Tesco Plc: HRM Functions, Recruitment, and Employee Relations Report

This report provides a detailed analysis of Human Resource Management (HRM) practices within Tesco Plc. It begins by elucidating the purpose and functions of HRM, specifically in the context of workforce planning and resourcing. The report then examines various recruitment and selection approaches, evaluating their strengths and weaknesses. Furthermore, it explores the benefits of different HRM practices for both employees and the employer, including training and development and reward management. The report also assesses the effectiveness of HRM practices in raising organizational profit and productivity. Additionally, it delves into the importance of employee relations and the impact of employment legislation on HRM decision-making. Finally, it illustrates the application of HRM practices in a work-related context, offering a comprehensive overview of how HRM strategies are implemented and contribute to Tesco's overall objectives and success.

UNIT 3
HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.......................................................................................................................................3
LO1.............................................................................................................................................................3
P1 Elucidate purpose and functions of HRM applicable to workforce planning resourcing within
organization.............................................................................................................................................3
P2 Strength and weaknesses of several approaches to recruitment and selection....................................4
LO2.............................................................................................................................................................7
P3 Benefits of different HRM practices both employee and employer....................................................7
P4 Evaluate effectiveness of different HRM practices in terms raising organisational profit and
productivity.............................................................................................................................................8
LO3...........................................................................................................................................................10
P5 Analyse importance of employee relations in respect that influence HRM decision making...........10
P6 Key elements of employment legislation and impact it upon HRM decision making.......................11
LO4...........................................................................................................................................................12
P7 Illustrate application of HRM practices in work related context.......................................................12
CONCLUSION.........................................................................................................................................15
REFERENCES..............................................................................................................................................16

INTRODUCTION
Human resource management refers to that practice which is helpful for managing people
so that targets can be achieved in an effective and efficient way. It includes the several practices
like recruitment, selection, performance appraisal; training and selection etc. will encourage the
workers and also betters the employee relations so that targets can be reached in appropriate way.
This report is based on the Tesco Plc. that a retailing grocery company headquartered in
England, UK. This report involves functions and purpose of HRM along with recruitment and
selection approaches with their strength and weaknesses. It also focuses on employee relations
that will influence the decision making and employment legislations which encourage employees
for effective working. At last it involves the application of HRM practices for gaining the targets
by accomplishing goals on specific period of time (Stewart and Brown, 2019) .
LO1
P1 Elucidate purpose and functions of HRM applicable to workforce planning resourcing within
organization
Human resource management is management practices that may involves recruitment,
selection, training, compensation and many more that will encourage and managing the
workforce of the company.
Workforce planning refers to forecasting, analyzing, managing supply and demands for
targeting the talent management so that right person is placing at the right job. This helps in
achieving the targets and would assist in gaining competitive benefits in marketplace (Nankervis
and et. al., 2019).
Functions of HRM
 Advisory function- This function of HRM reflects that the manager can provide the
advice based on workforce of the company in a prominent manner. In case of Tesco Plc.
human resource manager can give the advice to their top authority or technical
departments so that they can manage and effectively focus on the employees and work
for out their potential so that productive results can be come out. The main purpose of

this function is to smooth functioning of the operations according to policies and
programmers so that firm will safe from unethical issues. This will also beneficial for
gaining the employees satisfaction so that they work with more productivity and
proficiency. It also enhances the brand image within marketplace and also helps in
satisfying the customer’s demands. The major purpose of advisory function is to advise
solutions to any problems that affect the workforce of business enterprise due to which
working of Tesco will affected. In this HRM provides reliable solutions for the issues that
was faced by workforce that is salary issue, culture issues etc.
 Managerial function- In this function of HRM manager of Tesco can perform several
roles in several departments they focus. The managerial functions involve planning,
organizing, directing and controlling the operations effectively and efficiently. It is an
essential function of HRM that helps in smooth working by workforce so that long term
and short term targets are attained on time. The main purpose of managerial function is
to analyzing needs of employees along with proper planning, directing and organizing the
actual performance that in favor of long term objectives (Berman and et. al., 2019). In
this it is also helpful to satisfy the employees and also encouraged for effective work. It is
appropriate for making the decision effectively in favor of the organisation so that
organisation will sustain for more time frame. This function of HRM helps in delivering
the corporate strategy to workforce so that they deliver the productive results that is
beneficial for Tesco long term survival.
Assess functions of HRM provide talent and skills appropriate to fulfills business objectives
There are several functions which offer the talent and skills for the organization and
achieving objectives in Tesco. In this manager can focus on planning, organizing, controlling,
monitoring, directing, advisory etc. in which they can contribute to the best for achieving the
targets and objectives. This also helps in influencing the growth and developing of the company
in an appropriate way.
P2 Strength and weaknesses of several approaches to recruitment and selection
Recruitment – It refers to HRM practices in which company can attracts the number of
applicants for the vacant position so that objectives can be gained in appropriate manner. In

