Tesco PLC Human Resource Management Practices and Strategies

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HUMAN RESOURCE MANAGEMENT
TESCO PLC

Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................3
PURPOSE OF THE HR FUNCTION.........................................................................................3
KEY ROLES AND RESPONSIBILITIES OF THE HR FUNCTION.......................................4
SIGNIFICANCE ROLE OF HR IN ACQUIRING TALENT TO MEET BUSINESS
OBJECTIVES..............................................................................................................................4
ASSESSING APPROACHES OF WORKFORCE PLANNING, RECRUITMENT AND
SELECTION, DEVELOPMENT AND TRAINING, PERFORMANCE MANAGEMENT
AND REWARD MANAGEMENT SYSTEMS.........................................................................5
METHODS USED IN HR PRACTICES IN TESCO PLC.........................................................5
EFFECTIVENESS OF THE EMPLOYEE RELATIONS AND EMPLOYEE
ENGAGEMENT TO BECOME THE FLEXIBLE ORGANISATION AND WORKING
PRACTICES AND EMPLOYER OF CHOICE..........................................................................6
EMPLOYEE LEGISLATIONS IN TESCO PLC.......................................................................6
EVALUATION OF THE EMPLOYEE RELATIONS AND EMPLOYEE LEGISLATIONS
THAT INFORMS DECISION MAKING TO MEET THE BUSINESS OBJECTIVES IN
TESCO.........................................................................................................................................7
TASK 2............................................................................................................................................8
APPLICATION OF HRM PRACTICES IN TESCO.................................................................8
JOB DESCRIPTION...............................................................................................................8
PERSON SPECIFICATION...................................................................................................9
JOB-RELATED QUESTIONS FOR THE CANDIDATES...................................................9
OFFER LETTER...................................................................................................................10
EVALUATION OF THE USE OF TECHNOLOGY, ONLINE RESOURCES, DIGITAL
PLATFORMS AND SOCIAL NETWORKING ON IMPROVING THE RECRUITMENT
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AND SELECTION PROCESS..................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Human resource management is the practice of managing employees within a workplace and
maintain their growth and development with their regular practices and involvement of the
frequent training and development sessions. According to Marchington, et al., (2016), human
resource management is the necessity of any workplace in order to satisfy the needs of the staff
members with respect to rather personal or professional areas. In most of the cases, it has been
found that the HRM is also helpful in retaining the employees by developing effective relations
with them for the betterment of all and the company. So, with the same subject, this present
document will be developed to demonstrate what HRM is, and some of the related aspects
involved in an organisation with the example of Tesco PLC.
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TASK 1
PURPOSE OF THE HR FUNCTION
Human resource is the area of the businesses that deal with the staff members and enables the
growth of the organisation from within. Initially the HR department has made with the purpose
to provide the basic needs to the employees and make them satisfied but nowadays, with the
current trends and dynamic world, the need to retain, develop, develop effective relations and
make them satisfied is the major duty of HR departments (Reilly and Williams, 2016). In terms
of Tesco PLC, the major purposes of the HR department are:
Staffing – the HR department at Tesco is dedicated and focused towards generating a better
workforce for the company with continuous practices as it becomes difficult to retain the
employees easily and make them satisfied every time. In Tesco, the employee base is of more
than 440,000 employees which is a pretty large number, and this defines the proactive
dominance of the HR department (Tesco PLC, 2019).
Compensation – paying the staff members fairly is a necessary need for the employees and hence
the department is responsible with the primary purpose to provide satisfactory pay to employees
and earn some additional profits. Tesco is among the largest retailers of the world and hence to
maintain their value they maintain this satisfactorily.
Benefits – the HR department of the companies also have a major role to facilitate the monetary
as well as non-monetary benefits to the employees and hence the Tesco (Reilly and Williams,
2016). They generally facilitate the monetary benefits to their employees so that they can plan
their growth and hence return benefits to the company.
Performance Appraisal – with the help of regular training and development sessions to the staff
members, the HR department of Tesco aims at generating some skilled and passionate employees
which eventually help them to get a positional or operational appraisal within their tasks (Ulrich
and Dulebohn, 2015).
Law Compliance – organisations are responsible to facilitate the safe, non-discrimination and a
healthy workplace which is the duty of the HR department in any organisation.
