Human Resource Management Report: Tesco's HRM Activities Analysis

This report provides a comprehensive analysis of human resource management (HRM) practices within Tesco, a multinational grocery retailer. It begins by defining the purpose and functions of HRM in workforce planning and resourcing, exploring both operative, managerial, and advisory functions. The report then examines the strengths and weaknesses of different recruitment and selection approaches, contrasting internal and external recruitment methods. A significant portion of the report focuses on the benefits of various HRM practices for both Tesco employees and the company itself, detailing the impact of practices like hiring, training, development, and controlling. Furthermore, it evaluates the effectiveness of these practices in terms of productivity and organizational profit. The report also delves into the importance of employee relations and the influence of employment legislation on HRM decision-making, using specific examples from Tesco. Finally, it offers an evaluation of employee relations and HRM applications within the company, concluding with a reflection on the practical implications of the discussed practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1 ...................................................................................................................................3
Define purpose and function to HRM to workforce planning and resourcing an enterprise. ....3
Explain the strength and weakness of different approaches to recruitment and selection. ........6
ACTIVITY 2....................................................................................................................................7
Benefits of various Human resource management practices within the TESCO for employee
and workers.................................................................................................................................7
Effectiveness of several HRM practices in term of increasing productivity and organizational
profit............................................................................................................................................9
Evaluation of HRM application and practices in context of organization................................11
ACTIVITY 3..................................................................................................................................12
Importance of employee relations in respect to affecting HRM decision-making...................12
Key elements of employment legislation and its impact upon Human resource management
decision-making........................................................................................................................13
Aspects of employment legislation and employee relations management that affect HRM
decision-making procedure in TESCO.....................................................................................13
Evaluation of employee relations and application of TESCO HRM practices that influence
and inform decision-making in company..................................................................................14
Application of HRM practices in context of work....................................................................15
CONCLUSION..............................................................................................................................15
References......................................................................................................................................16

INTRODUCTION
Human resource management termed out as practice of recruiting, hiring, deploying and
managing employees within enterprise (Alfes and et.al., 2013). This is defined as an operational
function within firm that designed to maximise employee’s performance to meet out strategic
goals and objectives. Henceforth, it mainly focuses on management of people and also emphasis
on creation of system or policies. Additionally, HRM plays strategic roles in terms to managing
people and workplace environment (Beloglazov, Abawajy and Buyya, 2012). The main aim of
Human resource is to assist people and entity to achieve desired gaols by implementing policies,
practices and processes.
Therefore, the present report is based on the business activities of Tesco. It is British
multination grocery retailer that engaged in supermarket chains and deals in commodities as
retailing of books, electronics, furniture, financial service and clothing etc.
Moreover, report will cover the activities as purpose and functions of HRM to achieve
business goals, strength and weakness to differ approaches to recruitment and selection,
beneficial aspects of HRM practices for both employer and employee. Lastly, application of
HRM practices will be defined in work related context with use of specific examples.
ACTIVITY 1
Define purpose and function to HRM to workforce planning and resourcing an enterprise.
Human resource managers within the enterprise plays crucial role to achieve enterprise
goals through HR planning and managing performance. It can be done with looking over
recruitment, training and development of employees. They work as to hire best candidates to
carry out day to day activities and to achieve strategic goals. Henceforth, role of HR is to create,
manage, execute and supervise policies and regulation that are crucial for each employee to
conduct appropriate functioning (Bloom and et.al., 2012). Herein, Purpose and functions to
HRM are defined in below contexed manner as-
Functions of HRM-
Human resource management functions are categorised into three stages as operative,
managerial and advisory. Thus, its defined in following manner are as-
Operative functions-

 Employment- Human resource management is responsible authority to carry out
functions as recruitment, placement and selection etc. They must determine the
requirement within manpower in term to quality and number of personal. Thus, process
as recruitment and selection needs to be taken to cover the sources of supply and devise
that are designed to hire right candidate for various jobs within enterprise. Therefore,
induction and placement for better performance covers under procurement and
employment function.
 Development- It is function that allows employees to perform their job role with
innovative skills and knowledge (Buller and McEvoy, 2012). Hence, it can be stated that
training and development also prepares employees for higher level responsibilities.
 Performance appraisal- It is crucial to look over the performance of employees, this
also aids to perform job role effectively. Henceforth, checking and analysing employee’s
performance leads to achieve strategic goals.
 Salary administration- Human resource managerial authorities must work as to
determines the pay to employees as per their job role. It is also inclusive of benefits as
compensation, incentives, bonus etc. to employees.
Managerial function-
 Planning- It is crucial function that works as to set goals and objectives. Therefore,
polices and procedure must be laid down to achieve desire goals. Better planning leads to
achieve strategic goals within enterprise.
 Organising- Another managerial function is to develop and design the structure of
enterprise. Hence, it is crucial to delegate authorities to employees with task and
responsibilities they have assigned.
 Directing- The HR must function as to direct and inspire employees to achieve desired
goals. It can be done with help of proper planning of career of employees, motivational
methods and friendly relations. He is responsible authority to identify the needs and
wants of employees and to find ways to achieve it.
 Controlling- It is function that is relate with apprehension of activities as per plan and
that all was framed on the basis of desired goals. At this level, it is crucial to find out the
gap between planned and actual performance, if there is any deviation than corrective

