Human Resource Management Report on Tesco Company Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a multinational retail company. It begins by defining the purpose and functions of HRM, emphasizing its role in recruitment, selection, training, and development, and also highlighting its significance in achieving organizational goals. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external recruitment methods, as well as systematic and unsystematic selection processes. It further explores the benefits of different HRM practices, such as recruitment and selection, training and development, and performance management, for both employers and employees, and evaluates the effectiveness of these practices in enhancing productivity and achieving organizational objectives. The report also underscores the importance of employee relations in influencing decision-making processes within HRM and examines key elements of employment legislation and its impact on HRM decisions. Finally, the report concludes with an application of HRM practices within the organizational context of Tesco, offering insights into how these practices are implemented and contribute to the company's overall success.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
The purpose and function of HRM..........................................................................................................3
The qualities and the weak points of various approaches of recruitment and selection........................4
TASK 2..........................................................................................................................................................6
Benefits of various HRM practices ..........................................................................................................6
Evaluation of effectiveness of different HRM practices ..........................................................................6
TASK 3..........................................................................................................................................................7
Importance of employee relations that impact decision making process...............................................7
Key elements of employment legislation and its impact on decision making of HRM.............................8
TASK 4..........................................................................................................................................................9
HRM practice applied in organizational context.....................................................................................9
CONCLUSION.............................................................................................................................................10
REFERENCES..............................................................................................................................................11

INTRODUCTION
HRM refers to the management of workers or Staff into the organization. Human
resource department is responsible maintaining the required number of employees and workers
into the work place. Human resource department is responsible for conducti8ng the recruitment,
selection, training and development programs. They also look out for issue which is related to
employee like employee performance, promotion, reward, award, salary, and the so on. The
human resource department does play a very vital role into any organization. For reference
purpose this report has taken an example of a company, Tesco. Tesco is a multinational retail
company. It is a British company which deals in groceries and merchandise of general nature.
The company has its headquarters in Welwyn Garden City, England. It is said to be the third
largest retail company in the world. The company details in a retail industry in which it faces a
huge competition, some of the competitors are Sainburry, Wall Mart, Dmart and etc. Tesco is the
third largest retail company in the world.
This report discuss about the purpose and functions of HR department, strength and weaknesses
of different approaches used by the department, the benefits of different or various HRM
practices within the both employer and employee. The report also includes the importance of
employee relation with respect for influencing HRM decision making process.
TASK A
The purpose and function of HRM
HRM is characterized as the way toward enrolling, choosing, drafting, situating and
giving preparing and improvement to the representatives working inside the association. The
primary job of Human asset office is to deal with the representatives working inside the
association in a way that help in achievement of authoritative objectives. TESCO is a
multinational company which deals into the business of grocery and merchandise item
(Abdelhak, Grostick and Hanken, 2014). The company serves worldwide and has global
presence. The products or items served by the company is available at low prices to the
customers. The HR activities has been a vital part before and so it is for TESCO company also,
the functions and purpose of the HRM are as follows:
 Recruitment and Selection:- One of the significant capacity of HR chief is to guarantee
that correct workers must be chosen for the correct situation inside the association that help in
achieving objectives or goals. The HR administrator of Tesco must guarantee that high gifted
and capable representatives must be enlisted and chosen for the empty occupation positions so
they support in improving the nature of work.
Training and Development:- It is another basic capacity where workers are being furnished
with legitimate administration and direction so as to improve current just as future execution
(Brunetto and et. al., 2012). On opposite side it should likewise center over sorting out

advancement programs which centers over improving the information on representatives based
on changes in outside condition. These training and development program helps the employees
in creating and developing the required skills and knowledge into them.
Reason:-
The motivation behind Human asset office is to guarantee that tasks must be acted in a way that
it prompts boost of profitability with the goal that upper hand can be accomplished (Cameron
and et. al.,2014). Following are the principle reason for HR chief of company Tesco:
 Law compliances:- The HR of Tesco has implemented some laws related with the
employees security. Some of these laws are mandatory for the organisation to implement as
they have been formed by the government or legislation.
 Performance examination:- The performances of the employees get measured and
evaluated by the HR department so that they can make the necessary measures to make it better
and to take the right decisions. Tesco HR supervisor should normally assess the exhibition of its
representatives to recognize the presentation hole between genuine or expected and afterward
amending those to improve effectiveness.
The merits and demerits of the different ways used by HR department in hiring and selecting
process
Recruitment and selection is considered as most fundamental job of Human asset office
which guarantees that representatives with sufficient abilities and capacities must be situated at
opportune spot and work toward achievement of authoritative objectives (Jiang and et. al.,2012).
Recruitment:- Recruitment is a process in which the organisation sends and invite the
applications related to talented candidates for their interview purpose so that they can fill the
vacuum positions into the work place.
 Internal recruitment:- This methodology is utilized when Tesco search inside the
association and evaluating the ability of existing representatives so as to top off the empty
situation by putting a current laborer over higher position. Some inside recruitment methods are
move or advancement.
Strength Weakness
 Inner methodology lessens the expense
of recruitment and furthermore helps in
putting the steadfast worker over empty
position.
 Interior recruitment supports in simpler
and faster activities however this
procedure limits the ability pool by
confining the decision more than barely
any representatives.