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KEY ROLES AND RESPONSIBILITIES OF THE HR FUNCTION
According to Marchington (2015), the HR department is too busy in serving their employees that
rather they might miss some shortcomings and that may generate some major consequences for
the firm so, there is a need to define some roles and responsibilities to the department. In Tesco,
the roles and responsibilities of the HR department are:
Recruitment – as mentioned above, recruitment of the skilled personnel for the operations of the
company is a necessary role and responsibility of the HR department (Snell, et al., 2015)
Training – in the list of major roles of the department in Tesco, facilitating effective training is
one of the major ones that can help in synchronizing the employees with the current trends and
technologies (Wilton, 2016)
Professional development – another responsibility of the HR department is to retain their
employees and make them satisfied with the development and training sessions so that they can
enhance their skills
Appraisals, rewards and incentives – employees who perform effectively have the opportunity to
get the additional benefits than pay cheques and it is the responsibility of the HR department to
find the correct person by some tasks and evaluations
Maintaining work culture – within the workplaces of Tesco, the HR department is actively
responsible for maintaining the healthy work culture and create a better working environment for
the staff
Resolving conflicts – there might have some conflicts between the employees and it’s the
responsibility of the HR personnel to maintain the decorum and resolve the conflicts
Employee relations – creating better relations with the employees is an effective way to retain
them for long term employment and benefits to the firm, hence Tesco keeps a better employee
relationship management system in their regular operations
SIGNIFICANCE ROLE OF HR IN ACQUIRING TALENT TO MEET BUSINESS
OBJECTIVES
It is the known fact that recruiting the best employees is a necessary operation for all the HR
departments in order to create an effective workforce make them aligned with the aim and
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objectives of the firm. Since Tesco is focused on attaining their Plan A for the sustainability,
there is a strict need for them to recruit and acquire the best talent. At the same time, the HR
department plays a crucial role in maintaining the staff linked with the decisions, for instance,
the notion of Tesco to reduce the carbon footprints and create a sustainable environment for
future should be supported by the teams and for this HR management is strictly responsible.
ASSESSING APPROACHES OF WORKFORCE PLANNING, RECRUITMENT AND
SELECTION, DEVELOPMENT AND TRAINING, PERFORMANCE
MANAGEMENT AND REWARD MANAGEMENT SYSTEMS
Workforce planning is the notion that can help an organization to easily achieve their goals and
objectives with the support of their team members. Tesco uses some of the best workforce
planning methods like frequent training and development sessions, generating stable
organization, enable regular entrepreneurial activities, enhance the brand portfolio with the help
of its hundreds of products and services for the people (Collings, et al., 2018). In addition to this,
Tesco is also dynamically active in making their employees more loyal with the help of effective
employee engagement, employee relations and reward management systems etc. In terms of
recruiting and selecting the best talent for the firm, Tesco uses basically its online portal to get
the applications of the people who wish to work with them and is an effective way to recruit the
best talent. In addition to this, this also reduces the complexities of recruiting from different
locations and costs to the company (Tesco Lotus, 2019).
Tesco is a known organization in the world and has also involved all the major ways to enhance
the motivation and retention rate of employees with the best possible rewards and performance
appraisal systems. The practices to make their staff more loyal towards them are well planned
and hence practically addressed and performed properly as per the requirements (Hejase, et al.,
2016).
METHODS USED IN HR PRACTICES IN TESCO PLC
As mentioned on the website of the company, their HR department works on leadership skills,
innovation, empathy, collaboration, resilience and responsiveness that makes them more potent
than others in the markets. The HR department is committed to making their organization a
better place to work for all and all the practices are performed in accordance with the benefits
provided for all the employees as well as the organization. In addition to this, the fact that one
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should work for people who are varied from senior leadership to the teams and individuals that
enables the dynamic nature of a firm. There are several opportunities for the people who work
for the company and this defines the benefits of working in Tesco. The above-mentioned
practices in HRM involve all the necessary activities that can create, modify and amend the best-
skilled people towards their aims and objectives (Tesco Lotus, 2019).
EFFECTIVENESS OF THE EMPLOYEE RELATIONS AND EMPLOYEE
ENGAGEMENT TO BECOME THE FLEXIBLE ORGANISATION AND WORKING
PRACTICES AND EMPLOYER OF CHOICE
Employee management and engagement are the two tasks that are directly linked with effective
employee relations to make better results (Mackay, et al., 2017). At the same time, it has been
found that the notion to develop an organization as a flexible entity in the markets, the HR
managers performs several activities with the same. Developing effective employee relations by
enabling employee engagement helps in generating a level of trust and loyalty among the
employees that is helpful for the long term sustainability of the firm. In addition to this, the rate
of change in the markets is totally unpredictable and hence there is a need to create a potential
organization from within which is possible through effective employee engagement and
relationship building. Moreover, it can be said that the creation of the desired workforce also
requires a lot of practices that can help in generating the organization flexible in terms of
ethnicity, productivity and durability which seems possible through employees support and their
will to perform for the organization (Aguenza and Som, 2018). Employee engagement is the
term that has a direct relationship with the employee satisfaction and their motivation level in
order to attain the decided organizational goals and objectives (Al Mehrzi and Singh, 2016).