actions must be taken. On the other hand, they undertake examination of outcome
achieved so that proper things can be done.
Advisory function-
 Top management advice- Top managerial authorities conducts their work as to
formulate policies and procedures. It is function that involves advice relate with
maintaining high quality human relations to achieve desired goals within enterprise.
 Department head advice- At this, they work as to advices the head of various
departments on polices relate with job design, recruitment and selection appraisals.
Hard and Soft HRM approaches-
There are various ways to approach management of HR in business. Henceforth, two
approaches are defined in following manner are as-
 Hard HRM- It is staff management system in which workers are needs to be considered
as a resource and this needs to be control to achieve highest profit and competitive
advantage within enterprise (Campbell, Coff and Kryscynski, 2012). Therefore, the
concept of hard HRM is to make plans, monitor performance and to set up structures.
 Soft HRM- It is approach that involves as to treating employees as one of the crucial
assets to enterprise. At time, management uses soft HRM practices is one of key to long
term business strategies. It is model that put major focus over self-direction, commitment,
trust and self-regulated behaviour so that desired goals can be achieved.
Scope to HRM-
 Personal aspect- It is inclusive of things as planning, recruitment and selection of
employees to suitable job roles. Thus, these functions are needed to conduct to bring
maximum prosperity and growth within enterprise.
 Welfare feature- HRM managers of Tesco deals with activities that aids to bring good
working conditions within the enterprise and this also leads to have positive performance.
Therefore, HRM is responsible for creating facilities as creches, canteen facilities, proper
ventilation and rest room etc.
 Industrial relationship- Human resource manager within the enterprise are responsible
to perform business activities effectively and efficiently. Therefore, better relations
within employers and employees aids to carry effective working activities that leads to
enrich the growth of enterprise.

Explain the strength and weakness of different approaches to recruitment and selection.
The process of recruitment and selection plays crucial roles to undertake business
activities effectively and efficiently. It is procedure that process as to identifying job vacancies,
analysis job requirements, screening, shortlisting and to select right candidates within enterprise.
The approach of recruitment defined as to recruit number of candidate to assigned specific job
authorities (Recruitment: Internal v External Recruitment, 2018). On the other hand, selection
termed out as negative process as the number of employees get selected are few than recruited.
This is process of recruiting qualified personal and later on select few among them to fill vacant
job position. It is one of the approach that is time consuming process and also complicated
process.
Henceforth, process of selection also termed out as negative process. This is effective
process that allows to attract top talent and to build effective team to carry out better function
within enterprise. It is called as result driven approach that aids to get success within the
enterprise. Therefore, strength and weakness of different approaches to recruitment and selection
are defined in following manner are as-
Internal recruitment- This is process that can be done with the help of promotion and
transfer. It is one of effective term that aids to enhance retention and morale to employees. On
the other hand, firm look to fill vacancy from within existing workforce. Henceforth, strength
and weakness defined in following manner are as-
Strength-
 Enhancement in morale and retention- It is term that aids to increase morale and
retention with help of advancement and reward for job done (Campbell, Coff and
Kryscynski, 2012).
 Continuity of operations- In this, employees are already familiar with working
environment so that they easily transition into new role with minimal downtime.
 Less paper work- Under it, there is no need to undertake paper work to get staffer and
running some other post. Hence, this is time effective process.
Weakness-
 It tends to limit the number of potential applicants within enterprise.
 No innovative and creative ideas can be introduced from outside.
 This may create resentment among the employees who are not promoted.