terms of Tesco, manager can use this for recruiting the applicants for particular job role. this
recruitment can be based on approaches that can shown below:
Approaches
 Competency approach- This approach is emphasis on the behavior, values, rewarding
for the specific job role. In terms of Tesco Plc. Human resource manager can assures that
the employees are clearly understand the organization values so that task and jobs can be
achieved as per set behavior.
o Strength – The main strength of this approach is that Tesco can measure the
functions effectively so that work can be in standardized process within the firm.
o Weaknesses- Major drawback of this approach to recruitment is that manager
would focus on past information rather than present information due to which
firm will face difficulty in sustaining business environment (Macke and Genari,
2019).
 Job analysis – It is another approach to recruitment in which manager of Tesco can
analyse the requirements that fulfills the role of vacant job position so that attracting and
hiring the appropriate candidates is fulfilled. It includes benefits and drawbacks that can
reflect below:
o Strength- The advantage of this is to regulate the information based on job role
so that able and expert candidates are to be hired and task can be completed
effectively.
o Weaknesses- The weakness is that it consumes more time in collecting the small
source of data and information within Tesco.
Selection- It refers to that framework in this manager of the organisation can select the
appropriate candidate who fulfills all the requirements of the job in an effective and efficient
way. In terms of Tesco manager can select the potential candidate as per the demand and supply
of job role so that positive results can be come out(Crawshaw, Budhwar and Davis, 2020).
Approaches
 Ability test- In Tesco this process is conduct for assessing the individual performance
according to different situation that is related to work.

o Strength- This helps the manager of Tesco to recognize the best personality in
applicant who are fir for the job and gain high targets.
o Weakness-The major weakness of this approach to recruitment is that It is very
time consuming for the Tesco because in this test can be conduct to examine
individual person.
 Interview- It is another approach to selection in which manager of the Tesco can take the
interview of the applicant who applies for vacant job so that appropriate candidate can be
selected out.
o Strength – The main strength of this approach is to collect all effective data
related to interviewee. If the interviewee can place the false information in front
of interviewer that can lies in the court interviewing penal (Morgeson, Brannick
and Levine, 2019).
o Weaknesses- Using that approaches within Tesco is very time and cost
consuming due to which operating cost of the business enterprise also suffers.
Evaluate strength and weaknesses of several approaches to recruitment and selection
It is evaluated that recruitment involves the identification of requirements of job,
candidates etc. in which organisation can attracts the number of applicants for fulfilling their job
position. in this two approaches are includes that are competency framework that is helpful to
analyzing the behavior, values of employees which is very significant for gaining high profits
and job analysis helps in analyzing the job role, responsibility so that correct candidate is to be
hired. Nature of human resource department is a continuous process that always focuses on the
managing and handling the manpower and job role so that task can be attained on time. in this
approached of selection that is interview helps in identifying the skills and capabilities of
interviewer so that right candidates is to selected on suitable position in this ability test also
helpful. But all this approaches of recruitment and selection needs more time due to this
department of HR cannot gives more time to other essential task due to which there profits will
occur.
Critically evaluate strength and weaknesses of different approaches to recruitment and
selection