EMPLOYEE LEGISLATIONS IN TESCO PLC
Employee legislations are the basic necessities for the employees and working for staff in any
organisation and in terms of Tesco PLC, the legislation is well defined in accordance to the
practical general needs and demands of a normal individual. The firm involves all the necessary
regulations to manage their employees and make them satisfied with the basic and necessary
facilities with the help of Minimum wages Act, Equal pay act, Indiscrimination act, Working
times, Health and Safety needs and many laws and legislation that are developed by the
governments and councils for the benefits of an employee (Business Case Studies, 2019).
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EVALUATION OF THE EMPLOYEE RELATIONS AND EMPLOYEE
LEGISLATIONS THAT INFORMS DECISION MAKING TO MEET THE BUSINESS
OBJECTIVES IN TESCO
Everyone knows Tesco and the reason behind that is the effective operations and practices that
are performed by the staff members and management which has been possible because of the
effective employee relations at their workplaces. Determining the effectiveness of employee
relations and legislation in a company like Tesco might be a time-wasting activity since the
company is operating from almost 10 decades and hence they know how to make the tasks more
efficiently with the implementation of employment legislation and maintain relations with them.
In addition to this, the effectiveness of their decisions can also be seen from their ROI and sales
which is not possible without an effective employee base that can be created through effective
employee relations at the workplace (Shields, et al., 2015). In addition to this, Tesco keeps their
staff members at their priority that makes them more dedicated and leaned towards their
company and its mission and vision.
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TASK 2
APPLICATION OF HRM PRACTICES IN TESCO
JOB DESCRIPTION
TESCO PLC
Job Title – Customer Assistant
Job Role – Handling the customers directly or indirectly
Job Description – the personnel are responsible to handle the customers on daily basis and help
them in their shopping and concerns at the workplace and try to make them satisfied so that the
customers become more loyal and regular ones. In addition to this, the job role of customer
assistant at the stores is also accountable of handling some additional tasks if provided by the
management that is related with the same job role as acknowledging the inventory to the
inventory manager, marking the products and putting them at their proper places etc.
Education Qualifications – MBA in any management field or a person with experience of more
than 1 year in the same work
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PERSON SPECIFICATION
CURRICULUM VITAE
Name – XMN
E-mail – [e-mail]
Overview – recently earned my management degree from the lkmn university and in search of a
potential job that can enhance my skills in the initial stage of my career and gave me a direct
opportunity to handle people or customers so that I can understand them and make them
satisfied. Awarded as a student of the year in college with the highest points in overall academics
and extra-curricular activities.
Aim – to gain a valuable position that facilitates new opportunities to grow and develop
personally and professionally so that I can serve and create some additional benefits to my
workplace.
Core Strengths
 Interest in management work
 Good communication skills
 Significant knowledge of information and technology
 Inquisitive in nature
Experience – unprofessional experience at uncle’s grocery store of 6+ months in handling
customers
All the details described above are true and from my practical knowledge, I am solely
responsible for any kind of misconduct.
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JOB-RELATED QUESTIONS FOR THE CANDIDATES
 What motivates you to work with us?
 What is the best thing in your personality that can attract the customers and make them
satisfied with their purchase?
 In case of any serious concern with a customer in shopping or customer service, what is
the first step you would take to make them calm and sort their issue?
 What is your aim for your professional life/career?
OFFER LETTER
Tesco PLC
To Mr XMN,
It’s great to share that you have been selected as a Customer Assistant personnel in our
company and we would also like to share that you would be directly joining our W
Cromwell Rd, Kensington, London W14 8PB, UK store very soon. For the same, we
would like to tell you that you will get a pay of £21,000 for the six months which can be
incremented after evaluating your performance at the store on some aspects defined by
the management and same for all which will give you continuous development
opportunities and growth, professionally or personally. So, this is sent to you with the
approval from our management after checking your skills and competencies. You just
have to revert with the approval in next two working days and came on the provided date
of joining with your original documents.
Best of luck
Tesco Careers
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