Evaluating HRM: Workforce, Recruitment & Employee Relations at Tesco

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco, a leading supermarket brand in the United Kingdom. It begins with an overview of Tesco, highlighting its multi-format store operations and its mission to serve Britain's shoppers. The report then delves into the key functions of the HR department, including recruitment and selection, training and development, employee relations, compensation and benefits, performance management, employee laws, and administration and systems. It assesses Tesco's approach to workforce planning, recruitment, and selection, examining methods such as referral programs, recruitment events, and hiring headhunters. Furthermore, the report explores various HR practices, such as skills training and technological development, and discusses the effectiveness and engagement of flexible organization and working practices. It also outlines key aspects of employee legislation under which Tesco operates and evaluates the role of employee relations and legislation in decision-making and objective achievement. This report provides detailed insights into Tesco's HRM strategies and their impact on the organization's performance.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...................................................................................................3
PART 1.....................................................................................................................3
1.Introduction of chosen organization...................................................................3
2.Explaining HR functions and their key role and responsibilities.......................3
3.Assessing approach to workforce planning, recruitment and selection.............5
4.Examining different methods used in HR practices...........................................6
PART 2.....................................................................................................................7
1.Designing job description for marketing manager.............................................7
2.Person Specification of Marketing Manager......................................................8
3.Producing job offer letter....................................................................................8
4.Evaluation of process and rationale for HR practices........................................9
5.Approaches to effectiveness and engagement of flexible organization and
working practices.................................................................................................10
6.Key aspects of employee legislation under which organization work.............11
7.Evaluation of employee relation and legislation in forming decision making
and meeting objectives........................................................................................11
CONCLUSION......................................................................................................11
REFERENCES......................................................................................................12

INTRODUCTION
The Human Resource Management is basically defined as the method or strategy which
most likely aims to provide assistance in managing the working force. With the proper aid of
effective and efficient managing of people helps in firm to increase their profit, access to new
opportunities as well as gaining competitive advantage over other firms. The report provides
details regarding ‘Tesco’ which falls under the category of top supermarket brand based in
United Kingdom. Analysis shows about the overview of the organization along with purpose of
HR functions with their roles and responsibilities. Further, it shows about the assessment of
workforce planning, recruiting, performance management and reward system. Moreover, the
report provides details different methods used in HR practices. In addition, it shows about job
description, person specification, job offer letter, approach to effectiveness of employee relation
and engagement. Lastly, the report provides details regarding key aspect of employment
legislation and an evaluation of how employee relation and employment helps in decision
making.
PART 1
1.Introduction of chosen organization
The Tesco is one of the top supermarket brands that tends to provide their customer with
various and different kinds & types of products. Brand most likely to carry out their working
business in the form of multi format stores as well as in online too (Héder, M., Szabó, S. and
Dajnoki, 2018). With having the mission of be on the top game company possess to have more
than of 360,000 employees under their services. Organization’s core purpose or vision is
basically to provide their enhanced services to each and every Britain’s shoppers. Apart from
that firm have a market share of 12.5% in the retailing sector alone and focusing on growing day
to day.
2.Explaining HR functions and their key role and responsibilities
The main function of Human Resource department is to effectively managing the existing
employees as well as getting new ones recruited for firm to increase their productivity. Under
this management team also focus on maximizing their employee productivity so that they may
able to enhance their operation with less number of issue raised. Along with that it also provides
assistance in making, evaluation and delivering out the best and most suitable corporate
strategies for Tesco to utilize and implement. Along with that the key role and responsibilities
includes:
Recruitment and selection of employees: The main role of management team is to
provide the ‘Tesco’ with the most suitable person for the job. As, under this team majorly focus
on identifying, analysing, observing and recruiting the most suitable and required personnel for
the operations. For Example, the management team of ‘Tesco’ most likely to aims at recruiting
as well as selecting the most suitable and right candidate for the profile job required
(Maheshwari and Vohra, 2018). As, with the proper utilization of this feature helps firm in
improving their working, increase productivity and gain profits.

