Human Resource Management Report: HRM Practices at Tesco Company

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a major multinational retailer. It begins by defining the purpose and functions of HRM, specifically in employee planning and resourcing. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, evaluating internal and external hiring methods, as well as ability tests and interview processes. Furthermore, it examines the advantages of various HRM practices, such as training, development, and conflict resolution. The report also assesses the effectiveness of these practices through metrics like employee satisfaction and productivity rates. The importance of workforce relations in influencing HRM decision-making is explored, along with an analysis of key elements of employment legislation and its impact on decision-making. The report illustrates the application of HRM practices in a work-related context, providing a holistic view of HRM within the Tesco organization.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
P1:Describe purpose and functions of HRM applicable to employee planning and resourcing
an company.............................................................................................................................1
P2:Describe strengths and weakness of various approaches to selection and recruitment....2
TASK 2............................................................................................................................................4
P3:Describe advantages of various HRM practices within industry......................................4
P4:Measure effectiveness of various HRM practices.............................................................5
TASK 3............................................................................................................................................6
P5:Examine importance of workforce relation in respect to influencing HRM decision making
................................................................................................................................................6
P6:Analyse key elements of employment legislation and impact it on decision making......7
TASK 4............................................................................................................................................8
P7:Illustrate application of HRM practices in work related context......................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
HRM defines Strategic approach to effectual management of employee in organisation
and assist in get competitive advantages in business. It is framed to maximize staff performance
in terms of strategic objectives of employer. It is also a practices of employees managing to
accomplish improved performance. It involve in various functions that are helps in managing
entire organisation to achieve common goals. Below report based on Tesco, it is British
multinational groceries or merchandise retailer situated in Welwyn Garden city in England. This
company is third largest retailer in entire world (Armstrong and Taylor, 2020). They have more
than 6800 outlets in different location and Tesco divided into various enterprises such as Tesco
banks, mobiles, family dining Ltd and etc. below report includes purpose and scope of HRM,
effectualness of key components of HRM, examine internal and external factors that affect
decision-making and adopt HRM practices in Work context.
MAIN BODY
TASK 1
P1:Describe purpose and functions of HRM applicable to employee planning and resourcing an
company
HRM refers to managing people within an organisation to accomplish common business
goals and improve performance (Banfield, Kay and Royles, 2018). There are various purpose
and functions are involve in HRM to staff planning and resourcing.
Purpose of Human Resource Management
 Positioning Human resource and goals of business.
 Listening and responding to entire workforce to manage maximum satisfaction levels of
job.
 Hiring talents people and if employees do any mistakes which is against organisation
policies then firing also in hand of company's supervisor.
 Providing training as per requirements of employees.
 Managing changes and transformation in any terms such as in management,
technologies,workforces and many more.
 Understanding and group action of ethics and labour laws.
Functions of Human resource Management
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 Selection and Recruitment of talented and skilled people as per working requirements
so company can planning and resourcing in effective manner.
 Performance management is important because it assist in employees perform their
business activities and job role in right direction.
 Development and Learning helps to work force in performance improvement because
employees face challenges and issues related to work in various areas.
 Succession planing is procedure of contingencies planning in terms of key staff left
organisation. In this if employees wants to leaving job, manager already ready a
replacement and save important money in an organisation.
 Benefits and compensation assist in motivate to employees. There are two
compensation first one is primary which consider paid amount for work and second one
is secondary compensation which is provide in term of non monetary faculties or
rewards.
 System of human resource information, in this there are two basics which are not
human resource practices but tools and techniques to do human resource in better way.
 HR data or analytics, in this organisation use HR KPIs and HR metrics to analyse data
of management performance and manage accordingly.
In context of Tesco company, HRM purposes and functions both are helps in better
growth rate of business in various aspects (Berman, Bowman, West and Van Wart, 2019).
