Analyzing HRM Practices at TESCO: Recruitment to Profitability

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at TESCO, a British multinational retailer. It begins by outlining the purpose and functions of HRM, emphasizing its role in maximizing productivity and performance through effective workforce management. The report then examines the strengths and weaknesses of different recruitment and selection approaches used by TESCO, including internal and external recruitment, as well as interview and assessment tests. Furthermore, it describes the benefits of various HRM practices, such as training and development programs and performance-based rewards, for both the employer and employees. The effectiveness of these practices in raising organizational profit and productivity is evaluated. The report also analyzes the importance of employee relations in influencing HRM decision-making and discusses the key elements of employment legislation and their impact on HRM decisions. Finally, the report illustrates the application of HRM practices in a work-related context within TESCO. Desklib offers a range of solved assignments and study tools for students.

Unit 3- Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
LO 1.................................................................................................................................................3
P1) Purpose and function of HRM..............................................................................................3
P2) Strengths and weakness of different approaches to recruitment and selection ...................4
LO2 .................................................................................................................................................7
P3) Benefits of different HRM practices within an organisation for both the employer and
employee. ...................................................................................................................................7
P4) Evaluation of effectiveness of different HRM practices in terms of raising organisational
profit and productivity................................................................................................................8
LO 3.................................................................................................................................................9
P5)Analysis of importance of employee relations in respect of influencing HRM decision
making. .......................................................................................................................................9
P6) Key elements of employment legislation and the impact it has upon HRM decision
making.......................................................................................................................................10
LO 4.................................................................................................................................................1
P7. Application of HRM practices in a work-related context.....................................................1
CONCLUSION ...............................................................................................................................3
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management is a complex process that includes various activities
starting from recruitment and selection of talented employees and also consists providing
orientation, imparting regular training and development along with appraising the performance
of employees, deciding compensation and also includes motivating employees through providing
extra benefits and maintaining a proper relationship employees through ensuring their safety,
welfare and other health measures (Smith, 2019). The organisation selected for this assignment is
TESCO which is a famous British multinational groceries and general merchandise retailer
headquartered in England, UK. This report includes an explanation about purpose and functions
of HRM together with strengths and weakness of different approaches to recruitment and
selection. Beside this, description about benefits of HRM practises for both employer and
employees along with effectiveness of different HRM practices in raising organisational profit
and productivity is also consists in this report. Further, analysis of internal and external factors
that affect HRM decision making including employment legislation is also form a part of this
assignment. Finally, an illustration about the application of HRM practices in a work-related
context is also provided in this assignment.
LO 1
P1) Purpose and function of HRM
Human resources is the greatest strength and most valuable assets of an organisation on
which the efficiency and performance of an organisation depends. HRM is considered as an
important functions of an organisation as it lead to effective management of employees started
from their recruitment till maintaining effective relationship and enhancing their skills and
talents for better productivity and success of organisation (Brudno and Kochenderfer, 2019).
TESCO Plc is a British retailer providing a range of groceries as well as thousands of
products through its stores and online facility across various parts of world that includes many
regions of UK, Ireland, Hungary, Thailand, Japan, China and many other. It is also among one of
the biggest private sector employer of IK and having more than 360000 employees across the
world. Thus, being an multinational organisation it become necessary for TESCO to have an
effective workforce which is capable of interacting with customers effectively and lead to
success of organisation. Therefore, the main purpose of HRM within the TESCO plc is to

maximize the productivity and performance of an organisation through optimizing the
effectiveness of its workforce. Apart form this a large number of operative, managerial and
procurement functions are being performed by the HRM of an organisation, some of the main
functions performed by HRM of TESCO plc are as follows:
Recruitment and selection- It includes a process of attracting, evaluating and selecting
most talented and qualified individual for a vacant job. The main purpose of recruitment and
selection process is to keep a balance between supply and demand of staff and hiring most
potential and skilled employees for meeting organisational goal (Han and Hong, 2019) . In
TESCO plc, a proper staffing plan is prepared by HRM to timely analysis the vacant position in
the organisation and to ensure selection and procurement of most suitable candidate as per the
criteria and needs of vacant job to have an effective workforce planning to meet the
organisational objectives on time.
Orientations and good working conditions- Orientation is basically associated with
introducing new employees and making them comfortable with the working environment and
conditions of an organisation. The main purpose behind orientation function is to yield a mental
peace to employees and make them comfortable at its job which provide internal motivation to
work effectively. In TESCO plc a complete description about job role and various responsibility
is provided to employees to clary its job related duties and a positive and healthy workplace
atmosphere is also provided to enhance the performance and efficiency of manpower.
Training and development- It is one of the most important function of HRM that
emphasis on increasing and improving the skills and capabilities of employees through providing
timely training and other development program (Thurston, 2019). The main purpose of this
function is to enhance the knowledge and skills of employees with the aim of making them more
confident and productive to achieve the organisational gaol on time. In TESCO plc a continuous
training and development programme are provided to employees to sharpen their skills and
enhance their knowledge about randomly changing technology. The main purpose of TESCO
behind providing this training is to get more competitive strength in the market through a more
capable and competent workforce.
P2) Strengths and weakness of different approaches to recruitment and selection
TESCO is working around 12 countries of world that includes UK, Ireland, Hungary,
Thailand, Japan, China and many other thus, as the company is growing it needs to recruit and

