Managing and Leading HRM: Tesco's HRM Practices and Employee Relations

This report provides a comprehensive analysis of Tesco's Human Resource Management (HRM) practices. It begins by outlining the role of an HR manager and the importance of workforce planning, followed by an examination of different recruitment and selection approaches, highlighting their strengths and weaknesses. The report then delves into the benefits of various HRM practices for both employees and employers, and assesses their effectiveness in raising productivity and organizational profit. It emphasizes the importance of employee relations in decision-making and explores the key elements of employment legislation and their impact on HRM decisions. The report covers topics such as conflict resolution, training and development, promoting positive behavior, and building a flexible workplace. Additionally, it discusses how HRM practices contribute to innovation, employee skill development, and overall organizational success, including the provision of non-monetary factors that improve employee motivation and productivity. The report concludes with a summary of the key findings and their implications for Tesco's HRM strategies.

MANAGING AND
LEADING HUMAN
RESOURCE
PART 1

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Role of HR manager and purpose of workforce planning...............................................3
P2. Strength and weaknesses of different recruitment and selection approaches..................4
TASK 2............................................................................................................................................6
P3 Benefits of different HRM Practices for both employee and employer ...........................6
P4 Effectiveness of different HRM practices in terms of raising productivity and
organisational profit................................................................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relation in respect of decision-making .....................................7
P6 Key elements of employment legislation and its impact of HRM decision-making .......8
CONCLUSION ...............................................................................................................................9
REFERENCES ............................................................................................................................10

INTRODUCTION
Human Resource Management (HRM) is a part of business enterprise that is mainly
concerned with people dimension. It mainly deals with maintaining human relation of a company
starting from hiring to Labour relation (Armstrong and Taylor, 2014). It refers to the process of
recruiting and selecting personnel, providing induction and orientation, performance appraisal,
training and development, motivation, providing compensation and benefit, maintaining
employee safety etc. The success and growth of any company depends upon how effectively
their employee works. It is kind of resource centred process that is chiefly focuses on building
strong employment relation among employee and employer. This report is based on TESCO
which is leading multinational grocery and retailing sector in Britian. This report covers different
HRM practices, importance of employee relation, key element of employment legislation, role of
HR and workforce planning etc.
TASK 1
P1. Role of HR manager and purpose of workforce planning
Human resource management is most essential factor of any organisation. It controls all
operation in organisation in order to achieve goals and objectives of organisation. HR manager
plays an important role in order to monitor various operations of organisation. TESCO is
organisation which deals with various types of groceries and also concerned with retail sector. In
order to provide better service to customer . The manager needs to implement new an innovative
training methods in order to provide better training to the employees working in the organisation
which help to enhance the profitability and productivity of organisation. HR manager plays an
important role in order to maintain healthy relationship among employee and management level
which help manger to establish proper coordination to accomplish different task which is
assigned by management of IKEA (Bamberger, Biron and Meshoulam, 2014). There are some
roles performed by HR manager to maintain healthy relationship with employee are given below:

Roles Roles and responsibility
As a business
partner
 It help to manage different work activities in organisation also
monitor different activities of employee and manger of different
department of organisation.
 HR manager give training to employee in order to accomplish
different types of task.
Goals and objectives
As a change
agent
 Determine different types of administration practices with help to
perform different functions of organisation.
 It plays an important role in order to implement different types of
change in order to stand before different rivals present in marketplace.
 It also regulate different employees in order to undertake different
responsibilities which help them to build better carrier.
As an
Employee
Advocate
 HR manager take help of different performance approaches of
feedback like 360 degree feedback method and other various
approaches which help to gain feedback from customer.
 It also handle different types issues arises while performing work at
workplace. It also take initiative steps to resolve various types of
issues of employee.
Purpose of workforce planning : It is responsibility of HR manager to conduct various types
of new and innovative training methods which help them to accomplish goals and objectives of
employee in the stipulated time frame (Brewster and Hegewisch, 2017). As TESCO is developed
organisation, it provide a lot of employment in order to accomplish different types of task. So it
conduct interviews in order to hire applicants for organisation.
P2. Strength and weaknesses of different recruitment and selection approaches
TESCO conduct various selection approaches in order to select best alternative for
organisation. It recruit various skilled employee where manager needs not to provide training to
such employees which help them to accomplish different types of task in stipulated time period.

