Human Resources Management Report - Tesco HRM Practices Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco. It begins with an introduction to HRM, its purpose, and key functions, including managerial and operational aspects such as planning, organization, staffing, directing, controlling, motivation, and compensation. The report then delves into recruitment and selection processes, differentiating between internal and external recruitment methods, and evaluating their respective strengths and weaknesses. It explores the selection process, including tests, interviews, and assessment centers. The report further examines the benefits of HRM practices for both employees and employers, focusing on positive behavior, employee development, good relationships, flexible workplaces, and employee motivation. Finally, it assesses the effectiveness of HRM practices at Tesco, highlighting their impact on innovation, performance, direction setting, communication, and reward systems, all contributing to the company's profitability and productivity. The report concludes with an overview of employee relations and the application of HRM in a work-related context.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1 ................................................................................................................................................1
P1 ...........................................................................................................................................1
P2 ...........................................................................................................................................3
LO 2 ................................................................................................................................................5
P 3 .........................................................................................................................................5
P4 ...........................................................................................................................................5
LO 3 ...............................................................................................................................................7
P5 ...........................................................................................................................................7
P6 ...........................................................................................................................................8

LO 4 ................................................................................................................................................9
P7 ...........................................................................................................................................9
CONCLUSION .............................................................................................................................10
References......................................................................................................................................12

INTRODUCTION
It is basically plan of action to the efficacious management of people in a structure so that
it helps to achieve all the benefits. It helps the organisation in designing business functions and
maximising employees’ performance. Tesco is well known British transnational grocery store
and broad commodity retailer. It was founded in 1919 by Jack Cohen. It is the third largest
retailer in the world measured by overall revenues. Its broad range of products and services to
the customers. In this report it will cover the main purpose as well as HRM functions which help
the organisation to a large extent. Also, it will discuss the different strength and weakness of
recruitment and selection. Furthermore, it will explain the benefit of HRM practices and it will
evaluate effectiveness of different practices. It will also examine the value of employee relation
and it will determine the key component of state governing and the impact upon decision
making. At last it will state all the application of HRM practices in a work-related context.
Company background
Tesco was found in 1919 by Jack Cohen. it is the third largest retailer . It is a British
multinational groceries and general merchandise. It has 6569 shops with 460000 employees who
work hard to attain the content and objective of the organization. It net income is £1208 million
and its operating income is £1644 million
LO 1
P1
It is the wide term which helps the organisation to a large extent in order to accomplish the
goal of the organisation. It focusses improving employees’ performances and help the
organisation in achieving goals and objective of the company. Below it explains the intent and
purpose of HRM.
Purpose – The main purpose of HRM is to manage the numerous needs of employees
and made them satisfy by solving their problem from financial to legal matter in order to create
maximum performance in the organisation. As the human resource department is mainly known
for its responsibility of recruitment of employees. As it helps the organisation to give capable
and effective employees. It also helps to make changes in the pay structure of the company and
access all the policies. It also helps Tesco in creating the entire performance appraisals process.
1

