Human Resource Management Report - HRM in the Context of Tesco

This report provides a comprehensive overview of Human Resource Management (HRM) practices, specifically within the context of Tesco. It begins with an introduction to HRM, defining its objectives and role within the organization. The report then delves into recruitment and selection approaches, comparing internal and external recruitment methods, and the strengths and weaknesses of each, as well as selection processes. The functions of HRM in fulfilling business objectives are explored, including staffing, development, safety, and health, along with their impact on achieving organizational goals. The report also examines the benefits of various HRM practices, such as training and development, reward management, and work-life balance, for both employers and employees, as well as their effectiveness in raising organizational profits and productivity. Employee relations are discussed in the context of decision-making, highlighting the importance of employee relations and key elements of employment legislation. Finally, the application of HRM practices in a work-related context is analyzed, providing a rationale for their implementation. The report concludes by summarizing the key findings and providing relevant references.

Human Resource
Management

Table of Contents
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Objectives and role of Human resource management................................................................3
P2 Strength and weakness of the different approaches in concern of recruitment and selection ...5
M1 Functions of Human resource management to fulfil the business objectives ..........................6
M2 The strength and weakness of the approaches ..........................................................................7
D1 Evaluation of strength and weakness of the different approaches.............................................7
TASK 2.................................................................................................................................................7
P3 Benefits of different HRM practices for both employer and employee.....................................7
P4 Effectiveness of the HRM practices in terms of raising organizational profits and productivity
.........................................................................................................................................................8
M3 Different methods of HRM practices .......................................................................................9
D2 Evaluation of HRM practices and application within an organizational context .....................9
TASK 3.................................................................................................................................................9
P5 Importance of employee relations in decision making process of HRM..................................9
P6 The key elements of employment legislation and its impact ..................................................10
M4 The key aspects of employee relations management .............................................................12
D3 Evaluation of the employee relation and the application of HRM practices ..........................12
TASK 4...............................................................................................................................................12
P7 The application of HRM practices in a work-related context ..................................................12
M5 Rationale application of HRM practices in a work-related context .......................................13
CONCLUSION..................................................................................................................................13
REFERENCES...................................................................................................................................14
Books & Journal:...........................................................................................................................14

INTRODUCTION
Human resource management is defined as process of hiring, selecting, hiring, firing of
employees (Budhwar, 2019). It is time consuming process which is needed to be carried out in
efficient way. Main aim of this report is to understand the concept of HRM. It is essential to focus
on this as HR department plays important role in development of goals & objectives. Tesco, a
largest supermarket headquartered in U.K. Firm deals in groceries, consumable items that are used
on daily purpose. Company also has many competitors such as Sainsbury, Walmart, Amazon etc.
They are operate their functions as well as operations at global level. This report comprises of
purpose & functions of HRM, different approaches to recruitment and selection, benefits of HRM
practices, effectiveness of HRM practices, importance of employee relation, elements of
employment legislation, application of HRM practices.
TASK 1
P1 Objectives and role of Human resource management
The human resource management division is responsible for the efficient running of the
British retail chain TESCO and plays a significant role in the success and prosperity of the
establishment. The key role of human resource management is to effectively supervise various
necessities of every employee working in the enterprise. The fundamental objective of human
resource management is to ensure effective execution of various plans and laws related to employee
development and management while maintaining a safe and healthy working atmosphere for every
individual employee (Burke, 2016). The corporation provides their employees the best training and
development tools and implements various methods which ensure perpetual growth of every
employee while they help the company accomplish organisational objectives. This practice
guarantees increase in employee satisfaction and overall productivity and quality of various
operations conducted at the company. This helps the company achieve exponential success. Human
resources transactional functions include benefits administration, record keeping and new employee
and payroll processing. The extent to which HR department staff handle these transactional
functions depends on their expertise, size of the workforce and the departmental budget.
Several function performed by management of TESCO are separated into two sections which are-
Managerial functions
Operative functions
Some generic functions of the management are provided below-
Complete alignment of human resources with objectives of the company
Deciding most fruitful practices for the company
Effective modification and management of change

