Human Resource Management Report: Tesco - Recruitment & Practices

This report provides an in-depth analysis of Human Resource Management (HRM) practices, specifically focusing on the retail giant Tesco. The report begins with an introduction to HRM, emphasizing its crucial role in organizational success, and then proceeds to examine the core functions of HRM, including recruitment, selection, training, and development. The report explores various recruitment methods, such as internal and external sources, and evaluates their strengths and weaknesses. It also delves into the importance of employee relations and employment legislation in influencing HRM decision-making. Furthermore, the report explains the benefits of different HRM practices for both employers and employees, evaluates their effectiveness in terms of organizational profit and productivity, and concludes with a summary of the key findings and their implications for Tesco's HRM strategies. The report covers topics such as workforce planning, employee motivation, performance appraisal, and the application of HRM practices in a work-related context. Overall, the report offers a comprehensive overview of HRM principles and their practical application within a real-world organizational setting, demonstrating the importance of effective HRM for achieving organizational goals.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 The purpose and functions of Human resources management used for planning and
resourcing of employees in organizational context: ..............................................................3
P2 Elaborated various methods of recruitment and selection along with strengths and
weaknesses:............................................................................................................................4
TASK2 ............................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee..........................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................7
TASK3 ............................................................................................................................................8
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making. ..................................................................................................................................8
P6 Important elements of employment legislation that affects decision making of HRM.. . .8
TASK 4............................................................................................................................................9
P7 The application of HRM practice in a work related context.............................................9
CONCLUSION .............................................................................................................................13
REFERENCE.................................................................................................................................14

INTRODUCTION
Human resource management is very essential for each and every organization. It makes
employees enable to work in an efficient manner and help to enhance their productivity. It is a
branch of management that performs various function such as recruitment, selection, training,
performance appraisal in order to achieve organizational objectives(Noe and et.al., 2018).
Selected company in this report is TESCO. It is a retail giant that deals in variety of products
such as groceries, mobile phones, clothes and may more. It has found in the year of 1919. It has
expanded its business in various other countries such as India, China and many more. In the
following report various functions that are performed by human resource managers are included.
Along with this it consist various methods to hire a suitable and qualified candidate to perform
several business activities in an efficient manner. Hence, it gives an overall prospective about
various practices of Human resource management. such as employment relation, performance
appraisal.
TASK 1
P1 The purpose and functions of Human resources management used for planning and
resourcing of employees in organizational context:
Human resource management refers to the roles and responsibilities of managers towards
the employees of an organization. It is an essential function of overall management that is related
to recruitment,selection, training and development of employees in order to enhance their work
efficiency. In context of Tesco, mangers of company adopts various policies, strategies to
manage performance of staff so that they can achieve the organizational objectives. There are
some specific functions related to human resources management that are being performed by
higher authorities of company, are given as follows:
 Human resource planning: It refers to procure manpower as per the requirement of
organization. Human resource management of Tesco undertake anticipation about future
requirement of human resources then formulate various strategies of recruitment as well
as selection in order to hire potential candidates(Mondy and Martocchio, 2016. )
 Training and development: Management team of Tesco organizes various training
sessions, seminars, conferences to enhance productivity of employees. They arrange

training sessions not only for new hires but also for existing work force to make them
familiar with new technologies and advancements at the market place.
 Motivation: It is an essential function perform by human resource mangers. It helps to
inspire, motivate staff to work for the success and growth of organization. In Tesco,
management team of company adopt several monetary and non monetary techniques to
enhance employees morale. They are providing bonuses, incentives, rewards, recognition
and many more other benefits to staff. This will help to enhance their productivity and
work efficiency.
Best Fit and Best practice Approach: Human resource managers of Tesco applies best
fit approach as they are formulating strategies and policies according to the organization internal
and external environment. They adopts best practices approach of HRM in order to create a
positive environment at work place and get competitive advantage. They first analyse the
circumstances of organization and then prepare policies accordingly.
Hard and soft model of HRM: Management team of Tesco manage a balance of both
models. As per hard HRM model they recruit, select, and fire as per requirement. On the another
side they also follows soft model practices. They treat employees as an asset and motivates them
to work hard for the success & growth of organization.
Workforce Planning: Human resource management team of Tesco are efficient in
workforce planning. They make forecast about human resource requirement of organization so
that they can fulfil the demand arises at market place(Delery and Gupta, 2016).
P2 Elaborated various methods of recruitment and selection along with strengths and
weaknesses:
Recruitment and selection refers to hire an appropriate candidate for the job opening in a
company. It is a function that helps to get a potential, capable and most suitable employee for the
vacant post. In Tesco, management team of company adopts several techniques of recruitment to
hire an appropriate person, that are stated below:
 Internal sources:it refers to select an appropriate candidate and fill the vacant position
from existing employees. It consist methods like promotion, transfer and may more.
Mangers of Tesco, give preference to internal sources at the time of hiring. They evaluate
the performance of their present workforce to select a suitable person for the job opening.

