Human Resource Employee Induction Manual Report for Tesco

This report presents an HRM employee induction manual, focusing on the case of Tesco. It begins with an introduction to HRM, its functions, and purpose within the organization, including workforce planning. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, such as the 'Best Fit' vs. 'Best Practice' models, hard and soft HRM, and internal versus external recruitment methods. It also examines different selection methods, including online screening, interviews, and situational judgment tests, evaluating their respective strengths and weaknesses. The report further explores the benefits of various HRM practices for both employers and employees, including learning, training, development, job and workplace design, flexible organization, and performance reward systems. Finally, the report evaluates the effectiveness of these HRM practices in raising organizational profit and productivity, providing a comprehensive overview of essential HR functions and their impact.

Human Resource Employee Induction
Manual

Table of Contents
INTRODUCTION...........................................................................................................................2
P1Presenting the function and purpose of HRM.........................................................................2
P2Presenting the strength and weakness of different approaches of recruitment and selection..4
P3 Benefits of different HRM practices for both employer and employee.................................7
P4 Evaluating different HRM practice for raising organization profit........................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the strategic approach which is used for effective
management of people in a firm to gain competitive advantage. It is actually designed in order to
maximize the performance of employer and employee. the chosen firm for this report is TESCO.
The current report will describe the function and purpose of HRM and further, it describe the
strength and weakness of different recruitment and selection methods used by HRM. Report will
also describe the benefits of different HRM practices for employer and employee and its
importance for raising organizational profit.
TESCO is one of the top retail companies in UK which offer best variety of clothes and grocery
product to their customer. Currently company operates at 13 different location and this shows
that it has a brand image. The mission of Tesco is to grow business and also inspire and earning
trust and loyalty from customers, also wanted around the world. Its main objective is to be a
leader in retail supermarket by providing good quality of product at low cost.
P1Presenting the function and purpose of HRM
Human Resource Management (HRM) is a management of function which is mainly
concern with hiring, motivating and maintaining workforce in the firm. It is also deals with
issues which are related to employee’s i.e. hiring, training, motivating, compensation etc.
According to Balcha and Negash (2018) HRM is refers to the strategic approach which is used
to acquire, develop, manage and motivate all the key resource of an organization.
Function and activities of HRM: HRM plays crucial role in the success of business, therefore,
HR of Tesco have different function which are as mention below:

 Recruitment and selection: Most important function that helps to brings talent within a
firm by using effective method of recruitment (7 Best Practice of HRM, 2019). This
function also involve lot of function i.e. developing job description, publish job posting,
sourcing prospective candidates and salary negotiation.
 Training and development: Another important function of HR department of Tesco in
which they provide induction training to new employees, so that they feel comfortable
within the working environment. This helps to understand the process and also makes it
easy for them to het their jobs. Through training and development programs, results are
monitored and they also find out, employees require any new skills or not.
 Compensation and benefits: HR of Tesco also make sure that they provide effective
compensation benefits to their employees such that working hours flexibility, extended
vacation, education reimbursement etc (Chiang, Lemański and Birtch, 2017). These
benefits helps to make employees comfortable within the working environment and also
maintain long term relationship with a firm.
 Performance Appraisal: An employee of Tesco is evaluated by HR department through
their performance. Thus, this function assist firm to find out that If the employee they
have hired is moving towards the goal and objectives. Or else, if the employee is working
in better manner and aid company to attain defined goals then, it is the responsibility of
HR to provide extra benefits and evaluate their performance as well.
Workforce Planning is the continuous process which is used to align the needs as well as
priorities of the firm with workforce in order to make sure that all the laws and regulations of the
company are met or not. It is also consider another important function of HR of Tesco that is
used for analyzing, forecasting and planning workforce supply and demand so that they

determine the talent for the firm (Delery and Roumpi, 2017). Moreover, workforce planning is
consider an essential for top companies so that they also attain defined objectives. In the same
way, Tesco business objective is to be at top and for that it needs talent candidate, that is why,
HR of the firm tries to attract top talent who help a business to accomplish the define aim and
objectives.
P2Presenting the strength and weakness of different approaches of recruitment and selection
‘Best Fit’ approach vs ‘Best Practice’: Both are best and well known approach of HRM
such that best Fit claim that it is more efficient because it link directly to business environment.
It also explore the close relationship between strategic management and HRM in order to
determine influence and nature of vertical integration (Florén, Rundquist and Fischer, 2016).
While on the other side, best practice approach refers to the certain activities of HR that assist
company to reach at competitive advantage. Thus, this both method are consider effective
approach of HR If Tesco uses these both method together then it will be assist to meet the
defined aim and objectives in better manner.
Hard and soft model of HRM: Another important model which assist to coordinate
business functions with regards to human capital and HRM model comprises hard and soft
model. Therefore, using Hard HRM, company treat employees simply as a resource while soft
HRM, company treat their employees as one of most important resource for gain competitive
advantage. But HR of Tesco uses soft HRM model, where strategic focus on the longer term
workforce planning and it also uses strong and regular two way communication. Further, it is
also suitable in flatter organization structure i.e. Tesco. Therefore, HR of the company also focus
upon identify and addressing the training and developmental needs of an employees (Horwitz
and Mellahi, 2018). On the other side, it sometimes uses Hard Model of HRM for short term