Create and perpetuate employee satisfaction
Managerial functions conducted by the HRM division include supervising, administrating
and formulating various strategies for the corporate. Operative functions mainly include
development providing benefits , maintenance, acquirement and centralisation.
Development
The HRM department of TESCO continuously revises and modifies various training and
development tools, techniques and programs that are conducted at the organisation to help their
employees modify their skills with the ever-changing business situations and to keep their staffs
updated with the latest change in consumer preference and market behaviour. This gives the
corporation an effective and skill full workforce with the ability to confront technological or
cultural changes happening in the industry. This gives the organisation competitive edge over their
rivals in the industry (El‐Kot, 2018).
Providing benefits
The company gives their talented and diligent employees appropriate fiscal and other
benefits to reward and motivate them for their exceptional services to the organisation. The HRM
department at the respective organisation develops and implements various policies and strategies
which give deserving employees suitable rewards and motivate others to improve their functioning.
Maintenance
The HRM department regularly implements policies that increase positivity and sustain an
inspiring workplace environment. This increases employee engagement and maximises worker
satisfaction, and helps the company maintain talented employees connected with the organisation
for longer period of time. The maintenance of talented employees and good workplace atmosphere
helps the organisation receive maximum productivity from every individual employee, and achieve
their goals while sustaining utmost quality.
Acquirement
One of the key functions conducted by the HRM division is to fill organisational gaps with
suitable candidates, and manage operations related to placement and advancement of an employee
in higher job positions (Garibaldi, 2017). It is the duty of management to pick candidates which are
not only knowledgeable but also have values that align with organisational vision.
P2 Strength and weakness of the different approaches in concern of recruitment and selection
Recruitment and selection are important part of HRM which are needed to be carried out in
proper manner. Recruitment practices underlie recruiting activities and functions such as sponsoring
career fairs at colleges and universities with diverse student populations, advertising job vacancies
across several venues to reach a broad audience. There are various types of approaches which are
being focused & used by Tesco and are discussed below-

Recruitment-
It refers to searching and identifying of candidate for a specific job role. It is important to
be aware about approaches of recruitment so that deserving candidate are being hired. In relevance
of Tesco, they use two types of approaches of recruitment which are described below-
Internal recruitment-
It is type of recruitment which is defined as process of process in which vacancies are being
filled through hiring of candidates within existing workforce.
Strength
` Main strength of this method is that it is less time consuming procedure of hiring new
employees for job role (John, 2018).
Weakness-
This approach of internal recruitment leads to biasses which demotivate employee to work
in organisation.
External recruitment
It is another method in which it is defined as process of hiring & selecting of subordinates
through outside firm. There are different ways of using this method such as through job portals like
LinkedIn, hiring agencies etc. (Ichniowski, 2016).
Strength
Benefit of this method is that it assist in establishing of wide range of network in
professional career.
It also help in hiring of candidates from large pool and which is beneficial for company &
organisation.
Weakness-
It is cost expensive as well as consume time to hire people as it is done via externally. It
makes it difficult for firm to hire or select candidates.
Selection
It is defined as process of selecting appropriate candidate who has ability to deliver
positive contribution to firm. There are various ways through which selection is done such as
preliminary screening, in person interviews etc.
Strength – preliminary screening
Main strength of this method is that it help in selecting of employees on basis of their
qualification & who fulfil basic needs of job. It is fast way of selecting candidates for job (Kramar,
2016).
Another advantage of this method is that in this less subordinates are neglected.
Weakness-

