HRM Report: Analysis of HRM Practices at Tesco - [Course Name]

This report provides a detailed analysis of Human Resource Management (HRM) practices at Tesco. It begins with an introduction to HRM, outlining its purpose and functions within an organization, with a specific focus on workforce planning and resourcing. The report then evaluates different approaches to recruitment and selection, comparing their strengths and weaknesses. It further explores the benefits of HRM practices for both employers and employees, considering aspects such as organizational culture, training and development, and employee compensation. The analysis extends to assessing the effectiveness and profitability of the organization in relation to its HRM practices, examining employee relations and the impact of employment legislation on HRM decision-making. The report concludes with an application of HRM practices within the context of Tesco, summarizing key findings and offering insights into the company's approach to managing its human resources.

Human Resource
Management

Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
P1. The purpose and functions of HRM, applicable to workforce, planning and resourcing in
an organization............................................................................................................................3
P2. Strength and Weakness of different approaches to recruitment and selection.....................5
Task 2...............................................................................................................................................6
P3. benefits if HRM practices within an organization for both the employer and employee.....6
P4 Analyse the effectiveness and profitability of the organisation in context to Human
Resource Practises.......................................................................................................................8
TASK 3 .........................................................................................................................................10
P5Evaluate necessary for employees relation in reference to HR management judgement
making.......................................................................................................................................10
P6 Employment legislation and effect on HRM decision ........................................................11
TASK 4..........................................................................................................................................12
P7 Application of HRM practises in context to the company..................................................12
Conclusion.....................................................................................................................................15
References......................................................................................................................................16

Introduction
Human resources management(HRM) is defined as the important and crucial function of
organization, which focuses on recruitment, selection, training and development programs,
performance appraisal, payroll management of employees. It is a effective part of business,
which analysis and examines the skills, quality and performance of each and every employees
and management do the optimum and effective utilization of people in workplace to achieve
organizational specified goal(Buller and McEvoy, 2016) . This also helps in blanching the
relationship between employees and employers of the organization.
The Human Resource Management is also known as personal management, which is a
process of managing and coordinating with the people available at work station with the
academic theory and some business practical techniques as well as polices and deliver the highly
skilled and quality workforce to organization. This allows them to retain employees effectively
and efficiently. In other words, the HRM refers to functions performed in organization that
deliver the skilled and effective people and employees to achieve the business goals as well as
individual goals. As the company TESCO is focusing on their human resources department, as it
as very effective and play important role in the business which results in growth and success of
organization.
Task 1
P1. The purpose and functions of HRM, applicable to workforce, planning and resourcing in an
organization.
HR department provides various services to organization as well as the employees
through which they improve skills and their performance which is beneficial for both
organization and employee. As the HR manager of TESCO is focusing on different functions and
roles of this, and applying the different different polices and strategies at their work station
which helps in improving the productivity of each employees and leads to achieve the individual
target and organization goals. There are different functions and purpose of human resource
management at the workstation and applied and beneficial for employee as well the organization.
Purpose of human resources management:

The main purpose of HR department is to coordinate with number of employee
working in organization to achieve the specific objective, as it also helps in maximizing the
efficiency of employee for an organization. The purpose of HRM is to create the job satisfaction
to each employee with efficiency and also concentrates on the competitive advantages. HR leads
the employee with their working cycle from the hiring till termination and also creats the lonk
between the HRM and the business strategies.
Functions of human resources management:
There are various function of HRM followed by the manager of TESCO, some of
the function are described below in detail:
Staffing: HR department mainly deals with the Recruitment And Selection function for
organization, as the manager and HR department of TESCO recruits potential and effective
employees by following the hiring process and also provides the orientation programmes to each
new employee. They can recruit the candidates form online portals like LinkedIn, Shine.com.
Monster and many more platform (Chowhan, 2016) . They recruit employees according the
vacancy and company recruitment and hire that candidate which fulfils the job duties and
responsibility. Its impact on work force planning seen through this situation, as when the HR
team heir the good and specialized candidate, then company will retain that candidate which is
very beneficial for the organization and reduce
Training And Development: The manager of TESCO is focusing on this function, as it
plays important role in HR, which provides the training to each candidate to understand his
execution of his work and also arrange the development programs for their employee as they can
groom and develop themselves(Williams and Lee, 2016) . As it is very effective for both
organization as well as the employees, as training and development programs increase the
efficiency and the productivity of candidates.
Maintaining Good Working Condition: The manage also focuses on maintaining the
working environment of the business organization as good workstation motivates the employee
to work and also helps in retaining workforce, as the customer aslo feel good are create the
positive relationship with organization as well as employees.
Performance Appraisal: This approach is very important for employee as it considered
their performance of each employee which motivates them to work more harder . As the HR
manager of TESCO also considered the performance appraisal function of HRM as this helps in

