Human Resource Management Report: HRM Practices at Tesco, HND Business

This report provides a comprehensive overview of Human Resource Management (HRM) practices at Tesco. It begins by exploring the purpose and functions of HRM in workforce planning and resourcing, including how HRM facilitates talent and skills development to achieve business objectives. The report then critically examines the strengths and weaknesses of Tesco's recruitment and selection processes, evaluating both internal and external recruitment methods. The benefits of HRM practices for both employers and employees, along with the assessment of HRM's impact on profitability and productivity, are also discussed. Furthermore, the report delves into employee relations and employment legislation, analyzing their influence on decision-making within Tesco. Finally, it illustrates the application of HRM practices through examples and provides a rationale for their implementation, concluding with an evaluation of employee relations and HRM practices.

Human Resource
Mnagement

Executive Summary
The proposed report reflects upon the scope and functions of human resource
management in regard with the facilitation of systematic planning and resourcing in Tesco. It
demonstrates critical examination of the strengths and drawbacks of diverse methods utilized by
the firm in order to regulate their recruitment and selection process. The several perks and
advantages of leading prominent HRM practices in context to Tesco are evaluated within the
report. The report also provides insights about the standard of effectiveness regulated by HRM
practices within work environment of Tesco. Along with this, detailed examination of employee
relations and employee legislations is demonstrated as well. The impact drawn by the same upon
the decision making process in the company is also evaluated in the report. The systematic
application of advance and reliable practices pertaining to the process of HRM in context to
Tesco is also demonstrated under the respective report.

Contents
INTRODUCTION.......................................................................................................................................3
PART - 1.....................................................................................................................................................3
LO1.............................................................................................................................................................3
P1The purpose and the functions of HRM in context to workforce planning and resourcing in Tesco....3
M1 Ways in which HRM functions facilitate talent and skills for attaianing business objectives...........5
P2 Strengths and weaknesses of recruitment and Selection.....................................................................5
M2 Evaluation of the strengths and weaknesses among recruitment and selection approaches..............8
D1 Critique the strengths and weaknesses of recruitment and selection..................................................8
LO2.............................................................................................................................................................8
P3 Benefits of HRM practices for employer and employee....................................................................8
P4 Assess HRM practices in respect to enhancement of profitability and productivity...........................9
M3 Assessment of the different modes utilized within HRM practices.................................................10
D2 Critical evaluation of the HRM practices with examples.................................................................10
PART – B..................................................................................................................................................10
LO3...........................................................................................................................................................10
P5 Significance of employee relations in respect to influencing decision making.................................10
P6 Employment legislation and its impact on the decision making process..........................................11
M4 Evaluation of employee relations and employment legislation that influence HRM decision-making
in Tesco.................................................................................................................................................13
LO4...........................................................................................................................................................13
P7. Illustrate the application of HRM practices.....................................................................................13
M5. A rationale for the application........................................................................................................19
D3. Employee relations and the HRM practices....................................................................................20
CONCLUSION.........................................................................................................................................20
REFERENCES..........................................................................................................................................22

INTRODUCTION
Human resource management can be defined as a concept of business management that assists
the business enterprises in order to formulate advance procedures so as to systemically plan,
resource and maintain adequate workforce within the organizational setting(Armstrong, 2020).
The respective report highlights upon the purpose as well as scope delivered by HRM in regard
with facilitating resourcing with insights upon the pros and cons of recruitment and selection
approaches within Tesco. It also reflects an in depth analysis of talent and skill elevation within
the respective firm as well. The report facilities the evaluation of the effectiveness delivered by
the key elements of HRM considering the importance of HRM as well as its contribution in the
amplifying the profit and productivity. The prominent methods utilized within HRM so as to
uplift the overall effectiveness are also mentioned within the report. The significance of
employee relations as well as the employment legislations in respect to the HRM decision-
making is demonstrated within the concerned report. A detailed illustration of the application
relating to HRM and the rational associated with the same through the examples of job
description; job advertisement offer letter etc. is included within the report.
PART - 1
LO1
P1The purpose and the functions of HRM in context to workforce planning and resourcing in
Tesco
The HRM department of a company needs to facilitate proficient workforce planning so as to
lead the business operations in a constant and desired manner with optimum level of workforce.
In order to do the same, the company needs integrate prominent human resource managerial
activities within its business line so as to acquire the perks associated with the same (Sanjeev and
Natrajan, 2020) The purpose and functions of HRM are as follows:-
Workforce planning and resources within Tesco

