Human Resource Management Practices at Tesco: A Comprehensive Analysis

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HUMAN RESOURCE MANAGEMENT
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TABLE OF CONTENTS
INTRODUCTION............................................................................................................................. 3
LO1.................................................................................................................................................4
EXPLANATION OF THE HRM PURPOSE FUNCTIONS AND RESOURCES THAT ARE REQUIRED IN
WORKFORCE PLANNING OF ORGANIZATION.............................................................................4
WEAKNESSES AND STRENGTHS of VARIOUS RECRUITMENT APPROACHES...............................6
LO2.................................................................................................................................................7
EXPLAINING THE DIFFERENT HRM PRACTICES AND THEIR BENEFITS FOR THE BOTH EMPLOYEE
AND EMPLOYER IN CONTEXT TO TESCO....................................................................................7
EVALUATING VARIOUS HR PRACTICES EFFECTIVENESS AND HOW THEY HELP IN INCREASING
PROFITS AND PRODUCTIVITY AT TESCO....................................................................................9
EXPLORING DIFFERENT METHOD AT TESCO THAT ARE USED AS THE HRM PRACTICES...........11
LO3............................................................................................................................................... 13
ANALYZING THE SIGNIFICANCE OF THE EMPLOYEE RETENTION THAT INFLUENCES THE
DECISION-MAKING PROCESS OF HRM AT TESCO.....................................................................13
IDENTIFYING MAIN ELEMENTS OF LEGISLATION OF EMPLOYEES AND WHAT IS THE IMPACT
OF IT ON THE DECISION-MAKING PROCESS IN HRM DEPARTMENT........................................15
IDENTIFICATION OF THE MAJOR ASPECTS OF THE EMPLOYMENT LEGISLATIONS AND THE
RELATIONS OF EMPLOYEES......................................................................................................17
LO4............................................................................................................................................... 19
JOB SPECIFICATIONS................................................................................................................ 19
CV............................................................................................................................................. 21
NOTES USED FOR INTERVIEW..................................................................................................22
JOB OFFER................................................................................................................................23
PROVIDING RATIONALE FOR THE HRM SPECIFIC APPLICATIONS.............................................24
CONCLUSION............................................................................................................................... 25
REFERENCES.................................................................................................................................26
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INTRODUCTION
The area of Human Resource management is known as the very import part of the organization
because with the help of this department organization is able to manage all the activities that
have to be done in business. The assignment will give importance to the different aspect of
human resource management and help in understanding the organization's functions. The
report will also discuss various responsibilities and roles of Human Resource functions. Along
with these various methods of the workforce planning will also be discussed that will help in
describing the employee’s relation and their engagement in work and how these areas are
imported in the functioning of the business.
The chosen in this assignment is Tesco, which is known as the large multinational company that
deals in general commodities and all the grocery items. The company’s headquarters are
situated in Hertfordshire, England. The company serves many products to its customers and
these are supermarkets, superstores, and hypermarket and conveniences shop. The main
persons in the company are Dave Lewis and John Allan and the company’s founder is Jack
Cohen. TESCO is the industry that deals in the retail sector and the employees of the company
are putting their efforts into satisfying the customers and their needs.
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LO1
EXPLANATION OF THE HRM PURPOSE FUNCTIONS AND RESOURCES THAT ARE
REQUIRED IN WORKFORCE PLANNING OF ORGANIZATION
In every organization workforce planning is the significant area of the Human resource
department; therefore it is the responsibility of the HR department to fulfil the needs and
requirements that will help in the effective management of the workforce planning method.
Human resource management can be defined as the area in which employees are acquired,
attained, and provi9ded training so that they work effectively and ensure that all the health and
safety requirements at the organization must be fulfilled.
Functions of Human Resource management are the tactical tools and metrics that help in
providing guidance to the human resource department of the company in order to achieve the
organizational goals and targets of the company.
The Purpose of the HRM at Tesco is that they have to observe the whole staff and distribute all
the activities and tasks according to their skills and abilities so as to ensure that all the resource
are deployed to them effectively. Tesco purpose also includes the selection and the recruitment
of the employees that helps in meeting the customer's requirements and needs and
organization will achieve their business goals.
There different levels of Purpose at TESCO and these are explained hereunder:
INDIVIDUAL LEVEL
The HRM team at TESCO is paying attention to the promotion activities of the employee’s job
opportunities that can help in maintaining and building an effective team (Shipton et al., 2017).
SOCIETAL LEVEL
The purpose of the company TESCO at this level is that they have to serve to the benefits of the
society and to remove or minimize the rate of unemployment and supporting the society by
proving the opportunity for the better jobs (Shipton et al., 2017).
