Detailed Report: Human Resources Management at Tesco

This report provides a detailed overview of the Human Resources (HR) practices at Tesco. It begins by outlining the main activities of the HR department, followed by an analysis of key employment legislation that Tesco must adhere to. The report then delves into the recruitment and selection process, explaining its stages and importance. It further examines the purpose of the appraisal system used by Tesco and the role of training in employee development. The report also covers trends and developments in human resources as a specific industry, providing a comprehensive understanding of Tesco's HR management strategies. The report also includes the references used for the report.

HUMAN RESOURCES
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Table of Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
1.1 Main activities of a human resources department............................................................................3
Covered in Brochure................................................................................................................................3
1.2 Analysis of key employment legislation.............................................................................................3
TASK 2..........................................................................................................................................................4
2.1 Explanation of stages and importance of the recruitment and selection process.............................4
TASK 3..........................................................................................................................................................5
3.1 Purpose of an appraisal system.........................................................................................................5
3.2 Role of training within Tesco.............................................................................................................6
TASK 4..........................................................................................................................................................7
4.1 Trends and developments in human resources as a specific industry...............................................7
Covered in Brochure................................................................................................................................7
CONCLUSION...............................................................................................................................................7
REFERENCES................................................................................................................................................9
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INTRODUCTION
An effectively run human resources department can give the corporation with structure
and the capability for meeting the business requirements via managing the organization most
important asset that is its employees (Mendenhall, 2012). There are various disciplines and area
that the HR department has to follow like recruiting skilled workers, providing them training and
many more things. The present report is based on the human resources of the Tesco. In this
project, the main activities of HRD are explained. In addition, it also described various
employment legislation.
TASK 1
1.1 Main activities of a human resources department
Covered in Brochure
1.2 Analysis of key employment legislation
There are several laws or employment legislation that Tesco should follow. Some of them are
described below: Employment right Act 1996: This is the United Kingdom Act of Parliament which was
passed by conservative government for codifying present law on individual employment
right in UK (Peris Bonet, Rueda Armengot and Ángel Galindo Martín, 2011). This is a
piece of legislation having an essence that formulated framework for the modern day
labour legislation in the UK. This legislation mainly concerns itself with the rights
provided to workers that includes reasonable notice before firing them, timing off for
parenting, redundancy and discriminatory discharging. Employment relation Act 2004: This law is about the relationship maintenance between
employer and employee. Employees now have canon protection against being offered
incentives by their employer not to be or to become a trade union member. They not have
to be present compulsorily on the activities or may not make use the services of their
union. It also extended the protection against the dismissal for employees by taking
official action on it. Organisation have to give a notice where they have to provide them a
time period of approx. one month before firing them.
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 Employment Act 2002: This law contains various new norms on motherhood, fatherhood
and adoption leave and pay and modifications to Tribunal system in the UK (Gabcanova,
2012). This act covers many other elements like equal payment, fixed working hours,
flexible working conditions, etc. this act presented a compulsory minimum dismissal
procedure for workers. Equality Act 2010 : This law states that any kind of discrimination on the basis of age,
color, sex, religion, caste, etc. is not done with any workers in an organization.
 Health and safety at work Act : The main aim of this law is to provide healthy
environment to the employers as well as employees at the working place. They should be
given protection against any type of hazards.
TASK 2
2.1 Explanation of stages and importance of the recruitment and selection process
Tesco undergoes various stages for recruiting their workers. This recruitment life cycle
followed by them attracts the best and talented people. This life cycle of recruiting is explained
below: Evaluation: This stage tells employees that why they require to fill the vacancies. This
states the skills and qualifications required by job. Sourcing: HRD uses a number of procedures to source workers. Sourcing workers means
is to explore resources that aids recruiters to acquire a pool of skilled candidates (Camps
and Luna‐Arocas, 2012). This stage involves posting vacancies of job, using social
networking sites for viewing profiles of job seekers, creating alliances with people of
professional associations, etc. Preliminary Screening: In this stage, resumes and applications of employment are
examined for determining which candidate has required skills and qualification for the
vacant posts. It ends with taking interviews via phone or face to face. Selection: This is the last stage where the selection of candidates is occurred after taking
their interviews.
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 Placements : After completion of all the formalities of job recruitment, the designation is
allocated to the recruited candidates. They are taken in a prohibition period of around 3 to
4 month as per the working performance of employee.
There is difference between recruitment and selection that is, recruitment gives a vaguer job
description as having the aim to recruit a lot of applicants. While selection have the motive to
acquire the very best candidate for the job, thus the description of job would be in more detail.
The stages of selection process are listed below :
 Vacancy
 Job description
 Advertising
 Short list
TASK 3
3.1 Purpose of an appraisal system
Tesco uses appraisal system for evaluation and developmental purposes. A correctly
prosecuted appraisal act as a basis of recruiting new workers, training and improvement of
existed one, making new structure of work flow and motivating employees (Daley, 2012).