measuring the performance of each individual, as this give wider impact on the employee as they
get motivation from the performance appraisal in any form. It can be in monetary term as well as
non- monetary.
Compensation and Benefits: The company TESCO also provides the compensation and
many benefits to their employee, as it is very beneficial for both. This encourage and motivates
the employee to work more effectively and efficiently. As it can be in any form such as insurance
benefits, incentives, bonus, amazing perks, gift vouchers, trips, tour and vacations and many
more.
P2. Strength and Weakness of different approaches to recruitment and selection.
In the organization, the recruitment and selection process plays an important role for the
success of organization. This helps in attracting the talent and build the effective result but it is a
lengthy process. The manager of TESCO is following the effective process for recruiting and
hiring the candidates, which may have strength as well as weakness (Cook and Forde, 2016).
There are two factor for recruiting the employee internal and external factor. The internal
recruiting means when the company recruit the employee from the company only for the higher
position, such as transferring, job position, promotion, retired employee, employee referrals,
training and development programs and many more. On the other hand the external recruiting is
conducted on the outside candidates coming from sources like adv., consultancy etc.
The TESCO is using the external method of recruiting the candidates from all over in
area and they can use advertisement on their web-site, offline media, television, radio, ads on
google, magazine, employment agency , consultancy, college recruits, employee referral, E-
recruitment, Walk-ins and many more.
Recruitment from external sources has many benefits as well as drawbacks to both,
employer and candidate and these are given underneath:
Strength of recruitment and selection process of TESCO:
 The external recruiting bring the new faces to organization, with new and innovative
ideas, views from new candidates which is a benefit for the organization.
 It includes the large number of applicants pool to choose the bast candidates.
 The external approach have a wide range as it cover the huge area of job demand which
helps the manager to find the effective and suitable candidates from number of
applicants.

 To find the best and suitable candidate, the manager of TESCO need to focus on the
selection process to find the abilities of the candidates.
 While external recruiting, the TESCO also improves themselves and keep them updated
according to market situation.
 As external recruiting, invites the people having the wide rang experience.
Weakness of recruitment and selection process of TESCO:
 The external recruitment method is a long process and consume more time of human
resource department of company TESCO.
 In this, there are number of candidate who apply for the job, as the management get
confused and conscious about the selection process.
 For the advertisement about the job vacancy in the company, it gets too expensive for the
company.
 This approach is not too effective to revel the best candidates, as they can be fake their
certificates, as the management will go through with the selection process.
 The external recruiting consist of high cost, which includes cost of advertisement,
consultancy cost, cost to ads on newspaper, magazines and many more (Donate and
Sanchez , 2016) .
 In TESCO, if manager recruiting the external candidates, it will demotivate the internal
employee working the company as they think of leaving the company as they are not
getting proper benefits.
 The external recruiting of employee also incur the cost of induction and orientation for
the employee recruited in TESCO company.
 As external recruitment, increase the work lode to top management as the new candidate
need tanning programs about his work.
Task 2
P3. benefits if HRM practices within an organization for both the employer and employee.
Human Resource Management is defined as the practices, policies and system that
influence employees behaviour, attitudes and performance. This involves hiring, recruiting and
managing the employees in an organization. HR helps in building team for the organization and
creating effective culture by engaging and developing the employees. There are many benefits

of HRM practices within an organization which helps bot employee and the employer. Some of
the human resources management practice are described as below:
Organisation culture: organizational culture is a combination of values, vision,
believes, working environment, tradition, ethics and rules and regulations of the workstation. The
productivity of the employees depend on the work atmosphere and the culture (Farouk and et. al.,
2016) . The company TESCO establish their guidelines and set standards for customer as well
as the employees and also make them to learn about the working environment of the
organization. It is the responsibility of the manager to keep the working environment safe and
clean which helps in bringing the high productivity of employee and the higher satisfaction.
Tanning and Development: Training is most important part of business that helps in
ensuring and influencing the employee skills and ability to chive the individual and
organizational goals. The HR manager of TESCO provides the proper training to each employee
as this will beneficial to both as it increase the efficiency and productivity and results in high
productivity ans profit maximization. As this is too costly to company but it gives better results
to organization in effective and efficient manner.
Health, Safety & happy workplace : Creating a safe, healthy and happy workplace
ensure that employees fell happy and stay with the organization for long period. In context in
TESCO the organization focuses on creating happy and healthy working environment for their
employee, as this helps the company to retain employee as long as they can. It is beneficial to
organization as well as the individual employee.
Recruitment and Retention: In context of TESCO, the manager only hire the
specialized and qualified applicants, having effective skills and ability to perform specific task.
This function helps the employee as they are entering into the cooperate sector and become
professional and the organization as they are recruiting the best specialized employee and results
in achieving the goals. As it helps the employees to enhance ability and skills and the job
profile.
Compensation and Benefits: In context of TESCO, the organization is giving
compensation and many benefits to each employee to archive the goals. This motivates the
employee to work so it can perform well as well as it brings the healthy competition between
employees. It is a motivational tool to employees to perform good and increase the productivity,

