Human Resource Management Report: An Analysis of Tesco plc HRM

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco plc. It begins with an introduction to the organization, outlining its mission, purpose, and objectives. The report delves into the core functions of HRM, including talent acquisition, performance management, and employee relations, emphasizing their role in achieving company objectives. It explores various approaches to workplace planning, such as recruitment and selection methods (internal and external), and training and development strategies. Furthermore, the report examines different HR practices like 360-degree feedback and fair evaluation systems. Part 2 focuses on a specific job vacancy, providing a detailed job description, preparatory interview notes, and a template for a job offer letter. The report also evaluates Tesco's HRM practices, including employee relations, employee engagement, and relevant employee legislation. It concludes with an assessment of how employee relations influence HRM decision-making.

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1 ...........................................................................................................................................3
1) Introduction of organisation...............................................................................................3
2) Purpose of HR function and their roles in acquiring talent to meet company objectives..3
3) Different approaches of workplace planning.....................................................................5
4) Different methods used in HR practices............................................................................6
PART 2............................................................................................................................................7
1) Job description for a given job vacancy.............................................................................7
2) Documents of preparatory notes........................................................................................8
3) A template for job offer letter............................................................................................8
4) Evaluation of HRM practices used in organisation............................................................9
5) Effectiveness of employee relations and employee engagement.....................................10
6) Key aspects of employee legislation................................................................................11
7) Evaluation of how employee relation help in HRM decision-making.............................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Human resource management is related to managing human resources of the company
and includes all the processes related to recruitment, selection, appraisal, training and
development, motivation etc. Functions of HRM is essential so that talent and skills of the
employees can be utilized to fulfil organisational objectives. Also the HR department of
company is responsible for enhancing work performance of employees which help in increasing
their productivity so that company profits can increase (Analoui, 2018). Workforce of an
organisation are the most important resources of company which help in gaining a competitive
advantage in the market. This report is based on Tesco plc which is a British supermarket chain
that deals in groceries and general merchandise and has its headquarters in England, UK. The
company employs about 360,000 employees all across its chains which makes managing human
resources very important. In this report the functions of HRM along with its roles and
responsibilities will be discussed. Further the employee legislations followed by company and
methods with which its recruits its employees will also be discussed.
PART 1
1) Introduction of organisation
Tesco is a multinational British supermarket retailer which operates in different countries
and provides general merchandise items to its customers. Tesco is the third-largest retailer
worldwide and is the largest private sector employer in UK.
Mission: The company aims at creating loyal customers by providing them quality products
which creates high value for them.
Purpose: The purpose of the company is to provide groceries and general merchandise which are
of high quality and are available to customers at reasonable prices which help in enhancing their
standard of living (Armstrong and Taylor, 2014).
Objectives: The company tries to analyse customer needs so that their needs can be efficaciously
fulfilled by responsible actions of company so that trust of customers in company can increase.
2) Purpose of HR function and their roles in acquiring talent to meet company objectives
Human resource management is a process of utilizing the human resource of company in
such a way that organisational objectives are efficiently met. The nature of HRM is pervasive
which means that it is present in all types of companies and it focuses on results rather than on
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rules which means that improving employee performance is the main focus of HRM. The scope
of HRM is very wide as it helps in manpower planning, recruitment, selection, work allocation
etc. so that the potential of employees can be utilized.
Purpose of HRM
The main purpose of HRM in company is related with staffing, compensating and
rewarding employees and assigning tasks to employees. HRM is important in an organisation so
as to maximize the productivity of employees so that company profits can increase and high
value for customers can be created. Planning and resourcing of employees is important so that
right people can be recruited at right time and for right job vacancy which will help in increasing
their effectiveness of work (Brewster, Chung and Sparrow, 2016).
Functions of HRM People resourcing: It is the process in which human resource capabilities are matched
with the strategic and operational business needs so that organisational goals can be
timely achieved. Also the productivity of employee increases if they are allotted work in
relation with their capabilities. Managing performance: It is a continuous process in which performance of employees
are reviewed by setting individual and team goals, reviewing and assessing progress,
developing the knowledge, skills and abilities of employees.
 Employment relations: It is related with managing relations of employers and employees
so that fair and equal treatment can be given to all the employees which help in making
them committed and loyal towards company (Delery and Roumpi, 2017).
