Human Resources Employee Induction Manual (Part 1) The Job Application

This report analyzes the HR employee induction manual, focusing on Tesco, a British retail MNC. The report covers key aspects of Human Resource Management (HRM), including its purpose, roles, and responsibilities within the organization. It delves into workforce planning, recruitment and selection processes, and development and training programs. The report also assesses performance management and reward systems, examining how Tesco motivates and evaluates its employees. Case study examples are included to illustrate different methods used in HR practices. The analysis covers internal and external recruitment methods, selection approaches such as interviews and in-tray tests, and the significance of HR in acquiring talent to meet business objectives. The report also examines Tesco's training and development initiatives, performance management, and reward systems, highlighting how these practices contribute to employee motivation and organizational success.

Project Title Human Resources Employee Induction Manual (Part 1)
The Job Application (Part 2)
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Table of Contents
Assessment Part 1: Employee Induction Manual
1.0 Introduction to the chosen organisation p
2.1 An explanation of the purpose of the HR function and the key
roles and responsibilities of the HR function P
2.2 The significance that HR plays in acquiring talent to meet
business objectives p
3.0 An assessment of the approach to:
3.1 Workforce planning p
3.2 Recruitment and selection p
3.3 Development and training p
3.4 Performance management and reward systems p
3.5 Inclusion of case study examples to examine the different
methods used in HR practices p
References p
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1.0 Introduction to the chosen organisation
Tesco is British retail MNC and a public limited company that majorly operate
in UK. It was founded in 1919 by Jack cohen in London, UK. The company is
headquartered in Welwyn garden, UK. It is 3rd largest grocery company in world in
context of revenue. There are total 7500 stores of company all around world. Along
with it, Tesco provide variety of products such as furniture, clothing, grocery,
financial services, etc. There are total 423, 092 employees working in firm.
Mission- “We make what matters better, together”.
Core values- It aims to enhance the loyalty of the consumers as well as its core UK
business to assist the shopping experiences of the customers. They are committed
to around 1 billion Euro to the investment programs to achieve this.
Objectives- To sale maximum products or services as compare to their competitors.
2.1 An explanation of the purpose of the HR function and
the key roles and responsibilities of the HR function
HRM is considered as main pillar of organisation because it is responsible for
carrying out various activities and tasks (De Stefano, Bagdadli and Camuffo., 2018). The
main purpose of HRM is to hire and recruit right person at right place. Also, they
provide training to them to perform activities. Along with it, HRM purpose is to
maintain effective relation between employer and employee. The main purpose of
human resource management to improve the workforce of the company to gain a
competitive advantage in the market. Moreover, HR manage performance of staff
and focus on attaining objectives as specified by organisation. In addition, there are
different roles and responsibilities of HR function which is performed by them. It is
described as below:
Training and development – It is main role of HR in which they provide training to
the old and new employees to perform job roles. Also, they examine the
performance of the employees and also identifies where they need the improvement.
In this way, they focus on overall development of staff.
Maintain relationship- this is also role of HR in which they manage the relations of
employees as they can investigate as well as resolve the issues among the
employees and also assures the safe environment such as free from harassment
and discrimination. The HR is responsible for maintaining relation between employee
and employer.
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Recruitment and selection- HR is primarily accountable for the selection and
recruiting process and also accountable for the guidance and direction to the
benefits and compensation to the employees. They hire staff on basis of job
description and needs of company. Moreover, selection of candidate is done by them
through interview.
Managing performance- this is also function of HRM as they manage and measure
performance of staff. This is done by applying various techniques. Also, performance
is measured on set of some goals and objectives formed.
HR development- in this function the HR do development of employee. They
provide them various opportunities for growth. Also, HR develop their skills in their
career development.
Employment relation- HRM function is to maintain strong and effective relation
between employee and employer. They ensure that there is no conflict or issue.
Besides they find out needs of employee and communicate to employer.
They also consult with the top level of the management. They are the one who
identify ways to maximizes the employees' performance as well as assures they are
used as efficiently. Apart from it, HR measure performance of staff and on basis of
that they provide them training. Thus, they are engaged in performance appraisal as
well of employees (Lawler., 2020).
They are also responsible for the payroll of the employees as they assures all
the aspects of the payroll are processed on time and correctly. They also prepares
the report regarding the accounting department as well as resolve the issues of
payroll. HR is responsible for maintaining culture within firm.
Recruitment and selection in HRM- This is process of finding out job needs,
requirement of job role, advertising job role and then selecting the best suitable
candidate for it. This is a long process in which HR find out who are suitable
candidate for specific job role
Recruitment
Internal source-
Transfer- The method which involve transfer of people from same position to
another place. There is no change in roles and responsibility.
Strengths
 No time is wasted as vacancy is quickly filled.
