Human Resource Management: Tesco HRM Practices and Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a multinational retail company. It begins by defining HRM, outlining its purpose, functions, and importance, particularly in the context of workforce planning and resourcing. The report then examines Tesco's mission, vision, and objectives, followed by a detailed discussion of recruitment and selection approaches, comparing the strengths and weaknesses of internal and external recruitment methods, as well as different selection techniques like ability tests and interviews. The report further explores the benefits of various HRM practices for both employers and employees, evaluating their effectiveness in terms of organizational profit and productivity. It also emphasizes the importance of employee relations and the impact of employment legislation on HRM decision-making. Finally, the report addresses the application of HRM practices in a work-related context, offering insights into how Tesco implements these practices to achieve its business goals. The report concludes with a summary of key findings and a list of references.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. The purpose and functions of HRM, applicable to workforce planning and resourcing......1
P2. The strengths and weaknesses of different approaches to recruitment and selection...........3
TASK 2............................................................................................................................................6
P3. The benefits of different HRM practices for both employer and employees.......................6
P4. Evaluate the effectiveness of different HRM practices in term of raising organisational
profit and productivity.................................................................................................................8
TASK 3............................................................................................................................................9
P5. The importance of employee relations in respect to influencing HRM decision making.....9
P6. Key elements of employments legislation and impact it upon HRM decision making........9
TASK 4............................................................................................................................................9
P7. The application of HRM practices in a work related context...............................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is a form that utilized to specify formal methods made for
the administration of individual in the company. It is an important concept which is beneficial for
effective administration of workforce and resources of the company. This department is
responsible for management, recruitment, defining and designing work and business activities or
operations. Human resource department is responsible for designing and developing plans and
policies so that business of the firm and run in efficacious and appropriate way (Albrecht and et.
al., 2015). This assignment is supported to Tesco which is a British multinational groceries
merchandise retail organisation and run its business in different nations of the world. This
written document will discuss about purpose and functions of HRM and strengths and
weaknesses of recruitment and selection. Further, will define about advantages of HRM activities
and effectiveness of them in term of maximising net profit and productiveness. Moreover,
grandness of employees relation, key components of employees legislation and application of
HRM activities in work affiliated context.
TASK 1
P1. The purpose and functions of HRM, applicable to workforce planning and resourcing
Overview of company- Tesco is a British multinational groceries and general marketing retailer.
This firm was incorporated in 1919 in Hertfordshire, England and founded by Jack Cohen. It is
the third largest retailer in the world and operated its business in number of countries with the
help of its 6800 shops. There are 450,000 individual contribute in operating the business of the
firm.
Mission- To make value for consumers by providing them quality products and services to gain
their lifetime loyalty.
Vision- To be the most highly valued business by serving customer in proper way and
comminuted colleagues and shareholders.
Objective- The main objective of Tesco is to sort purchasing inexpensive for the ordinary
household and carrying prices & providing more in store deals (Armstrong and Taylor, S., 2020).
Other objective of this respective firm is to provide information about more healthy eating food
items into the wide range of its grocery products which they supply.
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Meaning of HRM- It is the aggregation of three components like human which are effective
workforce, resources that are scarcity of availability and management of people within the
company. It is also responsible for effective administration of resources and allocation of them
so that business of an organisation can operate in crucial way.
Importance of HRM
 It ensure that right quality and quality of employees is recruited as it assists in
maximising the productivity and profitability.
 This department works as consultant that is utilised in context of resolving issues on time
and carry forward business activities and operations in smooth way (Aryanto, Fontana
and Afiff, 2015).
 This function conduct training and development sessions to manpower so that they can
make increacement and improvement in their competencies and abilities.
Functions of Human resource management
Maintaining employees relations- It is the primary function of HRM because this
function is responsible to manage and keep the relation among employees. In Tesco, HR
department of the company help in keeping effective employees relation through effective
communication so that employees can share their problems and get right solution on time, If the
relation of workers are good then it will assist in maintaining a healthy working environment
where workers can use their efforts and effectiveness to accomplish the goals and objectives of
business.
Recruitment and selection- It is other function of human resource department and the
main responsibility of HR department to hire and select well qualified and knowledgable person
for organisation. It assist in operating the business in efficacious way and accomplish business
goals. By using different methods of recruitment and selection, HR function of Tesco recruit
skilled workers to fill the empty positions of particular department.
