Human Resource Management Report: Analysis of Tesco Plc

This report provides a detailed analysis of Human Resource Management (HRM) practices within Tesco Plc. It begins by outlining the purpose and functions of HRM, emphasizing workforce planning and employee satisfaction. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, comparing internal and external sources, as well as systematic and unsystematic selection methods. The benefits of different HRM practices for both employees and employers are explored, along with an examination of different HRM methods. The report also highlights the importance of employee relations in influencing HRM decision-making, covering key elements of employment legislation and its impact. Finally, the application of HRM practices in a work-related environment is discussed, providing a comprehensive overview of HRM within the context of Tesco Plc.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Purpose and the functions of HRM........................................................................................1
Strengths and weaknesses of different recruitment and selection approaches:-.....................3
Benefits of different HRM practices within an organisation for employees and employer...5
The effectiveness of different HRM practices in terms of raising profitability and productivity.
................................................................................................................................................7
Different methods used in HRM practices.............................................................................8
TASK 2 ...........................................................................................................................................9
The importance of employee relations in respect to influencing HRM decision making for the
organisation............................................................................................................................9
The key elements of employment legislation and its impact in decision making................10
Key aspects of employee relations management and employment legislation that affect HRM
decision-making in an organisational...................................................................................11
Application of HRM practices in a work-related ...............................................................12
CONCLUSION .............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource plays an important role in every organization in achieving the successful
growth and global status in the market. Human resource management is all about managing
individuals working in an organization so as to achieve maximum profit by incurring minimum
cost. In simple language, it refers to selecting the right candidate for the organization so that they
can prove to be best for the company in the nearer future (Anderson, 2013). In this report, Tesco
Plc company has been taken into consideration which is one of the British multinational
groceries retailer company. Its Head quarter is situated in UK. This report contain the facts about
the purpose and effectiveness of human resource management to fulfil business objectives.
Additionally, this file gives the brief about internal and external factors that affect human
resource management's decision making process. Lastly, this project explains about the Human
resources practices that are being adopted in context to work related environment.
TASK 1
Purpose and the functions of HRM
Human resource management refers to the process of monitoring employees working in
an organization so as to enhance their knowledge and performance in order to sustain and
achieve organizational goal. The main purpose of HR manger of Tesco plc is to select the right
candidate at the right job on the right time (Albrech, 2011). In order to do this proper human
resource planning and succession planning is must. Human resource planning is the technique
used to identify the need of human resources for an organization so as to achieve business
concern goal. Whereas succession planning is the techniques which is used to identify and
develop new leader in order to replace the old leader. Beside this, the company purpose is to look
after the compensation and benefits that are to be provided to the employees on the basis of their
performances. Additionally, the other purposes of HR manger of Tesco Plc is to increase the
performance level of the workers by giving them appropriate training session and good working
condition.
Workforce planning:
Work force planning is a procedure adopted by the employers of an organization so as to
anticipate the workers needs. In simple language, it is defined as analysing, forecasting and
planning workforce supply so as to ensure smooth functioning of an organization. Workforce
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planning is used for maintaining and managing all business operations and functions in better
manner. It can be helpful in reaching with desired goals and targets effectively. Along with this,
it can assist in managing whole workplace and also conduct planning for achieving set
objectives.
Purpose of HRM
Some of the purpose of HRM applicable for the workforce planning and resourcing an
organisation are mentioned below:
 To full fill staffing needs: The main purpose of HRM of Tesco Plc company is to fulfil
the staffing needs and requirement. For example if the employees of Tesco Plc company
want flexible and friendly working environment then in that case is the purpose of
responsibility of HRM of company to render working environment as per the need of
employees.
 To maintain employee satisfaction level: Second main purpose of HRM of Tesco Plc
company is to increase and to maintain the satisfaction level of employees by motivating
them through Monetary and non monetary benefits like money, appreciation etc. Thus it
helps in increasing the satisfaction level of the employees.
Functions of HRM
There are some of the important functions which are being performed by HR manger of
Tesco Plc discussed as below:
To conduct orientation programs for new workers: One of the important function of
HR manger of Tesco Plc is conduct the induction or orientation programs so as to introduce the
new workers to the organizational environment. This will help the new employees to get familiar
with others members of the organization which in turn will result in achieving company goal.