Selection is process in order to select applicant from pool different candidates from different
resources like from colleges, with help of advertisement notices publish by government.
Organisation needs to provide effective training to such candidates which help them to perform
their task in effective manner. This is procedure in which HR manager of Tesco plays an
important role in order to select best alternative for the organisation. Tesco has start hiring
human resources by the help of Internal and External Sources.
Internal Source Recruitment and Selection: Organisation select different types of employees
from the workplace of organisation (Bratton and Gold, 2017). They hire various employees from
organisation itself by giving promotion and transfers to employee and also by giving different
responsibilities of employees in order to hire different employees who are working in
organisation.
Strength Weaknesses
 It help to build morale of employees by
giving them new responsibility.
 Organisation do not take any harsh
decision in order to remove existing
employees working in organisation.
 It is less time consuming processes.
 It help existing employees to develop
the skills and knowledge of employee
who are working in organisation.
 It reduce chance of those employee
who wants to join this organisation.
 Lack of implementation of new and
inspiring activities in order to
performing activities in organisation.
 It is not necessary that existing
employees that they are well aware
about different advance technology.
External Source and recruitment and Selection: This method concerned with hiring applicant
from different colleges, employment exchange, publishing advertisement in newspaper or by
direct employment and many other methods (Decker and et. al., 2012).
Strength Weakness
 It aids to recruit new and innovative
talent.
 Less time consuming and less
expensive.
 Lack of communication between new
and existing employee in organisation.
 It may leads to reduce the morale of
existing employees.

TASK 2
P3 Benefits of different HRM Practices for both employee and employer
There are various responsibilities of HRM department of TESCO, starting from protecting the
interest of both employee and employer. For employer they need to manage employee relation
and determine ways to shred labor cost (Dowling, 2015). For personnel, the role of HRD is to
protect their rights and ensure that they operate within the range of labor and employment law.
Following are the benefits of different HRM practices:
Conflict Resolution: HR Department assist in solving the conflict arise between personnel and
worker. They carefully listen point of view of both parties and then draw conclusion that satisfies
the interest of both manager and personnel in an appropriate manner.
Training and Development: Helping personnel with training and development is another
important responsibility of HR department. TESCO organise various training program for their
workers and identify correct methods that provide training as per the needs of worker. For
example: Mentoring, Shadowing, Job Rotation are some of the example of TESCO's training
program.
Promoting Positive Behaviour: A successful business creates healthy working environment and
generate favourable benefit for both manager and worker by keeping them productive and happy.
If employer are satisfied with the HRM practices, he further co-ordinate and co-operate with
employee in an effective manner.
Building a Flexible workplace: HRM practices aid in satisfying employee and support them to
contribute effectively towards firm's intellectual assets. Knowledge and skills of worker can
increase competitive advantage of business (Dyer, 2016). TESCO provides valuable resources
for employee training and education and promote chances higher chances of sharing knowledge.
P4 Effectiveness of different HRM practices in terms of raising productivity and organisational
profit
Human Resource Management has been effective for TESCO in context of raising
organisational productivity and profit. Starting from HRM implementation in referred firm, these

