HRM Report: Analyzing Human Resource Management Practices at Tesco

This report delves into the Human Resource Management (HRM) practices of Tesco, a major UK-based retail giant. It begins by defining HRM and its purpose, using Tesco as a case study to illustrate key concepts. The report examines various HRM functions, including recruitment and selection, job analysis, performance appraisal, training and development, and employee relations. It analyzes the strengths and weaknesses of different recruitment approaches, particularly internal and external recruitment, and their application within Tesco. The report further assesses how HRM functions contribute to fulfilling business objectives, such as providing talent and skills. It also explores the benefits of different HRM practices, employee relations, and employment legislation's impact on decision-making, supported by specific examples. The analysis covers employee recognition, engagement, and career development, providing insights into how Tesco manages its workforce. The report concludes with an evaluation of how HRM practices inform and influence decision-making within Tesco, offering a comprehensive overview of its HRM strategies and their effectiveness.

HUMAN RESOURCE
MANAGEMENT
1

Table of contents
Introduction………………………………………….…..….………………......2
Purpose and function of HRM (P)…………………………….………………...2
M1; Assess how the function of HRM can provide talent and skills appropriate to
fulfilL business objectives…………………………………………………….....5
M2:Evaluate the strength and weakness of different approaches to recruitment and
selection……………………………………………………………….……...…..8
D1:Critically evaluate the strength and weakness of different approach to
recruitment and selection, supported by specific examples……….……………...9
P3:Benefit of different HRM practice (TESCO) for both the Employer and
Employee…………………….…………………………………….……………...9
Effectiveness of different HRM practice (P4)………………….…………….…..10
M3: Different methods in HRM ….…………………………………….………12
D2: HRM practice and application (TESCO) ...………………………………....12
P5: Importance of employee relations in respect to influencing HRM decision-
making……………………………………………...……………………………..13
M4 Evaluate the key aspect of employee relations management and employment
legalisation that affect HRM decision- making in an organizational
context……………………………………………...……………………………..16
P6: Key elements of employment legalisation and the impact it has upon HRM
decision – making…………………………...…………...…………………...….16
P7: Application of HRM practice in a work-related context, using specific
examples………………………………….……………………………..………..19
M5: Provide a relation for the application of specific HRM practices in work
related context………………………………………………..………………..….27
D3: employee relation and the application of HRM practice that inform and
influence decision-making (TESCO)……………………………………....27
CONCLUSION………………………………………………………..28
reference……………………………………………………………….28
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INTRODUCTION
First we shall define what HRM or Human Resource Management actually is, put simply, it’s a
unique department existing in almost any company worldwide, what they do and how they do it
is widely different across companies but generally, they all deal with the ‘human’ aspect of any
company, whether new or old. What this means is that they have to deal with employees,
employers and their respective needs and demands from the company; it’s often the very first
department which an employee would make contact with.
To better understand what exactly it is that this division does and how it goes about doing it, we
will be using the example of one of the major groceries and retail giants from the UK- Tesco.
Purpose and the function of HRM (P1)
HUMAN RESOURCE MANAGEMENT
Human Resource Management (HR) is the process fo recruiting, selecting, induce employees,
provide direction, provide training and development, evaluate employee results, determine
compensation and provide benefits, empower employees, establish proper relationships with
employees and their trade unions, ensure the protection, welfare and health of employees in
accordance with the labour laws of the land and, finally, in accordance with the Orders/Judge
HRM is a planing, Separation for human resource planning, guidance, procurement
control,development, compensation, collective, rehabilitation and fulfillment of individual,
organizational and social goals(Edwin Filippo)
Feature of HRM
1.HRM is concerned with workers both as individual and as a group in attaining goals.
2.Under HRM, each worker is considered as an individual in order to offer types of assistance
and projects to encourage representative fulfillment and development.
3.HRM is a responsibility of all line managers and a function of staff managers in an
organization
4.HRM targets making sure about open co-activity from all workers to achieve pre-decided
objectives.