Managing job recruitment and selection procedure: To recruit and select the right
candidate at the right time for the company is the core function of HR manger of Tesco Plc. This
will result in achieving the growth and development of the company.
Overseeing employees benefits: One of the primary function of HR manager of Tesco
Plc is to oversee whether the employees are receiving benefits as per their performance level or
not. This will result in motivating employees to work for the company in achieving set objective.
Providing good working environment: The other major responsibility of HR manger of
Tesco Plc is to provide better working condition. In order to increase productivity and efficiency
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it is essential to provide friendly and hygienic working environment. This in turn will result in
achieving company goal (Armstrong, 2011).
Training and Development: This is the core function which need to be performed by the
HR manger of Tesco Plc so as to increase the workers skill, knowledge and performance level.
This will benefit the workers as they will get specialized in their job profile and will result in
accomplishing organizational desired aims and objectives.
HRM purpose and functions are responsible for company growth and development in
higher level. Along with this, it assist in gaining huge income and profitability by attracting large
umber of customers. They are conduct training and development sessions for enhancing
employees skills and knowledge so that they are perform work in order to reach with set goals
and targets.
Strengths and weaknesses of different recruitment and selection approaches
In an organisation, manager have responsibility is to manage and maintain all business
operations in better manner so that they can easily gain higher income and profitability. The
main role of company manager is to hire and recruit capable employee who have ability and skill
to reach with desired goals and targets.
Recruitment:-
Recruitment refers to the method of searching for potential employees and encouraging
them for employment in an organisation. It is an appropriate method to fulfil the staffing
requirements. The sources of recruitment are internal and external.
Internal sources:-
Internal sources of recruitment refers to the sources within the firm or group. Within the
organisation, sources which are best to select individuals for job are- promotions, re-employment
of former employees and transfers. In Tesco Plc recruiting employees through internal sources
will be beneficial as it is a best way to utilise present resources.
Strengths:- It ensures optimum utilisation of internal talent. It increases Employee's morale.
Cost to the recruitment will be minimum. It reduces time and efforts in recruitment. In Tesco Plc
it will reduce manager's time, efforts and cost in recruiting employees
Weaknesses:- Internal sources base is narrow, as options are restricted because of limited
choice. Conflicts may arises between employees who are aspired for promotions. Person who is
promoted need to be replaced. Role with new skills and specialities cannot be filled, as existing
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employees have other skills. In Tesco Plc due to limited choice, people with fresh ideas and
skills can't be hired.
With internal sources of recruitment such as promotion , job rotation company can fill
higher positions which will save time, efforts and money. On the other hand only because of
limited choice company will miss the chance to hire individuals with innovative ideas.
External sources:-
External sources refers to the sources which are selected from outside of the firm. It
consists more money and time. External sources are – advertisements, educational institutions,
employment exchanges, direct recruitment, recommendations, etc.
Strengths:- It's scope is wide as it covers the market area. It gives employees with new
skills and innovative ideas. It reduces internal politics. In Tesco Plc recruiting employees
through external sources will bring fresh ideas and innovativeness (Bamberger, Biron and
Meshoulam, 2014).
Weaknesses:- It consumes more time and money. When employees with new ideas are
hired, it leads to demotivation of existing employees. In Tesco Plc it will increase efforts and
demotivate existing individuals.
On the other hand there there are certain approaches of recruitment like recruitment
agencies, online recruitment and websites and they have their own strength and weakness. Like if
the Tesco company recruit the new candidate via recruitment agencies, online or through
different websites it will demotivate the existing workers of the organization which is the major
weakness. On the other hand the major strength of recruiting candidates through online, websites
and agencies help the organization to get better skilled and expert candidate who will bring the
organization to the next best step. With external sources of recruitment such as campus
recruitment, advertisements, company has more choices to select suitable employees with new
skills. On the other hand because of advertising and recommendations it consumes more time
and cost.
Selection:-
selection refers to the finding of candidates who applied for the job and choosing the
most suitable individuals according to the job requirements. In this process scientific techniques
are used to select most appropriate candidates. Approaches to selection are systematic and
unsystematic.
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Systematic approach:-
Systematic Approach to selection starts with proper documentation. Other approaches
are- develop job posting strategy, ability tests, interviews, biographical data etc. It helps to find
most appropriate persons for a specific job. In Tesco Plc systematic approach will help in
selecting employees according to job requirements.