As sensitising employees are already a part of company due to organization not require to
arranger extensive training programs. This helps to minimize the cost incurred in training
and development.
 External Sources: In this method management team select the candidates from external
sources such as campus placement, references, walk-in interviews. There are various
employment agencies that also help to get an appropriate employee. Hiring mangers of
Tesco are also depend on various external sources to hire a suitable candidate. They
organize various campus drives, walk-in interviews so that they can recruit potential
workforce. With the help of external sources they are able to receive new, energetic,
potential and capable candidate who will give a competitive advantage to company. This
method incurs high expenses to organization as they need to organize extensive training
and development sessions for new employees(DeCenzo, Robbins and Verhulst, 2016).
Selection is a step of overall recruitment process that pertains to get the most suitable and
appropriate candidate to fill the vacant positions in organization. Human resource mangers of
Tesco, carry out various steps of screening such as personal interview, HR and technical rounds
to select an efficient applicant.
 Primary Screening: This is the primary way to evaluate the application in Tesco. Under
this a basic screening related to educational qualification, skills are carrying out by
human resource managers. Applicants who has necessary skills & match the predefined
criteria are selected at this step for the further process of recruitment.
 Strengths: This is very crucial step as this save the time of HR manger of respective
company. The candidates who are not match with standards get rejected at this stage. So,
this helps to select most qualified applicant for job opening.
Weakness: AS this method is completely depend on personal judgement, perception of
HR manager, there is possibilities of biasses. Due to this sometimes suitable candidates do not
qualify for the further process.
 Personal Interview: In Tesco, HR mangers of company undertake personal interviews to
know various skills of applicant such as communication, decision-making skills and
many more.
Strengths: During face to face interview employer get a chance to pass a judgement and
get detailed information about a candidate.

Weakness: In this method the applicant is judge on the basis of communication skills,
interpersonal skills. It may possible that during this short time of personal interview, employer
not able to judge the candidate in best possible manner.
TASK2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
In relation to organization there are various types of HRM practices which has to be
perform by manager in firm to achieve objectives of firm. These practices are related to function
of firm and help both employer and employee. Some of these HRM practices are discussed
below:
Training and development: It is prime function of every human resources department in
organization to provide training to employees. Under this function of HRM manager in Hr
department use both on the job and off the job training methods according to nature of job. This
practices of HRM department in enterprise is benefited for both employer and employee. In
terms of employer, this help them in saving resources of organization( Nejati, Rabiei, and
Jabbour, 2017). As, it proper training and development helps employees in identification of there
roles and responsibilities and working effectively on there job. On the side of employee, this
function is helpful to them in increasing their performance and abilities to perform task
accordingly. Along with this, employees can achieving faster appraisals and promoting by
shaping there skills with training programs.
Planning for change: There is continuous changes in business environment which are
impacting on performance of organization. These changes are related to changes in technology
and many more. This bring requirement of planing for change in organization. In relation to this,
HRM in enterprise perform similar functions which are related to planing for changes. This
function is helpful to employer in identification of changes in business environment and using
these changes in accordance with business objectives. On the other side, these is beneficial to
employees in managing own performance according to changes in business environment by
performing activities in planed manner(Korff, Biemann and Voelpel, 2017).
It can be evaluated from the above mentioned information that there are various functions
which are performed by manager in organization. These are helpful to bot employee and