Training and development- It is an effective function of HR division which help in
making development and increment in skills and knowledge of employees so that they can
execute their work in effective manner (Baum, 2015). In Tesco, human resource department
conduct training and learning programss so that employees can improve their competencies and
cognition so that they have information about new technologies and use it when they perform
their task by using techniques which will help in maximising success and development.
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Workforce planning
It is an action and activity of determining, managing and maintaining manpower demand
and need, measuring gaps and analysing target expert management engagement to assure that an
administration has the right candidate with right competencies in accurate positions. In Tesco, it
is an activity of administrating employees by analysing their skills and knowledge.
Importance of workforce planning
 It is essential because with the assistance of it, organisation can monitor the current and
future need of employees in company to run and operate the business actions and
operations (Brewster and et. al., 2016).
 It is crucial to identify skills gap in current employees and offer training to present and
newly recruited workforce to fill that skill based gap.
 It is important because it ensure employees transfection by offering flexible working,
training and development and other employees advantages.
P2. The strengths and weaknesses of different approaches to recruitment and selection
Workforce planning- It is an activity which is utilised in order to determine upcoming time
needs of workforce and company both by considering number of workers, skills and others. It
permits Tesco to plan about themselves which is beneficial in forms of meeting the needs by
recruitment and training.
Approaches
Organisation in dynamic ecosystem- It describes that organisation require to govern
itself in dynamic environment and also concentrates on intrinsic abilities such as starting point
which is needed for extrinsic ecosystem. Thus, the HR division of Tesco concentrates on the
examination of external information in order to fulfil the needs intrinsic capabilities.
Successful and stable organisation- It assists in setting strategic aims which is based on
the historical performance and describes with the assistance of corporate hierarchy (Cascio,
2015). This approach is beneficial for the growth and development of the company and termed as
the tradition method which assist Tesco to stable in often monopolistic environment.
Recruitment
It is way of selecting potential candidates or applicants for suitable job description. It is a
positive way of selecting applicant to their ability, attitude, work profile, dedication so
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organisation achieve their target and goals. In Tesco, the management of the company use
internal and external methods of recruitment.
Internal recruitment-It is method of selecting applicant within the organisation, to promote
existing and suitable employee. TESCO plan to fill vacant position by internal talent. To recruit
they make internal management programme and select on basis of employees ability, promotion,
talent.
Approaches
Promotion-To promote potential employee of organisation to enhance their performance
for better result.
Transfer- Transfer help to change in environment and work load of any employee.
Strengths- Internal recruitment is beneficial for company because it is cost saving. The
management does not conduct training and development because employees already aware with
the firm (Delery and Gupta, 2016). It helps in improving morale of workforce.
Weaknesses- the main weakens of it is that it demotivate employees because when a person is
promoted then it demotivate others. It create barriers to enter fresh talent in the company.
External recruitment-It is method of recruiting applicants outside the organisation, through
direct mail, ads, job search apps, website. TESCO is offering job t6hrough their own website,
advertisement through newspaper, radio in which they invest a lot and registered online,
applicant CV.
Approaches
Advertisement- In these online, newspaper, radio, television ads are preferred. Huge
amount of expenditure is occurred.
Campus recruitment- Recruit through universities, colleges students.
Strengths- When organisation hire employees by using external way of recruitment, it opens
company up to a larger pool of candidates which maximise the chances of hiring right person
(Guest, 2017). External recruitment offers an option fore fresh outlook on the sector that an
organisation may need to stay competitive.
Weaknesses- this kind of recruitment consume more cost and time and can also damage the
morale of employees because existing workforce may feel this lessens their chances for
promotion.
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Selection- It is an activity of short-listing applicants that consist screening and scrutinizing of
individuals which is essential in order to determine the qualifications and skills of people.
Approaches
Ability and Aptitude test- This is used by the administration of the firm to analyse critical
thinking skills and knowledge of candidates so the fir can recruit well qualified and
knowledgeable individuals.
Strengths- It helps in measuring cognition and competencies of applicants as per the
respective job. So the firm can effectively analyse the capabilities of the candidates that are hired
by the firm to perfom the responsibilities of a particular job profile (Hecklau and et. al., 2016).
Weakness- It is a time taking a process and but sometimes it is not able to offer expected
results.
Interview-
Strengths- This method is effective as it provide relevant and detailed information about
the applicants. It is also crucial to help in gaining a higher rate of response.