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 No cost is incurred on it
Weakness
 No new talent is hired
 It led to dissatisfaction among other staff.
Promotion- This method is referred as promotion of people from low to high job role.
Thus, there is increase in roles and responsibilities as well.
Strength
 No time is required in selection and interview
 No high training is required as person is already aware about company
Weakness
 Other employee may feel demotivated.
External source-
Advertisement – It is a method in which ads are placed to attract large number of
candidates for particular job role.
Strength
 New talent is hired and recruited.
Weakness
 A huge cost is incurred on it.
Employment exchange – Here, employees are hired with help of consultancy firm.
The job description is clearly described by company. Besides that, job seekers are in
contact of firm.
Strength
 It results in bringing new candidate
Weakness
 There is a fix fee to be paid to employment agency.
Approaches to selection
Interview- It is an approach in which face to face interview is done to analyse
candidate skills and experience. This makes it easy to select candidate.
Strength
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 this method is easy to select candidate as complete analysis is done in it.
Weakness
 it is time consuming process.
In tray test - A simulation test used to assess the aptitude of potential employees as
part of the employment selection process.
Strength
 It enables in finding out aptitude ability of candidate easily.
Weakness
 It is time consuming test.
2.2 The significance that HR plays in acquiring talent to
meet business objectives
HR department of the Tesco company plays important role in acquiring the skilful
and talent employees within the organisation. they identify the job roles that need to
be fulfilled for the company and find candidates who can be fit on the job role and
they should have the all skills and knowledge related to the job and work. They use
some of the approaches like recruitment and selection process planted by the
candidates and they also take interviews so they can identify their abilities, skills and
knowledge and best among all the candidates get selected for the job. It’s not and
here becausr HR team also provide training and development programme to those
candidates so they can understand what they need to do within the job and how they
are going to perform. This is how they help company to meet their business
objectives through skills full an effective employees who gave their best and help
company to achieve their objectives (DiRomualdo, El-Khoury, and Girimonte., 2018).
3.0 An assessment of the approach to:
3.1 Workforce planning
It refers to process in which the HR do work force planning of entire
organisation in order to find out what are current as well as future work force
requirement. This process involves forecasting, analysing, assessing gaps, etc. to
ensure that organisation is having right people with right skill at right place. It also
includes focusing on talent management to hire and recruit required talent within
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firm. the HR analyse existing work force and take relevant steps to prepare for future
needs. It is done by outsourcing or hiring of staff. It benefits employer as they get
desired employee to work for right job role. Also, it benefits employee as right staff is
hired and this brings in new talent in firm.
3.2 Recruitment and selection
This is process of finding out job needs, requirement of job role, advertising
job role and then selecting the best suitable candidate for it. This is a long process in
which HR find out who are suitable candidate for specific job role. The main objective
is to hire right person for right job role. Thus, there is a systematic process which is
followed in it by which candidate is hired. HR develop strategy in order to attain tesco
goals and objectives (Andia., 2019). There are various recruitment and selection
methods which is followed in it. This selection of methods depends on need of tesco.
HRM is considered as main pillar of organisation because it is responsible for
carrying out various activities and tasks. The main purpose of HRM is to hire and
recruit right person at right place. Also, they provide training to them to perform
activities. Along with it, HRM purpose is to maintain effective relation between
employer and employee. Moreover, HR manage performance of staff and focus on
attaining objectives as specified by organisation. it benefits employer as they get hire
talented and right candidate at right position. This benefits employee as new talent is
hired which results in increasing their efficiency.
3.3 Development and training
Training is considered as the education process that includes the skills
sharpening, change of attitudes, concepts of gaining more knowledge to increase the
performance of the staff members. Tesco provides training to all the employees
whether they are existing and new provides suitable training as per their
requirement. While development is a subsystem that focuses on the improvement
regarding the performance of the people as well as groups. HR provide training to
staff to enhance their skills and knowledge. They conduct various programs and
seminars to improve efficiency of employees as well as organisation. this benefits
employer as this reduced skills gaps in staff and it led to increase in efficiency. The
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employee get benefit from it as they learn and gain new skills which enhance their
performance.
3.4 Performance management and reward systems
Performance management and reward systems are interlinked with each other
becausr to increase the performance of the employees companies leader provide
rewards to their workers so they can be motivated to give their best within the task.
to measure the performance of the employees Tesco HR Department team record
the performance of the employees through the feedback’s they get from the
customers and also they are working efficiency and contribution towards the
company (Kataria, Garg and Rastogi., 2019). Company also provide training and
development programme to those employees who are not performing well. They get
a challenge from the company to improve their skills and There working efficacies.