employer in TESCO to manage there functions and achieve business objectives. This will
provide assistance in managing functions and maintaining working environment.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
HRM practices in enterprise are always associated to profitability and productivity in
organization. HR department in organization perform various functions which can be use by
manager to achieve better productivity level by managing humans capital in appropriate way.
Some of those practices which are related to increasing productivity and profitability are
mentioned below:
Training and development: This practice in HRM is directly related to productivity and
profitability of firm. Providing training and development to employee helps firm in increasing
skills and abilities of employees to perform difficult task. This will enable Tesco to use potential
of employee at the time of dynamic situation and use employees to achieve business objectives.
This will bring higher productivity and profitability in enterprise because employee are trained to
handle resources and deal with complex situation.
Management of conflicts: This function is also performed by HRM department in
enterprises. Under this function, manager in firm regularly check on conflicts between
employees and employer and try to solve issues by different methods(Bratton and Gold, 2017).
This helps in boosting profitability and productivity of organization because it helps in
management of resources. This helps in managing communication in organization which
ultimately boost productivity and provide constant revenue to organization.
Minimizing threat of employee turnover: In context of current market, organizations
are facing problem high employee turnover ratio. This is related to decreasing in revenue as well
as productivity of firm. In relation to solving issues related to employee turnover, TESCO is
using HRM practices related to motivation and employee retention. This helps organization in
retaining employees in firm and achieving its objectives. This also impact on profitability of firm
as organization is suing huge cost on training and development of employees which get waste if
employee quit job in earlier time.

TASK3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
employee relations can be define as relation between employer and employee which
helps firm in managing employees motivation and bringing productivity in decision making
ability. Some of these factors are discussed below:
Employee engagement: Employee engagement can be define as that process in
organisation which is related to increasing participation of employee in working of enterprise.
This lies under HRM practices performed by HR manager in TESCO. This practice in firm is
directly related to productivity and profitability. Under this, manger tries to increase participation
of employees in organisation working. This enable firm to increase motivation in employee by
taking these suggestion(Brewster and Hegewisch, 2017). These suggestion helps in identifying
better solution to organizational problems and increase productivity by implementation of
solution to issues. This also impact on profitably as motivated employee perform better in their
respective jobs and helps in bringing stability in revenues of firm.
Employee satisfaction: Good relations in organization is helpful to firm in managing
resource and bringing satisfaction in employees. This is because better relation helps in
managing effective flow of communication and this will facilitate fast flow of information from
one department to other. This is also useful in decision-making process to organisation as this
facilitate motivation in employee which help in managing work and reducing employee turnover.
Therefore, manager in firm can take decision according to satisfaction level of
employee(Miebach, 2017).
It can be evaluated from above that there are various practices which help in managing decision
making process of Tesco and improving functioning of organization. These are linked to
employee satisfaction and engagement in firm.
P6 Important elements of employment legislation that affects decision making of HRM.
Employee legislation tends to those laws and norms that are related with the employment
which includes labour relation, standards of employment, compensation of workers, wages, pay
equity, remuneration and so many. It refers to forming a relation between employee and
employer. It contains all rights of employee and it is the responsibility of manger to maintain

healthy and positive environment of workforce. For this they need to adopt some norms in order
to make effective decisions for maintaining employer- employee relation. Some of these are
obstinate below:
Equality act 2010: This act is primarily focused on protection of employee from any sort
of harassment and discrimination in the organisation. It removes inconsistency and offers equal
and fair opportunity to each and every worker who are at same position. Manager of Tesco opt
this law foe ensuing that all subordinated are getting equal rights and benefits which are provided
to them by company(Stewart and Brown, 2019).
Healthy and Safety 1974: This law was proposed to provide safety and security to all
employees within company. It assist company to reduce turnover rate of worker as they feel
motivated and engaged towards their projects. Tesco organisation ensures that all individual feel
secure and safe while performing any task within firm.
Sex discrimination act 1975: According to this act no worker weather male, female and
transgender will not be discriminated at workplace. Everyone posses equal right and
opportunities for performing projects who are at same positions. This act promotes positive and
healthy workplace environment. In context of Tesco they recruit candidates on the basis of
ability and skill not on the basis of gender along with it they provides equal rights to each
employees within company(Marchington and et.al., 2016).
Its impact on HRM decision making-
It is important to maintain relation between employee-employer for enhancing the
performance and profitability of company. In which there are various employees law which aids
company to maintain positive and healthy workforce environment. The above discussed
employee relation is opted by Tesco in order to increase efficiency and effectiveness of
employees by maintaining good workforce environment. It will negatively impacted on company
if decision are not taken according to above norms.
TASK 4
P7 The application of HRM practice in a work related context.
The HRM process includes searching of appropriate candidate for a right position in an
organisation. It involves recruitment & selection from various activities. The HR manager of
Tesco is planning recruitment process for vacant position of operation manger for UK.