Strengths:- Through systematic approach company's efficiency will be increased and it
reduces cost. Chance to hire talented employees is increased. It reduces various risks with
selection. In Tesco Plc systematic approach will reduce risk related to selection of individuals.
Weaknesses:- It is expensive and requires more time. Results can be easily manipulated
by individuals by selecting supportive answers. It yields less data for training and development.
In Tesco Plc it will increase cost and time.
With systematic approach by tests and interviews company can select suitable individuals. On
the other hand it provides less information and increases cost.
Unsystematic approach:-
Unsystematic approach lacks systematic planning and order. In other words selection in
an unorganized manner which is not appropriate. Selection through a unmethodical system is
said to be unsystematic.
Strengths:- It is easy to select individuals because of unorganized selection process. In
Tesco Plc it will make selection of employees easier.
Weaknesses:- As individuals are selected without any planning or order, it will be
expensive and time consuming (Bloom and Van Reenen, 2011). In Tesco Plc it increases risk of
inappropriate selections.
With unsystematic approach through unorganized manner company can make select
different individuals. On the other hand it will be need more money and efforts. In addition to
this there are certain approaches to the selection process like interviews, panel interviews and
assessment. Such approaches have there own strength and weakness like through using such
approaches the interviewer of Tesco company can get to know by their face whether they are
confident enough or not, whether they fit for the company or not which is the major strength for
the company. Whereas weakness is that the candidate might fail to be get selected during the
interview as the question are asked by the various interviewers because of which the candidate
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might hesitate to answer it. Thus, the company might losse an expert candidate which the the
weakness for the company.
Benefits of different HRM practices within an organisation for employees and employers
Human resource management is a process of bringing workers together to gain gaols of a
company in a competitive business market. In addition to this, human resource management
practices plays a dominant role in maintaining growth and development of company at
marketplace. In order to make a high competitive place in market, Tesco Plc is a large business
enterprises perform various human resource practices to achieve its desired goals. Some of the
major benefits of HRM practices in context to both the employees and employers are as follows:
Benefits of HRM practices for employee
Employee is the individual who is hired to provide services to company on a regular basis
in order to achieve firms desired goals. HRM plays an effective role in Tesco Plc for employees
in order to enhance their ability and skills to perform tasks in an allotted time frame. HRM
practices gives satisfaction to employees and encourages them to contribute towards company
intellectual assets. In this context, some benefits for employees are discussed as below:
Promoting positive attitudes: It is important for employees to maintain a positive
attitude towards their work and management. In order to promote positive attitudes, Tesco Plc
plays an essential part in maintaining goods relations and coordination with other members while
working in organisation (DENG, ZHANG and LI, 2013). A positive nature helps them to
perform their tasks in well managed and systematic way.
Developing personal and professional skills: Advanced skills and training helps
employees in completing complex tasks in allotted time and in a more easier way. Tesco Plc also
spend a large amount of money on training in order to make its employees more effective in their
fields to execute their chores in more easier way. Hence, different HRM practices assist
organisation in sharpening their core professional skills.
Promote health relation among workers: One of the major benefit of HRM practice for
employees of Tesco company is that it will lead to generate proper healthy relation among the
workers. Thus, they will work more and more to achieve organizational goal.
Benefits of HRM practices for employer
Employer is a person or organisation who is responsible for hiring well skilled and
professionals at workplace in order to accomplish objectives of the company. In this context,
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Tesco Plc also hires well educated and highly skilled workers to maintain competitiveness of
firm at marketplace. In this regard, HRM practices also benefits the employer in certain ways
which are as follows:
Increase employees relation: This benefit of HRM practices also considered to be an
essential part for employers in developing employees relation. High authorities and managers of
Tesco Plc are also concerned in maintaining coordination between employees in an organisation.
In Tesco Plc, increment in employees relation is important in performing tasks in assigned period
of time.
Provide talented staff: The HR department of Tesco Plc provides highly trained, well
skilled and talented staff to the company to meet its goals in time (Feng and et. al., 2014). The
company is concerned with hiring talented employees and retaining them for longer period
through offering charismatic packages, accommodation facilities and many more.
