Analysis of Tesco's HRM Practices and Their Effectiveness

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HRM
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Executive summary
HRM is an essential practice for every organisation. It involves the management of the
employees. Compensation and incentives are also included in the aspect of HRM. This study
deals with the definition and ambit of HRM practices withinanorganisation. A different
aspect of HRM practices is also included in the study.
Further, the approach of recruitment and selection are outlined in the study. HRm practice of
Tesco company has been mentioned in this study. The objective of the HRM approach have
also been outlined in the study. Finally, the study concludes with various features of HRm
practice IN Tesco.
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Table of Contents
Introduction................................................................................................................................4
1.Definition and purpose............................................................................................................4
2.Functions of HRM...................................................................................................................4
3.Selection of two objective and elaboration.............................................................................6
4.Approach.................................................................................................................................6
5.Two approaches.......................................................................................................................7
6. Selection of organisation and various practises.....................................................................8
7.Practice and its benefits...........................................................................................................8
8.Details and benefits.................................................................................................................9
Conclusion:................................................................................................................................9
Reference list............................................................................................................................10
Appendices...............................................................................................................................11
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Introduction
HRM refers to effective management within an organisation to achieve the target. HRM
involves training, recruitment selection and many more processes. Tesco is a multinational
grocery in the UK. The HRM practices of Tesco includes training, recruitment and selection.
1.Definition and purpose
Hrm is a terminology used for the elaboration of a formal system conceived for the
management of employees within an organisation. Roles of a human resource manager is
comprised of three regions namely the recruitment, compensation and benefits and work
definition (Berman et al. 2019). The management of the employees within an organisation is
considered as human resource management. Many factors are included in human resource
management; they are selection, recruitment, hiring, evaluation and orientation.
The central ambit of HRM is to achieve the goals of the organisation by planning HR and
performance management. The aspects of training, recruitment and development are involved
in HRM for the selection of suitable employees. The achievement of strategic goals is also
included in the ambit of HRM. HRM also deals with compensation and performance related
issues (Chuang et al. 2016). Development of organisation, the motivation of employees,
safety and wellness of the organisation are the aspects of HRM. Thus HRM plays a
significant role in the management of employees, workplace culture and environment.
Productivity o0f an organisation is increased through the optimisationof employee
effectiveness.
2.Functions of HRM
The functions of HRM is segmented into two sections namely the managerial and operational
segmentations. Managerial segmentation includes organising, planning, direction and control
(Xing et al. 2016). Operational segmentation includes hiring, analysis of the job, appraisal of
performance, training, administration, the welfare of employees and maintenance.
Individualistic research, private records and labour connections are also included in the
operational segmentation.
Functions of manager:
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● Organising: It is an essential and significant task. Allocation of the task is done for
every employee as per their skills. These allocations are done to achieve an
organisational goal.
● Planning: It is pivotal and the essential function. This function is required to achieve
specific determined organisational goals (Vanhala and Ritala, 2016). In this aspect of
functioning, the number and categories of employees are examined to obtain the
organisational goal.
● Direction: This segment includes activation of employees at various levels and
enabling them to contribute more towards achieving organisational goals.
● Control: Checking, verification and comparison with goals are done depending on the
post planning and employee performance.
Operational functions:
● Hiring: Enormous amount of prospective candidates are selected through the process
of hiring (Shantzet al. 2016). These prospective candidates would help achieve the
goals of the organisation.
● Analysis of job: It is an essential operative task where a description of the nature of
the job is required for a significant post in the job (Shantzet al. 2016). Skills,
qualification and the experience of the employee is judged based on the post.
● Appraisal of performance: In this segment analysis and examination of the
performance of the employee is done.
● Training: Acquiring new skills and knowledge by the employees is administered in
this operative task (Budhwaret al. 2016). This training is processed in order to
complete the job effectively.
● Administration of salary: Determination of payment for different types of job are
administered in this operative task (Williams and Lee, 2016). Compensation,
incentives, bonus and many more are the purpose of this operative task
● The welfare of employee: This operative task is done in order to highlight the
facilities and benefits provided to the employee.