Weakness- It is time and price consuming activity apart from it, there is a problem of
leakage of personal data of a person. The chances of wrong selection is high when the
interviewer do not collect more information about a particular applicant to reason of negative
effect in term of emotional and personal information.
Development and training-It is an activity or way to make increment and development
in employees competencies and cognition so that they can do their work and allotted work in
more appropriate manner by using improved knowledge and competencies.
Approaches
Proactive approach-It is efficacious where companies are effectively and passively
searching forms of grooming for development of business execution. Firms are seeking not only
for development of their existing training method but also options and chances to lead training to
broad sections of their company.
Reactive approach- It inclines to be a concept accepted predominantly by limited
improvment and smaller firms. It does not incline to concern pre-planning but can be seen as
induced to a certain extent.
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Performance management- It is an activity of measuring the execution of workers and assists
in encouraging them in order to execute their job (Jabbour and de Sousa Jabbour, 2016). It put
emphasis on the performance of a company, division, workforce and the activity.
Approaches
Behavioural approach- In this concept, if the administration of Tesco use it, then the
performance of the workforce are evaluated on the basis of their behaviour such how they
behave and perform their work and job responsibilities.
Result approach- It is a simple and straight forward in which the management of
organisation monitor and measure workforce execution by rating workers on the basis of their
performance skills and competencies.
Reward system- It is a way and activity of encouraging employees by rewarding them by
analysing their overall performance (Jamali, and et. al., 2015). It is segregated from salary but
in form of monetary value.
Approaches
Compensation- It is in form of salary and wages which fulfil basic needs of workers. It is
offered to employees on the behalf of their hard work to motivate them. So that they encourage
and do their work in more appropriate manner.
Benefits- It is other approach of reward and company rewarded its employees by offering
them different kind of advantages like incentives, merit pay, pay for overtime, extra vacations
and others.
As per preceding explain information, it can be conclude that HRM is an efficacious
process of administrating, controlling and organising workers of organisation. There are diverse
functions of HRM like grooming and improvement, recruitment & selection and execution
management etc. that are effective for operating business of the organisation in proper manner.
Workforce planning is an effective activity of analysing the supply and demand of existing future
demand of employees so that business concern actions and operations of firm perform in
adequate way.
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TASK 2
P3. The benefits of different HRM practices for both employer and employees
There are various HRM activities execute by the administration of Tesco like recruitment
& selection, training & improvement, execution management and reward system etc. These
activity of HRM advantageous for employer as well as employees for their development and
growth:
Training and development- It is a process of making development in employees abilities so that
they can do their allotted task in efficacious way or in set time duration (Liu and et. al., 2017). In
Tesco, the administration of the organisation provide training and learning sessions so that they
can gain information about new things and technologies. The establishment of the respective
organisation provide on the job training such as coaching, mentoring, job rotation and shadowing
etc. In term of off the job training, the company offer extrinsic courses that provided by
professional training firms.
Benefits for employees- It is important for workers because it assist in developing in their
abilities and cognition which can be impressive for the person and professional growth in present
and forthcoming time.
Benefits for employers- It is advantageous for seniors because when they lead a specific
project then they will not conduct training and development sessions for employees because they
are already trained (Moutinho and Vargas-Sanchez, 2018). This help in completing task and
project on time that assist in improving execution and support of the employers and assist in their
success.
Flexible working practice- It is an essential activity of HRM in which company make flexibility
in their working activities and operations of organisation. In Tesco, the administration of the
organisation offer negotiable working choice to its workforces in term of part time job, work
from home and work according to shifts etc.
Benefits for employee- It is advantageous for employees because it assist in devising
their work life balance and they can spend their time with family. It would assist in minimising
level of their stress and get employment as per their choice.
Benefits for employer- It is advantageous for superiors because when workers have
flexibility in their working life then they can do their work and task as per them. By utilising
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options that are offered by company which minimise work load on employers when workers are
absent.
Performance appraisal- It is an activity of determining and monitoring execution of employees.
In Tesco, the administration of the organisation conduct execution assessment activity by
conducting this activity annually and monthly basis.
Benefits for employee- This HRM activity is good to workforce because when the
administration of the company analyse employees performance then they are rewarded for their
good performance (Noe and et. al., 2015). It motivate them and provide benefits in form of
monetary value like incentives, bonus etc.
Benefits for employers- It is good to administrators because when administration
organise this activity then they are also have information about competencies, skills and
knowledge of workers. So when they will be responsible to perform a task then they can select
skilled workforce to fulfil needs of task and accomplish its aims.