As subordinates are selected on basis of qualifications & number of year experience it is
difficult to find whether output generated by employee will be positive or negative.
When it is used by Tesco, paper work & tools are used in excess manner. It makes it
difficult to manage cost of company.
Thus, it is examined that approaches of both recruitment & selection is being explained
which shows that it depends upon firm to use most beneficial method of these processes. Through
this, goals of hiring candidates are specifically achieved.
M1 Functions of Human resource management to fulfil the business objectives
HRM Functions are essential as because they help in accomplishing of goals as well as
objectives. It is important to be aware about these functions of human resource management
through them it is easy to fulfil business objectives. For example- in relevance of selected
enterprise, HR department follow these functions such as staffing, development, safety & health
etc. Moreover, it is also stated that by adapting of these functions it is easy to achieve organisational
objectives (Mammadova, 2018). HRM is needed to be used in effective manner as it assist in
fulfilling of business objectives or goals in time period as because when such functions are adopted
work is carried out in effective manner.
M2 The strength and weakness of the approaches
Main strength of recruitment approaches such as internal recruitment is that it help it is less
time consuming whereas benefit of external recruitment is that it assist in hiring of talented
subordinates from mass population.
In selection process, benefit is preliminary screening is that it is fast way of selecting
candidates. Whereas, weakness of this approach is that it is not always effective & might leads to
errors (Mariappanadar, 2020).
D1 Evaluation of strength and weakness of the different approaches
Approaches of both recruitment & selection is essential as they help in achieving of
organisational objectives. In reference of chosen entity, it is crucial for them to focus on these
methods so that they are able to fulfil goals of company in appropriate manner. Moreover, another it
has been evaluated that to hire deserving candidates these methods are needed to be used.
TASK 2
P3 Benefits of different HRM practices for both employer and employee
HRM practices are essential to be used as they help in analysing and completion of
objectives. There are several types of practices which are used by Tesco & are discussed below-

Training & development-
It is one of most important practices which are being used by Tesco. Training as well as
development are crucial to be used as they help in improving & imparting of new skills &
knowledge to employees. By adapting of this practice it is easy to achieve higher productivity.
When these both are used makes it easier for both subordinate or employer to improve their
productivity level at higher aspects.
Benefits to employee- Main benefit of this practice to employee is that it is increases &
improve skills at higher aspects. It is also another benefits to them that they they can use their
improved skills in other areas too.
Benefits to employers- Benefit of this practice to employers is that it help in they attract
new talent when high productivity is achieved which leads to achieving of objectives efficiently.
When training & development are being carried out Tesco find it easy to identify most potential
subordinates and who are quick learner.
Reward management-
It is another most used HRM practices of Tesco as it is used at time of appraisal, promotion
or when targets are achieved. Through using reward management practice, it is easy to motivate
subordinates at workplace (Rogers, 2018).
Benefits to personnel- In this, advantage of using this practice is that it is beneficial for
subordinates as they get more well about their inner capabilities & work more hard.
Benefits to organisation- Advantage of this entity is that it help in motivative employees,
& when subordinates are motivated benefits are achieved by Tesco. Further benefit is that when
reward management is being used better output is received by enterprise.
Balance work life-
In this practice, Tesco provide balance work life and flexible working hours to workforce.
It is essential to focus on this providing balance work life so that objectives are achieved without
facing any work stress or problems (Scholarios, 2017).
Advantages to personnel
Benefit of this practice is that it assist to employees to work in most effective manner.
Advantages to firm
It is also beneficial to organisation as when balanced work life is present in work
environment, it is easy to deliver more better productivity in correct way.

Therefore, it has been examined that it is essential to use best HRM practices so that
benefits are being achieved in most appropriate manner. So, different practices & advantages to
both employees & employers are described briefly.
P4 Effectiveness of the HRM practices in terms of raising organizational profits and productivity
In an organisation, it is necessary to focus on these practices as they help in increasing of
profits as well as productivity at higher scale. In context of chosen corporation, there are various
types of practices like training & development, reward management and many more. It is duty of
HR manager to make assure that correct most effective type of practices are being used & through
accessing to these behaviour of subordinates are too examined. For example- in relation of chosen
company, Tesco too uses training & development on basis of which they are able to enhance the
productivity of subordinates (Spencer, 2017). This allows company to enhance their level of
profitability at higher scale.
It is essential to increase & improve organisational profits & productivity so that vision as
well as mission is achieved at all level. Further, it has been also stated that by using of such
different types of practices it is easier to deal with different situations & events.
M3 Different methods of HRM practices
Practices in human resource management is necessary to be focused as it help in achieving
of objectives within period of time. There are different methods of HRM practices which are being
used by Tesco & are discussed as follow-
Soft Model:
It is type of method in which it focuses on individuals self direction, commitment, self
regulated behaviour & using them in strategic way. In relevance of Tesco, they to use this model as
it assist in fulfilling needs or demand of personnel. Through using of this model it is beneficial for
improving company productivity at higher level.
D2 Evaluation of HRM practices and application within an organizational context
In business, human resource department is crucial as they are responsible for managing &
increasing profit as well as productivity of company at wide scale. Using these HRM practices
requires appropriate knowledge regarding all approaches, practices that are to be used in most
efficient manner (Stredwick, 2017).
In context of Tesco, practices as well as application are necessary to be used within
enterprise. It is because it is not possible to make decisions or retail employees for longer period of
time. Therefore, it has been stated that through properly focusing on these enhances effectiveness of
decisions making process.