changes in employee numbers and there is a minimal communication from top to down and little
empowerment or delegation required.
Sources of recruitment: Recruitment is the process of attracting, shortlisting and selecting the
candidate for jobs in the form. There are two types of recruitment sources such that:
 Internal method of recruitment: It is method which is used to identify and attract job
candidates within a firm such that Tesco also uses this method in which it promote the
employees. For example, company may use Internal job boards which are online job
boards in the workspace where job can be posted, while career ladder is another popular
HR tool that helps to recruit internal employees and also motivate them as well (Kianto,
Sáenz and Aramburu, 2017).
Strength: This method is cheaper and less risky, it also help to boost the employee
engagement and may also assist to improve the employer brand image as well.
Weakness: This method sometimes leads to cause internal conflict and most of the
employees did not accept others. This method has limited option and that is why, most of the
company did not use this method.
 External Method of recruitment: It is that assessment which is available for the variety
of candidate including excluding staff as well. Therefore, it is the process of searching
outside of the current employee pool in order to fill open position in the firm. Under this
process, HR provides job description and personal specification in order to determine the
best candidate for the job (Milliman and Clair, 2017). Referrals, Social media job
posting, Job boards are consider common way of external methods of recruitment.

Strength: This method assist to lead a business towards competition, it also increases the
chances of hiring best pool of talent within a firm. Also, assist to recruit fresher candidate
who bring new ideas within a business that assist to meet the defined aim and objectives.
Weakness: It requires high cost of investment and it is time consuming method. Sometimes,
it also recruit wrong employees through which brand image of the company is affected.
Selection is the process of picking up an individual with necessary qualification and competence
to fill the job in the firm. There are various form of recruitment such that
Online screening: Best method of selecting candidate who are suitable for the vacant
seats, initial screening of the application is based on the assessment of the candidate’s experience
and qualification against the job’s requirement (Different methods of selection,. 2019). Through
this method, Tesco may easily attract large pool of candidate and then select best out of many.
 Strength: This method filter quickly through huge volume of application. Assist to save
time and attract large candidate towards it.
 Weakness: It is the difficult to ensure the keywords and criteria used in search to do
application which is potentially match the person specification. Sometimes, this method
will leads enough time to select candidate
Interview: Structured interview is the most effective type of interview which is formed
through identification of key requirement of the job. This method assist to get right fit for the
company by asking range of questions as well.
 Strength: Helps to predict best performer while using this method, scoring guides reduce
the effects of personal biases from interviewing managers.

 Weakness: It is limited assessment and if interviewer ask complex situation, then it affect
to overall performance of candidate.
Situational Judgment test: This test is describe as multiple choice equivalent to
structured interviews and the results indicate how particular applicant will behave when
they face with specific situation. It includes psychometric test and aptitude test that assist
to determine the behavior of candidate (Milliman and Clair, 2017).
 Strength: Helps to determine how candidate respond to specific situation, save time and
attract best candidate for company.
 Weakness: It takes enough time to get best results.
P3 Benefits of different HRM practices for both employer and employee
There are so many benefits of different types of HRM practices such that:
Learning, training and development: This method is best suitable for both employer and
employee such that training is used for short term goals and it mainly focus on the role, while on
the other side, development focus on career building and progression. Training programs are
group focused while development activities are used for personal development (Moore and
Jennings, 2017). Thus, HR of Tesco also uses different types of training such that induction,
apprenticeship and internship training that assist to make employee comfortable within the
working premises.
Job and Workplace design: Another important practice of HR which provide benefits to
both employer and employee such that HR of Tesco provides reward system to their employees
so that they will easily attain the define goals and objectives in better manner. Further, two types
of rewards are also provided to employees such that intrinsic reward system which includes