5.HR is concerned with developing the potential of employees
PURPOSE of HRM: is to create a job and deal with the job holders(employee)
INTERNAL RECRUITMENT is the point at which the organization hire employees from the
organization who works there already
External recruitment is when the company hire people from organization which is curently not
working there.
Candidate selection is to find right person on the right position
COMPENSATION personnel evaluate and make changes to an association's compensation
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structure by investigating pay patterns with the point of giving workers
Benefit HR work force must research and break down data to acquire the best bundles for these
advantages which ought to give satisfactory inclusion to representatives while limiting the
expense for business
Performance: just qualified workers get the awards for exemplary performance reviews.
Development : The HR department use a role in this development by selecting highly qualified
talented employee who fit into the company culture. Through recruiting he HR department also
handle employees development and fills employment gaps to help secure a competitive
advantage.
Onboarding and training Training and onboarding are two separate things. Training covers the
technicalities or tasks of the job. Onboarding is about integrating with the other employees,
management, and the corporate culture.
Compliance: Compliance it means adhering to the rules or laws that concern with the particular
business. Labour law comliance is abiding the labour laws enacted by governmental bodies.
Employee and Labour Relations helps whit general management regarding developing, ,
keeping up and improve worker relationship by means of correspondence, performance
management, processing grievance and/or disputes as well as interpreting and conveying
University policies. Employee and Labor Relations are essentially concerned with avoiding and
addressing affecting workers that result from or impact the job situation. In addition Employee
Relation recognize employees for service contributed to the Pace community and provides
assistance with professional growth. Employee and Labor relation is responsible for negotiation
and administration of the Collective Bargaining Agreement for the two employee Unions on
campus
Managers, supervisor and staff experiencing difficulty in their workplace are urged to contact
their assigned Employee Relations Manager or Labor and Employee Relations Manager for
additional help and direction.
Employee recognitions and engagement: Characterizing "employee recognition " is simple..
Associations that recognize, laud or congratulate workers are"recognizing" their performance in
some way. Employee recognition is one of the most un-expensive advantages bosses can offer,
beginning from as meager as 1% of a business' finance.
Recognition and engagement can’t be separated- the two are intertwined. Describing recognition
as a form of engagement that occurs daily.Companies are constantly engaging with workers to
understand them and find out what’s important (Donovan )
Career and development Provide activities and services which assist individuals or
organizations seeking support to affect a wide range of career transitions.
Function of HRM
1. Recruitment and Selection
Recruitment is the way attracting, evaluation and hiring employee for an organization
Selection is the way toward choosing a certified person who can effectively do a job and deliver
valuable contribution to the organization.
• The recruitment process include four stages: job analysis, sourcing, screening and selection,
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and onboarding.
2.Job analysis In HRM refers to the process of identifying and determining the duties,
responsibilities and specification of a given job. This involves the set of information needed
to compile a work description that will attract the right person to fill in . Job analysis help to
assess the level of experience, qualifications, skills and knowledge necessary to perform a job
successfully.
3.Performance appraisal The HR group has to realize the responsibilities assigned to every
single employee for them to make and plan a system where their overall
4 Training and develop: are the basic elements of HRM .It is the attempt to enhance an
employee’s current of future performance by increasing an employee ability through education
and increasing one's skills or knowledge in the specific subject.
Training may improve or build up extra competency or aptitudes in a representative hands on
one right now holds to expand the exhibition or efficiency. Improvement suggests openings
made to enable workers to develop.
5. Salary administration Wage and pay organization is the way toward paying the worker of an
organization (coursebb.com)
6.Employee welfare promotes job satisfaction.(keka.com)
7.Maintenance is worried about securing and advancing the physical and psychological
wellness of workers.
8.Labour welfare is the voluntary efforts by the employers to provide best conditions of
employment in their own industries.