Training and Development: Another major key responsibility of the HR managing team
which mainly focus on providing the new recruited persons with the required appropriate
training. As, with the help of providing them the training most likely to assist firm in lowering
down any possible problems and challenges as well as also helps in effective management. For
example, the HR team of Tesco aims to after the selection of appropriate candidates mostly aims
at providing them with necessary trainings. With the help of this training employees being able
to effectively work and increase the productivity of organization.
Employee Relation: Another main key responsibility of the human resource team with
making and maintaining good relationship with the working force. As, under this the company
and HR management team most likely to aims at providing their working force with good
relation for the betterment (Abelsen and et.al., 2020). Not just that but it also helps firm in
getting and keeping their most of the employees. For Example, the hr. management team of
Tesco tends to keep a good relation with their working personals. With the help of this, allows
firm to grow their business and improve their operations too. Along with that also allows to have
low amount of employee retention rate.
Compensation and Benefits: Under this key responsibility of the management team
which aims at providing their employees with different types of benefits in the form of
compensation or any other. As, this will lead to help the working force of the organization to
work more effectively and effortlessly. Along with that it also allows the employees to have
boosted up morale too. For Example, The HR managing team of ‘Tesco’ takes care of their
employees and provide them with enough amount of various benefits or compensations. These
includes corporate discounts, paid holidays, various kinds of insurances and many more. This
also helps in keeping the employees from going or leaving their job.
Performance Management: Under this key role and responsibility of human resource
team most likely to aim at providing the manager to have a keen look at the work. With the help
of this function company being able to observe, monitor and analyze the working and operations
of working force (Lochner and et.al., 2021). For Example, the manager of ‘Tesco’ utilize this
responsibility with getting to know about each and every operations of company. He/she being
capable enough to get to know about various things happening in firm also helps in analyzing
about the areas for improvement for the company.
Employee Laws: Under this majorly focus on providing the employees with the proper
knowledge of laws. This may be somewhat similar to providing the workers with various
benefits and compensation. As, under this the management team of human resource department
most likely to aims at ensuring the different organizational procedures, believes, policies and
many others.
Administration and Systems: This key role majorly aims at providing the information
regarding developing the system. Along with that it most likely to helps in maintain employee
data, knowledge regarding the paying salaries as well as developing various systems and soft
wares which may provide assistance (Shan, 2019). For Example, the human resource managing
department of ‘Tesco’ tends to make or develop a separate software, specifically for the working

employees out there. With the help of that, the working team may get all the data regarding the
whole operations as well as working of organization. Along with that it allows firm to get to
know about various areas of improvement, areas where certain type of issue may have occurred
or any other.
3.Assessing approach to workforce planning, recruitment and selection
Workforce planning is basically defined as the method or process which most likely to
provide details regarding the balancing various labor or employee skills for meeting the
requirements of customers. As, under this mostly focusing on identifying, determination of
future requirements as well as analysing the current working force. The process includes:
Setting strategic Direction: As, under this step or approach the ‘Tesco’ human resource
management team most likely to link the working force’s area of functioning with the
organization’s planning (Kolesnikov and et.al., 2019). This approach majorly aims at to carry out
the business goals and objectives so that firm may be able to effectively work and improve their
profits. Along with that also allows the enterprise to check, analyze and evaluate various areas of
functioning and the parts which tend to be lacking.
Analysing and conducting Workforce analysis: Under this step most likely to
determining the working resources and analysing about how they evolve them with over timings
through the turnovers. Along with that also helps in developing various or different kinds of
location. In addition, helps in various managers and workers in company to accomplish their
strategic requirements.
Developing, Implementing and Evaluation: This step basically includes about the
developing plan for getting to know about different strategies. After developing implementing
the plan and lastly follow up or evaluate and monitor that for ‘Tesco’ to work effectively. With
the proper utilization of this firm being able to easily and effectively evaluate the resources and
also being capable of doing the work. For Example, the hr. managing team of Tesco make or
simply develop such plan which helps them to work without any interference. Then they aim at
implementing and lastly at the execution process they may check, observe, analyze and monitor
the strategy. The method that they choose is impactful or not, is it worth and many other factors.
Approach to Recruitment and selection: This approach mostly aims at recruiting and selection
of the most suitable as well as required people for the job role (Chaudhury and Oswald, 2019).
With the help of this approach firm may able to upgrade their working, increase their profits.
Along with that it allows to improve the operations and gain a good market share along with
competitive advantage over other firms. Under this various approaches includes:
Referral Programs: Under this step includes the retaining and getting the best as well as
most suitable candidates for the job role. This process may be internal or external, as under
internal selecting and choosing the right candidate which already work in ‘Tesco’ helps the firm
in lowering the cost of recruiting new worker. Whereas in the external company aims to recruit
and select a new employee for the job and provide that employee with the proper training and
development so that he/she may being able to effectively work. Another advantage this process

