Business and Business Environment: Tesco HR Practices and Performance

This report provides a comprehensive analysis of Tesco's Human Resources (HR) practices within the context of its business environment. It begins with an employee induction manual, outlining the purpose and responsibilities of the HR function, and its role in talent acquisition. The report assesses Tesco's approach to workforce planning, recruitment and selection, development and training, and performance management, including case study examples. The second part of the report focuses on recruitment and selection documentation, including a job description and person specification for a marketing manager, along with a sample job offer letter. It further evaluates employee relations, flexible working practices, and employment legislation, detailing how these elements inform decision-making and contribute to achieving business objectives. The report concludes with an evaluation of how employee relations and employment legislation are integrated to meet business goals, offering valuable insights into Tesco's HR strategies and their impact on organizational success.

Business and
Business
Environment

Table of Contents
Assessment Part 1: Employee Induction Manual............................................................................3
1.0 Introduction to the chosen organisation ....................................................................................3
2.1 An explanation of the purpose of the HR function and the key roles and responsibilities of the
HR function......................................................................................................................................3
2.2 The significance that HR plays in acquiring talent to meet business objectives.......................4
3.0 An assessment of the approach to: ...........................................................................................5
3.1 Workforce planning..........................................................................................................5
3.2 Recruitment and selection................................................................................................5
3.3 Development and training................................................................................................5
3.4 Performance management and reward systems ...............................................................6
4.0 Inclusion of case study examples to examine the different methods used in HR practices.......6
Assessment Part 2: Recruitment and selection documentations portfolio .....................................7
1.0 The design of a job description for the position of marketing manager....................................7
2.0 A person specification for the position of marketing manager..................................................8
3.0 A job offer letter for the selected candidate...............................................................................9
4.0 An evaluation of the process and the rationale for conducting appropriate HR practices.......10
An evaluation summary of employee relations and employment legislation that relate to HR
practices.........................................................................................................................................10
5.0 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’
..............................................................................................................................................10
6.0 Key aspects of employment legislation within which the organisation must work.......11
7.0 Evaluation of how employee relations and employment legislation inform decision
making and meets business objectives.................................................................................12
CONCLUSION..............................................................................................................................12
References ..............................................................................................................................13

Assessment Part 1: Employee Induction Manual
1.0 Introduction to the chosen organisation
Tesco Plc is one of largest operating multinational retailer headquartered in Welwyn
garden city, UK. It serves across various parts of the globe with its promising merchandise
services and grocery stores. It is well known for groceries and general merchandising in various
parts of UK as well as United Kingdom.
The company has following mission statement, purpose and core business objectives:
Mission Statement: Tesco's mission is to produce what matters more, together. It clears
that every individual plays role in success of respective organisation.
Purpose: Its main purpose is to become champion of customers by encouraging them to
live better quality life in easier manner.
Core business Objectives: Its core business objective is inclined towards customer-
caring, focused, satisfaction also helping them. By achieving these targets company objects at
becoming most highly valued organisation with flexible services and products for all.
2.1 An explanation of the purpose of the HR function and the key roles and
responsibilities of the HR function
Human resources is considered as division of business which is focused with searching,
screening, recruiting and training of candidates and also providing employee benefit plans. It
plays key role in serving companies in fast growing business competition with best quality
employees of current century (Roshandel Arbatani and et. al., 2017). HR plays significant role in
selection of optimum workforce in order to achieve organisational set goals and targets in
relation to profitability and stability. HR is mostly concerned with management of internal
business environment to maximise their long lasting efficiency.
In general HR professional are required to pursue wide range of functions to manage
employed workforce. HR has a duty to encourage employees to work hard in order to achieve
organisational goals. It is said to be integral part of an organisation which deals with planning,
organising, directing, controlling, staffing the overall human resource management in a