Advertisement for role of vacant position- It is an attractive methods to grab people for
recruiting. It supplies the way in which organisation wants to recruit(Kehoe and Collins,
2017).Human resource management department of Tesco use this advertisement methods for
filling vacancy of operational manager.
Job advertisement
TESCO
JOB OPENINGS
Tesco is looking for a candidate who posses quality to study the data and have excellent
decision making skills for the given role of position.
Operation manager
JOB ESCRIPTION
Operation management need to have minimum 1.5 years of working experience for the required
position along with it, have ability to manage all team members & the responsibility for the
productivity of team.
REQUIRED SKILLS
 Research
 Process Management
 Data Interpretation
 Excel & power point
 Hard working
Apply now
Send resume at [e-mail] or apply from website www.Tesco.com
Job description- It is the brief that is provided to candidate's. In which it included role &
responsibilities as well as the necessities of position within company.
Job description
Name of organisation- Tesco
Job profile- Operation manager

Section – Operational department
Responsible to – HOD
Purpose of Job -
 To manage the process of raw material's inflow and product's outflow of department.
 To maintain the quality and features of product.
 To enhance the productivity of employees as well as for the department.
Responsibilities-
 To manage trainees and motivate them.
 To accomplish targets.
 To coordinate work and depute responsibilities.
Curriculum vitae
John Peter
Address- 14/425, SPQ Street, London, UK.
Contact details- 00657-99067
Email ID: [e-mail]
Career objective- To work with a reputed organisation where I can effectively utilized my skill
and ability as well as aids company in order to accomplish organisational goal.
Work experience -
 Minimum experience of 3 years in operational management field.
 6 months training or internship under operational manager
Qualification required-
 Bachelor's degree in Technical
 Master degree in operational.
Interview questions- After screening and scrutinizing of applicants, selection of right
candidate is carried out on the basis of interview. For this formulation of some related question is
important to conduct interview which assist recruitment team in detailed analysis of applicants.
1. Give me a brief about yourself which is not mentioned in your CV?
2. What are your strength and weakness that assist you to perform operational function?
3. What will be the biggest motivation for you in a company, monetary incentives or workplace

reignition?
4. If you are a operational manger, then how will you manage workplace conflicts as well as
internal problems of workers.
Job offer- It comes after the selection of appropriate candidate. After receiving
confirmation of selection, offer letter will be sent to selected candidate.
Offer letter
Mr./Ms. Last Name
Address
City, State Zip code
Date- 1 October 2020.
Dear Mr./Ms. Last Name,
We are pleasure to inform you that have are been selected for the role of operational
manger. You have completed your all interview round very well and have been charted for the
operational manager of Tesco. Congratulations for getting selected. Therefore we are offering
you an opportunity to serve your knowledge and skill in our organisation and that could become
an asset for company.
Role and responsibilities-
 Performing all function related with the operation manager.
 To manage all role of operation, support HOD with operation executives.
 Designing and planing of operational process.
Date of joining : 5 Oct, 2020
working Hours : 9:00AM to 6:00 PM
Salary : $ 60000 per month
Compensation benefits- Accommodation, transportation facilities, food facilities and
medical insurance. If you accept this offer letter then kindly reply us on given mail with your
signature and a confirmation mail. If you have any queries then feel free to ask on given number
or you can mail us your queries directly.
HR department
Tesco

Signature______________________
Date---------------------------------------
CONCLUSION
From above report it has been concluded that in every company HRM plays vital role to
manage all function and activities in context of employees and company. Managers of company
need to designed and planned effective strategies to achieve goal or objective of organisation.
Furthermore, it is the responsibility of higher executives to maintain positive workforce
environment and for this they need to opt some acts which aids in enhancing efficiency and
effectiveness of employees.

REFERENCE
Books & Journal
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