Human Resource Management Practices in Tesco: A Case Study

Desklib provides past papers and solved assignments for students. This report analyzes Tesco's HRM practices.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 M1 D1 Purpose and functions of HRM that is applicable to workforce planning and
resourcing an organisation...........................................................................................................3
P2 M2 Strength and weakness of different approaches to recruitment and selection.................6
TASK 2............................................................................................................................................7
P3 M3 D2 Benefits of different HRM practices within TESCO to both employer and
employee......................................................................................................................................7
P4 Effectiveness of different HRM practices in terms of raising productivity and profit...........8
TASK3ss........................................................................................................................................10
P5 M4 D3 Importance of employee relation, in respect to influencing HRM decision making.
...................................................................................................................................................10
P6 Key elements of employment legislation and impact on HRM decision making................12
TASK 4......................................................................................................................................14
P 7 Application of HRM practices in work related context.......................................................14
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

LIST OF TABLES
Table 1: Job Specification.............................................................................................................15
Table 2: Job offer letter..................................................................................................................17

LIST OF FIGURES
Figure 1: Tesco................................................................................................................................6
Figure 2: HRM functions.................................................................................................................7

Introduction
HRM helps the organization to avoid misunderstandings and work burden binds people. By
performing this stage HRM directly helps both the organization and employees who are engaged
in the activities of Tesco. With the help of various policies and practices, decided objectives and
goals are also achieved. Apart from this, laws that are enacted by legislation and made into
implementation with the help of HRM have also been mentioned. By providing an example
relating to recruitment and selection process, Resume is explored to make understand in detail
relating to the execution of recruitments in Tesco.
TASK 1
P1 M1 D1 Purpose and functions of HRM that is applicable to workforce planning and
resourcing an organisation.
Purpose of HRM: The processing of execution of work that is performed by HRM is selecting,
recruiting, staffing, training and development of employees is taken place with directing,
delegating roles and responsibilities. To achieve the goals, objectives by meeting consumer
needs, the purpose of HRM takes place.
Individuals or employee as resources: In TESCO organization how the HR department
functions by understanding the importance of manpower planning is mentioned. To achieve the
results of TESCO organization effectively, a pool of talents are involved in activities of the
business. By these positive results are opted by organization.
Recruitment and selection: The process of recruitment and selection enable organization to
perform better by organizing cultures and style of leadership by concentrating on employment
related law loke, labour law, health and safety relating measures, etc.,
Training and development: With the help of training, unskilled employees are trained
effectively in TESCO. Training enables the organization to find out the right candidate for
process right job which brings out the effective result by increasing productivity.

HRM FUNCTIONS: With the help of HRM functions, roles and responsibilities are performed
effectively and sufficiently.
Figure 1: Tesco
 Processes of recruitment and selection: Vital function of HRM executes by selecting
the individuals from application or CVs, to bring out the tasks performances effectively.
By understanding the needs of the workplace and objective of TESCO recruitments and
selections are done on basis of skills, talents and knowledge.
 Orientation: TESCO provides orientation to recruited workers in TESCO so that they
get adjusted in the environment without hesitation and explore their jobs in a designed
manner. Focusing on goals and objectives of organization understanding the employee
needs, HR department of TESCO performs elaborately to avoid disturbances in future.
 Employee relations are managed: To perform together for a long time in any
organization including TESCO, HR considers the relationship among employer and
employee and other staff by assigning proper roles and responsibilities; positive
environment and relationship boost performances which can be seen in productivity.

Any kind of negative feedbacks, annoying terms is taken care of by the HR department to
avoid hindrances in the execution of work.
 Process of training and development: with the help of training and development,
performances are made sufficiently regarding organization and employees morale are
also gained by a boost in results of TESCO organization compared to other leading
companies. Hence, the role of HR is executed so well by understanding the importance of
workplace culture.
Figure 2: HRM functions
Functions of department of HR
Best fit approach and Best practice approach: These are the HRM strategies that are used by
the HR manager of Tesco so that they can effectively design role for every employee. Best fit
approach is based on the HRM policies development as per the business strategies followed in
Tesco. This strategy covers future activity planning, strategies to reach corporate aims and
performance objectives. The best fit approach is the assumption of best practice followed in the
organisation (Boon, 2016). This also emphasizes some contingency that fit among HR activities
and the Tesco development stage. On the other side, best practice approach mainly claims which
shows certain bundles of the HR activities that needed to achieve the competitive benefits by
Tesco. This is more effective as it suggested the best practices through which advantages can be
achieved.