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NATIONAL LEVEL
At the national level the purpose of the company is to ensure that all the resource of the
country must be used optimally and effectively so that it can help in better productivity and can
increase the nation’s overall performance.
The functions of TESCO are concerned with many activities and those activities are the major
responsibilities of the human resource department (Shipton et al., 2017).
Here are the explanations of the various functions of the HRM in TESCO that are useful for
workforce planning and also help in utilizing the resources of the organization effectively.
Advisory functions
The role of the manager in this function is the acting as the consultant that provides many
information and essential advice to the employees and all the members of staff at TESCO. These
functions help the employees in achieving the goals of the organization (Shipton et al., 2017).
Managerial functions
All the managerial functions at TESCO include the process of organizing, planning, directing and
controlling all the operations that will help in the smooth functioning of the business
organization operations (Shipton et al., 2017). This will also help in the establishment of
effective activities that will help in achieving the goals of the business.
Operative functions
For maintaining the stability at TESCO, the various HR functions are specifically detailed such as
training and development, acquisition, remuneration, industrial relations and working
conditions that will help in the effective working of all the business operations (Shipton et al.,
2017).
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WEAKNESSES AND STRENGTHS of VARIOUS RECRUITMENT APPROACHES
At TESCO there are two types of approaches that are being followed and these are internal and
external.
In the internal process the employees are selected from within the organization for the
fulfilment of job position and in external recruitment process employees are selected from the
outside organization so that employer can bring the competent person in the organization for
achieving goals and objectives (Bandali et al., 2017).
Strengths and weaknesses of the external, as well as internal recruitments process, are:
STRENGTHS:
 A lot of time is saved through the internal process
 All the expenses in outside advertisements are excluded from the internal process
 For bringing innovations and new ideas, the external process helps in bringing
competent persons to the organization (Bandali et al., 2017)
 Through the external process, all the job responsibilities can be achieved successfully as
new employees are motivated towards their work
WEAKNESSES:
 The internal process usually puts a limit for bringing new creative persons
 Training cost has to be beard by the organization in an internal process which can be
used for new employees (Bandali et al., 2017)
 External recruitment process includes the cost of induction
 Recruiting persons from outside will incur huge extra costs
At TESCO other recruitments processes are also be followed in which there are agencies of
employment and outsourcing (Bandali et al., 2017). With the help of agencies, all the
employees can be selected for the job role those who get their registration done, all the chief
persons in the agencies are provided commission for which the employees are registered with
them. In the outsourcing, process employees are recruited from the outside nations and they
are brought to the home country so that all the skills and competencies of that person can be
used for achieving all the organizational goals (Bandali et al., 2017).
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LO2
EXPLAINING THE DIFFERENT HRM PRACTICES AND THEIR BENEFITS FOR THE
BOTH EMPLOYEE AND EMPLOYER IN CONTEXT TO TESCO
Various HRM practices are also promoted at TESCO which helps employees in the long run and
the management of their activities. These activities are discussed hereunder:
FLEXIBLE WORKFORCE MANAGEMENT
Great experiences are provided to employees at TESCO by providing them with the facility of
flexible hours for working. This method helps employees to grab other opportunities available
in the organization and they can also manage their teams and their activities and can control
the whole functioning effectively. The employee’s also having the option to choose the best
shift of working hours that suits them (Vanhala and Ritala, 2016).
PERFORMANCE MANAGEMENT
The performance management at TESCO helps in providing motivation to employees and
monitoring the system of feedback (Shields et al., 2015). This system helps the employer to get
a detailed report of the activities performed by employees and also helps in providing them
benefits and rewards for their better performance and punishments for the poor performance
of employees.
EFFECTIVE COMMUNICATION
The effective communication method is also maintained and managed at TESCO that helps
employees for increasing productivity. Employers at organization ensure that employees do not
feel shy in expressing their views and thoughts and thus this will help in analysing the impact of
the various business operations (Milliman and Clair, 2017). Process of effective communication
at an organization is maintained through conducting activities which involve equal participation
of all, conducting seminars etc. refined communication helps an employer in getting creative
ideas and valuable suggestions that can have an impact on the functioning of operations of the
business. Employees at TESCO are also given rights for joining trade unions that help both
employee and employer (Milliman and Clair, 2017).
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BENEFITS & REWARDS
For increasing employee’s motivation and their morale the company TESCO offers many
benefits and rewards which are usually higher than the minimum or regular salary provided to
employees in other organizations (O’Donovan, 2019). Rewards and benefits are the most
effective tool for improving productivity and performance and this also helps in retaining highly
skilled and talented employees at an organization.