• External recruitment: - External hiring is a source of hiring in which the organization,
TESCO, invites the application of candidates for outside of organization through posting about
the job at various platforms like at Linked In, Indeed, company's own web side and etc
(Kerlinger and et. al.,2013).
Strength Weakness
 The company gets fresh blood into the
organisation, which helps in bringing
the new ideas into the work.
 This process is very much time
consuming and is very high in cost for
the organisation.
Selection: It characterized as the way toward picking generally reasonable and meriting
contender for the accessible empty situation in the association with required abilities and
capacities in the wake of evaluating up-and-comer from a few tests. The methodologies utilized
by Tesco for choosing representatives are referenced beneath:-
Systematic:- This methodology include the arrangement of steps which put accentuation toward
assessing the abilities of up-and-comer so as to pick the best among accessible candidates
utilizing procedures like psychometric test, screening test and so forth (Kim and Lee, 2012).
Strength Weakness
 Systematic methodology help in
choosing the meriting applicant
according to their aptitudes or ability
 This methodology require additional
time and cost.
 Unsystematic approach: It refers to the process in which the organization after the
completion of aptitude test organize a meeting and selects the candidates. This process is
adopted when the organization has urgently has to fill up the position.
Strength Weakness
 This prompts topping off of empty
situation in less conceivable time which
spares time and cost.
 The competitors chose through this
procedure are not in every case directly
as at some point most meriting
applicants missed by organization.

TASK B
Benefits of various HRM practices
HR the board assumes a critical job in the administration of workers just as assets inside
the association for performing tasks in viable way (Manvi and Shyam, 2014). The HR chief of
Tesco play out a few practices so as to improve productivity of work for the achievement of
authoritative objectives. The advantage of HRM for both manager just as representative are
referenced underneath:
HRM practices Employee Employer
Recruitment and selection Recruitment makes a few
development open doors for
workers when it is inward as
by performing admirably
representatives become ready
to build their abilities or
capacity and get advantage, for
example, acknowledgment,
advancement and so forth.
HR supervisor is liable for
recruitment and selection of
meriting possibility for empty
position which bolster the
business of Tesco in framing
up high gifted workforce that
help in accomplishing serious
edge at commercial centre by
improving efficiency.
Training & Development The training and improvement
exercises help representatives
of Tesco in improving their
aptitudes and information in
regards to their territory of
work which further help in
their profession development.
Preparing programs
orchestrated by HR division
bolster business of Tesco in
improving the exhibition just
as efficiency of its workforce
which thusly contributes
toward achieving the
hierarchical targets.
Evaluation of effectiveness of different HRM practices
HRM assumes a critical job in expanding the productivity of representatives just as tasks
performed inside the association by giving legitimate direction to workforce with respect to the
way wherein they perform activities. This thusly additionally support Tesco in improving their
efficiency which thusly likewise contribute toward upgrading the productivity of association.
There are number of HRM rehearses performed by Tesco so as to keep workers increasingly

engaged and adjusted towards the authoritative objectives. Following are the HRM rehearses
which contribute toward improving the efficiency or productivity of Tesco:
Recruitment and selection:- It is characterized as the way toward looking, drawing in,
assessing and choosing the proper contender for empty position that are available inside the
association. Recruitment and Selection is consider as most vital capacity of HR chief which
bolster association in situating the correct up-and-comer at perfect spot from the accessible pool
of ability (Moutinho and Vargas-Sanchez, 2018). This help Tesco in building up a workforce of
high talented and capable representatives which contribute toward improving the nature of work
which thusly help in keeping client happy with the administrations offered by organization. It
contributes toward expanding efficiency just as deal which thus increment the benefit of Tesco.
Training and Development:- It is characterized as the way toward improving the abilities,
capacities and ideas by giving appropriate direction and information to representatives so as to
improve their presentation. By organizing appropriate training and development meeting for new
representatives, Tesco become ready to hone up their abilities that are basic for performing
specific occupation job for expanding efficiency. On opposite side organizing training meetings
for existing representatives help Tesco in improving their insight just as expertise as per the
progressions winning in advertise. This assistance in offering administrations according to the
prerequisite of client which thus increment piece of the pie and prompts expansion of
gainfulness.
Flexibility practices: The organisation working style and climate should be very much flexible.
When the organisation system or working is flexible, the employees would also be relaxed and
happy. They would work with the free mind.
Performance management: The HR also has the role and responsibility to manage the
performance of the employees who are working into the organisation. From the performance
management they can bring all the employees at par.
TASK C
Importance of employee relations that impact decision making process
The HR department is responsible for fulfilling the employees requirements into the
organisation, taking care of the problems or any issue which may arise in employees,
maintaining an account for employee performances, handling of their pay and the so on. The
department also has to make the good relationship with the other departments also so that they
can work very closely and inordinately with each other. The coordination among these different
departments would enable the organisation in work effectively and efficiently with each other.
This enhances the ordination into the organisation (Ployhart and et. al., 2014). Apart from this