select most suitable and talented employees for achievement of organisational goals. A
description about the strengths and weakness of various recruitment and selection process opted
by TESCO are provided below:
Recruitment- It is a process of attracting qualified individuals and applicant for a vacant
job and yield a pool of talented candidates for a particular job. The two type of recruitment
process seen in TESCO plc are as follows:
Internal approach- It involves a process of filling vacant position from the exiting staff
of the organisation by the means if promotion, transfer and converting temporary employees into
permanent one (Zadeh and Ghahremani, 2019). Use of internal recruitment is made by TESCO
as it is less costly and improve loyalty of employees. The strengths and weakness of internal
recruitment are as follows:
Strengths Weaknesses
It is cost effective as money required for
external advertising and orientation of
individuals is eliminated.
It lead to lack of diversity and flow of new
blood in organisation as new candidates are not
recruited.
Facilitates a positive motivation in existing
staff to work more efficiently to have a
promotion in future.
It may give rise to conflicts in the organisation
as lead to creation of internal competition
among the workforce.
External approach- This method of recruitment includes hiring new candidates from a
wider section of individuals through making use of advertising, interview, collage campus, job
fairs, etc (XU and GAO, 2019). TESCO is a multinational organisation thus, it become necessary
to hire employees through external recruitment process as it provide a large pool of skilled and
talented candidates. The advantages and disadvantage of external recruitment are as follows:
Strengths Weaknesses
this method of recruitment provide a wider
pool of candidates to select more qualified
individual.
It is costly process as expenses made on
advertising and other factors of external
recruitment quite high.
It also enhance the competitive strength of
organisation through providing new and more
It may hamper the moral of existing employees
as proper growth opportunity is not provided

creative and innovative employees. to them.
Selection- It is process of choosing or selecting best applicant for a job on the basis of
proper analysis and evaluation of an individuals skills and qualification on the basis of vacant job
(Yıldırım, Başar and Uğurlu, 2019). The various selection method used by TESCO for choosing
a well qualified and skilled candidates for vacant job are as follows:
Interview- It is basically an oral test which is designed by the HRM manger of TESCO
to predict and evaluate qualification and skills of an applicant. The strengths and weakness of
interview process are as follows:
Strengths Weaknesses
It is one of the most flexible method of
selection as the interview questions can be
modified easily to have better evaluation of
candidate.
It is difficult to provide a validation of
interview process as no written proof is
available thus, it viability can be challenged in
future.
This method of selection also provide a check
on interpersonal skills, behaviours and
communication skills of an applicant.
It also a lengthy and time consuming process
of selection.
Assessment test-In this method of selection, basically a written test including the
concepts of Maths, English and general intelligence is conducted by TESCO to check and
evaluate the qualification and knowledge level of an applicant.
Strengths Weaknesses
It reduce the chances of biasness from
selection process as it is based on marks
scored in written exam (Hurd and et. al.,
2019).
It may encourage the guessing work if test
conducted includes the multiple choice questions.
It is relatively cost effective as compared
with other method of selection.
It is not possible to include all material and
relevant aspects of skills in a single exam thus,
limit the check over qualification and skills of