● Maintenance: maintenance of the higher skilled employees and minimisation of the
turnover of employees is administered in this segment.
● Labour connections: connection amongst within trade union is administered in this
operative task. (ipa.ie 2017)
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● Individualistic research: Research is one of the significant aspects of human
resource management. This research is done in order to analyse the opinion of the
employees in various aspects.
● Individualistic report: Maintenance, retrieval, recording the information of every
employee is done in this operative task.
3.Selection of two objective and elaboration
The important HRM functions are the hiring and training of employees.
Hiring: The process of hiring involves screening and selecting highly skilled employees.
Potential employees are hired in an organisation through screening, selection based on the
categorised objective of the job. Before the process of hiring includes the plans of staffing
and graduation. These gradation and staffing are done in order to categorise the employees
according to the needs of the job. Employee forecast is dependent on the yearly budget of the
organisation with its short and long term targets. Hiring is an essential aspect for any
organisation as it reinforces the reduction of mistake costs.
It
Figure: Two objectives
(Source: Created by author)
Training is an essential operational task which is used to improve the performance of the
employees. It also enables us to highlight the future goals of the employees. The ability of the
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TrainingTwoapproachoftrainingHiring

employees is enhanced through education and maximisation of skills and knowledge for an
important subject.
4.Approach
Different approaches to recruitment are:
Website and online mode: This recruitment approach could be beneficial for an organisation
as it is cost effective. Streamlining of administration and an increase in the recruitment cycle
is enhanced through this recruitment approach.
Agencies of recruitment: This is an approach of recruitment that generates permanent and
temporary placement. It is highly beneficial as it speeds up the reaction from the devoted
staffs. It also enhances the significant expertise knowledge for the target employment market.
Search consultancy: This medium is used when the vacancy of the organisation is not made
public. This recruitment approach includes discretion and is free of risk and any other
charges.
Advertising: Newspapers and journals are still the trusted medium for job recruitment.
Skilled and qualified people often look for vacancies in specialist journals. The main
advantage of this recruitment process is positive communication regarding job vacancies.
The approaches of selection include a panel interview, a test of skills and personality test.
Personality test: This method of the selection process includes interviewing in order to
examine the personality of the candidate for a specific job.
Test of skills: Every job requires specific skills. This test is performed in order to determine
the prospect of minimum skills required for a job role.
Panel interview: Panel interview is an essential aspect of selection for a job. Panel interview
might seem additional for individual candidates. However, it is an important aspect to analyse
the skills. Observation of the prospect of employees could be determined at significant levels.
5.Two approaches
Two recruitment approaches are:
Online mode and website: Online and website mode of the recruitment process involves
secure communication. Online mode of recruitment is very much cost effective and ensures
immediateness. The disadvantage of online mode of recruitment is that it is sometimes
inefficient to target the prospective candidates. Subscription fees and another relative cost to
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post the job vacancy in the online medium is another disadvantage of the online mode of
recruitment.
Agencies of recruitment: The main benefit of the agencies of recruitment is that it conducts
the interview of the employees on behalf of the authorities of the organisation. It is very
much cost effective and saves money. The disadvantages of recruitment agencies are the
deficiency in control of indirect access of candidates. Communication issue is also an
advantageous aspect of recruitment agencies.
Two approaches to selection are:
Personality test: Personality test is very much beneficial in assessing the fitness of the
employee in the organisational culture. It is also helpful for recruitment managers to motivate
and engage the individual employees. The disadvantages of a personality test are that it is
very much time consuming and costly. Deficiency in accuracy and reliability are also the
disadvantageous aspect of the personality test.
Skill test: Skill test reinforces subjective and objective evaluation of the candidates. The skill
test is a standardised and transparent mechanism of the selection process. The skill test is
very much cost effective and hassle-free. Disadvantage of the skill test is that it is applicable
for specific relevant jobs. Consistency in marking is abrupt in skill test. The skilled test is
often referred to as a biased mode of selection.