Recruitment and selection both are playing a vital role in the success and managing the
people within the organisation. Both these aspect helps the HR manager to hire a best candidate
that is beneficial for the company success and growth. In this Tesco Plc can work for
maximizing the customer base for this they need to hire a marketing manager who can
understand the demands and needs of the people so that firm will offers them in an appropriate
way and gain high amount of profits. It is evaluates that the approach of recruitment that is
competency framework and job analysis is playing a strengthen role of the organisation success
and understand the ability of the people in an effective way but at the same time it also contains
drawbacks that both the factors needs more time due to which manager cannot focus on other
essential decisions. on the other hand approaches to selection that are ability test and interview
are present their strength in welfare of firm by arranging the skilled and able candidate for a
specified job role. it also contains some weakness that it is very cost consuming due to this
operating cost would be hamper.
LO2
P3 Benefits of different HRM practices both employee and employer
Human resource management is related with administration based on skilled and
qualified workforce who is capable to perform their aligned task so that it is accomplished in
prominent manner. It is an operational function in which several practices can be done by the
human resource manager of Tesco which is also beneficial for both employee and employer that
can be shown below:
Training and development- This practice of human resource management depicts that training
and development helps in enhancing the knowledge and skills of staff members related to
particular objectives. In case of Tesco plc this aspect is very helpful for gaining benefits related
to both employer and employee that can be shown below:
 Benefits to employer- This is beneficial for Tesco employer by developing the growth of
the organisation because of employee’s high productivity. This helps in enhancing the
image of the brand and gaining higher profits and revenues.
 Benefits to employee- The training and development is very beneficial for the employees
of Tesco because it enhance the skills and knowledge related to particular task that will

also effective for workers future growth(Barrena-Martinez, López-Fernández and
Romero-Fernández, 2019).
Reward management- It refers to that practice of HRM in which manager can adopts the
reward policy for employee good work so that they are encouraged for working in productive
manner and firm will get high returns. This aspect is beneficial for both employer and employee
that can shown below:
 Benefits to employer- This term is beneficial for employer of Tesco because it will
enhance the workers morale for working so that they give their best in gaining high
profits. These also build trust and loyalty of staff members on the company so that they
will sustain for a longer period of time. Due to this firm will gain the competitive
advantage in marketplace.
 Benefits to employee- Reward management are beneficial for employees because it
gives the extra monetary benefits due to this they can enhance their living standards. This
will motivated them towards the company work and objectives can be gain on
time(Warner, 2020).
P4 Evaluate effectiveness of different HRM practices in terms raising organisational profit and
productivity
Human resource management represent as a vital framework in growth of the company.
In this manager of Tesco plc can focus on managing their employee’s behavior so that they work
effectively and gain profits for longer period of time. In this company can follow basic HRM
practices for safeguarding the manpower interest so that task can be attained in appropriate way.
 Training and development- It refers to that practice that is vital for Tesco employees by
increasing their skills and professionalism regarding work and for employers by
enhancing the proficiency of the business in appropriate manner. In this employees get
the proper guidance from their employers so that they can understand the market
conditions and indulge in the work according to that. This will enhance the brand image
of the company and also the customer base. Hence by proper training and development, it
is evaluated that Tesco develops their employee’s skills and knowledge that helps in

maximizing organizational profit and productivity of employees working that helps in
gaining competitive advantage within competitive marketplace (Kamoche, 2019).
 Reward management- It is to be evaluated that this practice of HRM included the
employees engagement in completion of task. It represe3nts the monetary and non
monetary value that reflects extra benefits for employees good work. In terms of Tesco
this is beneficial for employees and employers in prominent manner. This reward
management encourages the employees for working and also helps in retaining them for a
longer period of time. It maximizes the productivity and proficiency at the working place.
This also builds the positive environment within the company.
From above analysis it is to be evaluated that both practices of HRM is very effective for the
Tesco plc to gaining the high productive results because due to follow these approaches
business enterprise will encouraged their employees. due to this they will retain with the
company for a more time period and due to which enterprise cost is to be saved to hiring the
new candidate. This will develops the high profits of the company. Training and
development is to be evaluated for enhancing the employee’s productivity so that they work
efficiently and to get the higher results. In this manager can also offer the rewards for their
effective work so that more and more profits are to be enjoyed. Hence, it is to be evaluated
that both above explained HRM practices helps organization to attain targets in time that
would gain profitability along with productivity. Both are very effective in raising revenues
and productivity within Tesco.
Assessment of different methods of HRM practices
It is to be evaluates that HRM practices helps in achieving goals and objectives by
working effectively and efficiently. In this their training and development session manager
can offer the technology based learning so that high quality learning can be provided by
company to their employees so that they will give their productive work in best efficient
manner.
Critically evaluate HRM practices and applications within organisational context
It is to be critically evaluated that practices of HRM is very diverse in nature that
includes the several aspects like training and development, reward management,