applicant.
LO2
P3) Benefits of different HRM practices within an organisation for both the employer and
employee.
HRM practices mainly includes the various ways that are used by mangers of an
organisation to attract and retain its talented and skilled employees. The various HRM practices
that are adopted by organisation like TESCO consists proper training and development
programmes, flexible working hours, incentives and other perks and rewards, etc. with the aim of
reducing employee turnover through motivating them and improving their skills to have better
competitive advantages (Veth and et. al., 2019). The various HRM practises and their benefits
for both employer and employees are as follows:
Training and development- It is a regular HRM practice that aim at enhancing and
developing new skills and competences in employees. Training is basically an educational
process that emphasize and involves sharpening and developing better skills, changing attitudes
and gaining more knowledge with the aim of enhancing performance and productivity of
employees (Pimentel and Perkins, 2019). Development is mainly concerned with the striving of
building better capacity to achieve and sustain a desired state of productivity and skills in
employees. The benefits of training and development practice from point of view of both
employees and employer of TESCO are provided below:
Employer Employee
Ensure an effective workforces planning hat
consists of highly talented and well skilled
employees to meet the organisational objective
on time and also provide competitive
advantage in business environment.
Provide an opportunity to develop and learn
new skills and talent that will improve their
performance and efficiency.
It become easy for employer to coordinate and
guide a well educated and trained employees
thus, improve the overall productivity and
performance of organisation as employees are
Enhance the level of confidence and
competences to meet and cope up with tough
situation and challenges in a better way.

having good knowledge about their jobs and
responsibilities.
Rewards and perks on the basis of fair evaluation system- It is system that is used to
monitor and check the performance and efficiency level of all employee's (Howorth, 2019).
HRM practices of TESCO includes providing timely rewards and perks to employees on the
basis of their performance, the advantages of which for both employer and employees are as
follows:
Employer Employee
It provide an efficient way to employer to
check and monitor the performance of
employees that facilitates better control over
quality and efficiency level of workforce thus,
lead to increase in productivity of
organisation.
Provides an internal motivation to employees
to work more efficiently to earn and get better
incentives and perks.
P4) Evaluation of effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
The various HRM practises conducted by TESCO organisation includes timely training
and development programme together with a performance management and monitoring policy
that includes of a fair evaluation system to provide extra reward and perks to employees as per
their performance level. These HRM practices plays a crucial role in improving and enhancing
the productivity and efficiency of organisation thus, yield better profits (Lal, 2019). Timely
training and continuous development programmes enhance and sharpen the skills and
capabilities of employees of TESCO and make them more talented and competent which lead to
an enhancement in their performance and efficiency level. Thus, these efficient and highly
talented employees lead to increase in the overall productivity and sales revenue of TESCO i.e.
HRM practises of providing training and development lead to rise in organisational profit and
productivity through more optimize and talented workforce. Beside this, training and

development practices also enhance the creativity and innovation level of employees thus,
provide better competitive strength and brand positioning to organisation in the business market.
The HRM policy of performance management and monitoring through fair evaluation
system yield a better control and check on performance and efficiency level of employees thus,
provide a better way to evaluate the deficiency and unproductive employees so that timely
training can be provided to them to improve their productivity level. Beside this, a check on
performance level and timely rewards and perks on the basis of efficiency level creates an
internal motivation in employees to work hard and improve their performance for earning better
incentives and rewards (Grech, Horberry and Koester, 2019). Thus, policy of providing rewards
and perks on the basis of performance improve moral of employees and make them more
efficient and productive thus, lead to rise in overall performance and profitability level of
organisation.
LO 3
P5)Analysis of importance of employee relations in respect of influencing HRM decision
making.
Employees are the greatest strength of an organisation that plays a vital role in success
and effective performance of an organisation thus, effective relation and employee engagement
polices are necessary to keep the employees happy and motivated towards their work. Employees
engagement basically shows the level of commitment and involvement of an employees towards
their organisations and its value. Effective employees engagement and relationship is necessary
and important to reduce the employees turnover and retain and maintain its most talented, skilled
and experienced employees for a long period of time in order to have better efficiency and
productivity (Kaufman, 2020). Employee relationship and engagement programmes lead an
influence on HRM decision making as it emphasis on formulation and implementation of
strategies that provide better interaction between employees and mangers together with relevant
amount of freedom in their work to motivate and retain them for a longer period of time.
The influence created by employee relation on HRM decision making includes better
communication channels that offer proper participation and involvement of employees in
decision making which improve the moral of employees ad motivates them to perform more
effectively. This employee engagement policy is also useful for TESCO as it enhance the level of