HR function play an important role in acquiring talent by the way of recruitment and
selection so that the job vacancies can be filled and the company objectives can be achieved.
HRM help in managing the employees in organisation so that strong relations with employees
can be maintained which help in retaining the employees and also increasing their productivity
so that company gaols are achieved in an efficient manner.
Key roles and responsibilities of HR function: Training and development: It is the main role of HRM which help in giving training to
employees so that their performance can be improved and they can complete their work
in efficient manner. This also help in their personal and professional development which
encourage them to utilise their skills in achieving company goals.
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 Appraisals based on performance: It is the role of HRM to provide performance based
appraisals to employees so that they can be awarded based on how well they perform
their work. This help in valuing the work they perform in an efficient manner.
 Employee relations: It is also the role of HRM to maintain good employee relations so
that they can be motivated to perform well and use their potential in completing their
work. It also help in reducing conflicts among employees so that work can be carried out
in a smooth and continuous manner.
3) Different approaches of workplace planning
There are various approaches which can help in planning the workforce of an
organisation some of which are discussed below:
1) Recruitment and selection: Recruitment is a process of searching for prospective
employees for a job vacancy in the company so that they can be stimulated to apply for job so
that potential employees can be selected as per job requirements. Selection on the other hand is
related to choosing a qualified person from a pool of applicants who apply for job in company so
that the selected employees can contribute towards organisational objectives. Different
approaches to recruitment like Internal recruitment in which Tesco first considers filling up job
vacancy by existing employees who have the capability which can satisfy the job requirement.
Strengths: This method can be easily and quickly done by employing the existing employees
based on their past performance records. It also help in retaining talent in the company.
Weaknesses: This method limits the entry of new talents who might have innovative ideas. Also
internal conflicts among workers might arise due to promotions. External recruitment: When
employees are recruited from outside Tesco by advertising about job vacancy and receiving job
applications then selecting applicants systematically. Strengths: This allows the company to
give chance to outside talents to work with company. Also the company can recruit fresh talents
which can help in bringing innovation.
There are various approaches to selection that are used by Tesco like Interview which is
structured conversation where applicants are asked questions related to job requirement so that
the skills and abilities can be judged. Strengths: It helps in analysing the creativity and
versatility of candidates so that their skills can be tested (Cascio, 2015). Weaknesses: This
method is time consuming and expensive as each candidate is separately interviewed which takes
time. In-tray tests is also used by Tesco which is a paper based test and help in selecting
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potential employees having aptitude potential. Strengths: It helps in assessing aptitude potential
of candidates and also help in judging if the employees can easily deal with complex situations.
Weaknesses: This process is time consuming and also the ability to give aptitude answer does
not define the suitability of employees for a particular job.
2) Training and development: These are the approaches through which company try to
improve the current skills and knowledge of its employees by giving them training so that their
performance can be improved. These training and development sessions help employees in
acquiring knowledge and skills in such a way that they can perform their task in a better manner,
in lesser time and with efficiency. Some ways that are followed in Tesco so as to train and
develop them:
 On the job training: This training is given to employees while they are performing their
jobs so that they can be simultaneously trained which help in enhancing their skills while
working on job.
 Off the job training: This training is given when the employee ios not performing the
task given to them. The training sessions are conducted separately and a group of
employees are trained in this process.
4) Different methods used in HR practices
There are various methods which are used in HR practices so that the performance of
employees can be improved and they can be motivated to perform their work in an efficient
manner: 360 degree performance management feedback system: In this system the employees
receive feedback from their seniors, peers and subordinates so that their overall
performance can be evaluated so that the points at which they need improvement can be
well analysed. This help in improving the performance of employees by giving them 360
degree feedback so that their potential can be fully used in achieving company goals.
 Fair evaluation system: It is a system which are developed by businesses so gtat the
performance of employees can be evaluated on fair and equal parameters. This help in
analysing the performance of employees based on certain characters so that timely
corrections and improvement can be made.
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PART 2
1) Job description for a given job vacancy
In Tesco due to the retirement of Food manager there is a job vacancy for the post of food
manager in the company. Tesco decides to follow external recruitment method so as to hire an
eligible person for the vacant job post. Following are the ways in which company tries to recruit
candidates:
Job description: It is a written documents which consists the general tasks, roles and
responsibilities of a job position (Renwick, Redman and Maguire, 2013).