Hard and soft skills: Leaders and managers of the organisation use soft and hard skills as per
their roles and responsibilities. Leaders mainly use the soft skill as they handle their team
members with calm and politeness so that they will get motivated. On the other side, hard skill is
used by the managers of Tesco to get quite strict with the employees as they believe is workload
and pressure (Noe et al, 2017). With the help of these functions and skills used by the leaders and
managers, they can fulfil the purpose of the HRM in an effective manner.
P2 M2 Strength and weakness of different approaches to recruitment and selection
The HR manager of Tesco is using various types of recruitment and selection methods for hiring
skilled and qualified employees for their retail stores. Internal and external approaches using by
the HR manager of Tesco help them to attract the existing as well as new candidates for the
vacant post. Interview and group presentation are the two selection methods that are used by
HRM manager in the final selection of the candidate (Born et al, 2018).
Recruitment approach and its strengths and weaknesses
Internal approach: Internal approach is used when the HR manager wants to hire an existing
employee for the vacant post in which they promote the current employee on the new post
internally. The three strengths of this approach are- cost effective as it not require a new
recruitment process, motivation to existing employees and boost the morale and performance of
Tesco. On the other side, weaknesses are- lack of fresh talent, internal conflicts due to inequality
and increases training requirement for the new post.
External approach: External approach is used when the HR manager of Tesco want to hire new
talent to fulfil their current post requirement (Ekwoaba et al, 2015). The three strengths of this
approach are- hire new talent, innovative ideas from fresh talented people and attract a large pool
of candidate towards Tesco. On the other side, weaknesses are- high expenses for the process,
reduces the motivation level of exiting employees and decreases the productivity of Tesco.
Selection process and its strengths and weaknesses
Interview method: Interview method is conducted by the HR manager of Tesco after short listing
the candidate. They create experts group for interview panel and conduct the interview with the
candidate. Strengths of this method are- face to face communication with candidate, transparency

and proper identification of candidate skills and abilities. Weaknesses are- time consuming, high
set up for an interview and increases the pressure on the candidate (Slavić et al, 2017).
Group presentation: HR manager of Tesco also conducts group presentation or group discussion
session for candidate selection. Strengths of this method are- comparison of one candidate with
another, testing of verbal communication and provide induction training to the candidate.
Weaknesses of this method are- time consuming, reduces the confidence of candidates and
sometimes this method may create pressure on the interview and they lose their patience or
control.
TASK 2
P3 M3 D2 Benefits of different HRM practices within TESCO to both employer and
employee.
Following are the main HRM practices that can be used by HR manager of Tesco and its
benefits to employee and employer of Tesco:
Training and development practices: HRM department of Tesco need to use training and
development process as the HRM practices because through this practice sit become easy to
overcome the lacking areas of existing employees. Training and development process mainly
focus on the lacking skills and lacking experience within the employees. By hiring the
professional’s experts for training they can enhance the skills and performance level of their
employees (Clarke and Higgs, 2016). With the help of HRM execution of work, both the
employer an employee gets benefits out of it. They help employees to focus effectively on work
by performing their assigned duties and responsibilities. Training and development practice helps
in gaining practical knowledge and encourages the employee to remain professional even if they
are less skilled or less educated.
Working flexibility at Tesco: By providing the flexibility at the workplace they can reduce the
dissatisfaction of their employees which they faced while working for Tesco. Working flexibility
cover number of working hours in a week such as- every employee should work for only 48
hours in every week. Working flexibility is required in respect of the roles and responsibilities as
per the organisational structure (Bailey and et.al, 2018). This HRM practice helps to reduce the