creativity and innovation through better decision making that includes perceptive of all
employees (Kerzner, 2019). Beside this flexible working practises can also be adopted by
TESCO that includes part time and compressed working hours, self rostering , shift swapping,
etc. Flexible working practises lead to better job satisfaction, increased work-life balance of
employee, reduce stress and many other advantages thus, lead to better employee relation and
engagement (Flexible working practices, 2020). Adoption of Flexible working practises are also
useful for TESCO and lead to positive influence on decision making through retaining its most
qualified employees and reduce absenteeism and also facilitates higher level of productivity.
P6) Key elements of employment legislation and the impact it has upon HRM decision making.
Their are various employment legislation and acts that are made with for the purpose of
providing a better and safe workplace environment to employees thus, lead to significant impact
on HRM decisions and policies of an organisation. The various legislation, provisions and key
elements of which should be accomplished by TESCO and their impacts on HRM decision
making are provided below:
Health and safety Act, 1974- This is an act formulated by parliament of UK that provides
a fundamental structure of authority for encouraging effective enforcement of workplace health,
safety and welfare within all the organisation of UK (Zadeh and Ghahremani, 2019). This act,
basically defines the safety measures and other health and welfare parameters that includes
information regarding various aspects like minimum number of medical leaves, various safety
measures, etc. Thus, it created an impact on decision making and strategies of TESCO
organisation as its policies and employment agreement must be based on the key elements of
Health and safety Act 1974. Beside this, it also become necessary for TESCO to provide a safe
and secure working environment to its employees.
Equality act, 2010- This act was formulated with the aim of eliminating various kinds
discrimination from the working environment of an organisation. According to provisions and
key elements of Equality act 2010, any act of discrimination of biasness on the basis of sex, age,
religion, cultural background, gender, etc. are offensive and strict action will be taken against
those who are involved in such activities. Thus, this act has lade to significant impact on HRM
practises and decision making of TESCO as any kind of discrimination while recruitment and
selection process is offensive and call for a legal action (XU and GAO, 2019). Beside this, steps
and effective polices and decisions should also be required to maintain and effectively manage

equality and diversity at its workplace for betterment of organisation through providing a
positive and healthy environment for employees.

LO 4
P7. Application of HRM practices in a work-related context.
Job Specifications
Job details
Post: HR manager
Company: Organisation
Job Purpose: Administration of an organisation is finding HR manager who have capabilities
to communicate with people and able to manage each situation of management. Along with HR
manager should have effective working skills towards motivates employees and conflict
management.
Roles & Responsibilities:
 Able to coordinate HR projects such as grooming, surveys and meetings.
 Able to maintain complaints and resentment process.
Requirements:
 Overall knowledge about HR functions and database.
 Effective presentation and communication skills.
A CV for particular job position
Curriculum Vitae
Personal Description
Name: Peter Martin
Address: Oxford London street UK.
Contact No: 044-222-1014
Email ID: [e-mail]
Career objectives: To improve my capabilities as well as to produce best outcome for personal
and professional growth.
Qualifications:
Master of business administration within HRM from well known university.
Experience:
 2 year experience as a HR executive into the famous organisation of United Kingdom.

Function and Duty:Develop appropriate plans, regulations and policies. Provide
effective training sessions to employees further improving and enhance their overall
skills and knowledge.
Knowledgable Areas:
Effective knowledge towards MS word and Excel.
Personal Information:
DOB: 17 March 1995
Language: French and English
Hobbies: Singing and Horse riding
A job offer
Mr. John Ronaldo
Oxford London Street, UK
Dear Mr. Peter Martin
We are glad to tell you that you have got selected to work for TESCO as a HR manager.
Job responsibilities and duties:
 You are responsible to manage and support each function of the firm.
 You have responsibility to provide training and developing sessions to employees.
Reporting: BOD
Working Hours: 10 AM to 6 PM
Vacations: 1 Day weak off
Benefits and compensations: Complement ion package includes life, health insurance and sick
leaves or many more.
We are glad to send you this offer letter as to be approved for start the job from 2nd Jan 2020
Yours obedient
Mr. John Ronaldo
Documentation of preparatory notes
Conducting interview is always bring effective energy in firm which is necessary for firm
to do this in order to recruit high skills and knowledgable people within the industry (Kerzner,
2019) . There are few general questions that can be ask during interview process, that are:

 What are the weakness and strength of yours?
 What are the hobbies?
 Tell me about your family background?
These sorts of interview questions are more essential for the interviewee for attaining
effective outcomes from the entire procedure.
CONCLUSION
With respect to above assignment it can be summarised that HRM function is important
for all organisation as it led to effective workforce planning through keeping a balance between
demand and supply of employees and also ensure proper training and development of employees
to maintain their efficiency and performance level. Various approaches of recruitment and
selection process are there which includes internal and external recruitment methods together
with interview and assessment test for selection of most suitable candidate. Beside this, various
HRM practises like rewards and perks are their to raise profit and productivity of organisation.
At last, it can be concluded that, various legislation and acts are also there to provide a safe an
secure working environment to employees.

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Flexible working practices. 2020. [Online]. Available Through:
<https://www.cipd.co.uk/knowledge/fundamentals/relations/flexible-working/factsheet>