Human Resource Management: Purpose, Functions, Practices at Tesco

This report provides an overview of human resource management (HRM) with a focus on its purpose, functions, and practices within an organizational context, specifically referencing Tesco PLC. It discusses the functions of HRM, including procurement, development, compensation, integration, planning, organizing, directing, and controlling, along with workforce planning. The report analyzes different approaches to recruitment, such as external and internal recruitment, highlighting the strengths and weaknesses of each. It also examines the benefits of various HRM practices for both employers and employees and evaluates their effectiveness in raising organizational profits and productivity. Furthermore, the importance of employee relations in influencing HRM decision-making and the impact of employment legislation are analyzed. The report concludes with an illustration of the application of HRM practices in a work-related context.

Human Resource
Management

Table of Contents
Introduction......................................................................................................................................3
LO 1.................................................................................................................................................3
P1: Explain the purpose and the functions of the human resource management...................3
P2: Explain the strengths and weaknesses of different approaches to recruitment and the
selection..................................................................................................................................6
LO 2.................................................................................................................................................8
P3: Explain the benefits of different HRM practices within an organisation for both employer
and the employees..................................................................................................................8
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profits and productivity. ......................................................................................................10
LO3................................................................................................................................................11
P5: Analyse the importance of employee relations in respect to influence HRM decision-
making..................................................................................................................................11
P6: Key elements of employment legislation and its impact on decision-making by human
resource management:..........................................................................................................12
Lo 4................................................................................................................................................14
P7: Illustrate the application of HRM practices in a work -related context.......................14
Conclusion: ...................................................................................................................................15
REFERENCES..............................................................................................................................16

Introduction
Human resource management is a process which are used by the employer to recruit,
selecting, inducting the selected employees, Providing them orientation programs for the benefit
for the company. It is maintaining the relationship between the employers and the employees in
the organisation. To increase the effectiveness in the outcomes of the firms, HRM practices are
implemented by the employers in the management team.(Thornton, 2015). Every organisation
is made of its employees, where they can improve their skills and are motivated to perform
better in the team so that goals and objectives of the organisation can be achieved in the effective
ways. In the context of Tesco PLC company, it is a British multinational groceries store in the
UK market. It stores range are form small express sites to the large superstores. As an assistant
Human Resource Officer for Tesco, in this report, I will discuss the function and importance of
the Human resource management particles. Further the discussion will be on the process of
recruitment and selecting the most suitable candidates for the Tesco firm and evaluate their
performance in the given task and show which rewards are given for good outcomes. We will
also discuss about their business expansion of operations at the international market levels as
they have opened new stores in the US market as the diversify strategies(Bolman and Deal,
2017).
LO 1
P1: Explain the purpose and the functions of the human resource management.
Overview of the company:
Tesco is the biggest company in the UK market having more than 3,60,000 employees
worldwide. There are different types of store in the market such as express, metro, superstore,
extra stores providing the different product according to the customer benefits in the particular
areas. Tesco make sure that right number of employees are in the right kind of jobs in the right
time in the company(Bringezu and Bleischwitz, 2017)
Meaning of the human resources management:
HRM is a process of the selecting, developing and maintaining competent employees in
the organisation so that wants, and desire of the firm are achieved in the efficient manner. In the
other words, HRM is a part of managing the people at the workplace so that they helps in getting

goals of the organisation. With the references of Tesco, manager or the leader make all the
employees will work together for achieving the predetermine standards of the company.
Purpose&Objectives of HRM. The aim purpose of the HRM is to utilize the available
human resources to the fullest capacity of a person. This well further helps in attaining the goals
effectively and efficiently of the Tesco company. Other things is that, employers will make sure
that employees are satisfied with the work given to them so that employees can have self-
actualisation about their performance(Cascio and Boudreau, 2016).
Scope of the HRM: The scope of HRM is very vast in the nature as it include all
activities starting from recruiting the employees till, they leave the organisation. HRM involved
the acquisition, development, retaining and controlling the human resource in the organisation. It
also include different aspect such as the labour, welfare aspect and industrial relations.
Functions of HRM: The manger make sure that all employees work for the common
objectives of the company. There are two type of functions such as managerial and the operative
levels. Some of the functions are discussed as follows: (Wehrmeyer, 2017).

