Strategic HRM in Tesco: Practices, Legislation, and Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco, a UK-based retailing company. It explores the purpose and functions of HRM, focusing on workforce planning, recruitment, and resourcing. The report examines the strengths and weaknesses of different recruitment approaches, the benefits of HRM practices for both employers and employees, and the impact of these practices on profitability and productivity. Furthermore, it discusses the importance of employee relations in decision-making and the influence of employment legislation on HRM policies. The report also provides examples of HRM practices in a work-related context, highlighting the significance of training, compensation, and communication in achieving organizational goals. The document emphasizes the role of HRM in fostering a positive work environment, managing conflicts, reducing employee turnover, and improving overall performance within Tesco.

3 - Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1...................................................................................................................................1
P1 Purpose and the functions of Human Resource Management which are applicable to
workforce planning and resourcing an organisation. ...................................................1
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection........................................................................................................................2
TASK 2...................................................................................................................................4
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee................................................................................................4
P4 Practices of Human Resource Management which leads to the increase in profitability
and productivity of organisation...................................................................................5
PART 2............................................................................................................................................6
TASK 3...................................................................................................................................6
P5 Importance of employee relations in order to influencing the decision making process
of HRM.........................................................................................................................6
P6 Important element of employment legislation with their impact on HRM ...........6
TASK 4...................................................................................................................................7
P7 Application of several practices of HRM in a work related context with the help of
example.........................................................................................................................7
CONCLUSION................................................................................................................................7
References:.......................................................................................................................................9

INTRODUCTION
Human Resource management can be defined as a department who is responsible for all
human related activities of an organisation. Their main focus is on hiring the best candidate for
their organisation, so that they can achieve the organisational goals and objectives in an effective
and efficient manner. It is found a huge challenge for human resource management to select best
one from a sea of applicants. They adopt various techniques as well in order to retain their
employees such as motivation and providing training. The below mentioned report is based on
Tesco which is a UK based retailing company. Human Resource management plays an important
role in creating the values of employees at workplace so that employees can give their best
towards the organisation. The main purpose of making this report is to know about the purpose
and functions of Human Resource management. Recruitment has been found as the most
important function of HRM, the pros and cons of recruitment are also analysed in this report.
PART 1
TASK 1
P1 Purpose and the functions of Human Resource Management which are applicable to
workforce planning and resourcing an organisation.
Human Resource Management (HRM)
Human Resource Management is created with the aim of hiring the best employees for
the organisation for a long period of time. It performs various actions in order to develop the
skills and abilities of employees (Alfes and et. al., 2019). They also perform various activities so
that they can increase the value generation capacity of employees which leads to the creation of
values of organisation. Recruitment, managing, developing, training, selecting, hiring are the
some major functions of Human Resource management.
Purpose of Human Resource Management
The most important purpose of human resource management of Tesco are explained
below:
 The human resource management provide various facilities to their employees so that the
organisation can achieve the goals and targets in an effective and efficient manner. It also
include the facility of training as it is very important in the aspect of changing
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environment. Managing employees in an organisation is very essential as they are
considered as the important resource of the organisation.
 Human Resource management is useful in analysing the gap between the current laws
and regulation and the activities of organisation (Alqahtani 2021). It is very necessary for
every organisation to maintain some important laws properly time to time at workplace.
Equal Pay Act 1963, Age discrimination Act 1967 are the examples of laws which comes
under human resource management.
 In order to removing the gap of communication, proper channel of communication is
required. The human resource manger of Tesco will maintain diverse workplace (Fatima
2021). It leads to the creation of good and positive working environment under which the
employees can share the ideas.
The function of Human Resource Management in Tesco
In order to achieving the goals and objectives of organisation, the human resource management
is required to follow mentioned functions:
 Human Resource Management analyse the goals of all departments and then it offers the
enough human resource in order to achieve the goals and targets of organisation in an
effective and efficient manner.
 Human Resource Management is also performs the function of retaining the employees
through various attractive compensation plans so that the employees can stay in the same
organisation for a long duration of time period.