TASK 3
P5 Importance of employee relations in decision making process of HRM
Employee relation is defined as various endeavours and practices undertaken by the
management of an organisation to build and sustain a safe, healthy and positive workplace
environment. Employee relations not only includes dynamics of employee and management
relations but also covers everyday interactions of employees and their co-workers because the
effective management of large number of employees working at various outlets of TESCO is not
possible without recognising and acknowledging the significance of interpersonal relations
between all the employees working at the specific organisation (Tangthong, 2017).
The management at TESCO aims to create working atmosphere which looks after both
physical and mental well being of every employee. To ensure the maintain ace of such environment,
the management of the respective organisation follows various pieces of legislation enforced by the
government to construct healthy and positive working environment across all workplaces in the UK.
The failure to comply to these regulations can result in legal action and damage the brand image of
he company.
Since the organisation deals in retail industry and their employees have to interact with
consumers on a daily basis, the construction and maintenance of healthy workplace environment
and positive employees is crucial to the organisation's success. To improve employee engagement,
the management invites them to take part in decision making process during formation of a strategy.
The proposals and feedback given by these employees not only help the company construct a plan
which reflects their opinions and interactions with the consumers but also increases employee
satisfaction by a huge amount (Yefang, 2019). As the employees feel valued by the company for
their opinions and beliefs, they work more diligently and provide the company quality service. The
management at TESCO strives to create an environment where all employees are treated equally
and don't see any halt in their progress due to cultural or racial differences. The management is
committed to provide an engaging and safe workplace where employees are judged on the basis of
their capabilities. Good employee relations help the company sustain employees that are loyal to the
organisation, this organisational practice gives the company competitive advantage over their
competitors.
The maintenance of employee relations have a huge effect on decision making process of
HRM. The HRM focuses on taking decisions which do not reduce employee satisfaction and
decrease employee engagement in every aspect of the organisation. The decision making process
focuses on efficient communication of every strategy to each individual employee at every stage of
their execution (Budhwar, 2019).To ensure efficient employee communication, the management
makes decisions which construct environment for healthy and open communication between

supervisors and their subordinates. Various decisions regarding career growth of their employees is
taken considering their impact on consumer relations and implemented in such a way which does
not cause any conflicts between them. As the mental and physical well-being of every employee is
of topmost importance to the company decision making process begins with considering
improvement of every aspect which affect employee relations directly or indirectly.
P6 The key elements of employment legislation and its impact
Employment legislation refers to procedure or process which comprises of laws, rule,
regulations, employment standards, labour relations and many more. In relevance of Tesco, they
make assures that all employment legislations are stated under contracts & are being properly
followed (Burke, 2016). They directly affects the relation between employees as well as employee
at wide range. Furthermore, it is duty of manager of firm that everything is done with proper
considerations & in legal way. Employment legislation is necessary to be adopted so that it is easier
for entity to deal with risk & uncertain situation in fair manner. Avoiding of these legislation might
leads to wide range of problems or issues which can impacts upon their working operations & day
to day activities. Thus, it is specifies that to run smooth functioning of business it is essential to
have properly followed legislation. It also has key elements which are focused and are explained
below-
Equality act- 2010
It is essential employment legislation in which it focuses on managing & maintaining
equality amongst individual & employees. It includes preventing personnel from discrimination
regardless of cast, gender, etc. It is important to treat every individual equally so that at workplace
better efficiency is achieved. With help of this legislation, it is easy to analyse that Tesco treat
every employee equally & which increases their goodwill (El‐Kot, 2018).
Impact-
Main impact of this legislation is that it makes it makes employees well aware about their
rights & duties. Moreover, they are also able to use them in most effective manner. Another impact
of this act is that it directly impacts upon employees morale and motivation (Garibaldi, 2017).
Human Rights Acts – 1998
This is another act which is mainly focuses on providing of equal opportunities & treating
equally. It is also seen that under this law, it is easy to protect humans from unfair practices done to
them. Moreover, through being aware about these human rights is easy for humans to make
decisions appropriately. In context of Tesco, HR department of company is well aware about these
human rights rights act which is beneficial for their firm goodwill.