JOB DESCRIPTION
Organisation: Tesco
Section: Management division
Designation: - Food manager
Job Address: England, UK
Job summary
The candidate must be able to manage a food team so that their activities can help in
monitoring food quality. Also the manager must be able to deliver superior service and
maximize customer satisfaction. Estimation of future needs of food will also be done by the
candidate.
Role: -
Coaching and managing food team
Manage food quality
Stock management
Person specification: It is a description of qualifications, skills, experience, knowledge
and other attributes which are required in a candidate so as to fulfil the duties of a job role.
Person Specification
Position: Food manager
Functional unit: Management department
Reporting to: Store Manager
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Attributes Essential Desirable
Qualification
& Experience
The applicant must have completed
graduation in business management
course with more than 60% from a
recognised university and also have an
experience of 1 year as a food
manager.
The candidates must have good
management and communication skills
so that teams can be well managed.
Also the person must have a quality
certification so that high quality of
food can be maintained.
Skills or
Knowledge
The candidate must have worked in a
recognised organisation where high
quality of goods are manufactured or
sold.
The candidate must be able to perform
various tasks at the same time and also
be good at solving conflicts.
2) Documents of preparatory notes
Interview questions
Q 1) Who is a food manager?
Q 2) How can quality of food be maximised?
Q 3) How will you achieve maximum customer satisfaction?
Q 4) Why does this job role interests you?
Based on the above interview questions Tesco will screen its candidates so that the best
candidate can be selected who will be eligible to perform the task of job vacancy in tan efficient
manner. The selected candidates will also have to give assessment test so that their team-working
skills and problem solving abilities can be tested. After testing candidates based ion these criteria
the candidate will be selected who will fill up the job vacancy and contribute towards achieving
company goals.
3) A template for job offer letter
Out of the two prospective candidates who had been called for interview one of the
person was selected and the offer letter which is given to the selected candidate is:
Job offer letter
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12th February 2020
Peter Jones
Tesco
Dear Peter Jones
Congratulations you have selected for the position of food manager in our company as
we are highly impressed by your skills and past experience which will help in justifying the job
position. Please join us on 13th February, 2020 and also carry all your important documents.
We are excited to meet you.
Best regards,
Olivia Smith
4) Evaluation of HRM practices used in organisation
There are various HRM practices which are essential in managing human resources of
company so that the work performance of employees can be enhanced and their potential can be
fully utilised in achieving company objectives. The HRM practices must be effectively applied in
Tesco so that the human resources of company can be managed. Following HRM practices are
followed in Tesco so as to manage the company's human resources: Flexible working arrangements: It is an arrangement which allows Tesco to keep
working hours of employees flexible and also provide them the freedom to work from
home which allows them to keep a work-life balance thus managing their health related
issues. Benefits for employer: This help in increasing employee productivity and loyalty
towards company. Also valuable employees can be retained in the company. Benefits for
employees: The employees work in stress free environment and can manage their work
from any place and at any time which is convenient to them. Fair and performance based compensation: It is important to compensate employees
fairly and based on their performance so that the employees will work hard to improve
their productiveness and efficiency. Benefits for employer : This help Tesco in bettering
the performance of its employees which is important to achieve company goals on time.
Also it helps to encourage employees to use their potential efficiently. Benefits for
employee: The employees of Tesco get compensated based on their performance which
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help in satisfying them with their job. Also it help them to grow and develop in company
based on equal opportunities (Hecklau and et. al., 2016).
 Motivation: This practice of HRM is important so that motivation level of employees can
be kept high which help them in completing their work on time and in an efficient
manner so that desired results can be achieved. Benefits to employer: Motivated
employees try to increase the company profitability by using their skills and talents
efficiently. Also enthusiastic employees help in keeping a positive environment in
company and reducing the number of internal conflicts. Benefits to employees:
Motivation helps in reducing work stress among employees and also increasing their job
satisfaction.
HRM practices are effective in efficiently utilising the skills and talent of employees so
that their productivity can be increased which help in increasing company profits. Also job
satisfaction of employees increase which help in retaining them in the company. This also save
cost of frequent recruitment and selection practices as employees continue to work in company
(Jiang, et.al. 2012). Tesco use its HRM practices efficaciously as it successfully employs over
360,000 employees and manages them in an efficient manner which help the company in
becoming world's third largest company in terms of gross revenue. Tesco use various HRM
practices like flexible working arrangements, performance based rewards and motivation so that
employee potential can be used to fulfil company objectives. Also the profits and productivity
increase in Tesco through HRM practices as the employees contribute in maximising their
efficiency to complete tasks on time.