provides with reduction in the costs and maintain a good employee retention rate for firm to
grow.
Recruitment Events: Under this method company aims to recruit employees with the
help of recruitment drive. In addition, with the proper utilization of this method help ‘Tesco’ in
gaining new and enhanced people for the job role required (Heimer, 2019). Under this method
company’s human resource management team may tend to organize various campaigns,
workshops or maybe even an open house drive. From the help of these methods company may
receive the potential candidates and increase various talent pools so that firm may able to get the
best from the large number of people.
Hiring Headhunters: With the help of this feature or this strategy company most likely
to hire an expert. As, these various professionals provides their experience, guidance as well as
their assistance in attracting, finding and selecting the most and the right people for the job role.
Under this, the experts analyze the various workings, operations, requirements and
characteristics of firm for getting the most suitable candidates. The method maybe termed as the
very effective and efficient but is very costly for enterprise to select and recruit the most suitable
persons.
4.Examining different methods used in HR practices
These methods include:
Training the required skills: Being one of the methods which most likely to aims at
providing the working force with the most and required skillset. Not just that but with the proper
utilization of this help’s ‘Tesco’ in developing various skills and knowledge in the employees of
company (Khadija and Omar, 2019). As, after the recruiting the people enterprise human
resource management team most likely to provide the working force with the relevant and
required skills. As, along with that it has become more relevant for firms to provide the
employees with various skills and technological development. With the current changing
scenario workers required to have proper knowledge regarding operations, finance, technology
and many others so that, they may able to increase the effectiveness as well as efficiency of
company.
Providing securities: Another method which is basically used by the HR team of firm.
As, under this method enterprise most likely to provide their working force with the various
types of securities. Like by providing them with various benefits which may be securities,
insurances, promotions and many other. With the usage of this method, provides assistance to
industry as well as towards the employees. The employees been think about that organization
thinks about them and provides various opportunities so, this results in highly morale boosts.
Along with that they will aim to work more effectively and efficiently which will be beneficial
for the company.
Selective Hiring: As, under this method of HR practices company’s management team
most likely to aims at selecting and hiring the most suitable and appropriate candidate for the
required job role. With the help of selective hiring enterprise hires the most exceptional and
important people which provides the value to the firm. Along with by hiring the right people also

provides various types of benefits towards organization. Benefits may include improves the
working and operations of firm or providing Tesco with higher profit gaining. Not just that but
also helps business in gaining competitive advantage over other firms and getting more of
customer base towards their work.
Managed and Effective Teams: Under this method of human resource practice aims at
providing the Tesco with the self-managed and most effective teams. With the help of this
method company may get the most experienced persons together so they may be being able to
help the organization. Along with that they help in firm to increase their effectiveness as well as
their efficiency to (Dubey and et.al., 2021). For Example, having a self-managed and effective
team of experienced people help the organization in critically thinking over any problem or issue
arises. Not just that but also provides assistance with coming up new ideas for innovation or
increase their profit margin.
Performance based Compensation: With this method of HR practice main aims to
provide employees with the compensation according to the work they have done. As, this will
help both the organization as well as working force in growing. Like the working persons will try
to put out the best of their working and this will majorly lead towards in effectively working of
personnel. Along with that it helps firm in getting their work and operations smoothly running
and without any issue or problem. For Example, when the workers of Tesco aim to get
compensation in accordance to their works they may likely to increase their effectiveness and
efficiency. As, they may like to have that compensation in form of bonus or remuneration or
anything else.
Sharing Information: Under this method of Human Resources practice provides details
regarding the sharing of most relevant information to every department. Being an important task
as without the proper knowledge and information may cause some serious damages to
organization. For Example, if the human resource department of Tesco do not being able to
provide the relevant information to all the departments may causes many problems. Like there
may be an excessive amount of products being produced or the logistics and supply chain isn’t
being able to deliver and carried out the right goods. So this method does plays a very important
role as the HR practice (Husnatarina and Elia, 2022). Apart from that sharing information may
also be like getting to know about new ideas or any method which may be utilized by the firm.
Like if someone is having some sort of new idea which leads towards in organization to grow or
innovate anything. This may also lead in business to gain and attract new customers, gain market
share, getting higher competitive advantage over other business and many more.
PART 2
1.Designing job description for marketing manager
JOB DESCRIPTION
Job Title Marketing Manager
Department Marketing and Sales
Reporting Director or Marketing Development

Purpose of Job  To coordinate marketing information
 To manage the day to day work of sales and marketing assistance
General Duties
and
Responsibilitie
s
 For managing and ensuring about all the activities
 For monitoring the company’s sales performance and KPI
 To receive and co-ordinate all sales enquires with company’s sales
performance
Skills Required  Operation Analysis
 Time Management
 Critical Thinking
 Problem Solving
2.Person Specification of Marketing Manager
Person Specification
Title Marketing Manager
Department Marketing and Sales
Essential Desirable
Education and
Qualification
 Educated to degree in
the level of marketing
or related field
 Appropriate
graduation degree in
marketing and sales
 Level of qualification
in subject
 Appropriate post-
graduation degree in
marketing and sales
Skills and Abilities  Good communication
skills for
communicating with
others
 Critical Thinking for
solving any issue and
conflicts
 Team leading for
efficiently leading
team and workers
 Time management for
timely work done
3.Producing job offer letter
Job Offer Letter
18 January 2022
Peter Garfield
Marketing Manager
London, United Kingdom