9.Personnel Records are records relating to employee of an association. These records are
accumulated, verifiable and comprehensive information related to concern records and
detained. All information with impact to HR in the association are maintained in a precise
control. Such records are useful to a manager in different decision- making regions. There are
not many sort of records: Wages and salary records, coming down and develop Health and
safety records and Service Records.
APPLICATION (TESCO)
The advantage of HR management is that it, in order to fit into your boarder business strategy,
it can identify and development needs of your employees . Your workers will be able to keep
their skill up to date and bring valuable and innovative ideas back to the organisation by
constantly learning.
M1: Assess how the functions of HRM can provide talent and skills
appropriate to fulfill business objectives.
The process of HRM function mainly include re-planning of authoritative structure to satisfy
business targets of Tesco. One of the fundamental duties of the HR managers is to facilitate the
training session in the organization. With the help of of successful training sessions,HRM of
Tesco can introduce fitting ability and skills to satisfy all business goals and objectives. A
person just as well as group of employee increase personal skills and abilities. The most
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required thing in the current situation is to boost the inspiration of the workers to deliver great
quality products as they used to be.
Strengths and weaknesses of different approaches to recruitment and
selections (P2)
Recruitment is the basic and really effective function of HRM and that directly relates to the
functioning of organization and their effective planning as well. This process is directly refers to
the approach of selecting skilled workers for particular organization. The firm must be able to
select enough employees who have the required abilities and competence which are required to
carry out the particular job’s responsibilities (Tekleab and Taylor,2003).
Recruitment is the process where people are offered selection in an organization. It is
when planned workers are looked for and are then urged to go after positions inside the
association.
Selection is the way toward distinguishing a person from a pool of occupation candidates
with the essential capabilities and abilities to fill occupations in the association. This is a
HR process that separates among qualified and inadequate candidates by applying
different strategies.
(Armstrong and Taylor, 2017)
These process enable organization like Tesco get the right people to fill its posts because these
organisations require people for all kind of jobs ranging from a security at the door to the
manager in the store this requires them to select the ideal people for the role who match their job
description and personal specification. These also enable them to do it in a more systematic and
an organised manner such that everyone gets an equal chance and selection is
based solely on their performance.
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Defining
requirements
Attracting
candidates
Dealing with
applications
Interviewing
Testing
Assessing
candidatesObtaining
referencesChecking
applications
Offering
employment
Following up

First thing that any company has to deal with is finding workers who are
honest, hardworking, self-motivated and hold a number of required skill sets
(Rees and Smith, 2017). Tesco Plc. takes great care while selecting
candidates so no problems occur later on, there are basically two different
ways to select employees that are being used in this company:
Internal recruitment
When a company wants to save on money, what they do is they don’t go out
and look for fresh grads etc. they promote their already existing crew (Rees
and Smith, 2017).
 Strengths
This has a number of different benefits. When the company won’t have to
actually go out and find candidate, it saves them a ton of money which
otherwise would have been spent on conducting interviews, driving through
universities etc.
Another advantage: have more company specific experience which helps
them in their jobs.
Saves the cost of training of new employees. The employees which are
internally recruited are already aware of the SOPs of the company. So this
saves the process cost, orientation cost, and training cost associated with
the new hiring.
 Weaknesses
If the company ceases completely to bring people from outside then this
could result in limiting the otherwise potential creative side of the company.
Limits the hiring of new talent to the organization. this means that of the
organization keeps on hiring employees from the inside, then there would be
no addition of new talent in the organization
External recruitment
this form of recruitment is the one in which the company actually performs
the recruitment process in the conventional way; by publishing
advertisements at jobs and recruitment websites.
 Strengths
New people mean new ideas which could often help the company break from
a pattern of mundane business.
more talent is welcomed in the organization, and more jobs are opened for
other individuals.
new hires bring in new ideas and business in the organization.
 Weaknesses
The drawback is also relative to the previous step and that is when company
will organize these interviews etc. it could cost them huge amounts of
money.
If any wrong hiring is done externally, then it may cost a lot to the company.