TRAINING & DEVELOPMENT
TESCO conducts many training and development programs on a regular basis so that
organizational needs and requirements can be fulfilled by employees. T&D also helps in
increasing the abilities and skills of employees and also helps in boosting their morale
(Kadiresan et al., 2015).
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EVALUATING VARIOUS HR PRACTICES EFFECTIVENESS AND HOW THEY HELP
IN INCREASING PROFITS AND PRODUCTIVITY AT TESCO
For checking the effectiveness of the various activities that are performed in HRM it is essential
that they are evaluated and thus they will help increase productivity and profitability at the
organization.
The employee effectiveness at an organization can be evaluated as the increase in profit,
reduction in the cost, increasing motivation of employees, productivity etc.
PERFORMANCE MANAGEMENT EFFECTIVENESS
The effectiveness of the performance management at TESCO is that it helps in increasing the
level of morale among employees and that helps in increasing productivity at the workplace.
Performance management mainly focuses on finding out which factors are lacking and how
they can work in improving those factors. This is how the effectiveness of management of
performance is measured at the organization (Shields et al., 2015).
WORKING OPTIONS EFFECTIVENESS
Employees at TESCO has the option to choose working hours which are flexible to them, this
helps in maintaining the positive environment of work at the workplace (Vanhala and Ritala,
2016). Through choosing the flexible working hour’s employees to contribute more because
they are working according to their flexibility and they are motivated towards work by adopting
time according to their comfort. Employees show their dedication towards work and the
organization gets the best returns for that.
TRAINING & DEVELOPMENT EFFECTIVENESS
Providing training and development to employees helps the organization in reducing the extra
ideal time that is wasted in the process (Kadiresan et al., 2015). Employees also get to learn
many new abilities and skills that are very important for their growth and improvement of
organizational productivity. T&D also helps employees to gain knowledge and thus in this
manner, this approach is effective at TESCO (Milliman and Clair, 2017).
REWARD SYSTEM EFFECTIVENESS
The major problem at the organization is that employee’s retention rate is decreasing and the
method of rewards and benefits helps employees in retaining employees at TESCO (O’Donovan,
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2019). Increased employee retention rate helps in increasing productivity and increasing brand
value at the marketplace. Through benefits and rewards awarded to employees, they keep
themselves motivated towards work and helps in increasing organizational performance
(O’Donovan, 2019).
Thus through the above discussion, this can be concluded that all the methods applied at the
organization are effective enough in increasing organizational performance and productivity.
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EXPLORING DIFFERENT METHOD AT TESCO THAT ARE USED AS THE HRM
PRACTICES
The main aim of the TESCO is to satisfy their customers with the best strategies and approaches
and thus for providing benefits to employee and employer there are special HRM practices and
these are managing reward system and the method of Training and development.
Training and development
The training that is provided at TESCO includes various benefits to employee as well as
employer and these are explained here (Meijerink et al., 2016). There are mainly two types of
training that are provided to the employee & employer for their benefits and these are such as
On-The-Job Training and Off-The-Job Training.
The method on the job training can be explained in the organization as; employees are trained
while they are performing their job and duties. This type of training is provided to employees in
various forms coaching, job-rotation and mentoring etc (Meijerink et al., 2016). This method is
usually conducted by the employer as they provide training and guidance as to how to perform
the task and then they inspire to complete that task. This method helps the organization in
many ways; this helps in increasing productivity and also helps in the improvement of the
communication between the superior and subordinates of the organization.
At TESCO this method is very beneficial because planning and team building activities are
performed in an effective manner and employees get all the required skills and competencies
that will help in their growth (Meijerink et al., 2016).
The other method that is followed at TESCO is off the job training method, which includes
various offline sessions for employees in which they are especially given training about the
work and all the tasks and activities. This method also includes workshops and seminars and
employees are given various online stuff that helps in increasing their knowledge and skills and
helps in better performance. Off the job training is usually provided to new employees at the
organization (Meijerink et al., 2016).
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Reward management system
The major benefit of the Reward management system is that employer gets the benefit of the
competitive advantage in the business because their employees are better than other
organization and for that, they are benefits and rewards (Noev et al., 2017). This also has
another benefit to the organization as other competent employees from outside organization
get attracted towards the organization. The various aspects that are included in the reward
system of TESCO are
Different types of bonuses, leaves, higher pay, holidays etc. both the types of rewards are
provided to employees at TESCO these are non-financials as well as financial according to the
needs & requirements of the employees to help them in attaining their organizational goals an
objectives (Noev et al., 2017).
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