Leaders and manager of Tesco also provide reward to their employees for their
motivation. they have said the targets that can be achieved by the employees and
when they achieve those targets they get some of the financial rewards that can be
used by them for personal satisfaction and needs fulfilment. it benefits employer as
this boosts morale of employee and they work with more efficiency. Employee
benefit from it as they get bonus which motivate them.
4.0 Inclusion of case study examples to examine the different
methods used in HR practices
Hi Department of the rescue place essential role and they use different different
methods in the afternoon practises and help to solve the issue faced by the
employees and also motivate employees to give their best within the task
(Ravichandran, and Mishra., 2018). As a HR practise some of the methods used by the
companies at general manager includes providing security to the employees,
employees get security job security from the company which means that they can
work within the company without any problem without taking any tension about firing
from the job. HR Department also provide a fair and performance based
compensation to the employees. Hi Department of the Tesco company also provide
training and development programme where employees get skill based training
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which means that they get chance to improve their skills and add new skills that can
be helpful in their career development and they can be successful in their life.
References
Andia, L., 2019. Why partnering with HR during organization change matters: It is not just
about moving boxes. Performance Improvement. 58(1). pp.6-9.
De Stefano, F., Bagdadli, S. and Camuffo, A., 2018. The HR role in corporate social
responsibility and sustainability: A boundary‐shifting literature review. Human
Resource MManagemen. 57(2). pp.549-566.
DiRomualdo, A., El-Khoury, D. and Girimonte, F., 2018. HR in the digital age: How digital
technology will change HR’s organization structure, processes and roles. Strategic HR
Review.
Kataria, A., Garg, P. and Rastogi, R., 2019. Do high-performance HR practices augment
OCBs? The role of psychological climate and work engagement. International Journal
of Productivity and Performance Management.
Lawler, E., 2020. Activities of the HR Organization. In Effective Human Resource
Management (pp. 64-69). Stanford University Press.
Ravichandran, N. and Mishra, R., 2018. Toward building HR competencies: a shift from the
non-learning toward the learning organization. International Journal of Healthcare
Management. 11(3). pp.233-238.
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Table of Contents
Assessment Part 2: Recruitment and selection documentations
portfolio
1.0 The design of a job description for the position of marketing
manager p
2.0 A person specification for the position of marketing manager
p
3.0 A job offer letter for the selected candidate p
4.0 An evaluation of the process and the rationale for conducting
appropriate HR practices p
An evaluation summary of employee relations and employment
legislation that relate to HR practices
6.0 The approach to and effectiveness of employee relations and
employee engagement, with mention of the flexible organisation
and flexible working practices and ‘employer of choice’ p
7.0 Key aspects of employment legislation within which the
organisation must work p
8.0 An evaluation of how employee relations and employment
legislation inform decision making and meets business objectives
P
References p
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1.0 The design of a job description for the position of
marketing manager
Job description
Looking for the flexible and versatile marketer for our Tesco company, who will be
responsible to bring the growth how far inbound sales channels and help the test
company to achieve success (Busse and Siebert., 2018). The responsibility of the
marketing manager include analysing and tracking the performance of advertisement
campaign they’re running mapping the budget dining ensuring that all the task
related to the market are running effectively for the Tesco company. to be successful
in this role marketing manager should have hand on experience with the web
analytics tools and be able to turn the creative ideas into the effective advertisement
projects.
Responsibilities
 Responsible to develop a digital marketing campaign with their own idea and
executions.
 Responsible to develop a tactics and strategies to get the word out about
Tesco company Ann drive the qualified traffic to their website so they can
create new customers who can buy their product and services.
 They will lead the whole marketing team and give them instruction related to
the marketing.
 Analyse the campaign and give all the result to the companies manager about
the success rates and negative impact.
 Oversee and approve marketing material from the web banners to hard copy
brochures and case studies.
 They will be also responsible to analyse behaviour of the customers and they
will also adjust emails and advertise the campaign for the Tesco company
accordingly.
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Requirements
 proven experience in identify the audience who Co want to target an in
creatively designed an leading across all the companies marketing channels
that engage educate and motivate.
 Should have knowledge of tools that are related to the web that can include
Google Analytics, web trends etc.
 Up to date with the latest trends within the market and best practises in online
marketing and measures.
 Able to handle Google AdWords campaigns
 Monitor and prepare the budget of the marketing on the basis of quarterly and
annually and allocate the all companies funds wisely.
 Produce a valuable and engaging content for the website and blog that can
attract people and people can reach to the companies website and by product
and services from the company.
 Responsible to develop a tactics and strategies to get the word out about
Tesco company Ann drive the qualified traffic to their website so they can
create new customers who can buy their product and services.
2.0 A person specification for the position of marketing
manager
Job specification
Company TESCO
Post Marketing manger
Location -
Report to -
Qualification Master degree programme an MBA In marketing
Responsibilities Recruit employees, ,manage employees, create
employees relation
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