as employee is getting the many benefits as rewards, incentives, bonus as it results in self
motivation also which increases the productivity of individual.
Management Conflicts: The can arise between two employee, employer and employee
and the two employer as well. In this situation HR also play an important and crucial the role, as
the mediator or counsellor to surtout this kind of problems or issues arise in the workstation. As
the manager of TESCO company do to handle these kind of situation and as they take right and
effective decision on it.
Employee feedback and evaluation: TESCO manager, evaluates and take the feedback
from each employees about the organization culture as well as their work performance. So, the
employee know the quality of work they are performing (Hassan, 2016) . With this function,
each and every employee get the chance to learn about himself and so, they improve themself
according to their performance evaluation and also the management also get high productivity &
effective work form their employees.
P4. Analyse the effectiveness and profitability of the organisation in context to Human Resource
Practises.
HRM is basically means managing the team and helping and leading the team in the
correct path. The employees and employers are the important asset for the organisation so it is
necessary to have a team leader and even management set goals and objective for their staffs. In
every organisation HR play an essential role to promote various activity for enhancing the skills
and talents of the organisation. The growth and profit of the company depends on the potential
employees and production work which is going to take place during the whole year. In every
industry and in each sectors human resource management have an creative and innovative role
for growing the industry. In context Tesco which is a British multinational food market its head
quarter is in UK. In aid to increase the effective and profitability the company should develop
certain human resources practises which help to enhance the skill of the employees. In context to
Tesco, there are some major practises which can be used by the manager which are follow:
Grooming and Evolution: In the organisation skilled employees are been valued more
then unskilled labour. In past records of many organisation it been analysed that satisfied
workers give better result as compared to unsatisfied worker (Kianto and Aramburu, 2017) .
The biggest reason behind the unsatisfied worker is they are not able to achieve their target and

goals and due to which less motivated with the work. In context to Tesco, it is one of the
multinational company, for the management team are conducting the training activities to its
employees so that can be motivate and groomed well while communicating with others (clients
or customer). For every company grooming activity should be conducted by the company to its
employees and employers for better productivity and higher profitability.
Knowledge Sharing: This is another important practises which should be there in every
organisation that sharing new idea and innovation creativity before top management. By which
new ideas can implemented and can be implemented for better growth. In reference to Tesco, the
manager of the company is conducting certain sessions and classes for their employees and
workers for higher productivity and profitability even helps in increasing the effectiveness of the
labour. This best way of maximizing the profit and production process.
360 Degree Performance: The 360 degree performance means the feedback which is
collected from the seniors and staff members about the performance of the individual workers or
employees. This system helps to analyse the performance of the worker. Each and every
individual in the organisation is working hard to achieve process in the company. Some times
right qualified person is not been selected at the right job due to analysing the proper
performance the employees. The manger of Tesco, need to evaluate the employees performance
by giving them the opportunity to growth in the organisation so that production output can be
higher and increase in the profit of organisation. Proper evaluation of performance should be
done so that employees should also be the sight of the top management. Due the performance
evaluation employees will be in discipline and punctual towards their roles and duties.
Highlight Performance: Another HR practises is highlighting the performance that
means if any employees who have done beat work during the year, that individual should be
highlighted between other employees and staff management. So that it is a best way of
motivating and encouraging the person. In Tesco, the manger should adopt this practises so that
employees relation with the company will be truth and loyalty and will work with company for
longer duration and even increase the profitability of the company.
As per above mention, statement it can be concluded that for the Tesco company,best HR
practises will be grooming and development sessions to its employees, which helps in effective
and increase in the profitability of the organisation.

