Human Resource Management Practices at Tesco: A Comprehensive Analysis

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HUMAN RESOURCE MANAGEMENT
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Table of Contents
INTRODUCTION............................................................................................................................. 3
TASK 1............................................................................................................................................ 5
P1 FUNCTIONS AND PURPOSES OF THE HRM AND THEIR APPLICATIONS TO WORKFORCE
PLANNING AND RESOURCING OF AN ORGANISATION..............................................................5
ROLES OF HR IN WORKFORCE PLANNING AND RESOURCING....................................................6
P2. STRENGTH AND WEAKNESSES OF DIFFERENT APPROACHES OF RECRUITMENT AND
SELECTION................................................................................................................................. 8
TASK2........................................................................................................................................... 10
P3 THE BENEFITS OF DIFFERENT HRM PRACTICES WITHIN THE ORGANISATIONS FOR BOTH
THE EMPLOYER AND EMPLOYEE..............................................................................................10
P4 THE EFFECTIVENESS OF DIFFERENT HR PRACTICES IN TERMS OF RAISING PRODUCTIVITY
AND PROFIT OF TESCO.............................................................................................................12
TASK 3.......................................................................................................................................... 14
P5 THE IMPORTANCE OF EMPLOYEE RELATIONS IN RESPECT TO INFLUENCING HRM DECISION
MAKING................................................................................................................................... 14
P6 THE KEY ELEMENTS OF EMPLOYMENT LEGISLATION AND THE IMPACT IT HAS UPON HRM
DECISION MAKING...................................................................................................................15
TASK 4.......................................................................................................................................... 17
P7 ILLUSTRATE THE APPLICATION OF HRM PRACTICES IN A WORK RELATED CONTEXT, USING
SPECIFIC EXAMPLES................................................................................................................. 17
CONCLUSION............................................................................................................................... 21
REFERENCES.................................................................................................................................22
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INTRODUCTION
Every organisation needs different types of resources like finance, manpower, technology to
carry out its day to day business activity. Human resource is the most important resource of
every organisation. In any organisation the human resource constitutes as employ, labour, staff,
customers, internal and external shareholders etc. they all are connected to each other. They
share activity, information and knowledge within and outside the organisation. The success and
growth of any organisation depend upon the working of the human resource of the particular
organisation. In this assignment, it is discussed the key roles and functions of the HR
department of the TESCO. The report will also discuss the employee's relation and their
respond to the external factors of a particular area or a country (Johnson, et al., 2018).
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1. OVERVIEW
The Tesco is a multinational company for supermarket and retail merchandise headquartered in
Welwyn garden city in the UK. TESCO Company was founded by Jack Cohen in 1919. The
number of satisfied employees working for Tesco is 476000; they are working in different stores
all over the world. The net profit of Tesco recorded is 54 million pound in the year 2017. The
Tesco has the largest chain of supermarket in the world. The Tesco owns more than 6554
number of a store all over the world. The company has a very well established supply chain
management for the proper supply of products and to fulfil the demand of the customers. The
Tesco does lots of research in order to be a leader in a competitive market (Johnson, et al.,
2018).
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TASK 1
P1 FUNCTIONS AND PURPOSES OF THE HRM AND THEIR APPLICATIONS TO
WORKFORCE PLANNING AND RESOURCING OF AN ORGANISATION
Human resource management plays different roles and functions within and outside the
organisation. The human resource function is to maintain the performance of the employees
and to motivate them to work more efficiently for the organisation. The roles of the HRM are to
hire and recruit the best candidates and train them so that they can work effectively for the
organisations (Brannen et al., 2017).
The Tesco Company recruits employees for the different purposes and requirement for the
organisation. The HRM also give proper training to their new employees so that they become
well trained and work proficiently for the organisation. the HRM department of the Tesco
ensures that every employee of the organisation understands its roles and responsibilities
(Brannen et al., 2017).
PURPOSE AND FUNCTIONS OF HRM
Human resource management functions and operates in different ways to attain organisation
goals. Human resource management hires candidates as per the requirements of the different
department.
The different functions of the HRM are listed below
1. RECRUITMENT AND SELECTION: One of the main functions of the HRM is to hire an
employee as per the vacant place in the organisation. The process of hiring requires a
reason for hiring and the quality or the qualification required to carry out a particular
task. First, the department hires many individual and the second they do staffing as per
their skills and qualification, for example, a person will be sent to the marketing
department if the background of that particular person is of marketing or if someone
has some marketing skills (Moore and Brannen 2016).