respective organisation. Tesco has implemented advanced HR functions to achieve its targets in
effective manner.
Purpose of HR Function: HR is indulge in complying with overall functions in
reference with workforce as it assist an organisation to deliver its corporate strategy as well as
core business objectives through effective hiring and development of employees by managing
their performance level (Fei, 2018). HR objectives are therefore delivered in varying form to
varying forms of organisation, Tesco has adopted effective and culture based structures to keep
up with the business goals and targets. Also aimed at improvement of their workforce skills and
calibre for better functioning of organisation through delivery of satisfactory outcomes as per the
needs of their customers in order to retain them in long term.
Role and Responsibilities of HR Function: There is a need to maintain optimum
structure of HR management in order to attain mandate performance base. HR is therefore
responsible for accomplishment of significant tasks which are necessary to manage company's
flow of work efficiently. Tesco HR manager is responsible for managing employees personnel
policies, hiring skilful workforce as well as organising various training programmes to increase
overall productivity of employed workforce.
The role of HR manager is therefore considered to be important who concentrate in
development of effective and efficient workforce to attain organisational goals by increasing
overall profitability. Tesco HR functions with proactive approach by maintaining safer, healthy
and friendly working environment by improvising employer-employee relationship through
coordinating compensation and benefits policies in order to encourage its workforce to produce
efficient results resulting in satisfaction of its customers.
2.2 The significance that HR plays in acquiring talent to meet business
objectives
HR plays vital role in acquisition of impactful workforce to meet out business objectives
through implementation of effective strategies (Webb, 2019). It requires optimum planning,
scanning, approaching, identifying and managing individuals to gear up company's overall
profitability and productivity. Tesco HR has been working in order to maintain feasible working
conditions for respective employees, conducting training and development programmes, also
recruiting talented base of employees to compliment company's overall achievement. Tesco

professionals plays key factor in development, reinforcement, pay roll and modification of its
culture which are considered as essential for an organisational growth. Also considering recent
pandemic situation of coronavirus, Tesco HR managers are taking decisions in regard to
employees health concerns, manageable operations and adequate health policies which will
benefit and encourage its employees from organisation.
3.0 An assessment of the approach to:
3.1 Workforce planning
It is significant approach towards management of employed workforce and upcoming
individuals in an organisation (Maudy and et. al., 2021). Managers plays vital role in relation to
workforce management through adopting impactful strategies. Tesco maintains appropriate
workforce planning structure to meet relevant demand for individuals frequently. Also the
company has opened up stores over new places which created jobs, reflecting need for workforce
in organisation. Tesco is conducting activities such as analysing future needs of workforce from
organisation's current job openings across the stores.
3.2 Recruitment and selection
Recruiting includes attracting right skilled applicants for relevant openings. Whereas
selection is an ultimate stage where most suited person has been authorised to work for an
organisation keeping up with relevant employment laws and regulations (VAGAŠ and MIŠKO,
2018). Tesco seek cost effective techniques to attract rightful candidature for organisational
needs. As it is expensive manner of advertising relevant job openings through television, radio
and newspaper. To eliminate these points, Tesco has implemented effective approach by making
availability of jobs through its official website which is convenient and easy way to access
positions in an organisation.
Also Tesco will include various stages in selection procedure of a candidate. This
includes scanning of well- written CV which summarises candidate's overall job history,
qualifications and personal details. Also it provides job type match tools which helps individuals
to access easily their relevant job type on its careers page.
3.3 Development and training
It is said to be educational activities in an organisation which helps to enhance knowledge
and skill set of employees either new or old by providing them necessary information and

instruction regarding effective performance of specified task. Tesco is providing necessary
training and development programmes in order to create more value to company, preparation for
upcoming contingencies, fostering leadership, promote growth of an organisation and so on.
Various benefits of training and development programmes are lowered employee turnover, job
satisfaction, increase employee motivation, more efficiency resulting in financial gains, etc.
3.4 Performance management and reward systems
Performance based reward system is one of the traditional form of motivating the
workforce of an organisation (Zhao and Tao, 2017). It becomes necessary to avail various
monetary and non- monetary benefits to the employees in order to increase their overall
productivity level for an organisational growth. Tesco's has adopted reward based approach
guided by objective as follows:
1. Attract rightful people for relevant job role.
2. Motivate workforce by providing appropriate incentives in order to deliver respective
business goals.
3. Recognise contribution and evaluate performance of each employee.
4. Align focus of employees in order to create shareholder value through profit
maximisation.
5. Retain loyal and hard-working individuals with organisation to increase its market share
across the globe.
4.0 Inclusion of case study examples to examine the different methods used in
HR practices
In recent times, Organisational HR practices are gaining significant attention in regard of
companies to retain competitive advantage in global marketplace. It generally includes practices
such as recruitment and selection, training and development, safety and security, etc.
Implementation of these practices plays significant role in managing employee's outlook towards
their respective workplace. Tesco is formulating various HR practices in order to increase its
overall productivity and profitability by maximising efficiency of their respective workforce.
These practices can be elaborated as follows:

Workforce Planning: Tesco has developed appropriate workforce planning structure in
Covid-19 scenario in order to move from static approach towards more agile planning format. It
is necessary to execute plans by considering needs and wants of employees working in an
organisation as they are considered as the pillar of company's overall growth. Tesco has focused
over future needs of more employees by implementing proper planning structure so that right
talent can be hired for the right job.
Training and Development: In reference to required training and development
programmes, Tesco is committed towards facilitating necessary training programmes in order to
develop leadership skills, gear up for future advancements, value creation for the company,
increased efficiency and productivity in the company and so on. By initiating such programmes
it becomes easier to build flexible employee base which will be able to cope with any unwanted
contingencies in future.
Performance Reward System: For the sake of increasing retention power of company in
regard to employees it becomes compulsion to maintain reward system in an organisation. Tesco
in this concern has valued its employees by facilitating with necessary rewards based on
performance. Through this technique, it becomes easier to identify efficiency of workforce,
encourage them to work effectively, gains their loyalty towards company's overall growth, etc.
Assessment Part 2: Recruitment and selection documentations
portfolio
1.0 The design of a job description for the position of marketing manager
Job description
Organisation: Tesco
Job Designation: Marketing Manager
Job purpose: At Tesco, marketing is about building product and service awareness to
maximize consumer satisfaction. Looking ahead for a versatile marketing leader who is
excellent at managing various
Roles and responsibilities:
 Establish position, determine target audiences, also develop effective marketing
plans through various channels and segments.

 Supervise execution of marketing programmes from core to end, balancing
internal support with collaborations.
 Analyse consumer insights, trends, market practices to build beneficial
strategies.
 Create, conduct, maintain analytics reporting across various levels as well as pull
out key insights for future references.
Required skills & experiences:
 Bachelor's in field of marketing, business management or other relevant degree
 Outstanding verbal and non verbal communication skills
 Adequate experience in development of various marketing campaigns and plans
 Ability to manage project , decision-making ability
 adaptability, creative, multi-tasking
 Knowledge of current market trends
2.0 A person specification for the position of marketing manager
Personal specification
Experience:  5+ years experience in marketing
sector including knowledge of
market trends
 adequate knowledge of budget and
campaign planning
 experience related to professional
firms including Ceek, Favoured.
Skills:  Able to conceive strategically in
relation to marketing role by
delivering adequate business
planning and meeting deadlines.
 Entrepreneurial instincts
 ability to motivate and encourage

others by adhering to high standards.
 Problem solving skills by effective
engagement with management.
 Customer-oriented.
 excellent communication skills.
 Flexible with working hours.
3.0 A job offer letter for the selected candidate
Offer letter
Dear applicant,
We are pleased to inform you that you have been considered for position of “Marketing
Manager” with Tesco Plc.
Your Key responsibilities:
- follow up execution of tasks on-field and off-field.
-Improvement in existing partnerships through re-evaluation as well as replanning market
based research in case of deviations in revenue transactions.
-facilitate with leadership over strategies which will enhance sales.
- use of marketing tools by support of marketing specialists to maximize sales.
- responsibilities in regard to overall marketing material distribution for marketing partners.
- field based questionnaire.
Salary and benefits:
A) Basic pay- £600 per month
B) compensation and benefits- As per the policies of respective company.
C) Bonus- payable over extra completed tasks.

4.0 An evaluation of the process and the rationale for conducting appropriate
HR practices
The above mentioned process has been conducted in order to identify best suitable
candidate for the respective post that is marketing manager (Garg, 2017). Tesco is said to be one
of leading grocery and merchandise stores. Therefore it is required by the company to follow
standardized procedure of recruitment and selection in order to maintain harmony and integrity
in the eyes of public.
Various HR practice has been adopted by organisation's in order to eliminate the
misconceptions in relation to human resources which has been hired by the company to provide
optimum results. Likewise, Tesco has committed towards its employees to facilitate them with
Training and development, orientation, exposures, compensations, health benefits, etc. to
encourage them to work hard for company's overall growth. In this regard Tesco has adopted
various HR practices which will help it to coordinate with its workforce in more effective
manner which will revert with feasible outcomes.
HR Practices
In context of selected company they adopt various HR practices which helps in
efficiently managing company human resource. HR practices includes various strategic
operations of HR which includes various guidelines that assist organization in managing their
employees. In relevance of selected company various HR practices are discuss below:
 Training and development- This is the best practice of HR manager in which HR
provide efficient training and conduct various development programs for their
employees. Regular training will increase the efficiency and productivity and
development programmes will assist organisation in enhancing the skill and knowledge.
Advantage- Main benefit of using this HR practice is that it helps in enhancing employee’s
productivity and also motivates them to do work with their full efficiency and successfully
achieve organisational goal.
Disadvantage- Training and development program will require a huge amount of capital and
also take lot of time of company.

