems, company can involve in influencing employees to be committed towards
firm (Melanthiou, Pavlou. and Constantinou, 2015).
Flexible organization and Flexible Working Practices: Tesco in order to improve
employee relation and enhance employee engagement must be involved in making organization
environment flexible. This can assist them in enhancing productivity and also workers will
become loyal towards them. Like for example they can provide flexible working hours to
employees. Approaches for flexible working includes the following:
Flexible firm model: This model emphasises that workforce needs to be designed in such a
way that they are able to meet proactive needs of firm. It explains that Tesco can engaged in
providing flexible working conditions such as working in group. It can also help them in
finishing work on time. It will help them in engaging employees and improving relationship
between them. Also new process can be implemented that allows more flexible production
process. It can assist business in gaining competitive edge (Altman, Larsen. and Buchanan,
2018).
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Employer of Choice: Tesco can become employer of choice by providing employees with
flexible working conditions. In this they can keep a check upon arrangement related to shifts. It
will also assist them in enhancing their productivity.
6.Key aspects of employee legislations within which Tesco must work
In order to improve employee relationship, Tesco must address all laws, rules and regulations
which has been implemented. Key aspects of legislations includes the following:
Equality Act, 2010: This act emphasise that company must be engaged in promoting
equality and diversity at work place. Tesco must make sure that no discrimination takes place in
their business on basis of pay, sex, age, disability. They also need to make sure that each
individual is placed at that position which matches their skills and abilities. This aspect will
assist company in enhancing employee engagement which will ultimately increase productivity
of firm. Also they must adopt policy related to harassment. Strict action must be taken against
employee who has violated one’s dignity (Jennings. and Stadler, 2015).
Data protection Act, 2018: This act lays emphasis on that organization must be engaged in
protecting confidential information of employees as well as consumers. Tesco needs to develop
policies related to data privacy. They must make sure that no information is been leaked from
their system as this will hamper goodwill of firm. It can also hinder their growth and make their
relationship with employees negative. Legal protection can also be given related to sensitive
information like tradition, beliefs and culture of workers. Giving security can assist Tesco in
enhancing their relationship. It will also help them in achieving their short term as well as long
term goal.
Health and Safety Act, 1974: In this Tesco needs to provide safe and secure working
conditions to employees. They must make sure that workers are not working in hazardous
conditions, as it will force them to leave company. Also firm must be engaged in providing them
with health benefits such as health insurance. It will assist them in making workers more
committed to firm (Clark, 2018).
7.Employee relation and legislation inform decision making
Employee relation in Tesco can be improved by adhering to all legal legislations. Like for
example if company is providing workers with better working environment which is safe and
free from hazards, they will be excited to come to workplace. This will help them in making
employee more committed towards work which is essential for industries growth. Also following
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legal regulations such as data protection act that emphasise that no personal data must be leaked
can help firm in creating employee’s loyalty. Employee engagement can help Tesco in increasing
their productivity and also achieving their goals and objectives. It is essential for company’s
growth that they address all rules and regulations. Tesco must also make policies related to
ethics. They must make sure that equality exist in workplace which helps them in creating
employee loyalty. It also helps company in enhancing job performance of employees so that they
are able to meet out individual as well as organizational goals. Also company can be engaged in
giving flexible working conditions which will increase worker’s enthusiasm towards work. It
will also enhance profitability aspects of firm (Altman, Larsen. and Buchanan, 2018).
CONCLUSION
As per the report has been cover case study of TESCO company and provide brief
information about this company. It has been Concluded objective, mission, vision and their
purpose of the TESCO company. This report has been analysed Role of HR in the company and
how it helps to provide objectives of the company. This report has been discussed the approaches
to the workforce selection, recruitment and their plaining and it also has been included reward
system and performance management of the employees. This report has been analysed the
methods of HR practices used by the TESCO (Hussain., 2016). In the other activity of this report
has been design the job specification of position available on the TESCO which was HR officer's
position and it has been concluded documentation of interview and question which should be
asked by the interview to the candidate for their selection in the TESCO company and rationale
for conducting appropriate HR practices. This report has been provided summary on the
employees relation and discus about how company can create good employee's relation in the
workplace to run their business smoothly. This has been concluded approaches and effectiveness
of employees relation and employees engagement. This report has been provided key aspects of
the HR legislation within the TESCO. In the end of this report has been discus that how
employees relations and employees legislation inform decision making and meeds their business
objectives.
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REFERENCES
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Developmental Anthropology. Routledge.
Wiegmann, D.A. and Shappell, S.A., 2017. A human error approach to aviation accident
analysis: The human factors analysis and classification system. Routledge.
Donate, M.J. and de Pablo, J.D.S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research, 68(2),
pp.360-370.
Altman, J., Larsen, L. and Buchanan, G., 2018. The environmental significance of the Indigenous
estate: natural resource management as economic development in remote Australia.
Canberra, ACT: Centre for Aboriginal Economic Policy Research (CAEPR), The
Australian National University.
Clark, J.R., 2018. Coastal zone management handbook. CRC press.
Jennings, B. and Stadler, R., 2015. Resource management in clouds: Survey and research
challenges. Journal of Network and Systems Management, 23(3), pp.567-619.
Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-
recruitment tool. Journal of Transnational Management, 20(1), pp.31-49.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
pp.291-298.
Alziari, L., 2017. A chief HR officer’s perspective on talent management. Journal of
Organizational Effectiveness: People and Performance.
Baker, T., 2017. Management Myth# 1—Job Specification Improves Performance.
In Performance Management for Agile Organizations (pp. 59-72). Palgrave Macmillan,
Cham.
Hertel-Waszak, A. and et.al., 2017. Medical doctors' job specification analysis: A qualitative
inquiry. GMS journal for medical education.34(4).
Hussain, F., 2016. The chief HR officer: Defining the new role of human resource leaders. South
Asian Journal of Management.23(1). p.226.
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Roberts, L. W., 2020. How to Evaluate a Letter of Offer or Contract. In Roberts Academic
Medicine Handbook (pp. 45-53). Springer. Cham.
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