negative culture from the Tesco and help to maintain positive environment at the workplace. To
manage the employees are managed so well in work place by making efficient measures to
provide them a flexible place of work to explore their talents at large.
Reward system: Reward system as the HRM practices is used when an HR manager conduct
regular monitoring on the performance of their employees. On the basis of their performance,
efforts and outcomes further performance appraisal are planned by the HR manager of Tesco
(Noe et al, 2017). Salary increment, promotion, bonus, incentives, gift vouchers etc are the
monetary and non-monetary benefits that can be provided by HR manager to the employees.
With the help of the reward HRM practices, they can effectively increase the motivation level of
their level which helps to increase their efficiency level and that is beneficial for employer also.
Employees without boosting confidence cannot perform effectively towards attaining objectives.
Any kind of hesitation among new and existing employees is cleared out with the help of HR to
make the environment of TESCO hesitation free. Hence, with interacting sufficiently the roles
are well performed.
P4 Effectiveness of different HRM practices in terms of raising productivity and profit.
Below are the effective different HRM practices, in term, of profit and Productivity,
Working flexibility:
With the help of providing job or working, flexibility to the employees will boost the morale of
the employees and that motivates them to increase their efficiency level. This HRM practice
increases the confidence of employees as they can manage personal and professional time which
automatically increases their efficiency through which Tesco can increases their productive level
along with the profit ratio in this competitive time (Shields et al, 2015). This HRM practice also
reduces the conflicts and issues that are faced by the employees in TESCO either due to
inequality. HRM by maintaining a friendly environment in TESCO organization indirectly help
the consumer to meet their expectations from employees. Positive relation among all lower and
higher departments discourages differences and promotes stability. This is explored only with the
help of experienced HR staff.
Reward system:

In order to increase the profit and productivity, TESCO focus on effectively and efficiency of the
employee can be sufficiently increased with the help of providing the rewards and other benefits
to their employees. Reward HRM practice help the HR manager of Tesco to increase the
motivation level of the employees and that help to boost their performance for their professional
growth as well as for Tesco competitive benefits (Noe et al, 2017). An important role is played
by the HR department of TESCO is, they boost the confidence level of existing employees
including new recruitments. This helps in promoting motivation among all even there is a
repetition of work every day. By motivation, the performances are managed sufficiently and
reduction of mistakes and barriers exists in the organization.
Training and development:
Training and development provide the professional growth and development opportunity to the
existing employees and that increases their efficiency level. With the increased personality and
confidence level of the employees through this HRM practices will automatically increase the
production level of Tesco and that help them to increase sale along with the profit margin (Guest,
2011). For growth and development process of organization and maintain the factors much
essential. Special care is taken even if there is no increment in productivity, by performances that
are made for TESCO employees should not reduce results, comparing to previous ones.
TASK3
P5 M4 D3 Importance of employee relation, with respect to influencing HRM decision
making.
Employee relation concept
For the effective execution of work, every employee shares specific relation to co-workers in
TESCO. Without discussing ideas, thoughts and views, human beings cannot act like a machine,
mere by pushing the start button. Also, they cannot work by own without understanding the
processing of work (Chelladurai and Kerwin, 2017). In order to understand well, discussions take
place among TESCO employees. The isolated environment in the place of work may de-motivate
employees by creating negativity among them, which, impacts on results of business without fail.
Thus, it is highly demanded a positive and healthy environment and good relation among
employees whether they are senior or juniors. This helps in promoting objectives of business by
working together as a single unit towards common goal.

Importance of employee relation in Tesco
Workers of TESCO feel secured as human resource department has managed good and healthy
relation among each other. Thought it is well understood in this report, that to run organisation
decision taken by an individual is not enough. As there are different departments in organization,
which requires varies talents, skills and knowledge. To promote stability in place of work and
boost the level of confidence of employees, HR department effectively focused widely on
maintaining good relations to manage decision taken process at various levels of tasks.
To reduce the burden on single individual or employees, HR recruits various talented individuals
in different departments to avoid confusions and burden of work. To increase the productivity
through day by day execution of work, healthy relation helps by discussing specific tasks and
sharing them without taking as a burden (Beloglazov and Buyya, 2010). Roles and
responsibilities are divided in such a way by managing the work and completing it on time by
fulfilling targets that are previously set by senior departments.
Working together not only promotes happiness among employees but, the relations are
transferred to healthy which is not less than family relations. These professional family relations
encourages employees of TESCO to execute their performances more than their skills and
talents. HR department of TESCO helps employees to be regular in the organisation by
promoting a positive and friendly environment. This resulted in the reduction of absenteeism
comparing to other organization. Employees of TESCO do not take frequent leaves and start
enjoying their work.
The promoted relations and trusts among employees reduced conflicts and misunderstandings
that can be proved by judging the results from the past five years (Harzing and Pinnington,
2010). Trusts among colleagues helped them in fulfilling work and performing on time without
any disruptions.
Employee relationship influence the HRM decision making
HR of TESCO promoted positive relation among employees in such a way, that they trust each
other relating to any kind of performing professional work (Briscoe, Tarique and Schuler, 2012).
There is an absence of hesitation which helped employees to achieve the goals and objectives of
the organisation without any disruptions (Caldwell and Caldwell, 2016). This factor of trusts and