TASK 3
P5. Evaluate necessary for employees relation in reference to HR management judgement
making.
Managing the healthy relation in the company is essential part in the human resource
management decision making. Due to strong relation between employees higher productivity can
be expected and there will be increase in employees satisfaction (Noe and et. al., 2017)
.. Human resources aid to enhance the relationship between employees and employers for better
result. Strong relation with the employees create the healthy and safe work environment and
involves team commitment towards their goals and targets of the organisation.
For effective growth and effective planning which affect the business and employees due
to incentives which are motivated and non-motivated helps the employees. Good employees
relations create positivity atmosphere and helps to identify their job in the organisation. In
context to Tesco, the organisation should make healthy relation between employees and
employers so higher productivity in the organisation. Necessary of employees relation in context
to HR decision making which are as follow:-
Employees Stress: The HRM practises which are essentials for organisation, moreover
employees relation is one of major factor that management should adopt while working in the
organisation. Employees stress which means when the employees doest achieve its targets goals
and career goals and performance it becomes stress for the individual and even not able to
concentrate on the work. The biggest reason for this is due to high workload. In context to Tesco,
the manager should not stress the worker for the high production. Every individual should be
treated properly because heavy load create the heavy burden to the employees. The role of HR in
the organisation about the employees stress that management should make proper appropriate
timing for the working hours and if in case overtime is given to the employees then it should be
paid in a paid form.
Workers Grievances: In every organisation the company should provide the safe
environment to its employees so that they can feel complete safety more over employees should
be treat properly. Due to large number of employees in the organisation there will some of the
grievances that affect the company growth. Lack of team work and and less support in the
working environment will create the less output. Grievances may create dissatisfaction towards
the work not also it brings wrong impression in sight of top management. In context to Tesco,

management should resolve the team grievances and even adopt certain session regarding to
team work and resolving the grievances between employees and employers(Presbitero and
Chadee, 2016) .
Promotions Decision making: Promotional activities will affect the business growth in
the positive manner. It is the important that every individuals of the organisation should be
appreciated its work through motivation. The main HR decision affects on the promotional
decision making working for the organisation and even helping to maintain the relationship
between the employees. In context to Tesco, the management team should adopt the promotional
activities and skilled person should offered the right post and moreover at the time of recruitment
right person should be placed at the right job. To effective performance appraisal the company
management should make certain report of the individual, through which each and individual can
get according to the position in the company up to their ability and skill, talent.
As per above statements the Tesco, company manager should maintain the good relation
between the employees and management team. Due which it will help in increasing the growth
of the organisation(Xing and et. al., 2016) . The employees of the Tesco they should be
motivated and hence should be offered good incentives for higher growth. Moreover the
company can also promote certain sessions to their employees regarding the grievances sessions
so that they will able work in healthy and safe environment.
P6. Employment legislation and effect on HRM decision
Human resource management decision are basically open the multitude employees and
even providing them the training facility which affect certain laws and regulation. The most
common rules that affect on HR decision and plan of action involve equal employment
opportunities, discrimination, labour law and medical leaves of absence. In context to Tesco, the
manager of the company, should also consider some of the law that be minds of the HR
management team some of the laws are been discussed below :-
Occupational and Health and Safety Act: This was introduced in 1970, law was given
by health and safety administration the reason behind this act to provide the safety environment
to the employees. All the documentation work are been taken by the employees to provide them
the better and safe place to work. In context to Tesco, the company HR, should adopt this act to
protect the worker and labours while working in the production unit. The labour of this company

is free from all mental stress and even all hazardous materials which are used in the factory
production.
Equal Pay Act : This act was given in 1963, the main purpose of this act equal payment
should be paid to both male and female. Each rules and regulation is made equally for both the
gender, equal pay should be given to them. Not only pay the position should also be according to
skill, abilities and talents not through gender equality(Psychogios, and et. al., 2016) . In
context to Tesco the company HR team should adopt the equal payment system which can affect
the business growth. The biggest aim of the organisation should attain the growth of the
business through one prospects that equally pay to the workers.
Fair Labour Standard Act: The Fair Labour standard act, monitor minimum wages,
overtime time, equal pay, child labour, record keeping, of every organisation to regulate unfair
practices. It was introduced by U.S. In order to protect the rights of workers as well of employee
who are working in any industry. FLSA role out different labour regulation in the aspect of
interstate employment. The law was passed in 1983, but since then It has changed many a time
during the years. For the employers it is important to have keen knowledge regarding the law
because it deals in wide range of regulation in the aspect of employees. TESCO should include
FLSA policy act in there organisation to provide benefit to their employees.
Family medical leave act:This act was introduced in 1993, covers employee medical
benefit which provide 12 weeks of job- secure unpaid leave if they qualify medical test and
personal family reasons once or twice in given time period. FMLA is a federal law which render
sufficient time to employee to take care of their family and their own health. In the context of
TESCO, employee have full authority to avail the services whenever it is needed.
TASK 4
P7. Application of HRM practises in context to the company.
The HR practises essential in the organisation more over through different task and
activity the management can effectively for completion of the objective and goals. The main
purpose of the organisation is provide the best facility to their employees (Pudelko and Harzing,
2007) . Certain which help the company to achieve its target. Some of the practises are been
mentioned below and in context to company Tesco, manager can apply it in their company which
are as follow:-