recruitment and selection etc. In case of Tesco Plc this HRM practices helps in providing
the security to employees and also offers the recognition in the company for their best
work. These practices enhance the knowledge and skills for their future professional
development by offering proper training and development sessions. All this also
evaluated for achieving the organisational objectives in a best efficient manner so that
company will sustain for a longer period of time.
LO3
P5 Analyse importance of employee relations in respect that influence HRM decision making
Employee relations are a term that is related to efforts and initiative that both manager
and employees do to maintains their relationship so that task can be attained on specified period
of time. In this human resource manager can provides the ideas that help in solving the issues
between superior and subordinates within working area so that profitable results can be seen by
the firm. This boost the employee morale of working that will enhance their overall
performance(Song, Gu and Cooke, 2020).
Importance of employee relation in influencing HRM decision making:
 Increased communication- It is one of the major importance of employee relation
because due to this effective communication can be done within the company and
information can deliver effectively to the person who needs it. This helps in longer
survival of the business enterprise within marketplace. In context of Tesco plc human
resource manager is mainly emphasis on employee relations maintenance so by using two
way communications. in this they offers the right to their workers to participate in
decision making process so that innovative ideas can be come out. It will positively
influence the decision making within business enterprise(Mondy and Martocchio, 2016).
 Employee satisfaction- Another benefit of employee relation is the satisfaction of
employees in their job that also helps the human resource manager to take the decision
effectively. Positive relation between employee and employer helps in gaining image in
competitor’s marketplace. In case of Tesco plc HR manager can highly emphasis on
maintaining relationships so that they work with full satisfaction on assigned task. Due to

this it influences the decision making in positive way so that higher profits can be gained
for future long survival.
P6 Key elements of employment legislation and impact it upon HRM decision making
Employment legislation defines the legal rules and regulations that is regulated by
government of country for beneficial of employees so that they will retain within company for
longer period of time. It includes labor laws, equality laws, health and safety laws etc. In terms
of Tesco Plc human resource manager is highly emphasis on benefits of employees by adopting
the several rules and regulations within working environment. It helps in gaining high targets and
also positively impacts the decision of human resource manager for long term success and
growth. Some employment laws can be shown below which may influence decision making of
HR manager in company(Ramaprasad and et. al., 2017).
Elements of employment legislations and their impact on taking decision:
 Safety laws- It reflect the safety of employees at the time of working within working
environment. With the background of Tesco plc this effective law positively impacts the
human resource decision making. in this if manager can highly focus on employee safety
by offering insurance facility, medical facility etc. so that workers are satisfied with them.
Due to this satisfaction is to be enhanced and HR manager can effectively focus on taking
decision of other essential task for enhancing the market position in future point of
view(Storey, 2016).
 Employee relation act-It is also one of the major effective laws that is used by the
human resource manager of Tesco for their employees. In this they can develops the
proper discipline rules so that decorum is to be maintained. in this they appreciated the
effective work and also punish to those who can done any kind of misbehavior. This will
gain the profitable situation for company and this also positively affects the decision
making because task can be done in a systematic manner so that organisation will enjoy
more success and high sustainability(Wilkinson and et. al., 2020).
Evaluate key aspect of employee relations and employee legislation
It is to be evaluated that the employee relation and employment legislation both are
effective terms for company benefits. It helps in developing the mutual trust that will reflect the

respect from each other within the employees. it also emphasis on effective communication so
that ideas and set of standards can be delivered within the several departments of the working
environment. This will lead them the positive employee relations. In this following the
employment legislation helps in attracting the employee satisfaction within company so that they
will retain with the company for a longer period of time. Both these terms helps in influencing
the positive decisions making so that organisation can achieves high profits and revenues.
LO4
P7 Illustrate application of HRM practices in work related context
Human resource manager is a significant department that can attracts, develops, trained
employees for their betterment and enhancing the productivity in Tesco:
Job advert
Tesco Plc is one of the leading grocery organisations in UK that has a vacant position for
marketing manager for this they need a candidate who fulfills all their demands related to vacant
job role so that Tesco can attracts the large number of customers and also enhance their
performance(Song, Fisher and Kwoh, 2019).
Job description
Business entity- Tesco Plc
Section- Marketing division
Designation – Marketing manager
Job Address- England, UK
Job Summary
The candidate who is able to attracts research and maintains the market and customers for Tesco
so that it will grow and developed more and more in future. The candidate is also capable of
satisfy the demands of customers and retain them for longer time within company.
Role
 Analyse customer experience and demands
 Problem solving