practices aid in accomplishing huge profit and productivity in below mentioned following
perspective:
Innovative and High Performing Employee: TESCO HRM practices support innovative
environment and encourage their worker for better facilities like advance training session. All
these initiatives aid in increasing the overall profit and productivity of referred firm.
Updating employee's skill to maintain productivity: In this competitive world, it is essential for
firm to update the skills and knowledge of their workforce as per the current requirement of the
market. In order to deal with intensive or global competition, TESCO has generated a massive
space of change that ensures continuous modification of current skill set of both employee and
employer (Freeman, 2012). The role of HR Manager is to determine the personnel with minimal
optimal skills so that more emphasize should be given on increasing them.
Non-monetary factors to improve employee: TESCO's leaders, team workers and mangers also
provide various non-monetary factors that raise worker energy, excitement, loyalty and
motivation. These factors mainly involves recognition, praise, feedback, learning opportunities,
exposure and challenge. All these factors assist in raising overall efficiency and productivity of
both employee and organisation.
Effective direction execution and setting: Managers and leaders plays crucial role in setting
purpose, direction, goals, roles and priorities of the workforce. HRM help TESCO to hire
appropriate manager for right place at right time. They lead the firm to superior place with
productivity and profit.
TASK 3
P5 Importance of employee relation in respect of decision-making
Employees working in organisation are the most valuable factor of employees who put
their effort in order to attain goals and objectives of organisation in a systematic manner. It also
aids to maximise level of profit of organisation.
Equal distribution of task leads to accomplish work in time.
HR manager of Tesco control over the allotment of task among different employees
working in organisation in order to increase productivity and reduce workload from different
employees (Fulton and et. Al, 2011). It help to perform different task in st0ipulated time frame.
Reduce conflicts among employee working in organisation.

HR manager of Tesco implement different strategies in order to reduce the risk which are
raised during performing work at workplace. These conflicts arises due to misunderstanding
between different employees while performing various work operation inside the organisation.
Giving loyalty to employees: HR manager of employees tries to give pleasant and effective
environment to employee working in organisation. This help to accomplish different types of
task assigned by organisation (Geringer and et. al., 2012). HR manager should implement
different types of performance appraisal in form of loyalty points which help to put their efforts
to accomplish gaols and objectives of organisation.
Build effective communication among employee
HR manager of Tesco communicate with employees of different organisation so that
employees working in organisation do not feel sense of discrimination. It is duty of manger of
organisation communicate with different employees in a proper manner which help to attain
goals and objectives of employees. It also help to perform different types of task in a systematic
manner.
P6 Key elements of employment legislation and its impact of HRM decision-making
Employee legislation address the legal rights of both employer and employee. It mainly
elucidates the interest or rights of workforce at workplace. Following are the main elements of
employment legislation:
Sex Discrimination Act: Under this act, TESCO should provide equal and fair opportunity to
employee irrespective of doing discrimination on the basis of sex. Thus, opportunity should be
given to those who really deserve it.
Proper Compensation: TESCO must properly define their compensation scheme at the time of
recruitment only. They must ensure or inform their worker about policy related with minimum
wages and working hours.
Ensuring Equality: The referred firm must assure equality in every perspective while hiring
employee. There should be equality in wages, working hour, health facilities, sex and even in
other perspective as well. If there is any discrimination founds in the business practices of
TESCO, the company have to bear the consequences regarding the same (Hayton, 2013).
Time of Work: It is important for TESCO's HR manager to aware employee regarding their
working time which means they need inform them about daily or weekly working hour, requires
to complete the task. There might be chances when worker needs to do overtime, but for this

they will get the compensation. Moreover, the referred business enterprise should provide proper
leave to them. This effective time distribution assist the manager of firm to take better decision
which will ultimately raise their overall profit and productivity (Hedlund, 2015).
CONCLUSION
As per the above detailed report, it can be concluded that both employees and employer is
considered as an important of organisation. Their contribution directly affect the success and
growth of business enterprise. Role of HR is to protect the interest of worker and different HRM
practices assist in increasing employee productivity & organisational profit.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Decker, D. J., and et. al., 2012. Human dimensions of wildlife management. JHU Press.
Dowling, P., 2015. International human resource management: Managing people in a
multinational context. Cengage Learning.
Dyer, L., 2016. Bringing human resources into the strategy formulation process. Human
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Freeman, S. J., 2012. Organizational downsizing as convergence or reorientation: implications
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Fulton, E. A., and et. al, 2011. Human behaviour: the key source of uncertainty in fisheries
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Geringer, J. M., and et. al., 2012. In search of “best practices” in international human resource
management: Research design and methodology. Human resource management. 41(1).
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Hayton, J. C., 2013. Strategic human capital management in SMEs: An empirical study of
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Hedlund, G., 2015. The hypermodern MNC—a heterarchy?. Human resource management.
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Kochan, T. A., Smith, M., and Rebitzer, J. B., 2016. Human resource strategies and contingent
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