6. Selection of organisation and various practises.
Tesco is a multinational grocery and retail store in the UK. It is a leading Grocery store in
UK. Tesco ranks second amongst the retailers in the world. Tesco is widespread amongst 14
countries in the world. It is a network of retail stores. Tesco administers the recruitment
process of employees in terms of skills, location and numbers. Tesco includes two processes
of recruitments namely the intrinsic and extrinsic recruitments. Intrinsic recruitment includes
filling up of vacancies within the company, and extrinsic includes the vacancy fill up outside
organisation. (ipa.ie 2017)
The selection process of the Tesco company includes the examination of the biodata of the
employees. Feasible HRM strategy is reinforced by the company to manage employees. The
HRM practice of Tesco includes recruitment in the first stage, selection in second stage and
training in third stage.
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7.Practice and its benefits
Training in Tesco company: It involves the rotational jobs aspect in order to achieve the
target by the employees. Thus training motivates the trainee to cover the goal of the job.
Experienced personnel acts as a guide for the trainees in order to provide knowledge for the
job. Coaching process in training involves the resolution of the problems of employees
through motivation. Shadowing is the process of visualising the responsibilities of the
employees in Tesco company. Training makes the employees of the Tesco company more
productive and positive.
The selection process in Tesco company: The selection process of the Tesco company
includes primary interview would, job interrogation round, conducting test and background
checking. The conducting test occurs after the initial interview round. This test includes
aptitude and ability test. All these selection processes are reinforced in the Tesco company to
identify the best amongst all the candidates. Screening of the candidates is facilitated through
the selection process. (whatishumanresource.com 2019)
8.Details and benefits
The selection process of recruitment would enable the selection of the right candidates
amongst all the job employees. This is a suitable process for maintaining the laws and
regulations of the Tesco company. In order to choose the best employee to match the
prerequisite selection process of recruitment is initiated in Tesco.
Chosen applicants have attendance sector before interview. Store-based job applicants can
approach to the Tesco outlets for a job vacancy.
Conclusion:
This study deals with various HRM practices and approaches. HRm practice and approach of
Tesco company have also been outlined in this study. Elaboration of two essential HRM
practices has been outlined in the study. Example of the selection process of Tesco is
provided in the study.
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Reference list
Book
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. US: CQ Press.
Journal
Chuang, C.H., Jackson, S.E. and Jiang, Y., 2016. Can knowledge-intensive teamwork be
managed? Examining the roles of HRM systems, leadership, and tacit knowledge. Journal of
management, 42(2), pp.524-554.
Xing, Y., Liu, Y., Tarba, S.Y. and Cooper, C.L., 2016. Intercultural influences on managing
African employees of Chinese firms in Africa: Chinese managers’ HRM
practices. International Business Review, 25(1), pp.28-41.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology, 31(1), pp.95-109.
Shantz, A., Alfes, K. and Arevshatian, L., 2016. HRM in healthcare: the role of work
engagement. Personnel Review, 45(2), pp.274-295.
Shantz, A., Arevshatian, L., Alfes, K. and Bailey, C., 2016. The effect of HRM attributions
on emotional exhaustion and the mediating roles of job involvement and work
overload. Human Resource Management Journal, 26(2), pp.172-191.
Budhwar, P.S., Varma, A. and Patel, C., 2016. Convergence-divergence of HRM in the Asia-
Pacific: Context-specific analysis and future research agenda. Human Resource Management
Review, 26(4), pp.311-326.
Williams, C. and Lee, S.H., 2016. Knowledge flows in the emerging market MNC: The role
of subsidiary HRM practices in Korean MNCs. International Business Review, 25(1), pp.233-
243.
Online article
ipa.ie (2017), HRM, Available at:
https://www.ipa.ie/_fileUpload/Documents/THE_PRACTICE_OF_HRM.pdf (Accessed on:
4th April 2019)
Website
whatishumanresource.com (2019), whatishumanresourceAvailable at:
http://www.whatishumanresource.com/human-resource-management (Accessed on: 5Th April
2019)
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Appendices
Appendix 1: Tesco Company
(Source: https://www.tesco.com/)
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