Functional of HRM:
procurement: under this function are HR manager has to follow the proper procedures
to complete the given task in the effective ways. The set of small steps are given by the manager
to its sub-ordinates to perform the given task in time .
Development: under this, the manager has to make various different development
program for its employees so that work can be done in the most suitable ways. The various
program are design to train the employees in the productive way so that goals can be achieved in
time.
Compensation: under this employees are given compensation about the for
completing the given task in the effective ways in the management. It look after completion of
the work in the team within the time-frame.
Integration : under this function, all activities are integrated so that important task can
be completed first and follow the proper rules to finish the task in the best possible ways.
Managerial functions:
Planning: It is a process of providing pre-determine course of action plan for
maintaining the human resource in the company. Manger of the Tesco company make sure that
they establish the goals and objectives which are to be achieved by employees within the time-
frame and in the effective ways. Here rules and the procedures are stated by the employers such
as different stores of the Tesco have different forms of activities which can be performed by
following the rules and procedures(Cascio, 2015).
Organising: This function is used to develop and design structure of the organisation
which are to be followed in the activities. Tesco company make its employees work into
different groups by allocating task which are to be performed by them in the given activities.
Manger delegate the authorities to its employees and to sub-ordinators in the tasks. This
function helps Tesco manger to hand the overall performance of the activities.
Directing: It is a process of making the group efforts to achieve the standard outcomes
by following the direction of the employers. The Tesco make a proper planning of the careers of
its employees and uses various motivation theories to keep them motivated in performing the

given task. Manger also make sure that there is friendly relations between the employers and the
employees.
Controlling: it is a process of forming standards for the performance of the activities
given to the employees and check the actual performance with the standards results and make an
appropriate correction in the action plan of the employees. Tesco company make sure all the
activities are carried out as per the plan and modified action if needed in the organisation.
Workforce planing:
The workforce planing refers to managing the human resource at the organisation so that right
number of employees are present in the workplace. The HR manager make sure that candidates
are employed on vacant positions and are given training to understand the work of the
organisation.
Importance of workplace planing: It is very important for HR manger to hire right
candidates at the right place so that all the tasks are performed according to goals and objectives
of the organisation. This will help company so have effective team in the organisation so that
everyone will on common goals.
Summary: The HRM provide a way for the Tesco company to recruit and selected the
most suitable candidates for the various activities. And to manage the workforce at the
organisation and make best use of qualified candidates. The strategic workforce planning include
that an organisation has the right people at the right place with the right skills and knowledge for
the given task and the activities. This model helps in covering the gap in the present
workforce(Cleaver, 2017).
P2: Explain the strengths and weaknesses of different approaches to recruitment and the
selection.
Workforce planning : Under this, the HR manager make sure that there is proper
number of employees present in the organisation so that productivity can not affected in the
organisation. As Tesco operates at international levels so HR manager have to make sure that
there is decent employees in each and every stores.

The HR manager has to maintain the workforce balance at the management team so the manager
sets the objective for the requirement of workforce, then analyse the existing employee and need
for the future requirement of employees in the company and if any recruitment is needful then
they start the hiring process in the management team
Recruitment: It is a process of attracting, short-listing, select and hire the right kind of
employees for the right jobs. In the other words, it can be stated that the best-qualified candidate
is chosen for the jobs available in the company. Such candidates can be external as well as
internal of the organisation. In the context of Tesco company, HR manger make sure that they
hire right kind of candidates for its team so that desire outcomes can be seen in the organisation.
It forms the base for the selection process, as qualified candidates are pooled into group and then
the selection process start in the organisation( DeCenzo, Robbins and Verhulst, 2016).
Recruitment approaches:

External recruitment Research: Under this method, Tesco company provide
information about the job opening positions on its website as well as on the various social media
such as LinkedIn, Twitter and Facebook so that interested candidates apply on such website and
different medium (Wright, Coff and Moliterno, 2014)
Strength : Here right candidates can be selected as qualified person are chosen from the
pool of the people. Right kind of people can apply to different positions available in company
and most suitable candidates are selected for the further process for hiring in the organisation.
Weakness : There are large number of applicants in the system, so it is difficult for the
HR manager to chosen most qualified candidates among the pool. Sometimes, here there can be

misunderstanding among the information which organisation are looking for and the candidate
uploaded the details.
Their are different type of external recruitment, some of which is discussed as follows:
Advertisement: under this approaches, company post vacant position at the social media
such as LinkedIn, advertisement in the newspaper and other social path form. So that qualified
candidates can apply for the different position.
Strength: large number of candidates can apply for the vacant position in the Tesco
organisation and having good experience in same field.
Weakness: The candidates who have not updated knowledge also apply for the post
which take lot of time for the HR team to chosen the candidates.
Campus recruitment: under this process, company go to different campus to hire the
most effective candidates for the different post. There company get fresher in term of
experiences and have updated skills required to perform the task in best available way.
Strength: the fresher can be hire thought this process which lead to high level for
performance in the management team.
Weakness: It is a time consuming process and involved lot of money, difficult for the
HR manager to select the most qualified candidates as the applied are on the same level.
Placement agencies: under this stages, company handover the responsibilities to the
placement agencies for hiring the most suitable candidates for the different work post.
Strength: the HR manager have a helpful hand from the agencies in hiring the
employees in the organisation Tesco.
Weakness: the Tesco company required a good candidates in the management which is
difficult for the agencies to select the most suitable candidates

Internal recruitment: Here candidates are selected from the internal management team
as they have a performed good in the organisation or have cleared the exam for the particular
positions for the internal recruitment.
Strengths: Here candidates are selected from evaluating their performance in the
organisation. Tesco company give opportunities to existing employees to get promotion in their
position after checking their outcomes given in the team. employees also apply for higher
position due to having good experience in such positions(Jackson Schuler and Jiang, 2014).
Weakness: Employees already knows the working environment of the organisation
which can be not good for the organisation. Employees has same set of minds for operating at
different levels.
Promotion: under this stage, employees of the Tesco are are promoted to the higher
level in the hierarchy after evaluating their performance in the organisation.
Strength: the employee know the work environment and have a sound knowledge
regarding the higher post in the organisation.
Weakness: The manager feels that motivation of the existing is less as compared to new
employees.
Transfer: under this process, employees are transfers to another department or transfer
to another stores. So that employees can complete their in the effective ways within time -
frame.
Strength: it save time for the HR manager to hire new candidates in different stores.
This always helps for the employees to settle in organisation in easy way.
Weakness: Here employees already know the work culture and politics so it is difficult
for the organisation to hide such issues from the candidates.
Demotion: under this stages, the employees are demoted to the lower level due to
ineffective in their work or lack of number of employees at lower level.
Strength: The is provided with the training which helps them to improve the
performance from time to time.
Weakness: under this, employees can feel demotivated in the management team as their
work is not appreciated in the Tesco.

Selection process: The selection process is a method of selecting right candidate who
have necessary qualification for the open position in the organisation. This process is lengthy in
its approaches and complex as it involve various series of steps before making any decision.
Every company have different selection process for choosing most suitable candidates for its
organisation . Similarly, Tesco company, have their own process to select the candidates, HR
manager look the CV send to them such curriculum vitae summarises the candidate’s
information such as education and till date job history. The manger assess the CV'S with the job
specification and selected the candidates.
Aptitude test; the HR manager conduct Aptitude test to check the basic capabilities of the
candidates.
Group discussion: under this process, shortlisted candidates are further test on the way of
thinking by having group discussion in team.
Telephonic interview: Here shortlisted candidates receive telephone from the HR team
for further process. The HR manager of Tesco have telephonic around with the shortlisted
candidates to get more information about them and check their communication skills.