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2. TRAINING AND DEVELOPMENT: The next process after a selection is the training of an
employee. A well-trained employee can deliver the best results and helps in the growth
of the organisation. Training is done as per staffing if the employee belongs to the
finance department then the training of the employee will be done by the finance
department. In Tesco, the purpose of the training is to train someone with different
skills and knowledge which is required for carrying out a different task in a particular
field (Bingham and Druker, 2016).
3. COMPENSATION AND BENEFITS: The Tesco Company has different compensation and
benefits plan for its employees. These compensation plans help the employees to work
effectively and productively in the organisation. The different benefits that Tesco
provides are flexible working hours, medical leaves, maternal leaves, vocational leaves
etc (Vu, 2016).
PERFORMANCE APPRAISAL: The HR department of Tesco evaluates the performance of the
employees in order to find the areas of improvement and also check whether the performance
of an employee is as per the given roles or not. The Tesco HR department also controls and
directs the activities of the employees. The HR department motivates the employees and
resolves their issues in order to make them feel optimistic. The HR department also works for
the rights and for the welfare of the employs. The performance of the employees is evaluated
and they get bonuses and incentives as per their performance (Adewuyi, 2016).
ROLES OF HR IN WORKFORCE PLANNING AND RESOURCING
The key role of the HR department is to maintain a proper work environment within and
outside the organisation. The main function of the HR department of Tesco is to manage and
implement the policies of the organisation. The HR department of the Tesco has to find ways
places to hire employees for the organisation the department do planning for the hiring process
the department hires from a different source from college placement, open campus, or they
hire employs from walk-in interviews. The HR department also maintains the discipline among
employs and regulate the proper flow of the authority and command. The other roles of the HR
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department of the Tesco are to maintain a proper track record of the employs and provide
salary along with the incentives as per the performance (Hadjisolomou, 2015).
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P2. STRENGTH AND WEAKNESSES OF DIFFERENT APPROACHES OF
RECRUITMENT AND SELECTION
Organisations finds different selection and recruitment criteria before starting the hiring
process. Tesco has to do a different analysis to know about the strength and weaknesses of the
HR department in order to select employees.
The strength of the HR department: Recruitment or selection is a process of hiring qualified
candidates and matching them with the vacant position, but is not an easy process. The Tesco
hires the employs from different places in different ways the Tesco hires employs by posting on
various sites, consultancies and open campus. The strength of the HR department of Tesco is
that the Tesco is giving employment to thousands of people all over the world and paying them
a good salary. The Tesco is a multinational company so everyone wants to work with the
company and grow with the company. The company hires employees in two different ways:
(Ramkumar, 2018).
1. INTERNAL RECRUITMENT: In this type of recruitment process the organisation hires
employees from within the organisation. If any vacancy comes the company evaluates
employees from the same organisation and if an organisation finds a person with a good
performance they promote it in this way they fill the post of the organisation.
STRENGTHS:
In this process of selecting, the organisation gives appraisals to its own employs and motivates
them. This process of selection is easy as and simple and less time-consuming. The other
benefit of this type of selection is that the HR department hires or promote the employs who is
loyal and trustworthy (Ramkumar, 2018).
WEAKNESSES:
Apart from benefits, there are few weaknesses in internal hiring system that is, internal
recruitment or promotions may create conflicts among the employs of the organisation even if
the department is promoting fairly. The other weakness is that the internally promoted
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employee has the same talent and same knowledge if hires from outside the other person must
bring some different talent that can help the organisation. If the organisation internally hires or
promotes an employee then the organisation has to hire for the vacant place of the promoted
person (Ramkumar, 2018).
EXTERNAL RECRUITMENT: Besides recruiting someone within the organisation the Tesco also
hire employs from outside. The different ways of external hiring’s walk-in interviews, open
campus, posting and reference (Evans and Mason 2018).
STRENGTH:
If the vacancy is filled by the employs who is hired externally then that person must have
bought some ideas and different tactics along with. The benefit of external hiring is that he
employs who are working in a different organisation must know different strategies and
knowledge which can be helpful for the organisations. Another reason for the external
recruiting of the Tesco Company is that internal politics chances would be minimised and the
environment would be more competitive. Externally recruitment can bring qualified employs to
the organisation (Evans and Mason 2018).