Functions – In Tesco HRM perform wide range of function in order to run the
organisation in the right manner. As basically there are two types of function Managerial
function as well as Operative function which as explain -
Managerial function – As there are basically 5 types that is -
 Planning – Planning is the first and foremost function which help Tesco to give proper
run direction. It helps to give shape as it states what to do, how to do and when to do. All
the major questions are answer by the help of planning. HRM take part in the planning
process to a large extent as it give helps to make plans and objective in the organisation
(Banfield, Kayand Royles, 2018).
 Organisation – one the human resource creates the goals and objective in the organisation
the next step is to organisation as it is important to design and develop organisation
structure in order to carry out various operations. Also it help to organise the employees
and their responsibility (Brewster and Hegewisch eds., 2017).
 Staffing – as it is the responsibility of HRM to fulfil the staffing needs in the
organisation. As it is important to put people at right job and right place according to
their capability and this function is well perform by HRM. As it helps in recruiting and
selection process.
 Directing – as it is the most important function as once the plan is forming the other step
is to guide and motivate the employees in order to accomplish the content and objective
of the organization.
 Controlling- As it is concern with the regulation of activity in which HRM compare the
standard result with the actual result and if any deficiencies arises then it will be the duty
of HRM to work on it. Also it help to control the activity of the employees and motivate
them to work in systematic manner.
Operational Function -
 Motivation – The first operational function is to motivate the people as it is very
important to motivate them by different rewards and incentive in order to work in the
effective manner. As it is consider as the most important tool of the operational function.
 Compensation – This function is concern with the department of adequate remuneration
of employees in the Tesco for their hard work that are put to achieve the targets in the
organisation.
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 Development – this is the third function of HRM as it helps to develop the employees as
by raise their ability and cognition in order to work in the better manner.
P2
Recruitment
it is the most important function that is perform by the HRM. As it helps to analyse the
job requirement in the organisation and finding the effective candidate for the job and also
encourage the individual to apply for the job. As on that point are various method that are -
Internal recruitment – It is the most simple and easy method for recruitment. As it means
hiring the employees with the Tesco As it is the important source of recruitment as it helps the
employees to provide different opportunities for working on different post and also it helps the
Tesco to utilize the existing employees. As it include various sources as through promotion,
transfer, Recruiting former employees etc. as there are different strength and weakness of
internal approaches.
Strength :
1. Internal enlisting is very easy and simple method. As it recruits those people whose
performance is already known. As it become very easy for the manager to appoint those
people whose performance have been track and also company is having full faith on the
employees and their capabilities.
2. As it saves s the cost of the organisation as there will be no need of induction and training
as the candidates already know their roles and responsibility. As the employees are
already aware of the companies working so there is not necessary for conducting the
induction and training process. So it will help the company to save the cost.
3. Internal recruitment motivates the employees as every employee put their best for further
promotion. As by this the competition among the employees increases hence it will help
to increase the productivity.
4. And by this method the employees become more loyal towards the organisation
Weakness
1. it restrict new entrance in the organization as it recruit the employees within the
organisation so it will not allow the new [people to enter in the organisation.
2. And the employees who are not promoted end of being disappointed and they will create
negative environment.
3

3. It limits the scope of the enterprise. As there no room for innovative ideas and
productivity.
External recruitment - it is the process which refers hiring the people outside the Tesco . As it
helps the Tesco in bringing fresh innovative ideas. It has different sources such as direct
recruitment, employment agencies etc.
Strength:
1. The first and foremost strength is that it gives opportunity for the job seeker.
2. It also helps to increase the brand image of the organisation by the help of external
recruitment.
3. It increases the scope of right candidate. As it help to bring innovative ideas and creative
skills in the organisation. Weakness:
1. very costly and time-consuming process. demands more remuneration.
Selection process
the process of picking the right candidate which effective and capability in order to fulfil
the right job. As it include three methods such as test , interview and assessment centre.
Test – it is most important step. In order to check the mentality of the individual various
tests are been conducted. Such as aptitude , personality , psychological test etc. it help to select
the right candidate.
Interview – in these step the interviewer ask several question to the individual as it help
to discover more about the candidates.
Assessment centre – it is the centre where the organization typically assesses a group of
nominee at the same time and place using a range of selection exercise (Bratton and Gold, 2017)
Strength :
1. It is the most effective process .
2. It provide capable candidate for the job.
Weakness :
1. it rarely give proper picture as sometime candidates are not honest.
2. It is time consuming process.
4

