Analysis of HRM Practices and Their Impact on Tesco

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Human Resource Management

TABLE OF CONTENTS
Introduction......................................................................................................................................1
Activity 1.........................................................................................................................................2
An explanation of the purpose and the functions of HRM applicable to workforce planning
and resourcing an organization, you should assess how the functions of HRM provide talent
and skills appropriate to fulfil business objectives......................................................................2
An explanation and evaluation on the strengths and weaknesses of different approaches to
recruitment and selection.............................................................................................................4
Activity 2.........................................................................................................................................6
An explanation of the benefits of different HRM practices within an organization for both the
employer and the employee.........................................................................................................6
An evaluation of the effectiveness of different HRM practices in terms of raising
organizational profit and productivity leading to an exploration of the different methods used
in HRM practices; providing specific examples to support evaluation within an organizational
context..........................................................................................................................................8
A critical evaluation of HRM practices and application within an organizational context, using
a range of specific examples........................................................................................................9
Activity 3.......................................................................................................................................10
Analysis of the importance of employee relations in respect to influencing HRM decision-
making and further identify the key elements of employment legislation and the impact it has
upon HRM decision- making.....................................................................................................10
Evaluation of the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organizational context................................................12
Critical evaluation of employee relations and the application of HRM practices that inform
and influence decision-making in an organizational context....................................................13
Application of HRM practices in a work-related context, using specific examples provide a
rationale for the application of specific HRM practices in a work-related context...................15

Conclusion.....................................................................................................................................17
References......................................................................................................................................18

LIST OF FIGURES
Figure 1: HRM functions.................................................................................................................2
Figure 2: Recruitment and selection process of each organization.................................................4
Figure 3: Good employee relations components...........................................................................10
Figure 4: Employee Engagement...................................................................................................13

LIST OF TABLES
Table 1: Job description for HR manager position in Tesco.........................................................15
Table 2: Person specification of HR manager in Tesco................................................................16