 Managing stock
 Communication
 Team working
Person specification
Person Specification
Position: Marketing Manager
Functional unit: Marketing department
Reporting to: Head Manager
Attributes Essential Desirable
Qualification & Experience The applicant has the proper
qualification related to
management degree with good
marks and also in well
established university. They
also have an experience of at
least one year in some reputed
company.
In this a person having job
communication skills and
knowledge with a post
graduation degree.
Skills For enhancing the customer
satisfaction a person having
good communication and
research skill so that they can
offer them products
effectively. .
A candidate should be multi
challenging who can accept
the complex task and solve
that in effective and
innovation ideas.
Advert for job role
Job Advertisement

Requirement of Marketing manager
Marketing department
For the role of marketing manager the candidate are invited who can handle the whole
marketing and sales team and also deals with the customers in an appropriate manner.
Qualified applicant should have following skills to grab this job position-
 Masters degree in management course with good market and recognised college.
 Minimum working experience of 1 year.
 Having communication, research and team handling skills
Time-scales
welcoming applications from candidates 1- 15 October, 2020
Short listing effective applications 20- 28 October , 2020
Interview date 1-5 november, 2020
Interviews questions
Q1) Tell me about yourself ?
Q2) What do you mean by marketing manager?
Q3) Why you choose marketing manager job in this company?
Q4) How you can develop and enhance your interest in marketing field?
Job Offer Letter
8 november 2020
ABC
Tesco Plc
Dear PQZ
We are very impressed and excited with your skills and qualifications due to this we offer you

the position of marketing manager within our company. This is a full time job with a 5 days
working. The salary package is around $ 40000 additional incentives and bonuses. Please join
the job on date 15 November 2020. On your first day please come up with all your legal
documents and mark sheet for verification.
We are extremely excited to welcome you as a marketing manager
Best regards
ABC
HR Manager
CONCLUSION
From the above report it is concluded that HRM is vital for gaining the profits within
organisation by managing the workforce effectively. It inculcates the functions of HRM that
main purpose is to fulfill the objectives of the business. in this recruitment and selection helps in
enhancing the market position by managing and organizing the workforce on right place for right
time. In addition to this employee relation is the effective tool that influences decision making
effectively. In this practice of HRM, beneficial for both employee and employer so that
objectives can be gained appropriately. At last legislation helps in taking decisions that will run
the activities in smooth way.

REFERENCES
Books & Journal
Barrena-Martinez, J., López-Fernández, M. and Romero-Fernández, P.M., 2019. Towards a
configuration of socially responsible human resource management policies and practices:
Findings from an academic consensus. The International Journal of Human Resource
Management. 30(17). pp.2544-2580.
Berman, E.M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic
and international perspectives. Sage.
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Mondy, R.W. and Martocchio, J.J., 2016. Human resource management. Pearson.
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.
Nankervis, A. and et. al., 2019. Human resource management. Cengage AU.
Ramaprasad, B.S. and et. al., 2017. Human resource management practices and organizational
commitment: research methods, issues and future directions (2001-2016). Industrial and
Commercial Training.
Song, M., Fisher, R. and Kwoh, Y., 2019. Technological challenges of green innovation and
sustainable resource management with large scale data. Technological Forecasting and
Social Change. 144. pp.361-368.
Song, Z., Gu, Q. and Cooke, F.L., 2020. The effects of high‐involvement work systems and
shared leadership on team creativity: A multilevel investigation. Human Resource
Management. 59(2). pp.201-213.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Storey, J., 2016. What is Strategic Human Resource Management?.
Warner, M. ed., 2020. Human resource management in China revisited. Routledge.
Wilkinson, A. and et. al., 2020. Handbook of research on employee voice. Edward Elgar
Publishing.