Typically, performance appraisal is having the motive of reviewing the performances of the
workers over a given time interval. This help Tesco to judge the gap occurred between actual and
the desired performance. Some of the main benefits of appraisal system within organization are
listed below:
 Assisting the management in making organizational control.
 Diagnosing the need of training and improvement programs in future.
 It also gives information that assists HR department in making their decisions while
promoting and transferring any employee.
 Judging the effectiveness of the various other functionalities of human resources of the
company like recruitment, selection, training and improvement programs, etc.
 It aids in making payroll and compensation related decisions.
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 It also helps in deciding course of action and future goals.
 Reduces the grievances of the workers.
3.2 Role of training within Tesco
Training plays a very important role within Tesco. It expands the knowledge and
experiences of all the workers. Some of the important benefits of the training and development
programmes are described below: Address weaknesses: Each and every worker have some weaknesses in their skills. These
weaknesses can be converted into strength by providing them proper training. This aids in
reduction of any type of weak links in the corporation who depends on others for
completing the basic task or works. Providing the important training can create complete
knowledgeable employees who can help from one another as needed. Improve performance of employee: A worker who get the proper training has good
ability to perform his task. Employees become more aware of safe practices and can
apply appropriate procedure for doing basic task (Fitz-Enz and Davidson, 2012). Training
also create confidence in the staff members as after the training period, they can strongly
understand the objectives of organization and also understand their responsibilities and
obligations for their company. This increased level of confidence push themselves for
performing even better and they can also think about the new and creative ideas that
assist in them excel. Consistency: A structured training and development activity assures that workers have
consistent experience and background knowledge. This consistency is especially
admissible for the basic policies and procedures of the venture. Each and every worker
requires to be aware of the suppositions and procedures within the organisation. This
involves safety, inequity and administrative tasks. Keeping all the staffs in regular
training in these areas assures that all employees at least have vulnerability to the
information. Employee satisfaction: Workers having the access to training and development activities
have the advantage over those workers in other ventures who are left for seeking out
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training opportunities on their own. The money invested in the training programs shows
the workers their value to them. This creates a supportive platform for them. So, as a
result they get satisfaction from their job.
 Appraisal system: Successful organizations should have an appraisal system as it
improves its efficiency by assuring that employees perform to the best of their capability,
improve their potential and receive proper reward. Therefore, in turns leads to the
improvement in organizational performance. There are different role of appraiser and
appraisee in the company. Appraiser is going to tell what are the conditions to achieve the
appraisal rewards and they are the only one who decide the deserving appraisee. On the
other hand, the role of appraisee is to follow all the conditions and rules to achieve the
awards or appraising compensation. They give their best while doing all the work of the
corporation so that they become the deserving candidate. Appraisal system is linked with
the staff training and development as human resource management is responsible for
providing training and at that time period workers learns a lot of things that helps them in
receiving appraisal rewards.
TASK 4
4.1 Trends and developments in human resources as a specific industry
Covered in Brochure
CONCLUSION
From the above based report, it can be concluded that human resource department plays a
very significant role in any organization for recruiting skilled workers for them. They follow a
fixed life cycle during hiring the people like evaluation, sourcing, preliminary screening and
selection. Their task is not only hiring but also providing training programs to them.
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REFERENCES
Books & journals
Camps, J. and Luna‐Arocas, R., 2012. A matter of learning: How human resources affect
organizational performance.British Journal of Management.23(1). pp.1-21.
Daley, D. M., 2012. Strategic human resources management.Public Personnel Management.
pp.120-125.
Fitz-Enz, J. and Davidson, B., 2012.How to measure human resources management. Prenada
Media.
Gabcanova, I., 2012. Human resources key performance indicators.Journal of
competitiveness.4(1).
Gil-Aluja, J., 2013.The interactive management of human resources in uncertainty (Vol. 11).
Springer Science & Business Media.
Mendenhall, M. E. ed., 2012.Global leadership: Research, practice, and development.
Routledge.
Peris Bonet, F., Rueda Armengot, C. and Ángel Galindo Martín, M., 2011. Entrepreneurial
success and human resources.International Journal of Manpower.32(1). pp.68-80.
Sadiq, U., Ahmad Fareed Khan, K. I. and Mujtaba, B. G., 2013. The Impact of Information
Systems on the Performance of Human Resources Department.Strategic Human
Resource Management at Tertiary Level. p.31.
Scullion, H. and Collings, D., 2011.Global talent management. Routledge.
Online
Top 10 Human Resources Trends of the Decade. 2017. [Online], Available through :
<https://www.thebalance.com/top-human-resources-trends-of-the-decade-1917744>.
[Accessed on 5th November 2017].
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