Main reason of this is that the cost associated with new hires includes the
cost of recruitment process, the training process, and other related process.
And in case any wrong hiring is done, then this entire cost goes to drain.
Tesco Plc. intelligently uses both methods according to current needs which
results in overall cost effectiveness and operational efficiency.
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gencyInterviews
Strengths
Provide ways to call for research
can observe candidates in the problem question explore suitableness new recruits strength and
weakness before
Provide opportunities for candidates
Can build a pool for prospective employee asking questions about vacancies
Identify the skills, knowledge and enable face to face meeting attributes that employee shows.
Provide the applicant the chance to minimize the organization’s induction cost assessment
Weakness
Recruitment agencies
Strengths
A recruitment organization speaks with both employers and job seekers. They discover what
job vacancy are available, and who is ideal to fill them. They offer help to the candidates and
customers as well
Weaknesses
It costs money to work with a recruitment agency . The expense shifts relying upon the
compensation and kind of enrollment technique required. For a perpetual job, recruitment
agency charge a level of the yearly compensation.
M2:Evaluate the strengths and weaknesses of different approaches to
recruitment and selection.
Tesco PLC has a compelling Recruitment and Selection anyway there are advantages and
disadvantages, which should be consider. Tesco handle application form on the Internet on their
website 'www.tesco.co.uk', using the 'PeopleBank Select' framework. . Each would have various
necessities relying upon what the occupation being applied for is. To go after a specific position,
every one of that must be done is to finished the PeopleBank online CV, in addition to respond to
explicit inquiries for Tesco. This in turn would then be submitted and put away on their
information base and consequently a receipt would be shipped off the candidates email address
advising them that it has been gotten. Filling in the application structure in this way has its
advantage its less expensive application structures don't need to be printed or presented on the
candidates who needed to go after a specific position. Its quicker as finished form are put away
on the database and can in this way make it simpler to discover certain candidates application
form to allude to them when required.
Disadvantages. A few people might not approach the Internet , some may have issue to utilize it
or don't have a PC or other gadget making it hard to see the promotion,
Advantage Shortlisting is taken forward because it cuts down the number of the quantity of
application form back into the ones which most fill the necessities.
Disadvantage some application structures might be decided upon the manner in which it is
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composed for example hand composing. This for some situation may not be fundamental for
example in the event that the work is developed primarily around the utilized of PCs, for
example, utilizing the word processor. After shortlisting application would be invited to an
interview where they will be asked question based on Tesco application.
D1:Critically evaluate the strengths and weakness of different approaches to
recruitment and selection, supported by specific examples.
One of the values of TESCO' s states moral sourcing from the business, which means sourcing of
raw materials and labour . Accordingly, for this, they conduct an external process of
recruitment . Particularly for the post of storekeepers, the HR department conduct an external
recruitment process as it is a blue collared work requiring mass recruitment for new stores. As
per (Østergaard ,2011) the external process of recruitment provides the organization with
workers having new thoughts prompting development. For example, newly enlisted graduates
would have the eagerness to try sincerely and show their capabilities prompting quicker
accomplishment of organization objectives.
The inward enlistment is snappy and cost-sparing, it makes an opening in Tesco, which again
should be filled making the cycle long and subject to outer enrollment finally.
Explain the benefits of different HRM practices within an organization for both
the Employer and Employee. (P3)
Titles Definition Benefits
Employees Employers
Employee
Relation
mechanical relations,
is worried about the
authoritative,
passionate, physical
and useful
connection among
manager and worker.
Avoiding time and
money
a superior possibility of
getting an appropriate
line of work
investigation strategies a
higher chance of
accomplishing a work
life balance
Lessening work cost
higher worker profitability
better admittance to
representatives
a more prominent possibility of
expanding the human resources
assets in the organization
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Employee
engagement
Employee engagement is
the strength of the
psychological and
passionate association
representatives feel
toward their work
environment.