Purposes and functions some how work same such as both helps in hiring best talented people
and manage them to achieve common business goals in through providing right direction and
guidance. Tesco is at third largest rank with the support of employees participation and their
efforts to manage entire business and its procedures.
P2:Describe strengths and weakness of various approaches to selection and recruitment
There are various approaches of HR management that helps an organisation to improve
its performance and productivity (Boella and Goss-Turner, 2019). There are some strength and
weakness of various approaches to selection and recruitment in the context of Tesco.
Requirement approaches:
Basis Strength weakness
Internal It is very monetary value effecting The main weakness of internal
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requirement procedure of Tesco and needed lesser
period of time rather than other
procedure of needs (Boon, Den
Hartog and Lepak, 2019). It provide
more opportunities to workforce to
performing in the industry. In this
procedure of needs HR managers
assure that company fill vacant job
position of firm by staff performing
within workplace, as per to their
abilities and skills to perform specific
business task performance.
hiring procedure is that it is block
best fresh talent in the company. It
also impact upon effectualness of
firm's performance. Along with it is
shifting team members of industry
to another position may enhance
levels of vacant job position in
industry. Internal hiring process
could also raise levels of various
conflict within company.
External
requirement
The function of external hiring of
workforce is to enhance levels of best
talent in organisation so that they can
assist in improved performance of
industry in marketplace.
The external hiring procedure is
long time consuming and it is
costly. It also raise level of
complexity within organisation.
Selection approaches:
Basis Strength weakness
Ability test This test assist employer to understand
about abilities and skills of people so that
they can analyse it on basis of vacant jobs
that they have to perform in Tesco.
It is lengthy and time
consuming procedure.
Sometimes this test is not
provides any changes in a full
report of work-force's abilities
and skills.
Interview This concept of selection is one of the most
suitable approach that is adopt by
interviewer in terms to recruit right people
for right vacant job. Interview model assist
It is very lengthy and times
consuming procedure or
sometimes interviewers enable
to analyse appropriate abilities
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in knowing about candidate's skills and their
needs or expectations, it also helps to
interviewer to analyse that candidates can
fulfil vacant job requirement or not.
of candidates and reject them
in interview process. This
could affect morals of people
and demotivate to candidates.
TASK 2
P3:Describe advantages of various HRM practices within industry
HRM defines as practices and policies needed to perform regular human resource within
organisation like staffing of workforce, development of employees, management of performance,
compensation, motivating workforce which are involve in process of decision making in
business (Boon, Eckardt, Lepak and Boselie, 2018). There are various benefits of HRM practices
in company which are described below as;
 It assist in hiring best talented people for job requirement so organisation get effective
business performance.
 This helps in cultures of organisation because it involve bringing values together, vision
of industry. Its belief, working rules and regulations and traditions that are adopted by
Tesco over time period. HRM system play essential role of influencing cultures of
company within premises of business.
 Assist in planning for any modification and changes because current business trends and
requirement are changes very quickly such as finances of organisation changing
frequently, technologies are changing and innovating regularly and many more. So
practices assist in prepare for any uncertainty with effective planning.
 Development and training, both consider qualities and skills, employees require training
at specific point because every company differ with another's. Policies and process
require to be sent firmly to entire staff as a process of on boarding (Chams and García-
Blandón, 2019). This practices assist in provide improved skills for business performance
and more development.
 Helps in reducing or avoiding conflicts of management because at some point in Tesco
there are arise conflicts between employer and workforce and no one can reduce conflicts
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from place taking. So HRM play role of mediator and provide counselling to reduce
differences effectually.
 Health and safety related laws and measures, Tesco company take care about
employee's safety and health, company provide some measures and extra facilities in
monetary terms. This will helps in management performance in favourable manner.
 Recruitments and retention employees it is major hub of entire policies and HR
department system (Chelladurai and Kerwin, 2018). Hiring skilled and retaining them
within organisation by providing right training to perform their job roles and motivate
them for skills and provide rewards in further. It will assist in retain existing employees
for long term.