Dear Peter,
We are pleased to inform and offer you the position of Marketing Manager at XXX company.
We feel most happy and confident that you will contribute your skills and experience towards
growth of our business.
Your starting date as per discussion will be from 25 January 2022. Please find the employee
hand book with several benefits from organization.
We look forward to welcoming you
Sincerely,
XXXX company
Ben Maguire
Human Resource Manager
4.Evaluation of process and rationale for HR practices
Recruitment Process: This includes:
Identifying hiring needs: Under this most likely to tells about why there is requirement
for recruitment.
Talent search: In this process mostly HR team main aims to search and gather the most
appropriate candidates.
Shortlisting and Interviewing: Under this basically focus on taking interviews of all the
candidates and shortlisting the selected one’s.
Evaluation and Offer employment: As, under this process mostly aims at evaluating
and providing the offer letters to the selected employees so that they may being able to join and
work.
Selection Process: This includes:
Initial Screening: Under this basically aims to review the details given by candidate and
doing a brief screening.
Different Tests: Various employment test being conducted under this for getting to know
about participant’s knowledge and skills
Selecting Interview: A last personal interview is done before coming to any results
where interviewees meet the candidates.

Final Decision: After all the above process this is the last process where to decide to hire
person or not.
Training Process: This includes:
Identify and Setting Goals: Under this process mostly aims at identification and setting
up goals for providing training to employees.
Finding Resources: This basically aims at finding different training resources like
textbook, software and many more.
Creating schedule and providing training: In this process mostly HR team make
schedule and according to that provides training to their selected employees.
Induction and Follow up: This process mostly aims at providing induction and then
providing follow up to the newly recruited workers.
As, all the process plays an important role while recruiting, selecting and providing
training to the employees. These are very important in aspect of organization as these process
aims to help business (Tereliansky, Titor and Kosarin, 2020). With the help of recruiting
provides assistance to firm in getting the most right and suitable for the job role. By selection an
enterprise may being able to select the most appropriate person from the recruited panel. And
lastly, training helps business to train and develop skills in selected and recruited persons
Evaluation Summary
As, with the all employee relation and employee legislation with because of the bases of
relation with employees HR most likely to form various strategies and adapt different kinds of
methods. Being and making a balance between different employers and employees also helps in
creation of healthy environment for beneficial to all. Not just that but also with legislation of
employees helps human resources department in effectively functioning. The legislation in terms
of HR practice includes providing equality to all workers, equal remuneration and many more.
5.Approaches to effectiveness and engagement of flexible organization and working practices
Approach to employee relation includes psychological for knowing about perception of
employees. Sociological approach tells about the value system, customs, cultures. Human
relation approach tells about the workers needs and wants. Whereas approaches to employee
engagement includes about communicating expectations, conveying importance at workplace
and others.
Flexible organization and Flexible working place both most likely to provide
assistance in making effective relation and engagement. As, having good and flexible working
place and organization assist employee to work more effectively and provide best work. As this
also helps firm too, in growing their business.
Employee of Choice: Under this approach mostly aims at providing information for
selecting the worker that provide good services, great working culture and attractive workplace
for others.

6.Key aspects of employee legislation under which organization work
These includes:
Employment Equality Act: This tends to provides details regarding no discrimination
must be done with any employee. This act is required to be followed by all the organization for
their employee retention and working.
Minimum Wages Act: Legislation mainly focus on providing the working force with
some minimum certain wages. It may have intended to achieve objectives with providing social
justice to workers.
The Occupational Safety, Health and Working Condition Code: The code or law
seeks about every organization to follow and regulate proper health and safety conditions to their
employees.
7.Evaluation of employee relation and legislation in forming decision making and meeting
objectives
Both workers’ relation as well as legislation provides assistance in making decisions and
meeting objectives. As, with having good and healthy employee relation leads towards in more
effective and productive functioning of organization (Pitafi, Liu and Cai, 2018). Not just that but
employees also feel very motivated and which leads to an increase in sales of company. Along
with that having good relation provides various benefits easily decision making in terms of
solving any issues, or innovating or even coming up with new ideas. Apart from that good
employee legislation also provides various benefits to firm. Having effective and good
legislation aims at providing working force with the sense of security and this helps in firm to
make several decisions and meeting the objectives of any business.
CONCLUSION
From the above report it has been concluded that, HRM does plays an important role in
effective functioning of firm. The analysis shows about introduction along with purpose of HR
functions and roles and responsibilities. Furthermore, shows approach working force planning,
recruitment and selection with different methods used in HR practices. Moreover, shows about
job description, person specification and job offer letter. Along with that evaluation of process of
HR practices, approach of employee relation and engagement. Lastly, shows aspects of
employment legislation at work and evaluation of employment legislation and relation for
effective decision-making and meeting objectives.

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