Better representative
wellbeing
Happier
representatives
Greater representative
fulfillment
Lower non-appearance
Higher maintenance
Better client assistance
Smaller turnover increased
efficiency improved profitability
less absenteeism, and greater
loyalty to workers
Flexible
organization
A flexible organization is
one that can adjust and
react moderately rapidly
to changes in its outside
climate to pick up bit of
leeway and continue its
serious position.
Appealing tailored
benefits, which are
valued highly.
No lost value benefits,
individuals know
exactly what they are
receiving through
choice and therefore
no value is lost.
Benefit cost is fixed, the flexibility
to the employee comes in the
variety of choice available.
Offering a wide variety of benefits
without the financial burden.
No cost to the employer. The
money is recouped after 12
months.
Option for employers Nation
insurance Saving.
Available benefits package is vital
in attracting key employee with
outstanding skills
Flexible
working
practice
non-customary
working game plans
that consider a
person's very own
necessities,
frequently including
some level of
telecommuting
Better work-life
balance
Lower levels of
nonappearance and
lower level of pressure
more noteworthy inspiration
and profitability, less
overheads and an
improvement in trust and
the business/worker
relationship.
Employer of
your choice
capacity to draw in and
hold the best up-and-
comers with an attractive
organization culture,
initiative style, and
worker commitment.
It isn't about salary and
terms. To be a business
of decision, there are
numerous aspects of HR
that you have to consider
and constantly endeavor
to improve.
The capacity to pull
in and hold capable
workers.
Happy,spurred
representatives
Reduced truancy and
representative
turnover.
Loyal representatives who are less
inclined to share proprietary
advantages, and other data
Less burglary, harm or
maltreatment of information,
property, and individuals.
Improved client experience and
friends notoriety.
Improved client associations with
less client whittling down.
Higher income and benefits.
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Evaluate the effectiveness of different HRM practices (P4)
HRM ACTIVITIES AND PRECESSES
These are estimated utilizing the alleged productivity measurements.
• Cost of recruit
• Time to recruit/time to fill
• Learning and improvement financial plan
• Training time in days
• Time since last advancement
Every one of these measurements measure HR cycles and give information about efficient the
HR function is it.
 HRM OUTCOMES
These are the outcomes that are traditionally seen as important HR KPIs
Engagement
• Retention/employee turnover
• Absenteeism rate
• Individual performance
• Team performance
• Quality of hire
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Every one of these measurements give information about how well the labor force is getting
along. This includes both HR and line the executives.
Level 2 HR organizations focus on HRM outcomes.
 ORGANIZATIONAL OBJECTIVES
Examples
Market share
Profit margins
Market capitalization
Customer satisfaction
Customer loyalty
These are the sort of results that enhance the business and make the business more suitable in the
long haul.
Level 3 HR organizations center around the business contribution they make with all of their
people policies . These are truly strategic HR function
TESCO practice
TESCO initiates with a model of high commitment which offers various developing and training
programs to its workers. Tesco has maintained and developed its culture through expanding its
logo and proving its commitment with the employees along with their customers. This model has
proved as an out class model and has became successful for the enterprise.
M3 Explore the different methods used in HRM practice, providing specific
examples to support evaluation within an organizational context.
Tesco has presented a high responsibility model which offers training and development to all
workers. They have built up their way of life through expanding their logo every little help
demonstrating their responsibility to representatives just as to clients.
The organization that will be reviewed is Tesco's; during the previous decade they have
introduced strategic HR with expanded training of employees. The part of HR inside the
organization has increased in importance. Their act of preparing and the significance of HR will
be audited with the current hypothesis. Tesco's works in a serious market; the buyer has a
decision where to search for their food supplies. They have extended their portfolio to
incorporate CD's, DVD's, electrical merchandise and garments. they Offering clients items from
Credit cards to protection. Every one of their items are accessible on the web day in and night..
Their motto every single help is used to show their responsibility to clients, this has been used to
decrease costs and to build the degree of client support. This trademark is presently utilized in
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