 The HRM operations conducted by Tesco helps the same to estimate the potential
requirement of the workforce within the organization. It further assist the firm in
development of a recruitment plan though which they can attract a brilliant pool of skills
and competent employees within the respective firm.
 The working environment as well as the culture of Tesco is enhanced with the facilitation
of advance and effective HRM practices(Nickson, 2021).The open and flexible working
culture helps the company to establish a goodwill and reputation of the company in a
positive manner. It increases the overall value of the company within its industry and the
organization is able to capitalize upon major talents from the industry as well.
 Human Resource Management delivers assistance to the firm in order to resource the
prominent and suitable candidates for the respective business positions by advertising the
position, facilitating the selection process as well as on boarding the new staff members
within the concerned business enterprise in a prominent manner (Al-Dalahmeh, 2020).
Functions of HRM within workforce planning and resources in Tesco
 The Human Resource Department is required to conduct the functions relating to HR
planning so as to develop necessary HR goals and objectives that can assist the firm to
maintain highly skills and productive employee unit (Tamunomiebi and Worgu, 2020).
 In context to Tesco, the HR department is expected to effectively understand the
organization vision, mission as well as objectives so as to plan our strategies through
which organization employees can be aligned to the same.
 One of the major functions catered by HR department is to assess the supply as well as
demand relating to the workforce within the organization(Greer, 2021). HR section
implements strategic directions that can help the firm to implement appropriate and
relevant plan of action to meet the above employee requirement in an effective manner.
 In addition to that, the existing gaps within the supply as well as demand of the staff
members are also indentified by the HR department of the business organization. It also
facilitates to analyze the impact generated by the prevailing gaps and facilitate the much
needed support in elimination and eradication of the same for more flexible and smooth
human resource functions and practices in the concerned enterprise (Karumuri and Kore,
2021).

M1 Ways in which HRM functions facilitate talent and skills for attaianing business objectives
 Human Resource Management focuses upon the providing ample opportunities to the
workforce through which they can enhance their knowledge and skill development. It
also caters the employees to elevate their standard performances within their concerned
field of operation as well. The maximization within the skills and efficiency further
contributes to the acceleration and betterment in the employee’s performance (Garg, et.al,
2021). The increased rate of performance facilitates productiveness of business
operations and allows the firm to acquire higher profits within their industry.
 In context to Tesco, the human resource practices led by company aims to increase the
work performance of the current workforce so as to help the firm to conduct their
business plans and activities in an effect manner as well as to optimize upon the
profitable business opportunities in a prominent way. The respective company also
provides on the job as well as off the job training opportunities to the employee line up in
order to facilitate major growth within the employee operations in a desirable manner
(Berger, 2020).
 It can be said that that human resource management functions are immensely significant
in respect with imparting training and development platforms to the workforce(Townley,
2019).The concerned functions provide continuous assistance to the staff members in
order to elevate their skill set and achieve the firm’s short term and long term goals and
objectives in an efficient mannerism .
P2 Strengths and weaknesses of recruitment and Selection
Recruitment and Selection can be characterized as the HRM functions through which line
managers tend to facilitate the identification, attraction and selection of the potential candidates
that are apt for the concerned job profiles within the organizational setting. The process of
recruitment and selection aims to facilitate appropriate hiring within the organization so as to
create a capable team of candidates that can work for the development and enhancement of
organizational practices in a deliberate manner.
Recruitment
There are two methods of recruitment i.e. internal recruitment as well as external recruitment.
Internal mode of recruitment focuses upon regulating the recruitment process within the