Impact-
Establishing of appropriate human rights act within entity leas to developing effective
collaborative work culture. So, it is necessary to focus on this act as it leads to positiver
environment.
Health and safety at work act – 1974
It is another important employment legislation in which it is essential to be adopted as in
this it focuses on responsibility of entity to provide health & safety of subordinates who are
working in entity. According to this act, an organisation is responsible for providing safety
protection (Ichniowski, 2016).
Impact-
Main impact of this legislation act is that it makes employee feel safe & also it leads to
better outcomes as well as productivity. In reference of Tesco, they focuses on this act & provide
safety at workplace such as wages, salary, insurance etc.
M4 The key aspects of employee relations management
There are different types of aspects of employee relations management which are being
focused by selected organisation & discussed below-
Transparency in communication- It is essential aspect of ERM in which it shows that to
develop a healthy employee relation management it is crucial to have transparent communication so
that it is easy to communicate message between employees and team (John, 2018).
Encouraging group activities- It is another stage in which individual are being motivated
for group activities which leads to better workforce & which also increases positive relations.
Assigning of challenging work- In this aspect, it focuses on assigning of challenging task
to subordinates and team members in which they work in effective manner. In context of chosen
firm, they too assign challenging task to their marketing department.
D3 Evaluation of the employee relation and the application of HRM practices
Employee relation is critical process which is necessary to be adopted by Tesco. This is
because by properly managing employee relation, it is easy to develop a workforce with common
desired goals. Application of HRM practices are also to be focused so that objectives are achieved
in proper manner. It is duty of manager to be assure about these develop a positive relations so that
mutual coordination is established (Kramar, 2016).

TASK 4
P7 The application of HRM practices in a work-related context
The practices of HRM are crucial to be focused so that organisational objectives are
achieved in proper manner. In relation of Tesco, they use these practices in such a way that
processes are carried out effectively. Management & HR of firm use at wide area of application
such as marketing departments, financial department etc. With this wide range of application, it is
easy to use HRM practices in effective manner.
Main benefit of using these practices is that it is helpful for organisation to achieve positive
output. Furthermore, it is also seen that processes of human resource management assist in
providing of talented workforce who has ability to deliver high efficient output. So, human resource
department of selected firm carry out these practices such a training & development, reward
management etc. In most appropriate way (Mammadova, 2018). In organisation, it is necessary to
develop & enhance work effectiveness which can be done through adapting with these practices.
With changing period of time, it has become essential to have presence of such HRM practices.
Therefore, is seen that it is crucial to be aware about these practices so that on basis which it
is easy to motivate & understand behaviour of personnel appropriately.
M5 Rationale application of HRM practices in a work-related context
In business sector, it is necessary to be aware about these practices so that decision making
is carried out in effective way. Further, there are many reasons for which HRM practices are being
used. For example- using of these practices leads to proper implementation of tactics regarding
retaining employees for longer time interval. Another reason for use of these practices is that they
makes it possible for personnel in improving work environment which is beneficial for firm
goodwill (Mariappanadar, 2020).