the department is also responsible in maintaining a good culture into the working environment so
that the employees feel happy and safe in their working space. The department makes the
policies and the rule regrading the culture by evaluating the both internal and external factors of
environment and then they makes the policies which makes the employees happy and satisfied
with the work place.
Some of the activities which are used in managing and creating a good relationship between the
workers, these are as follows:
 The company, TESCO must give the reasonable working environment to the employees
so that they can work very happily and with satisfaction into the organisation. The culture which
is prevailing into the company should be very much comfortable and there should not be a single
barrier or grievances to communication.
 The remuneration which is provided by the organization should be apt and as per the
work performed by the employee. The pay which is provided by the organisation should be equal
to the level of work the employees provide to the organisation. Equal and just pay build a
relationship between the organisation and the employees.
 The company should also provide the regular training and development program to the
employees so that they can build the required skills and knowledge which proves to be an asset
for both the organization and for employees.
The HR manager should have the open thoughts so that they can also encourage the new trends
or changes which has been initiated into external and internal world. Through the adoption of
new changes the organisation employees would be satisfied and happy that their company is very
much open to all. (Santos and et. al.,2014).
Key elements of employment legislation and its impact on decision making of HRM
The HRM department considers as a heart of any organisation. It has been said that they
are employees only who helped the organisation in achieving what they have planned. Managing
the employees work force is not an easy task and the HR department has to follow the legislation
laws and regulations which are mandatory for the TESCO to follow and to adopt into the system.
These employment legislations are as follows:
 Healthy and safety law: This law ensures that th employees who are working
into the organisation should be very much safe and the organisation should at least provide them
with least amenities to the employees. The rules and regulation should encourage the employee
safety. Along with it the organisation should also use all the corrective measurements which
reduce the risk through which the employees are prone to (Thornton, 2015). The company

TESCO has adopted this law by making the organizational premises very much safe for the
employees.
 Anti-discrimination Law: According to this law, the organisation should treat its
employees with par. The company should not differentiate the organisation on the basis of
gender, background, culture and etc. TESCO company is being treating people or employees at
par and equal since its establishment. They also gives the equal opportunities to the women also.
The company has not only adopts this law but also encourages it by following it very hard in its
system.
TASK D
HRM practice applied in organizational context
Human resource administrator is answerable for performing number of exercises inside
association so as to accomplish set objectives and destinations (Vaiman, Scullion and Collings,
2012). The significant acts of HRM are referenced underneath:
JOB SPECIFICATION
Company : Tesco
Work position: Assistant HRM
Qualification:- Masters in Human Resource
Essential Criteria:
 Must keep up coordination with other practical unit to perform tasks successfully.
 Must have sufficient information with respect to administrative idea and enactments.
 Must have the ability to manage complex circumstance and handle clashes.
Desirable Criteria:
 3-years of experience
 Fluent English with significant communication skills
Questions which can be asked during interviews
1. Personal information
2. Past work experience and the learning out of it.
3. The past eduactions and qualification of the candidates
4. Questions related to the working profile of the employees

JOB DESCRIPTION
Organisation: Tesco
Department: Assistant Human resource division
Job Title: - Assistant HRM
Job location: London
Job summary
Organization is scanning for a desrving applicant who forces required abilities and information
on HR about administration practices to oversee workers viably.
Role: -
Defining approaches and systems for performing activities
Compose preparing programs according to necessity of representatives
Oversee morals in rehearses
Consistence with all the laws identified with hierarchical tasks.
CURRICULUM VITAE
Curriculum Vitae
Name: - Stella John
Address: - 28rd street, West-side lane, London
Phone No: - 142516348
Career objective: To seek after my vocation in an association which give me openings where I
can apply my abilities and ready to create them.
Educational Qualification: -
 BBA
 MBA
Experience: experience in retail business of minimum 2 years
Declaration: I thusly pronounce that all above data introduced by me are right according as far
as anyone is concerned.
Date:
Place:

CONCLUSION
From the above given data it very well may be finished up HRM assumes an essential job
in the hierarchical development and execution by dealing with the workers who are liable for
performing activities. In any case, so as to oversee workers viably it is exceptionally basic for
HR to oversee great connection with representatives as it support in upgrading the gainfulness
and profitability of association. Notwithstanding this HR is additionally liable for detailing
arrangements over which tasks of an organization depends yet for planning powerful procedures
it is basic for HR to consider fundamental enactments that are connected with the activities
performed with the association.

REFERENCES
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