organizational setting such as acquiring employee referrals, promotions, transfer etc. External
mode of recruitment highlights upon the utilization of recruitment portal, advertisements,
employment agencies, placement services etc. so as to employ talented individuals within the
concerned business firm (Järvi and Khoreva, 2020)
.
Internal Recruitment External Recruitment
Strengths
The process of internal recruitment also
allows business organization to facilitate
prominent retention of the skilled and trained
employees within the organization.
In addition to that, the overall employee
turnover of the concerned business
organization can also be reduced to
minimum with the utilization of internal
recruitment practices in the organizational
setting(Michael, 2019).
Internal recruitment can be highly effective
for the organization as the Hr department
does not need to invest into external portals
in order to hire individuals and prominent
relies upon their existing workforce which
reduces their cost expenditure in regard with
the recruitment and selection process in a
viable manner.
External recruitment is likely to allow the
capitalization of fresh talent within the
organization. New pool of talent brings in new
concepts, creativity and ideas within the
organization.
Also, the motivation and drive for recognition
within the new individuals is relatively high
which in turn increase their willingness and
initiative within the organization (Shet, 2020).
Weakness
The major weakness associated with internal
recruitment can be termed as a restriction
within the scope of optimizing upon
prominent talent within the industry. It also
External recruitment process and procedures
are very time-consuming and requires major
assertiveness and concentration as well.
It is a complex process which involves various

hampers the long-term productivity of the
organization as the HR practices become
extremely mundane and basic which in turn
reduces the impact associated with the
routine HR activities upon the workforce.
Encouragement of diversity within the
workforce is also compromised with the
regulation of internal recruitment in a
continuous manner within the organizational
premises (Al Aina and Atan, 2020).
stages through which candidates needs to be
assessed and evaluated in order to identify the
most optimum choice for the respective job
positions(Aswathappa and Dash, 2020).
Also, the expenditure associated with the
facilitation of external recruitment is relatively
higher in comparison to the internal
recruitment.
Selection
Selection can be characterized as a process through which the most reliable and appropriate
candidate is selected in the organization from a major pool of other candidates (Amankwah and
Amoah, 2020). It is a component that enables the HR managers to facilitate the decision-making
in regard whether to select an individual for the respective job or not.
 Phone Interview - Phone interviews can be termed as a form of selection method wherein
the applicants are interrogated through the medium of phone calls.
 Face to Face Meetings - The job applicants are interviewed in person within the
workplace setting under this form of selection method.
 Group Discussions – It can be characterized a selection procedure in which a number of
job aspirants are gathered together and facilitated with a particular topic. The applicants
are then requested to conduct a detailed discussion upon the same.
Strength Weakness
It is a process that helps the HR department
can select the most apt and fitting individual
for a given set of position who can exercise
The major drawback of selection can be
characterized as the possibility of elimination
of a potential candidate that could have

his/her best potential in order to direct the
work operations in a convinced manner.
The concerned process also helps the line
managers to eliminate the other candidates
who does not align with the particular job
position or are short of the sufficient skills,
understanding or capability which is required
in order to suit the position(Strohmeier,
2020).
Group Discussion method helps the firm to
test and analyze an individual’s capability and
competency to put across their viewpoints in a
more impactful and effective manner.
delivered prominent performance and proved
to beneficial within the organization due to
lack of decision making power.
Also, the respective process tends to facilitate
reduction in motivation among the candidates
who are eliminated by the manager entitled to
take the selection decision.
Phone interviews cannot be considered vital
in examining the behaviors and reactions in a
considerable manner. Also, the degree of
complexity in questions is limited under the
respective form of selection.
M2 Evaluation of the strengths and weaknesses among recruitment and selection approaches
From the above information, it can be evaluated that the major role of recruitment is to facilitate
job creation within the industry so as to allow individuals to apply for the jobs and the best
among the same get the opportunity to become a part of the company. The function of HR
department is to provide the prominent opportunity to the candidates in order to apply for the job
as well as selection of the most suitable candidate which has the prominent knowledge and skills
that in order to capitalize upon the given position in an enhanced manner. HR lineup can opt for
internal or external recruitment as per their requirement of hiring and procedure. The external
recruitment is expensive for the firm and the internal recruitment is less costly for the same (Zhu
and Warner, 2019). In context to the current business scenario, phone interviews can be termed
as a more significant option for the firms in order to select talented applicants within their work
setting. However, the lack of assessment in regard with body language, gestures and behavior
can be termed as major obstacle for evaluating the applicants. The concentration must be laid
upon exercising the concerned HR activities and process in a through a determined and
integrated approach.