LO 2
P 3
It is used by both the employers and employees in Tesco as it help to improve the
activity. As it involve the wide process.
For employee
Encouraging positive behaviour – it help the employees to build the positive behaviour
as it help to motivate the employees perform in more productive way. And also Tesco provide
positive culture and flexible environment.
Developing employees – it helps to give training to the employees and sharp and
enhance their skills. As Tesco provide effective training to the employees. It help the employees
for enhancing their future by giving them proper training and development.
For employers
Developing good relationship – As it help the employers to build a good relation as by
maintaining the good relation it will help to make more productive results.
Building a flexible workplace – it help the employer to a large extent as by building a
flexible workplace it will help the employers of Tesco to make effective and improve decision
making.
Motivating worker – it is very important for the employer of the organisation to
motivate the employees to a large extent. As by motivating the employees the result of the
organisation increases. As it will help the employers to have good result and excellent set of
employees. As by this the thinking of the employers increases and it perform the work in more
systematic manner. And also maintain the work on time and helps to run the organisation
effectively (DeCenzo, Robbins and Verhulst, 2016).
P4
It has been effective for Tesco in status of earning net profit and increasing
productiveness. By the execution of HRM in the company it has accomplish vast earnings and
productivity by the following perspective :
Innovative and high performing employees-
5

As innovation plays an important role in the organisation as by promoting innovating
methods and positive environment in order to perform better facilities and it helps to increase the
productivity and profitability in the enterprise (Berman and et.al, 2019).
Effective direction setting and execution -
Leadership and managers plays an crucial function in the organisation. As they plays a
wide variety of function such as setting direction , purpose , goals , roles and responsibility. They
help the organisation to make clear structure with less conflict and coordination. As HRM help
Tesco in recruiting the right manager for the right role. As it help to make the right mode of
communication in the organisation which help to achieve the goals and profitability of the Tesco.
Team and individual goals with effective communication
Tesco's HRM helps to set the different types of objective that is individual and group
goals and attain both of them in an effective manner. As by achieving the different task and
target it is very important in the organisation to have smooth flow of communication as effective
mode of communication is facilitated by the HRM (Chelladurai and Kerwin, 2018).
Effective rewards drive performances
HRM help to offer different types of rewards to the employees for the extra ordinary and
hard work and loyal attitude towards the organisation. This rewards system directly effect the
performance of the employees. This help Tesco to a large extent.
Sharing and collaboration
Collaboration helps to the productivity and profitability in the organisation. As it help to
share innovative ideas and creative skills with other. As HRM plays a major role as it perform
the function of formal methods to increase the way of collaboration and sharing process.
Non – monetary factors to improve employees (Brewster, Chung and Sparrow, 2016).
Tesco 's manager provide various non monetary incentives that help the employees in
increasing employees performance , motivation , loyalty etc. as this factor plays role in
increasing the productivity of the organisation.
Updating employees 's skills to maintain productivity
In order to coping with the global competition Tesco has created various new method as
it means current skills continually updated in order to make Tesco to work in effective and
efficient way. As it is very important to update the skills of the employees in order to sharpen
and enhance the skills.
6

So , it can be intelligibly interpreted that various pattern of HRM plan of action an crucial
role in increasing Tesco's net profit and fruitfulness (Cascio, 2015).
LO 3
P5
It is very of import for the Tesco to build positive environment . As it is very important
to build strong employee relationship as it help the organisation to a large extent as it help to
make the decision making process more simpler and easy. As it very essential for Tesco to insure
that there is positive environment by creating interacting workplace as it motivate the employees
to put there hundred percent. It is crucial for the Tesco to make the employees more comfortable
with each other in command to attain end of the organisation. Some importance are -
Work become east if share – In Tesco if the relation among the employees are healthy
and positive then the work become very easy as there will be less work load on the individual .
As if the employees share goof relationship with other then every one will show willingness to
help the other but if the relation are not good no one will help each other.
Decreasing conflict – The second importance is that it helps Tesco in reducing the
conflict and increases the coordination in the organisation . As if there is strong employee
relation then it will help to give less chances to conflict and dispute. As by this they will starting
trusting their follow employees which help to full fill the goals and objective of the organisation.
As by the help of HRM it will help the organisation to improve the productivity.
Loyalty of the employees – As by providing positive environment in the organisation it
will help Tesco to create the loyal employees which are loyal towards the goals and objective of
the company. As by this the employees spirit more driven to perform the task with more
willingly. As by this the rate of employee turnover will be very low which will help the company
in reducing the cost of the hiring new employees.
Ensuring equality by communicating effectively – as Tesco believe in equality. As there
is no discrimination across the company in any perceptive. As by treating all the employees
equally the employees will feel more motivated to perform their work as a result the desired
goals and objective will be achieve and employees become more productive.
7