WEAKNESSES:
There are different weaknesses or disadvantages of hiring employs externally. If the employee
is externally hired then he employs must have very limited knowledge about the organisation.
The other disadvantage of Tesco in external hiring is that it will raise disputes within the
organisation for not getting promoted. The other disadvantage of external hiring is that there
can be a risk of not proper hiring or not efficient hiring. Inappropriate hiring may result in a
decrease in the performance of the team or department (Evans and Mason 2018).
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TASK2
P3 THE BENEFITS OF DIFFERENT HRM PRACTICES WITHIN THE
ORGANISATIONS FOR BOTH THE EMPLOYER AND EMPLOYEE
There are different benefits and advantages of HRM practices within the organisation to
achieve short term and long term goals. The HRM department of the Tesco formulates and
implement different practices like recruiting, staffing, organising, training etc. in order to form a
proper structure of a high-performance team. The different practices of the HR departments
are as follows:
1. PLANNING OF A WORKFORCE: Every organisation do planning to have a high-performance
team. The more qualified person the Tesco hire the better would be the performance of the
organisation. Planning of the workforce also requires the need and requirement of the
organisation and its department (Flynn et l., 2016).
2. RECRUITMENT AND SELECTION OF EMPLOYEES: The Tesco plans different strategies and
models to hire different employs for all departments. The Tesco hire employs from all over the
world to make a high-performance workforce and to get a better result. The Tesco hires
employs from open campus, campus drives, walk-ins etc. the recruitment is done as per the job
requirement and the employs are provided by the job description so that they can understand
their roles and responsibilities (Moore and Brannen 2016).
1. 3. TRAINING AND DEVELOPMENT: The HR department of the Tesco provide adequate
and proper training to their new employs so that they can work effectively and bring the
best result. In training, the employees learn different skills that will help the employees
to carry out day to day activities and to ultimately help the organisation to achieve goals
and objectives (Bingham and Druker, 2016).
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4. PERFORMANCE MANAGEMENT: In this approach, the organisation keep a track record of the
employee’s performance. In this approach, the organisation motivates the employs if needed to
boost their confidence. The performance of the employees is checked by using a strategy tool
360-degree performance evaluation in this the employee's performance is checked by taking
feedback from its seniors, junior or subordinates, by employs coordinator or co-worker
(Adewuyi, 2016).
5. Reward system: The HR department of the Tesco has various reward system as per the
performance of the employees the Tesco offers reward to their employs in the form of hike in
the salary, promotion scheme, and vocational tour etc. this reward system motivates
employees and also helps them to feel responsible and valued (Vu, 2016).
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P4 THE EFFECTIVENESS OF DIFFERENT HR PRACTICES IN TERMS OF RAISING
PRODUCTIVITY AND PROFIT OF TESCO
The HR department of the Tesco formulates and implement different HR practices from
recruitment to reward system. The Tesco plans these practices in order to help employees to
achieve organisational goals. The Tesco measures these practices and also make changes in
these practices if needed. Tesco is one of the biggest supermarket chains and the company has
several thousand employees working for them. It is not an easy task to manage such a huge
number of employees.
THE EFFECTIVENESS OF PLANNING: The very first job the HR department is to make workforce
plan. A better workforce plan will give an organisation a proper work structure or a business
model that can help the organisation to achieve its goals. The activities of the HR department
are to make a high-performance workforce and team (Flynn et l., 2016).
THE EFFECTIVENESS OF RECRUITMENT AND TRAINING SYSTEM: The organisation after doing
the workforce planning the HR department does recruitment and selection of employees in
order to fulfil the position of different departments. A proper recruitment and selection process
helps the organisation to yield a good result. If the organisation achieves targets and goals on
time that will ultimately help the organisation to earn more profit and increase productivity
(Bingham and Druker, 2016).
THE EFFECTIVENESS OF PERFORMANCE MANAGEMENT: The Tesco HR department has a very
good model to evaluate the performance of the employees. The Tesco keeps a track record of
all the employees working within the organisation and outside the organisation. An effective
performance management system of Tesco helps the organisation to keep the workflow proper
and regulate the workflow this will help the organisation to increase productivity and to
increase the profit (Adewuyi, 2016).
THE EFFECTIVENESS OF REWARD SYSTEM: The Tesco has various reward systems for their
employees. The rewards of the Tesco are in the form of salary hike, promotions, bonuses etc.
the reward is given to the employees to in order to appraise them for their work and
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