HRM in Tesco PLC: Roles, Responsibilities, and Organizational Impact

This presentation offers a comprehensive overview of Human Resource Management (HRM) within Tesco PLC. It begins by distinguishing between personnel management and HRM, highlighting the shift towards employee acquisition, development, and management for organizational performance. The presentation then assesses how HRM contributes to organizational purposes, detailing Tesco's strategies in employee recruitment, retention, and the provision of both monetary and non-monetary benefits to enhance employee morale and productivity. The role and responsibilities of line managers in HRM are evaluated, including their involvement in managing people, task allocation, and performance appraisals. Finally, the impact of legal and regulatory frameworks on HRM is analyzed, emphasizing Tesco's compliance with international and local labor laws concerning working hours, child labor, employee safety, and minimum wages. The presentation concludes by emphasizing the significant role of HRM in recruiting, training, and managing human resources as a key factor for organizational success. References are included for further reading.

Task 1
Understanding the role of HRM in an organization

Introduction
This PowerPoint presentation has been designed to
provide an overview about various roles and
responsibilities that HR department of the chosen
organization has been conducting to achieve
organizational goal and objective.
The presentation presents various aspects of human
resource management of Tesco PLC.

Q1. Distinguish between personnel management
and human resource management [AC1.1]
Personnel management is the traditional process of
managing people while human resource management
is the modern approach within an organization to
manage and develop work force.
Personnel management surpasses aspects such as
employee welfare, personnel administration and labor
relations whereas human resource management
concentrates upon employee acquisition, innovation,
development and management for organizational
performance and profitability.

Continue
Job design is performed based on labor division in
personnel management whereas in human resource
management job design is performed based on team
work as they are required to accomplish task aligned
with organizational goal.
Staffs are input in achieving desired goal in personnel
management while according to human resource
management approach, employees are the precious
resource enable organization in achieving desired goal.

Q2. Assess the function of the human resource
management in contributing to organizational
purposes [AC1.2]
Organizations always have strived to sustain, adapt to
continuous changes and value its human resources. Tesco
similarly has been following human resource
management strategies in acquisition and retaining its
workforce.
Tesco has been one of the largest retail supermarkets that
have been operating in twelve nations.
The company has adopted a wide number of strategies in
selection, recruitment, retention and managing human
resources.

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Tesco designs HR planning for acquisition of existing
staffs and potential candidates externally. Tesco has
adopted a wide range of strategies such as job
enrichment, enlargement, promotion and transfer of
existing employees so that vacant positions can be filled
up.
These benefits not only enable the company in inter
recruitment but also leave employees satisfied and
motivated towards their job and working conditions.

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Apart from employee benefits, Tesco also provides
monetary rewards in the form of compensation, bonus,
increment and incentives upon achieving target goal and
improved performance.
Both monetary and non monetary benefits are being
designed by the company to enhance employee morale
and motivation, which again is known to have positive
impact on organizational performance and productivity

Q3. Evaluate the role and responsibilities of line
managers in human resource management
[AC1.3]
Like all other organizations, HR managers and line
managers conduct core functions that includes managing
people, task allocation, evaluation of tasks, managing
people, safety and benefit , performance appraisal.
After job analysis in job planning, HR managers of
Tesco, adopts strategies to screen and select candidates
from internal and external sources.

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Aside these, HR managers of the organizations handles
performance appraisal process, design reward and
employee safety and benefit.
HR managers of Tesco further deal with employee
compensation and other monetary rewards.
Various strategies also are designed by the HR managers
so that the organization is efficient in retaining its
workforce.

Q4. Analyze the impact of the legal and
regulatory framework on human resource
management [AC1.4]
Human resource management department complies with
the legal and regulatory framework as it follows
International labor law. Employees of TESCO are not
forced to work more than forty hours as well as
provided with adequate break time between shifts.
The company abides by child labor laws and other labor
laws while performing activities in different stores
across countries. Tesco ensures that employees are
offered with safe and friendly working conditions.

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Not only international labor laws, Tesco abides by local
laws and policies in conducting their business. Tesco
follows various laws and legislations that are included in
labor laws such as minimum wages act, avoid child
labor, employee safety and health, working hours and so
on.

Conclusion
It must be concluded from the presentation that Human
resource management is far more than personnel
management, which plays very significant role in
recruiting, training, developing and managing its
valuable resources, human resources.
Human resources has been considered as the key to
organizational success.

References
Brannen, M.Y., Moore, F. and Mughan, T., 2013, September.
Strategic ethnography and reinvigorating Tesco Plc:
Leveraging inside/out bicultural bridging in multicultural
teams. In Ethnographic Praxis in Industry Conference
Proceedings (Vol. 2013, No. 1, pp. 282-299).
Hendry, C., 2012. Human resource management. Routledge.
Mondy, R. and Martocchio, J.J., 2016. Human resource
management. Human Resource Management, Global
Edition.
Storey, J., 2007. Human resource management: A critical
text. Cengage Learning EMEA.

Thank You!