So it is very important in the arrangement to have brawny relation with the employees as
they it will help the organisation to a large extent and also it will increase the productivity in the
enterprise.
If there is bad relationship between the employees and employer it will lower the morale
of the people and spread negative environment in the company. Also it will lower the
productivity in the organisation and decreases profit making.
P6
Tesco is also hold the employment legislation while enlisted man the fresh employees as
well as for gushing employees in the company that has carping impact on the determination
making of the company. As the major elements of employment legislation are the following-
Defining positions
as at the time of enlisting process , company has to specify the different positions in the
company . As help to make the clear structure in the organisation. It also describe the various
roles and responsibility in the company which help to improve the decision making process.
Proper defence mechanism
the second step is that it is important to define the proper compensation criteria for the
employees at the time of recruitment. Also it is very crucial to ensure the minimum wages and
work hour in the organisation.
Ensuring Equality
it is very important for the institution to guarantee the position in every position while
appointing the employees. As it is very important to ensure equity in the organisation. As there
will be equality in the wages , sex, working hour , health facility. As HRM of Tesco can motivate
employees to work in the positive manner.
Time of work
the last element of employment legislation is that the employees should be alert of there
time to the company which means daily or weekly working hour. As it is also important for the
employees to have proper knowledge of compensation as of any employees perform overtime
duty then they will get proper compensation of it. And also it is essential for the company to
allow the worker becoming time off for any particular happening. This will help the company to
have proper decision in the organisation (Noe and et.al , 2017).
8

Health and safety act – it is very important for Tesco to follow the act as it implies the safety of
the employees working in the organisation.
Equal pay – the second act which Tesco must follow is equal pay act in which it important to
treat and pay equally in respect to their work.
LO 4
P7
Job specification
Human resource Manager Job Specification
Job description
A human resource manager is basically a person who is responsible for looking after recruiting
the individual and perform various activity like selection , training and development ,
performance appraisal etc. it is very important that individual profile meet all needs.
Duties and Responsibility
1. he must be a critical thinker
2. he must good at decision making process.
3. He must focus on fulfilling the need of the employees and achieving the goals .
Skills and Specification
1. he should have leadership quality
2. he should to how to manage the work on time
3. he should focus on achieving the goals and objective of the enterprise
4. he must known the technical knowledge
5. he should have organising and planning skills.
Education and Qualifications
An ideal candidate should have bachelors in HRM from recognized university.
We are pleased that you will be working in our office
Preparation of notes for interview , selection criteria and score sheet
it is very necessary to take notes of the interview in order to conduct the interview
process in the systematic manner. for this manager will prepare the sample interview and then
9

interview question rating sheet rating will be giving accordingly. And at last it is important to
make reference check.
Score sheet
Essential Criteria Rating (out of 10)
Critical thinking skills 6
Problem solving skills 8
Technical knowledge 5
strong communication skills. 4
Job offer for desired candidate
Job offer letter
Date – 7 June 2019
Applicants name – John
Address – 168 , mount valley
Subject – Letter of Appointment for HR manager
Respected Sir ,
We are pleased to offer to employment in Tesco in the capacity of the HR manager as
starting employment on 10 June 2019. your salary will be 20000 per month. Please sign all the
copies.
We are pleased that you will be working in our office
Regards ,
Manager
Tesco
CONCLUSION
From the summing up of report it has been concluded that the various goal and utility of
the HRM which are relevant to workplace preparation and root age of an system. Further it has
stated all the strength and helplessness of various conceptualisation to recruitment and selection.
It has also articulated the benefit of HRM in the context of both employees and employers also
10

the effectiveness of different HRM practices which help in increasing profitability and
productivity. It has also analyse the value of employee relation in respect to influencing HRM
decision making. It has also articulated the key elements of employment legislation and the
impact on the decision making process. And at last it has illustrate the request of HRM practices
in a work related context.
11

References
12