 It also perform the function of providing support and feedback to their employees which
result in the improvement of their work performance along with the motivation.
 Human Resource Management also performs the function of removing the conflicts
which arise at the workplace.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
For the purpose of selecting best candidate from a sea of applicants, there are various
approaches of recruitment has been used by the human resource management. Some of examples
of such approaches include arranging campus recruitment, considering employee referrals,
giving promotion to the best employees, having selection parameters, conducting interviews of
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the candidates and many more. Below mentioned are various strengths and weaknesses of
various approaches of recruitment:
Strengths and Weaknesses of Promotion
Strengths
 This approach of recruitment provide motivation to employees of Tesco as they believe
that they can improve the working performance of employees by paying them more. It
result in the increase in the level of skills of employees (Karapinar and et. al., 2019).
 It leads to the improvement of working performance of employees. The training programs of Tesco get successful as the employees take it seriously.
Weaknesses
 Many of employees get demotivated as they found that the chances of getting promotion
is too less.
 Some approaches of management such as biased and subjective judgemental approach
not provide the chance of promotion to various talented employees.
Strengths and Weaknesses of Employment Referrals
Strengths
 It offers the right employees with right skills for the right job because all the current
employees know about the required skills and knowledge for the job (Kreismann 2021). Current employees of organisation have skills to analyse the performance of employees
on job, in the case of any gap, the human resource management can ask from the existing
employees of organisation.
Weaknesses
 The current employees want to recruit their loved ones. It may6 result in the hiring of
unskilled employees.
 Diversification may be removed by this approach.
Strengths and Weaknesses of Direct Recruitment
Strengths
 Tesco can get best employees for their organisation from a various sources. The employer have option to select best and right candidate for their job profile (Kasundi
2019).
Weaknesses
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 The cost of direct recruitment is too high.
 As the employees are not aware about the culture and tradition of organisation, the
management have to spend time over them for giving them all nowledge.
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
Various advantages of practices of Human Resource Management are given below as
under: Conflicts Solution: Arising conflicts at work place are very normal in any business. The
practices of Human Resource Management help in the reduction of various conflicts
which may arise among the employees (Lee and et. al., 2021). For instance, the Human
Resource Management of Tesco has already planned compensated on an objective basis
in order to remove all the conflicts which are related to the compensation can be totally
removed. Deduction of turnover of employees: Human Resource Management is providing a better
care and support along with a good working environment to their employees (Morkunaite
and et. al., 2019). For the same purpose they had made various policies for their
employees. It is well known that the high employee turnover leads to the high expenses
on their hiring and training which gives result in the low performance of organisation
Tesco. Improvement in the performance of employees: It is found that the performance of
employees are the huge and important source of competitive advantage of Tesco. Overall
job performance of employees is totally depend on the facilities of the ongoing training
and feedback (Mwesigwa and et. al., 2020). In order to increase the efficiency of
complete organisation, the Human Resource Management of Tesco is providing various
new, latest and updated training facilities and training to their employees so that they can
improve the contribution of employees towards the achievement of goals and targets of
organisation.
 Helpful in controlling the budget: Some of the policies of human resource management
plays an important role in controlling the budget. In Tesco , the budgetary plans are
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always executed by the employees. It is the responsibility of employees to control the
resources. The management has provided the resources with a better facilities so that they
employees of organisation can use those resources in an effective and efficient manner.
P4 Practices of Human Resource Management which leads to the increase in profitability and
productivity of organisation.
There are various actions has been analysed which are performed by the Tesco which are
related to the improvement of work performance of employees or productivity and profitability
of organisation. Below mentioned points are showing the effectiveness of various HRM practices
of Tesco in the terms of raising profitability and productivity of organisation:
 In order to improving the work performance of employees, Tesco is constantly arranging
the training programmes which improve the personal and professional skills of
employees. They are providing real world layout for the current problems, providing
training by the use of knowledgeable tools (Ongsakul and et. al., 2020). They also
provide the complete training that how the employees can test the preference of
customers along with analysing the business environment. Such facility is directly related
to the improvement of productivity and profitability of organisation.