 Build good relation, This practice ensuring that good working relations grows among
workforce. For this Tesco conduct meetings, seminar and other official get together for
better management. This will helps in drafting business and marketing plans, also in
maintain healthy working environment at workplace.
All practices are helps to employees and employers manage management effectively and
maintain good relations within working environment. Employers get benefits of retain staff for
better growth rate of Tesco because existing employees are already familiar with working
process and its environment.
P4:Measure effectiveness of various HRM practices
Human resource management helps in filling gap between work-force's performance and
different business objectives (Flynn, Valentine and Meglich, 2021). There are various process
and tools available to measure effectiveness of practices of HRM, such are;
 Tesco use eNPS (Employee net promoter score) to track scores of performance of each
staff. Through this company also get estimate about effectiveness of HR practices.
 Satisfaction Index of employees provide data and information about employees are
satisfied or not and get rates as per getting data so organisation know about satisfaction
levels of staff and try to improve them so it increase effectiveness in various practices.
 Productivity rate of employees assist in measure rate of business productivity so HRM
make planning accordingly.
 For hiring best skilled people company adopt some techniques and technology to explore
more people in different locations (Longoni, Luzzini and Guerci, 2018). Such as
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company provide details about vacant job on digital platforms and circulate in different
network to reach skilled people.
 For performance management Tesco use some performance tracking tools so get to
know about each employee's performance and provide appraisal or rewards as per
performance rating.
 For training and development company use some new techniques and ideas such as
induction programs, different training session programs and many other. This will helps
in improve management performance and provide more skills as per requirements of
business related.
TASK 3
P5:Examine importance of workforce relation in respect to influencing HRM decision making
Workforce relation defines to efforts of organisation to increase relationship between
employer and employee. It's major focus on giving positive working environment to employees
so that it could raise level of business performance and productivity enhance. There are some
significant of workforce relation within an Tesco organisation.
 Enhance communication: Effective communication helps in better employees relations
and it assist in effectual decision-making procedure of HRM. In every organisation better
interaction process assist in transferring effective thoughts and ideas or build strong
relationship. This procedure helps in making decisions in better manner. Tesco
effectively follow this process to over come from communication barriers.
 Employee empowerment: This defines to all opportunities that company's manager
provide to their workforce, so that employees can severally perform their jobs role in
organisation and give better profitability and productivity to company (Morgeson,
Brannick, and Levine, 2019). In the context of Tesco, company's HR manager of
industry assure that every workforces receive all required resources and tools so that it
can assist them perform tasks and business activities towards their own goals and raise
their career .
Thus, workforces relation is an very essential concept of HR management in order to
enhance levels of effectual interaction and staff growth in Tesco.
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P6:Analyse key elements of employment legislation and impact it on decision making
Employment legislation defines to all relevant laws which is associate in employment
way considering moulder of employment, relations of labour, worker's compensation, pay equity,
rights of human, entitlements benefits, employees safety and health occupational. industry's
major aim of adopting these laws is attendant to employment and employees save from
performing business task in wrong way within workplace (Nieves and Quintana, 2018). In terms
Tesco industry, employment legislation adopt in effectual manner. These laws also impact upon
decision making procedure of HRM.
Components of employment legislation and its affect on decision making process on HRM.
There are different employment legislation in Tesco terms that will affect on decision
making procedure, effectually adoption of laws helps in making right decisions that can be
explained below as;
 Health and safety laws: It defines to health and safety measures within organisation, in
Tesco company, their major aim is to focus on work-force's health and their safety. This
helps in decision making procedure in right manner and also enhance levels of
performance. But on the other hand this law is costly and very time consuming that is
why many organisations are avoid this law.
 Employees relation act: This defines relationship between every employees and It play
major role in industry and in context of Tesco, this law assist in cultures managing and
positive environment of working within organisation and in this act if workforce create
any negative environment which consider misbehaviour and using abusive words then
according to this law firm provide some punishments and give strict warning to staff
(Sadikova, 2020). Because negative behaviour impact upon rate of performance also or
business growth.