ASDA which is a British supermarket retailer headquartered in West Yorkshire
employing about 165,000 employees in company follows various HRM practices like training
and development, reward based compensation, motivation etc. This help the company in using
skills of employees and developing them so that they can fulfil the requirement of job and
complete their work on time. This help in increasing profits of ASDA by increasing employee
productivity (Mura and Horvath, 2015).
5) Effectiveness of employee relations and employee engagement
Employee relations and employee engagement help in making good relation with the
employees of organisation by involving them in decision-making so that their efforts can be
recognised. It also help in motivating them as they feel that their ideas and opinions are valued in
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company which help in boosting their trust in company along with their confidence. The
employee performance also increase with the increase in employee relations and employee
engagement which increase their productivity and performance which help in increasing
company profitability. Flexible working arrangements also help in increasing the productivity of
workers as they can complete their work as per their convenience and also their trust in
organisation increase as they are given flexibility to work either from office or from home. This
increase overall company productivity and profits which also lead to the growth and
development of its employees.
The flexible working environment and increased employee engagement makes the
company an employer of choice which means that most of the candidates want to work with
company. This also help in retaining the most valuable employees in company by increasing
their value in company and giving them a fantastic working culture and work environment.
6) Key aspects of employee legislation
Employment legislations must be followed in organisations so that they can deal with
employees legally which help in increasing the trust of employees in organisational activities.
This also help in boosting their confidence which positively impacts their productivity which is
important to achieve organisational goals on time. Following are some of the legal legislations
that are applicable on Tesco along with their influence on HRM decision-making: Equality Act, 2010: This act came into force on 1 October 2010 and safeguards any
inequality faced by employees on the basis of age, disability, religion, marital status,
gender etc. Through this act Tesco gives equal opportunities to its employees which hep
in enhancing their performance. This affects HRM decision so that equal opportunities
are given to all the employees which help them to grow and develop (John and Taylor,
2016). Health and safety act, 1974: Under this act it is the duty of employer to ensure that all
the working condition in organisation should promote safety and health of employees.
This act helps HRM of Tesco in making decisions regarding health and safety of
employees like flexible working arrangements, limiting the working hours etc. Employment contracts act: This Act reveals the contract of employment made between
organisation and employees, this contract includes condition of employment, rights
assigned to an employee, responsibilities and duties , pay scale, title of job role and leave
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policy given to an employee. This contract should be made with full transparency and
employee and his employer should be adhere to that contract. This act influences
decision-making of HRM as all the decisions are made in such a manner which ensure
equal pay to all the employees, fair treatment etc.
 Collective Agreements: Collective agreements are the pacts which are enforced between
an employee and trade union that is a framework of many rules regulations and
circumstances of employment within a bargaining unit. A bargaining unit is a procedure
in which the union and employer sets an agreement. The set of agreements which are
included in collective agreement are related top salary pay, advantages, allowances and
condition of working. This influences decision-making of HRM as decisions are made
which help in giving maximum advantage to trade unions so that their trust in Tesco can
be increased which help in enhancing their productivity. Minimum wages, working hours
and other facilities needs to be given by company under this act (Namazie and
Pahlavnejad, 2016).
Thus HRM decisions are influenced by various employment legislations that governs
workforce of company. It is important that Tesco adheres to all the laws which will help it in
making its employees job satisfied so that they can be retained in company.
7) Evaluation of how employee relation help in HRM decision-making
Employee relation are related to company's efforts in managing good relation with their
employees so that they are also included in decision-making along with giving employees fair
and consistent treatment. Employee relations are important to be maintained so that job
satisfaction among employees can be increased which help in making them loyal towards
company. Healthy relations need to be maintained with employees which help in motivating
employees over a long run which is important to boost their confidence and morale. Employee
engagement thus describe the amount of enthusiasm of employees, their level of motivation,
involvement or emotional commitment towards company. Engaged employees work hard
towards achieving the company goals so that profits of company gets increased (Noe, et.al.
2017).
Employee relations are important to be considered by HRM before decision-making as
compensation, rewards, motivation etc. will be monitored in such a way that good relations can
be maintained with employees. Also HR decisions can be made by considering the opinions and
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