Human Resource Management Practices at Tesco: A Comprehensive Analysis

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Human Resource Management

Table of Contents
Introduction.........................................................................................................................................3
Task 1...................................................................................................................................................4
1. An explanation of the purpose of the HR function and the key roles and responsibilities of the
HR function, highlighting the significance that HR plays in acquiring talent to meet business
objectives...........................................................................................................................................4
2. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.............................................................5
3. Inclusion of case study examples to examine the different methods used in HR practices............7
4. The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of choice’.........7
5. Key aspects of employment legislation within which the organisation must work........................8
6. An evaluation of how employee relations and employment legislation inform decision making
and meets business objectives............................................................................................................9
Task 2.................................................................................................................................................10
7. Illustrate the application of HRM practices in a work-related context, using specific examples
from the chosen organisation...........................................................................................................10
8. Evaluate the use of technology, online resources, digital platforms and social networking on
improving the recruitment and selection process.............................................................................13
Conclusion..........................................................................................................................................14
References..........................................................................................................................................15

Introduction
The current report on the human resources management explains the various techniques and
processes used by the company in managing, organising and controlling the employees of the
company. As known that employees are very important aspects of the company and these
could be considered as an asset of the company. So for the organisation, it is very important
top include the process and the activities that could help the company in recruiting and
selecting the best employees who could contribute in achieving the business objective of the
company. Here, the company, Tesco would be analysed. Tesco is a supermarket chain in UK
that holds first position in supermarket industry of UK. Along with taking care of customers,
the company Tesco also takes care of its employees by keep introducing new policies for
them. In the current report, the techniques and procedure, policies and strategies formulated
and implemented for the human resource of the company would be explained.

Task 1
1. An explanation of the purpose of the HR function and the key roles and
responsibilities of the HR function, highlighting the significance that HR plays in
acquiring talent to meet business objectives
Humans resource management could be explained as a process of the company where it
explains the steps to manage, organise, direct and control the human resource of the company
so that their skills and knowledge could be utilised in achieving the business objectives of the
company (Delaney and Huselid, 2016). Human resource management comes under the most
important processes of the company as his plays a very important role in workforce planning.
Purpose of HR function in Tesco: The purposes of HR function in Tesco are explained
below: The main purpose of HR function in Tesco is to conduct the recruitment process to
hire the best employees in the company so that the set business objectives could be
met. The purpose of HR function in Tesco is also to forecast the skills that could be needed
by the company in future. Here, it could be said that HR function is also used for
advanced planning of the human resource skills. The purpose of HR in Tesco also includes reviewing all the legal issues related to
company and employment and also make sure whether they are being followed or not.
The key roles and responsibilities of HR function in Tesco: The major roles and
responsibilities of HR functions in Tesco are given below:
 The staffing and recruitment is the main responsibilities of HR functions in Tesco are
this is responsible to attract the best candidate of the market and also hire the best
ones for the vacant position in Tesco (Guest, 2017).
 The HR function also plays a very important role for providing the benefits to the
employees. Here, it could be said that the HR function is responsible for introducing
the policies and strategies for the benefits of the employees so that they could feel
committed and happy in the company.
 Designing and defining the work to the employees is also the responsibility of HR
function of Tesco.

Significance that HR plays in acquiring talent to meet business objectives: The significance
of HR in acquiring the talent for meeting the business objective of Tesco is explained below:
 With the help of HR, the company Tesco is able to attract the best employees in the
company who skills could be enough for the company in achieving goals and
objectives.
 The significance of HR in Tesco could be seen through continuous coverage of
critical roles where the gap in skills and knowledge for a particular designation of
Tesco could be identified and filled to meet the business goals and objectives
(Altinay, Altinay and Gannon, 2018).
2. An assessment of the approach to workforce planning, recruitment and
selection, development and training, performance management and reward
systems
The workforce planning, recruitment and selection, traini9inga and development etc are he
processes which are designed by the company so that the skills and knowledge of the
employees could be enhanced or could be hired. Here, the workforce planning includes
planning of the employees towards the different designation of the company through
examining the skills they have and also the required skills for the vacant position in Tesco.
The training and development is provided to the employees so that their skills could be
enhanced and the business objectives of the company could be met (Huselid, 2015). The
approaches of training and development could be explained though providing training of
senior management (with this, the skills of senior management is enhanced to make them
capable of providing training to their staffs) and staff development (here, skills of all
employees are enhanced). The performance management includes examine and monitor the
skills and knowledge of the employees that they are putting in accomplishing the task. There
is one approach to performance management that is goals of management where the company
only focuses on the goals of company and the measures the skills of the employees against
that.
In Tesco, the different approaches of recruitment and selections are used by the company
which are internal and external recruitment. In the internal recruitment, the company Tesco
hires its own employees for other designation and in external recruitment the company Tesco
hires the employees from its external environment i.e. market etc. The diagram given below
could explain the approaches of recruitment and selection:

Figure 1: Approaches of recruitment (Claus, 2015)
Strengths of internal recruitment are that it is less time and money consuming and the
employee is already aware of the environment of company so no training on explaining the
environment is given to him. However some weaknesses are also associated with this which
is if an employee joins the responsibility of a designation then the other designation is left out
and here the company needs to do the conduct the recruitment for that designation. On the
other hand, the strengths of external recruitment of Tesco are that a new employee with new
motivation, skills and knowledge in entered in the organisation that could help Tesco in
achieving the success from different point of views. And along with this, the company has
many choices to select the best candidate (Becker and Gerhart, 2016). Like internal
recruitment, some weaknesses are associated with external recruitment which are, the new
employee takes time to adopt the culture and environment of company. Other than this, the
company Tesco has to expend extra money on training and development, recruitment and
selection for hiring the new candidate.

3. Inclusion of case study examples to examine the different methods used in HR
practices
There are the different methods used by the HR practises in the company that helps the
company and also the employees happy as the goals and objectives of these two are fulfilled
by these HR practises. Tesco is the company that works for the betterment of the employees
and customers and in return the employees also works so that the enough success could be
gained by the company Tesco. All of these are because of the HR practises. Here, the
different HR practises which are introduced by HR department of Tesco and also the
importance of these practises to employees and Tesco are explained:
 Training and development: The training and development practise of HR are
introduced by the HR department of Tesco so that the skills and the knowledge of the
employees which are working in the company could be enhanced (Schuler, Jackson
and Tarique, 2011). Here the company gets the benefits as the chances of success gets
high for the company and the employee also has get a chance to enhance the skills.
 Recruitment and selection: The recruitment and selection is introduced so that the
nest candidate from the market could be attracted and the company Tesco could get
the chance to select the best candidates who are laced with new skills and knowledge.
Here, the employees also get the benefits as a good compensation of their skills is
given to them to raise the standard of their life.
 Performance appraisals: Performance appraisal is also a HR practise in Tesco where
the performance of the employees working in Tesco is measured against the set goals
and objectives and the employees who perform outstanding the rewards and
incentives are provided to them. This makes the employees motivated and happy
towards the company Tesco. Here, the Tesco also gets the benefits as it has gained the
trust of the company which could be converted in achieving goals and objectives.
4. The approach to and effectiveness of employee relations and employee
engagement, with mention of the flexible organisation and flexible working
practices and ‘employer of choice’
The employee relation explains the relationship between the employees and the company.
Basically, for the company, it is very important to maintain the effective relationship with the
employees are they the ones who are responsible to make the company in reach of the
success. In this way, more engagement programs are needed to be included here. The

company Tesco is very well aware of the employee relation and employee engagement and in
this way; the different practises have been introduced by the company Tesco for the
employees only, such as flexible working practises. Under this, the company Tesco has
allowed the employees of the company to choose the working timing that suits them best.
They just need to pay some fixed hour in the company. This HR practise is very helpful for
the employees who are parents as with the help of this practise they are also able to pay their
personal responsibility. Here, it could be said that the flexible working timing introduced by
Tesco are very effective for maintaining the terms and relationship between the employees
and employees.
5. Key aspects of employment legislation within which the organisation must
work
There is the different legislation which has been introduced by the government to create the
fair practises in the corporate environment of the country. And the companies are bound to
follow these legislations. Here, the employment legislations which are used by Tesco are:
 Sex determination act (1975): This is the legislation introduced by the government to
make the company a fair place to work for both the men and women. As per this,
company like Tesco needs to include this in its practises where the processes like
recruitment and selection etc would be executed without any biased nature of the
company towards the men (Rose, 2017).
 Equal pay Act (1970): Tesco also uses this legislation where it provides the equal pay
to the employees who are at same designation and also performing same
responsibilities in the organisation.
 Race relation act (1976): This legislation has been introduced by the government
where it has made it unlawful if the company hires or provides the increment on the
basis of the colour, regions and race of the employees.
 Working time directive (1999): This law is also followed by Tesco where the
company has set the working hour limit for the employees who are working in the
company. As per this Tesco provide 48 working hours in a week to the employees and
if the company wants the employees to overtime then it provide full compensation of
that to the employees.