 Parental and maternity leave regulation act: This law were arranged before parliament
on 4th November and took impact on 15th December 1999. This law provide a right to
parental leave based on Council Directive 96/34/EC and better existing maternity leave
set up. This law specially for women and it have essential role in each organisation to
inspire women, In terms of Tesco, they effectually adopt this law and in present scenario
women staff is at high rate, so industry focus on women's facilities, it helps in improve
performance and brand values at marketplace (Stewart and Brown, 2019).
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TASK 4
P7:Illustrate application of HRM practices in work related context
Job description
It is a internal document or written narrative which explain general task, job related
responsibilities and duties.
Job Description
Job Title – Marketing manager
Department - Marketing
Job summary - A marketing manager spread an awareness by making and implementing on
marketing strategies to meet people's needs or expectation and maximize revenue. They manage
internal teams, promotional activities, products, marketing task and messaging to distribute
them to publicly through digital media, social media and different advertising platforms.
Duties and Responsibilities
 Conducting research in marketplace
 Analyse customers and their needs
 Making promotional strategies
 Implement advertising activities
 Coordination and directing
 Framing marketing related policies
 Measuring Competitor
Qualifications and Skills
 Bachelor's and post graduation in respective field
 Good group-work skills
 Good communication skills and management skills of analytics
 Technical skills
Person Specifications
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It is description of skills, qualifications, knowledges, experience and other attributes in
criteria of selection which a specific people must possess to full fill job related duties. In this
there are various attributes available such as title of job, department and it divided into three
category which are Attributes, essentials and desirable (Zaid, Jaaron and Bon, 2018). In
attributes there are three aspects are there that are core competencies, Experience and
Knowledge. Essentials and desirables are based on those three attributes.
INTERVIEW NOTES:
 Tell us about yourself?
 How did you know about this vacant job position?
 Tell us about your past experience and job profile?
 What encouraged you to pursue career in marketing field?
 What do you mean by outbound and inbound marketing concepts?
 What are the eight P's of marketing?
 What are the five essential elements of marketing campaigns?
 What is digital marketing and how we can implement plan over there?
JOB OFFER LETTER
JOB OFFER LETTER
TESCO retailer organisation
Welwyn Garden city, England
March 03, 2020
Mr ABC
Human Resource Representative
I am pleased to offer to you a position of manager at marketing department in Tesco retailing
company. This is full time hob of 6 days within a week. Your initial package will be $35,000
per month. As a full time employee, you will be eligible to industry's good package and all
principal concept of employment offers and benefits of our employees are states in enclosed
written document.
If you have any quires regarding procedures of employment and its policies, please do not
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hesitate to contact us on +0125455544
Sincerely yours
Mr XYZ
Human resource manager
Tesco company
CONCLUSION
It is concluded the above report, HRM play crucial role in organisation in different
practices. Each HR practices helps in achieve better performance and increase growth rate of
business in market. Purpose and functions of HR provide skills to employees, retain them for
better development and hiring best talented people from various areas. Every practices of HR
provide effectiveness by using using different tools and techniques to estimate productivity,
performance and satisfaction levels of staff. Both external and internal factors, some are
favourable in business some are not because organisation have tough competition from other
retailers and many other factors are there. HRM practices in work context provide employee's
information and give them details about job and its roles so staff can understand in well manner.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
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.
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and
strategic human resource management. The International Journal of Human Resource
Management, 29(1), pp.34-67.
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.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Flynn, W.J., Valentine, S.R. and Meglich, P., 2021.Healthcare human resource management.
Cengage Learning.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green
supply chain management. Journal of Business Ethics, 151(4), pp.1081-1095.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality Research,
18(1), pp.72-83.
Sadikova, M., 2020. Theoretical basics of the Human resource Management. Архив научных
исследований, (3).
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production, 204, pp.965-979.
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