Effectively motivate employer: One of the other most important benefit of Effective
HRM practice for employer of Tesco company is the they get motivated and would like to work
more harder in accomplishing organizational task and objectives.
On the basis of above description, benefit of different HRM practices are useful in
analyzing and examining the advantages of employees and employers in an organization. It can
be used for maintaining and managing all business operations in order to reach with desired
targets and objectives in better manner.
The effectiveness of different HRM practices in terms of raising profitability and productivity.
In a business organization human resource management plays vast role in managing all
the business operations and practices in effective manner. Each small as well as large business
organizations has some objectives and goals which are needs to be attained in respect to
enhancing their profitability and productivity. For this organizations are concern on creating
some plans and policies, so that organizational operations and activities are maintained in
appropriate way. As a large business organization Tesco Plc has categorized its business
operations in different departments in order to managing the business functions in systematic
manner (Fuhua, 2011). The major motive of Tesco Plc is to attaining higher growth and
profitability through conducting all business operations in effective way. Different HRM
practices are effective in enhancing the profitability and growth of firm in which some are
associated as under:
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Explore Complexity: In an organization the major obligation of a HR manager is to
reduce the chance of errors and conflicts within the working environment in respect to attaining
higher competitive edge within the market place. Thus conflict may have direct influence on the
productivity and profitability of Tesco Plc company.
Information system: HR manger of Tesco Plc is responsible for managing structural
performance by recruiting and placing the right resource at the right place on the right time.
Information system is a process of transferring data from one division to other in a hierarchical
manner. An effective information system is necessary in order to run business smoothly without
any hurdle. Thus it helps in raising effectiveness and profitability of an organization.
Talent management: It is essential for Tesco Plc company to maintain talent
management in an organization so that if any issues or complication arises they can overcome it
in an effective manner. So an organization must carry out programs in order to retain and
influence talented employees to to work for a company. As they help in overcoming the
complexities, which in turn result in increasing the efficiency and productivity of an
organization.
Overall it can be concluded that the manager of the Tesco company should effectively
adopt different HRM practices like by giving proper training and development services, by
rendering reward system for better performance. This will help the company in achieving
organizational goal on specified time period. In addition to this it will also help in increasing
productivity and efficiency of the organization. As well as helpful in achieving successful growth
in the market.
Handy's model of organization culture:
This model includes four points which includes power, role, task and person. These are
described as under:
Power – In an organization, power is held by just a few members who are mainly
influence spread within company. There are some rules and regulations in a power culture which
has to be followed by employees while doing working.
Role – It is used for analyze company employees roles and responsibilities which are
performed for reaching with desired targets. The firm manager distribute their work among team
members and determine their role which has to be performed.
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Task – It is that culture which are develop to identify specific issues and problems while
conducting projects. The task is essential so power among team will often and shifting is depend
upon mix of the team members.
Person – It is that culture where an individual see themselves as superior and unique
within an organization and rule on others.
Different methods used in HRM practices
Human resource management is an important practice that is being processed by the HR
manger of Tesco Plc company in order to sustain, retain and influence workers to work for the
company (GU and DENG, 2012). There are several HRM practices which are being adopted by
the manager of Tesco Plc company so as to maximize the profit level of the organization which
are stated below:
Recruitment and selection: The very first most method used by HRM practices of
Tesco Plc company is to recruit and select best candidate for the organization. For example
Tesco company recruit the candidate via using mails, advertisement through magazines,
newspaper so as to select the skilled and knowledgeable candidate for the company. This will aid
in future development of the business in the market.
Health and Safety: Second, most appropriate method used in HRM practices is taking
into consideration health and safety of employees so as to achieve maximum growth of an
organization. For example, Tesco Plc company takes into consideration employees health and
safety, by providing them health insurance policy, safety of their job, providing them medical
allowances and benefits. This will help the company in achieving the preset objective of the
organization.
Evaluation method: This is one of the primary method used in HRM practices so as to
evaluate the workers performance level from time to time. For example, Tesco Plc company uses
the practice of measuring the employees actual performance level with the standard one. This
help in acknowledging whether the employees are working accordingly or not to achieve desired
target goal.
Leadership method: It is the most important role that the manager of an organization
should play so to to motivate their workers to work hard and achieve target goal. For example,
Tesco Plc company uses leadership method in HRM practices in order to guide and encourage
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