Introduction
The human resource management is the function which is used in many organizations that are
used to improve an employee potential to achieve the objectives and goals potentially. In recent
times the personal management or interactive is used to control an employee that is considered as
the theory in order to control an organizational employee. In the report, the Tesco case study will
be chosen, which is a large supermarket chain located mainly in the UK and is having many
stored worldwide. The HRM also brought the revolutionary changes along with new policies and
procedures to gain the goals of the organization, so it is easy to gain maximum employee
satisfaction. The HRM is an important organizational part nowadays that provides effective
people control and also improves in the performances and outcomes.
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Activity 1
An explanation of the purpose and the functions of HRM applicable to workforce planning and
resourcing an organization, you should assess how the functions of HRM provide talent and
skills appropriate to fulfil business objectives.
Tesco is the largest retailers in the world, and their HRM has essential roles to hire skilled and
qualified human resource in terms of achieving reliable organizational goals. In Tesco HRM
main purpose is to offer enough benefits to an organization through controlling as well as
managing the human resource performances. In Tesco HRM department also perform the various
practices and functions in terms of providing the talents and skills to meet with organizational set
objectives and aims through utilizing the optimum human resource efforts and skills (DeCenzo et
al., 2016). The HRM will meet with the requirements of the human resource through appointing
and attracting the talented and skilled candidate towards an organization. In Tesco HRM role is
not at an end with attracting skills and talents towards an organization but as well as also perform
the various functions and practices in terms of improving and enhancing the fresh and skilled
employees’ talents and skills which helps in achieving the task effectively.
HRM also has a wider scope because this is limited only so HR resourcing and planning the
talented and skilled candidate to an organization but as well as also protecting physical and the
mental potential of an organization.
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Figure 1: HRM functions
(Source: http://ifeel.edu.in, 2019)
Integration: It is the HRM functions which are related to balancing the strong relationship
between the employees and the managers. Tesco HR manager will focus mainly on making good
industrial relations with the different organizations as well. At Tesco, the HRM will establish the
various programmer applications to fair activities and industrial relations.
Performance management: At Tesco, the HR managers will ensure that an employee is
encouraged in achieving organizational goals and aims (Bratton and Gold, 2017). Also, they use
the various approaches of motivational to access employee performance, such as rewards system,
incentives, promotions, and bonus. To compensating an employee is not done only by
appreciating their performances but also motivate them to improvise and work ore harder in
terms of achieving the future Tesco targets as well.
Effective leadership: This is not as easy for each person to hold the qualities of leadership
effectively. At Tesco, the HR team will direct and instructs the employees effectively towards an
organizational set aims and objectives. Almost they are focusing on redirecting the goals of the
HR from the transactional to the strategies that assure an effective, innovative path and also
forwards the thinking of the business ideas.
Training and development: For the organizational success, this depends mainly on the
qualified man force which they hire. Also, the employees of the business must be developed and
trained timely. Tesco Plc will also give the proper training and development session to their
employees to improve in their performances (Berman, et al., 2019). And also they conduct the
various programmed of development at its premises to make its employees more updated and
developed.
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An explanation and evaluation on the strengths and weaknesses of different approaches to
recruitment and selection
Based on the recruitment, this is defined as a process of determining that an organization is
required for the new employee. The organization advertises the vacancies in the various
methods. Recruiting process is depending on the available job in an organization. Apart from his
in the selection process, this involves selecting the best candidate from the applicant through
using the job description and job specifications. An essential part of this process is the screening
of the candidate. It must ensure that those people who are selected must be matched with all the
requirements of the job. Each candidate CV initially summarizes the job experiences and
education of the candidate that must be caustically looked by Tesco human resource (Stewart and
Brown, 2019). This will give several tasks to the candidate that includes the team working,
problem-solving etc. Such exercise will help an applicant in terms of dealing with various
problems existing at workplaces.
Figure 2: Recruitment and selection process of each organization
(Source: hrmpractice.com, 2019)
Strength and weakness of selection and recruitment methods in Tesco
In respect to the process of recruitment, the Tesco try to determine the cost-effective way of
attracting the individual. Moreover, this is not as much as cheap in advertising on magazines and
television; it is essential in terms of getting the right people for suitable vacancies. Also, this is
easy for the candidate in terms of seeking the available jobs as well as also has a simple
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application process throughout the website of the Tesco. While apart from these weaknesses is
also there as the candidate number is limited in the organization. Owning to an already is called
about weakness and strength of the applicant, the Tesco did not have the innovative ideas and
opinions from the outside. Additionally, another vacancy also creates that is needed to get filled.
In external recruitment on another hand, this is expensive more because it is a long process and
advertising. The process of selection cannot be as much enough effective in terms of finding the
right candidate for a specific job in an organization (Wilton, 2016).
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Activity 2
An explanation of the benefits of different HRM practices within an organization for both the
employer and the employee.
The HRM is used mainly by employees and employers both in Tesco, which helps in controlling
the organizational activities as well as also helps in improving the performances of the
organization. As without improper coordination between employers and employees with the
employee of HRM, then they can be dissatisfied, and at the same time, employers can face
trouble to control them.
Developing employees: The practice of HRM will satisfy Tesco employees as well as also
motivate them in terms of adding organizational intellectual property values. The competitive
benefits are enhanced through employee’s skills and knowledge. Tesco can also make HRM as
effective capital, which helps an employee to get, improve their knowledge (Theurer et al.,
2018).
Motivating positive behavior: Tesco will provide favorable benefits and positive environment at
the workplace for its employees by motivating them, appropriate HRM practices in terms of
becoming more productive. Also, the culture opposite side can lead an employee’s towards
dissatisfaction. The Tesco but maintains an organizational culture as well as also conform to
employment laws and standard.
Retaining trained employees: Tesco will also provide racy flexibility and access in the benefits
of the employees. So its employees may have trained staff. Through this, the organization can
manage the problems and avail the suitable solutions for all the problems.
Building the flexible workplace: The HRM practice of Tesco will reflect various changes at
different locations at the workplace. The current organization workers are expecting different
situations as compared to the past. The workers today’s is more diversified and talented. So for
this Tesco, has to maintain the flexible working conditions for their employees. They can provide
a flexible environment by including the work assignment, flexible work environment design,
work locations, work team composition, appropriate communication methods etc.
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Improving performance management system: Tesco HRM will help the employee to encourage
them in terms of enhancing the overall performances and productivity. This will also help them
in maintaining alignment among employees and employers (Guest, 2017). The organization,
performance management system, will help them in rewarding and recognizing suitable
employees in an organization.
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