6. An evaluation of how employee relations and employment legislation inform
decision making and meets business objectives
As mentioned above that marinating the employee relationship is very important for the
company as with the help of this the employees feel committed towards the organisation. The
legislation also play a very important role for maintaining the employees relations as these
laws and legislation helps the company in creating the beneficial policies for the employees
of the company. Here, the evaluation of how the employee relation and employments
legislation helps Tesco in meeting the objectives and also in decisions making is explained:
 A maintained relationship with the employees could create the various benefits of the
company as Tesco could formulate some hard policies and strategies which are very
important to gain the success. Here, if the company maintain the good relationship
with the employees then they would sure execute all the strategies even knowing the
fact how difficult they are in implementing. This means that the employee relation
helps the company in meeting the business objectives (Truss, Mankin and Kelliher,
2016).
 Employment legislation has been introduced for the betterment of the employees.
Applying the employment legislation helps he company in gaining the trust of the
employees. Here the employee relations are maintained that could help the company
in achieving the objectives and also in decisions making for the success. So, it could
be said that the employee relation and employment legislation could help the
company in achieving the business objectives.

Task 2
7. Illustrate the application of HRM practices in a work-related context, using
specific examples from the chosen organisation.
The different types of the HRM practises are used by Tesco at work place so that the
employees could be managed and the tasks as per their skills and knowledge could be given
to them. Here, some HRM practises of Tesco are explained below: Job description: This is basically the examination of a particular designation so that
the skills and knowledge required to perform the responsibility of that designation
could be identified (Wright and McMahan, 2016). For example: Here the job
description for the customer service manager of Tesco is explained:
JOB DESCRIPTION FOR CUSTOMER SERVICE MANAGER
Designation: Customer Service Manager in customer service department
Roles and responsibilities of the designation:
- Handle the customers
- Handles the queries and concerns raised from the side of customers
- Provide the full customers support if required
- Analysing the different needs and wants of the customers through analysing
their behaviour
- Formulating the strategies that could help Tesco in increasing the customers
base.
Skills for designation:
- Good and effective communication skills are required
- Good convincing and interpersonal skills
- Good and attractive personality
- Good, calm and patience behaviour towards customers
Academic qualifications for designation
- Must have management degree or diploma
- Must have the experience of 3 to 4 years

Salary: The salary would be provided as per the industry scale
 Person Specification: With the help of person specification, Tesco is able to analyse
the desirable and essential skills and knowledge for a particular designation.
PERSON SPECIFICATION FOR CUSTOMER SERVICE MANAGER
S.
No.
Attributes Skills and knowledge Criteria
Essential
or
Desirable
(E/D)
1 Physical qualities  Personality
 Good body language
E
2 Interest  Communicative
 Knowledge of customer behaviour
 Meeting with people and organise
events
E
3 Attainments  Experience of 3-4 years D
4 Disposition  Motivated
 Self evaluation
 Result oriented
 Enthusiastic
E
5 General intelligence  Excellent communication skills
 Good interpersonal skills
 Good knowledge of concepts
 Good problem solving skills
E
6 Special Attributes  Management skills
 Technical skills
 Leadership skills
D
7 Circumstances  Customer handling in different
situations
E

 Interview questions: Conducting the interview for the selected candidate also could
be considered as main HRM practises (Youndt, Snell, and Lepak, 2016). Here, the
interview questions for the designation of customer service manager are given below:
- Tell us a situation where you have handled a customer in odd situations for
the company?
- What are the qualities of customers service managers that you have and how
could these qualities of yours could help Tesco in achieving the business
objectives as
- What are the main responsibilities of the customer service manager as per
you?
- How would you handle the customers who are not good to you?
 Job offer letter: Job offer letter for the selected candidate is given below
JOB OFFER LETTER
Tesco Plc
London
Phone numbers-00000000000
21st, January, 2019
XYZ
London
Phone numbers- 1111111111
Dear XYZ,
We are pleased to inform you that you have been selected for the designation of customer
service manager in Tesco London. We are glad to confirm the offer to you and summarising
the main terms of the employment and also the conditions of our offer.
Summary of Employment with Tesco
- The joining date in Tesco is 15th February, 2019
- You would get the basis salary of 80,000 per year