External recruitment- This is process that defined as to attract pool of candidates other than
existing staff. Hence, it defined as to searching skilled employees to fill position within
enterprise. Therefore, strength and weakness defined in following manner as-
Strength-
 It is effective process as it aids to attract new talents and bring innovative idea within
enterprise.
 This leads to have larger pool of candidates to find out the best candidate.
 At this, people have wide range of experience.
Weakness-
 This is long process, as managers to the enterprise needs to hire new and attractive talents
to carry out business functions.
 It is expensive process as its required huge investment to undertake activities as
advertisement and interviews (Recruitment: Internal v External Recruitment, 2018).
 May be not effective enough to disclose best candidate. Therefore, it creates hurdle
within enterprise.
ACTIVITY 2
Benefits of various Human resource management practices within the TESCO for employee and
workers
(HRM) Human resource management is refers to the procedure of managing and
organizing workers performance in company. Their role is to hire, trained and motivate all the
staff members and make better plans for them as helps to grow their professional and personal
career. In simple words, HRM is one of the best way in which TESCO hires the most applicable
and talented peoples and trains new workers as well. HRM practices is beneficial for business
functions and staff members, it helps to enhance workers performance and increase productivity
rather than before.
There are the 5 HRM practices-
Hiring-
Without skilled and talented peoples, Organization cannot be able to generate revenue
and achieve goals. With the help of HRM practices it is easy for TESCO to hire new and
acknowledged candidates who contribute to raise their position and helps to gain competitive

advantages. HR manager hire new applicants within company in order to incr5ease profitability
and productivity of business rather than past few years which is beneficial for employee as well
as workers.
Training and development-
It is the best HRM practices and beneficial for new as well as current employees in
TESCO. With the help of training program human resource management can be able to enhance
applicants performance and increase their productivity (Jackson, Schuler and Jiang, 2014). They
make plans and program to provide training to peoples within workplace in order to improve
their skills and knowledge which is beneficial for individuals.
Controlling-
Controlling is one of the HRM practices and managerial functions that helps to control
workers performance and set standards in order to achieve goals and business objectives. Human
resource management make plans for controlling and managing workers' performance which is
beneficial for them and support to manage overall activities of peoples within workplace.
Controlling is important to efficient management, it contributes HR manager to measure actual
performance of peoples and guide them towards achievement of predetermined goals.
Planning-
It is one of the most essential and primary practices of HRM which is beneficial for
employee as well as employees. With the help of planning human resource manager can be able
to identify, analyse and understand current and future needs of workers within TESCO. HRM
make plans based on situational analysis and understand the demand of staff and efforts to fulfil
it. Without making any plans HRM cannot be able to find out the solution of employees issues
and unable to create healthy working environment.
Performance appraisal-
Human resource manager analyse and check staff performance which is essential and
important practice of them. They analyse abilities and productivity of workers and after that
provide appraisal to them for hard and good work, it increases interest of peoples while working
with TESCO for longer term period.

Effectiveness of several HRM practices in term of increasing productivity and organizational
profit
Hiring or recruiting, directing, performance appraisal, controlling and training and
development are several practices of human resource management that helps TESCO in some
way to increase their productivity and raise profitability.
Effectiveness of HRM Practices and Different methods used in it-
Training and development-
Human resource manager make plans and take decisions to trained their existing and new
workers in order to improve their skills which is beneficial for overall business that results in
increasing productivity. Peoples training within company is essential and effective way to
improve and develop abilities, as it make employees able to work effectively and contribute to
maximize profitability. Training and development is very effective for TESCO as well as staff
members because it enhances morale among workers and increase employees motivation. Staff
members with job satisfaction able to performance effectively and accomplish given task on time
which help to build trust between company and consumers and increase profit margin.
HRM used two different types of methods in this practice such as on job training and off
job training which it useful and beneficial for business growth and success (Paillé and et.al.,
2014). On job training means that HRM provide training to all workers at workplace in order to
improve their working abilities and knowledge better than now which is beneficial for business
as well as peoples growth. On the other side off job training is one of the best methods used by
HRM in their practices which support to raise skills and motivate them to work hard for better
business progress. In short, Human resource management trained their workers away from their
place of work which is beneficial for them to learn something new and different and used for
increasing profit margin and financial performance of TESCO.
Performance appraisal-
Analysing and Checking workers performance is another important practice that human
resource manager has to perform in company. HRM consider the performance of peoples within
workplace and then make plan for appraisal which helps to enhance workers productivity as well
as business. When HR manager provide appraisal to their employees they can be able to increase
their working interest which help to retain talented and skilled staff members with them for
longer. With the help of talented staff TESCO gain competitive advantages and serve its best