 Tesco is also providing several benefits and compensation plans to their employees so
that the can retain the employees for a long duration of time. It not only leads to the
deduction of cost of recruitment but it also increase the productivity and profitability of
organisation.
 The human resource management is continuously updating the their packages of
compensation only after complete analysing the current business environment. They are
setting individuals goals and targets for each and every employee of organisation
(Richards 2021). These updated packages of organisation motivate the employees to the
hard and smart work so that they can achieve their individual goals and they take all the
training sessions and programmes seriously.
 The Human Resource Management of Tesco has made such environment at workplace
under which a strong and good relation can be established among the employees which
leads to the transfer of ideas and thoughts to one another. It may present the opportunity
for employees to get more knowledge in the same field (Shalimova and et. al., 2019).
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PART 2
TASK 3
P5 Importance of employee relations in order to influencing the decision making process of
HRM.
Relationship between employees and employer is an important factor for every
organisation as employees have to perform all the tasks which are helpful for organisation in
achieving desired position. If the organisation provide a proper working environment of trust, it
will motivate the employees for taking part in the execution of several practices of HRM.
Maintaining a good relation of employees is not an easy task as it require belief, trust and
understanding between both the employer and employees. The HRM policies become successful
only when there is a good relationship exist between employees and employer. It is found that
Tesco has made various of policies in order to beat the competition and make proper utilization
of human capital.
P6 Important element of employment legislation with their impact on HRM
Below mentioned are some laws and regulations which are an important part of every
organisation. These laws are useful for employees as well, as they are helpful in selecting the
employees for their organisation (Sokolov 2020). While making HR policies, Tesco is following
the below mentioned laws and regulations:
 Data Protection Act 1998
 Employment Relations Act 2004
 Work and Families Act 2006
 Sex Discrimination Act 1995
 Equal Pay Act 1963
 Race Relations Ac 1992
TASK 4
P7 Application of several practices of HRM in a work related context with the help of example.
Practices of Human Resource Management are important for all the process of business.
Several of application of Human Resource Management practices are given below:
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 Social Media Recruitment:Now a days, social media recruitment is commonly used for
the process of recruitment in most of organisations. It is found that Tesco is using
Facebook and LinkedIn which provide a idea about their new candidates who are going
to apply for their organisation. HRM also found a way to reduce the recruitment costing
i.e. interview by video call. Tracking system of applicant: This system helping the Tesco in tracking the required
candidates through scanning resumes. This tool require less time and efforts in order to
selecting the best employees with best skills.
 Mobile Recruiting: There are various common tactics which comes under this tool such
as mobile apps, text via mobile phone, mobile browser and many more (Gunawan 2019).
Tesco is also using mobile recruiting tool for the purpose of doing recruitment as almost
all of candidates have his device.
Above mentioned are some tools and techniques which are used by the Tesco, but it is
also found that there are some more tools & techniques which plays an important role in doing
implementation of of various polices at workplace. Child Care facility provided by Tesco, can be
considered as an example. It creates motivation in employees and because of this, they work
constantly without any disturbance. Along with this, Employees of Tesco can select their
desirable working timings as the management is providing flexible working hours to their
employees. Such type of practices of Human Resource Management leads to the improvement of
loyalty of employees towards the organisation.
CONCLUSION
From the above report, it is concluded that the human resource management has occupied
an important role in every organisation as it is helpful in achieving the goals and objectives of
organisations. It also performs the function of identifying the best employees from various
number of applicants. HRM is also responsible for providing various facilities to the employess
which include training and motivation so that they can retain the employees in the organisation
for a long duration of time. Furthermore, the practices of human resource management of Tesco
has been also analysed. Along with this, it is analysed that the human resource management is
also responsible for making various policies for the organisation in order to achieving the
organisational goals in an effective and efficient manner. HR policies are very helpful for
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organisation as it establish a good and healthy relationship among employees which is directly
related to the success of organisation.
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References:
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