personal achievement, professional growth. While next is Extrinsic reward which is based upon
the tangible reward that is offer by supervisor. Thus, these methods are helps to provide benefit
to their employees and also improve the overall financial performance of the company.
Flexible organization: Another practice of HRM which assist both employer and
employee. There are three types of flexibility provide by the organization to their employees
such that Functional flexibility, which allow management to move worker around the jobs and
task. Further this method also increases on job training to allow for movement (Rees and Smith,
2017). Further, second type is Numerical flexibility that allow management to match need for
workers with number of employees. Like, job sharing, self- employment, contracting out. Last is
Financial flexibility, through which compensation package is allowed to keep retain employees.
Therefore, this method assist both employees and employer to raise their productivity level and
its financial performance as well.
Performance reward: It is the method which is used to determine the performance of
employee. So HR of Tesco uses Basecamp and Trello as an advance technology tool that assist
to determine the performance of employee that further assist to monitor employee performance.
Therefore, on the basis of this, HR provide reward system to their employees which in turn helps
to attract employees (Saks and Gruman, 2017). Further, company also provide incentives and
monetary and non- monetary form of benefits to their employees so that they will improve the
overall performance of employees.
P4 Evaluating different HRM practice for raising organization profit
HRM practice creates positive impact upon the organization performance such that
through effective training session, company increases also skills and competencies of an

employee which in turn assist to meet the defined aim and objectives. Further, this is directly link
to company’s overall performance in term of profit. On the other side, providing effective
compensation packages will also assist to increase employee morale and increase performance of
workers which in turn meet the define aim and objectives of the company. Thus, it clearly reflect
that when company HR uses effective methods then it will assist to creates positive working
environment and also maintain long term relationship too (Van Dierendonck and et.al., 2016).
Therefore, HRM practices creates positive impact upon the employee performance and this
directly affect the profitability of company as well.
In addition to this, recruitment and selection is another important HRM practice which
also creates positive impact upon company’s brand image such that when HR recruit talented
employees within a firm then it will help to bring new ideas and creativity. Therefore, this
directly assist to meet the demand of customers and having a diverse workforce will assist to
cope up many challenges and increases the profitability of a firm too. On the other side,
Company who have diverse workforce will assist to create good impact upon the employee as
well as customers, which helps to attract new employees towards it. Therefore, it is quite
essential for the business to keep invest upon HR so that they will develop new strategies which
in turn assist to recruit skills workforce that deploy high impact upon business overall
profitability.
Performance evaluation is another key Practice of HR of Tesco and for that company
uses range of new technology that will further assist to maintain positive working environment
(Chiang, Lemański and Birtch, 2017). In addition to this, it is also analyzed that HR of the
company also provide different reward system for those employees whose performance is good
and that is why, this will assist to motivate employees. This in turn assist to meet the defined aim

and objectives which directly creates positive impact upon the financial performance of
company. Moreover, evaluating the performance of each and every employee will assist to
determine how much employee are capable and under performer. So that they may easily for
those candidate which leads to negative environment and it directly leads to provide positive
work place and it affect the overall performance of employees. Thus, it assists to improve the
overall performance of employee and also generate profit by raising the brand image o company
at international level.
CONCLUSION
By summing up above, it has been concluded that HRM plays an important role for the
success of a company. Such that report concluded that HRM have their own function like,
providing training and development session, compensation packages, recruitment and selection
process etc. Further, study also concluded that there are different method require for recruitment
and selection such that internal and external source of recruitment method, Online screening and
interview as a selection method with their pros and cons. Therefore, Tesco uses external method
of recruitment, and interview as a selection method to attract range of candidate. Then study also
conclude that job design and workplace, reward system that benefit employees as well as
employers and also leads to raise organization profit too.

REFERENCES
Books and Journals
Balcha, B. T. and Negash, M. R., 2018. The enhancement of employee performance through
HRM practices: A case study on Company X.
Chiang, F. F., Lemański, M. K. and Birtch, T. A., 2017. The transfer and diffusion of HRM
practices within MNCs: lessons learned and future research directions. The International
Journal of Human Resource Management. 28(1). pp.234-258.
Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Florén, H., Rundquist, J. and Fischer, S., 2016. Entrepreneurial orientation and human resource
management: effects from HRM practices. Journal of Organizational Effectiveness:
People and Performance.
Horwitz, F. M. and Mellahi, K., 2018. Human resource management in emerging markets.
In Human Resource Management (pp. 337-357). Routledge.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Moore, L. F. and Jennings, P. D. eds., 2017. Human resource management on the Pacific Rim:
Institutions, practices, and attitudes (Vol. 60). Walter de Gruyter GmbH & Co KG.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Saks, A. M. and Gruman, J. A., 2017. Human resource management and employee engagement.
In A Research Agenda for Human Resource Management. Edward Elgar Publishing.
Van Dierendonck, D. and et.al., 2016. Linking HRM practices and institutional setting to
collective turnover: An empirical exploration. Administrative Sciences. 6(4). p.18.
Online
Different methods of selection. 2019. [Online]. Available through: < http://www.scontrino-
powell.com/2012/effective-employee-selection-methods/ >.
7 Best Practice of HRM. 2019. [Online]. Available through:
<https://www.digitalhrtech.com/human-resource-best-practices/>.