 Fair and performance based compensations- Implementing this HR practice in
organization Help Company in building confidence and high level of motivation in their
employees. Providing fair and performance based compensations will encourage them to
do work with high efficiency so that they will get better compensations.
Advantage- Providing fair compensation to employees increase their productivity level which
help company in achieving maximum profit.
Disadvantage- It quite difficult for company to pay wages according to their performance and
sometime it happen that employee feel that manger do biasness with them.
An evaluation summary of employee relations and employment legislation
that relate to HR practices
5.0 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’
The approach for maintaining effectiveness and engagement of employees should be
adopted by an organisation in order to promote healthy business environment (Li, Chadwick and
Zhang, 2017). Tesco has been working in this criteria in order to manage its workforce in more
effective and efficient manner. In this respect, following approaches have been implemented by
organisation to manage its skilled workforce.
Flexible working hours: This approach has been used by organisations to maintain
adequate healthy employer-employee relations which will boost company's overall performance
(Li, Zhao and Messersmith, 2020). Tesco is engaged in such practices which helped it to grow in
respective industry with the aid of its workforce. This way it will be able to motivate its
employee to produce more efficient results.
Performance Appraisal techniques: This is considered as a crucial approach towards
achievement of employees efficiency and productivity (Mayes and et. al., 2017). It is said to be
annual process which evaluates employee's respective performance and productivity against a
pre-determined set of goals. Tesco has formulated different performance appraisal techniques
such as 360 degree and management by objectives(MBO). These methods will ultimately help
Tesco to evaluate overall performance of their workforce in order to execute their appraisals that
will boost their efficiency automatically.

6.0 Key aspects of employment legislation within which the organisation must work
 Employment Rights Act 1996: It is considered as a new version of labour law which
covers all rights of employees which are applicable as per the situation like unfair
dismissal, maternity leave, paternity leave, unfair removal, dismissal,etc. As per this act,
Tesco should employee rightful candidates by providing them adequate rights as per their
needs. This promotes health employee- employer relationship which helps in
achievement of organisational targets.
 Working time regulation act 1998: As per the act, employees of an organisation are
required to work for only 48 hours within a week. Any case of extra working hours,
employees will be eligible for receiving extra pay for their support and contribution (Jiru
and Tadesse, 2019). Therefore, Tesco makes sure that its employees are getting extra
incentives for the work done by them other than their daily routine hours. This way
employees earn confidence towards organisation's approach in respect of their
employees.
 Employment Relations Act 1999: This act establishes right for trade union recognition,
industrial actions and so on (Cohen, 2017). This act helps to create better relationship
between employer and employee/ trade union for smoother flow of operations in the
organisation. Tesco has formulated its operations by keeping in mind rights and needs of
lower division employee in the organisation which will produce maximum results in
favour of company.
7.0 Evaluation of how employee relations and employment legislation inform decision making
and meets business objectives
In an organisation, combination of both employee relations as well as employment
legislation are necessary in order to meet company's business objectives (Chandy, 2017). These
factors ultimately influence company's overall efficiency and productivity in relation to its
operations. Tesco is developing its market share with the prior help of its employees with their
increased efficiency. Organisation has formulated different employment laws in order to
maintain systematic flow of operations and activities related with human resources. As it is
observed that workforce it is core pillar of any organisation's success. Therefore, it is necessary

manage employees which implementation of effective laws which will enhance better employer-
employee relations and overall efficiency of the company.
CONCLUSION
In the above discussed report, it has been observed that how an organisation will conduct
HR practices to achieve overall profitability and efficiency from its operations. Workforce is
stated as the core pillar of an organisation through which it is able to operate in the competitive
environment. There is a necessity for implementation of effective HR practice in an organisation
to motivate, retain and compensate them for their efforts being made in reference to company's
overall growth. Tesco has been promoting well-being of its workforce by implementing effective
laws and regulations and policies which will ultimately help to build optimum employer-
employee relations.

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