services to customers that increase profitability and productivity as well. Performance appraisals
good for organization as well as individual workers, it increases job satisfaction among staff and
improve workers sense of loyalty towards firm which helps to perform effectively and raise
productivity. More over effectiveness of performance appraisal procedure is to usually dependent
on how effectively Human resource manager conducts review meeting.
Reward system and 360 degree evaluation are the two different type of performance
appraisal methods used by human resource manager in order increase productivity and raise
profitability of TESCO. 360 degree evaluation is one of the best way for appraising employees
based on their performance. According to this method, management take feedback from workers
and their colleagues in context of working abilities and performance which help to gather
information about peoples at workplace. After getting feedback HRM decide to give incentives
and rewards to that person who really work hard within company and contribute in progress of
business effectively. Rewards system support organization to retain most acknowledged
applicants with them which help to sustain for longer via work appropriately and finished tasks
on time that increase profitability.
Recruiting or Hiring-
Hiring or recruitment is the procedure of attracting and hiring potential resources for
filling up the empty position in the TESCO (Stone and Deadrick, 2015). It is one of the HRM
practice that enhance productivity of company and help to increase their profitability more than
before. Human resource manager hire new candidates with appropriate attitude and abilities
because of requirement in firm for achieving goals and business objectives. With the help of
hiring new applicants HRM contribute in faster level of progress of company. Effectiveness of
hiring right peoples within firm it to raise productivity in which management can be able to
perform effectively and deliver the best services and products to customers. HRM select and
recruit new workers through following appropriate methods which is beneficial for overall
business activities and functions. Skilled peoples try hard and give all the efforts in order to
achieve business objectives which is beneficial for organization and help to increase their
productivity because of talented peoples with them.
Internal and external recruitment are the two different types of methods used TESCO
Human resource manager. Interviews and aptitude test is included in hiring procedure which help
HRM to hire new peoples within business. Manager conduct interview in which they asked some

questions and test person ability which helps to find appropriate workers among number of
peoples.
Labour relations-
Labour relations refers to connection between employees and employers in TESCO
company and laws and political decision that affect it (Kramar, 2014). Maintain good relation
ship with all employees at each and every level is one of the HRM practice in which they are
responsible to managed it for longer term period. Human resource manager seeks to align
workers needs with company, they efforts to understand their requirement at workplace and also
provide health and safety facilities which helps to build trust among them and make good
relationship as well. When TESCO human resource manager make strong connection with their
staff members they can be able to increase job satisfaction which impact on profitability of
company and also raise their productivity as compare to other firms in retail sector. Manager
contribute to resolve issues at workplace via communicating with their workers, it builds healthy
and positive working environment around work area. Effective and strong relations usually leads
to the better performance of TESCO. If employees feel happy and satisfied at work, they are able
to contribute in process of business growth and efforts to increase profitability via completing
task on time. Development of good employee relationship in TESCO workplace is beneficial and
useful for management as to make them subsequently more productive. Effectiveness of great
workers' relationship in company is based on HRM and staff behaviour and the way they interact
with each other.
Fulfil the needs of worker and with effective communication HRM can make good
relationship with their staff members, these are the best and effective methods used in HRM
practices as labour relation in order to enhance productivity and increase financial performance.
Evaluation of HRM application and practices in context of organization
As discussed by Jabbour and de Sousa Jabbour, (2016) Human resource manager play
essential role within TESCO as they managed each and every activity and function related to
employees in order to raise position and maximize productivity. HRM is concerned with
maintaining workforce, motivating and hiring within business. Make good labour relationship is
one of their practices that is beneficial for company as well as workers growth. HRM deal with
many issues related to peoples such as development, training, motivation, compensation and
communication which effect on staff performance and productivity. Human resource manager

understand needs and demands of their team members and try to communicate with higher
management or authority in context of worker issues. With the help of all the efforts they can be
able to make good connection with workers and gain their trust which is useful for growth of
TESCO. Good Labour relation assure employees that they are working within good environment
and it will make positive effect on their performance.
On the other side employee welfare is included in HRM practice, it refers to different
benefits, services and facilities that has been provided by management to workers for well being
and welfare (Noe and et.al., 2015). For example, TESCO human resource manager research
related to workers needs and consider the most essential things. They focus on employee safety
according to Health and Safety Act 1974, which is beneficial for retaining most talented peoples
with them for long term period. HRM conduct research and consider necessary things such as
fire extinguisher at workplace. Fire extinguisher is used for electrical fire risks, it prevents
peoples from harmful injuries and reduce risk as death. This type of services is related to
employee safety which is managed by HRM within organization effectively. Manager focuses on
employee welfare and maintain and provide safety equipment and protection system of work
which assure peoples about company concern towards them and help to sustain longer.
ACTIVITY 3
Importance of employee relations in respect to affecting HRM decision-making
Good and effective employee relationship is very essential in company as it impact on
overall performance of workers and management. TESCO with good employee relations system
provides consistent and fair treatment to all their staff members, so they can be committed to its
jobs and loyal to firm. Employee relation is important with business as it helps to run business
effectively and build positive market reputation. Human resource manager efforts to build good
relationship among their high management and all the workers which is beneficial for them as
well as company growth. Purpose of good relation is to strengthen worker's and employer
connection through resolving and identifying workplace issues, measuring employee morale and
satisfaction and providing helps and input to TESCO performance management system. It is very
important for HRM to make good relation with their employees because it helps to gain
competitive advantages and raise productivity. Thus, in organization is company cannot be able
to make good employee relationship, it effects on productivity and increase employee turn over