D1 Critique the strengths and weaknesses of recruitment and selection
Through the critical evaluation of the strengths and weaknesses in regard with various
approaches to the recruitment as well as election process, it can be derived that internal
recruitment within an organization can be facilitated by means of less expense, less time frame
and the retention of the employees can also be encouraged through the same. It can be said that
external recruitment is highly expensive as various job boards and advertisements needs to be
conducted by the organization in order to communicate the vacancy among the prospective
candidates. The time duration incurred while facilitation of the external recruitment is also very
high. The screening process can become extremely tedious as various applications needs to be
reviewed in a consistent manner in order to come across the relevant and genuine application.
The selection phase is an integral phase and is required to be conducted in a very strategic
manner so as to hire the best individual among the lot.
LO2
P3 Benefits of HRM practices for employer and employee
Employer benefits
 HRM practices are exceedingly beneficial to the employers in order to deal with
conflicting situations within the organizational setting. It is the responsibility of the HR
manager to ensure that smooth and cooperative business operations are regulated within
the workplace (Kaufman, 2019) The emergence of any conflict is managed and resolved
by the HR department so as to ensure a positive and cooperative work culture is rooted
within the respective organization.
 Also, various strategies and plans can also be formulated by the HR manager in order to
ensure that unnecessary and pointless conflicts are reduced within the organization and
good working rapport is encouraged and promoted within the existing line-up of
workforce (Alves, et.al, 2020).
 Also, the human resource management practices regulate discipline and compliance
within the work setting (Damarasri and Ahman, 2020). It monitors the working

environment and ensures that employees are working in accordance with the ethical
policies and behaviors prescribed by the organization in an appropriate manner.
Employee Benefits
 HRM allows the employees to participate into advance training and development
programs within the organization. The facilitation of the respective programs and
activities helps the employees to work upon their weaknesses and enhance their
proficiency and competence through a deliberate and continuous approach (Kravariti and
Johnston, 2020).
 HRM allows the employees to seek redressal within the organization in case of any
potential misconduct or an issue (Huselid and Minbaeva, 2019). It can be said that it
provides a platform to the employees through whom they can voice out their stance,
opinions and point of view in regard with the work performances, experiences and other
prominent concerns in the business institution.
P4 Assess HRM practices in respect to enhancement of profitability and productivity
The ways in which diverse HRM practices contribute to the productivity and profit generation of
Tesco are as follows:-
 HRM practices provide skills and competence development opportunity to the employees
which in turn leads to acceleration in the routine performances and increase the overall
efficiency exhibited by the staff members in the respective company (Theys and Schultz,
2020). The increase productivity also contributes to the enhancement in revenue
generation of Tesco as well.
 Moreover, HRM practices concentrates upon building an organizational culture wherein
integrity, honesty and accountability is exercised in a relevant manner (Malik and Singh,
2020). This tends to build an environment in Tesco wherein staff is motivated to deliver
their best services in the favor of organizational development.
M3 Assessment of the different modes utilized within HRM practices
 Management by objectives is a method through management directs the employees in
about the specific goals and objectives that they need to achieve within a pre planned

time frame i.e. monthly basis, quarterly, yearly basis (Klein and Potosky, 2019).The
purpose behind the same is ensure that that employees are able to accomplish the goals
and objectives framed by the top management of Tesco within the appropriate means in
a successful way.
 360° appraisal is also conducted by the management in regular intervals of time so as to
critique and evaluate the work performed by the employees so as to facilitate them with
prominent feedback that can help in the elevation of their performance (Armstrong and
Taylor, 2020).
D2 Critical evaluation of the HRM practices with examples
HR department of Tesco monitors and assess the management practices so as to identify any
performance gaps, issues, and individual concerns etc. The firm utilizes variety of techniques so
as to manage and operate their day to day work processes. MBO and 360 degree appraisal are
few of the techniques through which the enterprises try to facilitate productive and advance HR
practices.
PART – B
LO3
P5Significance of employee relations in respect to influencing decision making
Employee relations can be characterized as the working relationship or rapport formed by the
individuals or members working within the organizational environment. It can be said that
employee relations do impact upon the decision making process of HRM as they guide the
relationship shared between an employer and an employee as it builds the foundation for
decision making criterion within various business institutions (Andersén, 2019).For example,
Tesco provides various interpersonal activities and programs to the employees in order to
improvise and better their current working rapport in the company.It can be examined that
employees who tend to showcase themselves as highly disciplined and obedient are likely to
project a sincere image of themselves within the organizational domain (Rees and Smith, 2021).
It further builds a positive image of the employee in front of the employer and guides the
mindset and opinion of the HR regarding that particular employee.