P4. Evaluate the effectiveness of different HRM practices in term of raising organisational profit
and productivity
There are different HRM practices that are executed by the management of Tesco and
they play effective role in maximising net profit and productiveness of the organisation.
Training and development- It is an activity of improving abilities and cognition of
workers so that they can do their work in ore effectiveness. In Tesco, the administration of the
organisation offer training and improvement programs to employees so that the worker can do
their work in more efficacious manner (Ran and Malik, 2017). The main advantage of this
practice is that with the help of it employees can do their work in effective manner. They can
also get information about new technologies and update own-self. It is beneficial to employees
because they can get skilled and knowledgable employees for their project. If the workers will
not be train then will not perform well which negatively affect employees performance the the
work of project. Success of employer also effect cause of it and it increased stress, loss of
interest of both employees and employer.
Reward system- It is another HRM practice which is an activity of rewarding workers by
examining their execution in specific work and task. In Tesco, the administration of the
organisation evaluate execution of workforce and then get reward them as per their execution. It
is beneficial for employees because it motivate them when they get reward for their hard work. It
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also assist in growth and improvement of employees on the basis of personal and professional. It
also beneficial for employer because when the teammates rewarded employer also reward for
their guidances. It also help in success of the employers and promoting them. But the major
drawback of it is that if there is partiality at workplace and employees are rewarded according to
their past performance them this activity negatively affect them in term of demotivating and
increasing stress for both employees and employer as well.
Conclusions
form the above mention content HRM is a process of administrating, controlling and
recruiting workforce to operating business operations (Rousseau and Olivas‐Luján, 2015).
Different HRM practices provide several advantages to workers and seniors. Use of effective
recruitment and selection method help in hiring skilled workforces.
TASK 3
P5. The importance of employee relations in respect to influencing HRM decision making
Employee relation indicates to manage relations of employees so that any issues will not
arise at work place. It can indicate to an organisation's efforts to administrate relations between
worker and superiorss. In Tesco, the management of the company follow effective HRM
practices to make good relation among employees and employers. For example, they follow
flexible working practice and employer of choice (Shen and Benson, 2016). With the help of
flexible working option employees can do their work in effective manner by adopting option like
work form home, part time work and others. It positively affect HRM decision making because
due to this practice the company do not suffer problem of load of work at time of absenteeism if
employees. The management of the respective company also follow the practice of employer of
choice which also positively affect HRM decision making because in it, employer assigned work
as per skills and competencies of workforce. So they do their work in effective manner and help
in accomplishing the set objective of the company.
P6. Key elements of employments legislation and impact it upon HRM decision making
Employment legislation
It indicates to the equality act which emphasis on the rights of workers and regulates
their relationship with their employers. This law is generally designed to provide protection to
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the employees rights. Issues that are addresses in employment laws are discrimination, healthy
environment and legal age of working.
Equal and diversity act 2010- It is an important law for workers which is regularised by
UK parliament to protect the interest of employees in context of gender,language ,pay, race,
culture and others in the organisation. If manager of TESCO, does not follow this law properly
and make participation and discrimination in terms of salary who are working on same position
than it creates a negative impact on human resource decisions making. In a way, that create
conflicts and complexities among employees who work as a team for completing a specific goal
and generate a negative environment at workplace (Stone and Deadrick, 2015). If manager
provide equal opportunity to the employee who work in the organisation it will create a friendly
environment and there is no conflicts arise and it also positively affect the HR decision making
in a company.
Sex discrimination Act, 1975– It simply addresses those organisation which create
discrimination among males and females in the form of pay, providing opportunities etc. In
TESCO, if manager discriminate male and females in context of work, pay and growth
opportunity then it will affect the decision making of HR manger negatively (Stone and et. al.,
2015). Because there are numbers of males and females work as a team and it creates a negative
environment that directly affect the work of an individuals. It also affect the working time of
both because company give leniency to female employee as they go home early but this will not
applicable on males employees. If manager does not create any discrimination then it will
increase proficiency and employees work very efficiently and because of this decisions are taken
very quickly and effectively by HR manager.
TASK 4
P7. The application of HRM practices in a work related context
Job specification for HR manager
Job information
Position: HR Manager
Organisation: Tesco Plc
Job purpose: Tesco Plc is identifying a HR manager who has effective knowledge and skilled
of management and responsible to hire employees for the company. The individual should have
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