HRM Strategies in Tesco: Workforce Planning, Recruitment, and Benefits

This report provides a detailed analysis of Human Resource Management (HRM) practices at Tesco, focusing on workforce planning, recruitment, employee relations, and the impact of employment legislation. It explores the purpose and functions of HRM, including organizational culture management, reward management, staffing, training and development, recruitment, and performance management. The report evaluates different approaches to recruitment and selection, such as internal and external sourcing, highlighting their strengths and weaknesses. Furthermore, it examines how various HRM practices benefit both management and employees, emphasizing employee relationships and reward management. The analysis includes an assessment of the effectiveness of HRM practices in raising organizational profit and productivity, along with a critical evaluation of employee relations and the application of HRM practices in decision-making, supported by specific examples from Tesco. The document also illustrates the practical application of HRM within Tesco, showcasing recruitment documents and rationale behind specific HRM strategies.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Introduction......................................................................................................................................1
LO 1.................................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organization.........................................................................................2
M1 how the HRM functions in your chosen organization can provide talent and skills
appropriate to fulfil business objectives using appropriate theories and models........................4
P2 explain the strengths and weaknesses of different approaches to recruitment and selection. 4
M2 evaluate the strengths and weaknesses of different approaches to recruitment and selection
using suitable theories and models..............................................................................................6
D1 critically evaluate the strengths and weaknesses of different approaches supported by
specific examples and independent judgment.............................................................................6
LO 2.................................................................................................................................................8
P3 Explain how different HRM practices benefit the management and employees of your
chosen organization.....................................................................................................................8
M3 identify and analyze the methods using appropriate models and specific examples of how
they benefit both the employers and employees of your chosen organization............................9
P4 Evaluate the effectiveness of different HRM practices in your chosen organization in terms
of raising organizational profit and productivity.......................................................................10
D2 critically evaluate HRM practices and their application, within the content of your chosen
organization, using a range of specific examples and coherent and lateral thinking.................11
LO 3...............................................................................................................................................13
P5 Analyse the importance of employee relations in your chosen organization with respect to
influencing HRM decision-making...........................................................................................13
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organization...........................................................................14

M4 evaluate the key aspects of employee relations and employment legislation in respect to
influencing HRM decision-making with the application of relevant in your chosen
organization...............................................................................................................................16
D3 critically evaluate the employee relations and the application of HRM practices that inform
and influence decision-making demonstrating convergent/lateral/creative thinking in your
organization...............................................................................................................................16
LO 4...............................................................................................................................................18
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples from your chosen organisation..................................................................................18
M5 provides a rationale for the application of specific HRM practices based on your chosen
organization...............................................................................................................................22
Conclusion.....................................................................................................................................24
References......................................................................................................................................25

LIST OF TABLES
Table 1: Strength and weakness of source of recruitment...............................................................5
Table 2: Job specification..............................................................................................................18
Table 3: CV....................................................................................................................................18
Table 4: Interview preparatory notes.............................................................................................19
Table 5: Offer letter.......................................................................................................................20

LIST OF FIGURES
Figure 1: Functions of HRM............................................................................................................3
Figure 2: Various Roles of HR department.....................................................................................3
Figure 3: Methods of recruitment....................................................................................................5
Figure 4: Effectiveness of HRM......................................................................................................8
Figure 5: Different practices of HRM...........................................................................................10
Figure 6: application of HRM practices within business...............................................................11
Figure 7: Importance of employee relation...................................................................................13
Figure 8: Elements of employee legislation..................................................................................15
Figure 9: Methods of recruitment..................................................................................................21
Figure 10: Rationale with HRM practice.......................................................................................22

Introduction
Human resource is the alive and functional part of any organization and the Human resource
management (HRM) carries out the functions like recruitment of right personnel at right time and
place along with activities like selection and training. With an aim to provide better services and
improved quality of products, Tesco, a retailer firm, is working at different parts of the world.
We aim to analyze the applicability of the HRM practices in Tesco along with an understanding
of dissimilar activities and practices benefiting the management and employees of the firm in
order to achieve the set objectives in a right manner.
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LO 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organization.
The Human resource management is considered to have various functions like:
 Organizational culture management– The culture of an organization defines the
behaviour of the workforce of that company and in order to avoid the unnecessary labour
turnover and other unfortunate incidents to occur at the company it is important to take
due care of the development of a healthy culture in the organization.
 Reward management– One of the best ways to encourage your workforce and to
motivate your employees to work better are the prizes and rewards in any management.
These would attract them to work effectively and efficiently for such achievements
(Caldwell and Ndalamba, 2017). Tesco, in order to keep the active part of the
organization motivated, should follow the same.
 Staffing– One of the integral parts of Human Resource department is the function of
staffing and it takes care of the goals of the organization to get the right people for the job
who can understand the goals of the organization and help the firm in expansion and
enlargement of the workforce. In order to be the best class staff, an individual has to go
through a lot of screening processes which is the passage where they are trained to be
efficient (Haff and Triplett, 2015).
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Figure 1: Functions of HRM
Source: (By author)
The HR department of Tesco plays various important roles for staffing which can be explained
as follows:
Figure 2: Various Roles of HR department
Source: (By author)
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 Training & Development – In order to make the individual understand the importance
of values and culture of the organization, it is very important to take him through with the
training process. Tesco enables its workers to understand the goals and motivations in
order to increase their profitability for the firm (Poba-Nzaou et.al. 2018). Exploring the
gifts of its workforce and making them more valuable for the organization can serve to be
a resource for Tesco.
 Recruitment – Tesco and the HR department of the firm is therefore a part of
recruitment process which enables the firm to attain individuals who are dependable and
are able to adapt to the organization’s culture and environment (Cascio, 2018). The outer
and inward enlistments, therefore, are assisted with Tesco.
 Performance management–In order to measure whether the labour force hired is
working according to their efficiency and dealings with general execution and examining
the profitability of the workforce, HRM has to deal with performance management
(Harrison, 2011). This enables the firm to understand the capabilities and expertise of its
workforce and Tesco after such analysis can create the hierarchical structures and place
the employees according to their skills in order to develop the organization and create a
larger market.
M1 how the HRM functions in your chosen organization can provide talent and skills appropriate
to fulfil business objectives using appropriate theories and models.
The Human Resource Management is focused on providing the organization with converted help
by providing them with executive help in the administration of their employees and
improvements in the same along with making appropriate changes in the working environment
of the company which result in achievement of the set business objectives (Christiansen, et. al.,
2017).In order to plan the Human resource in an appropriate manner, the inward, as well as the
outside involvement of the employers and employees, is necessary and all other functions to be
carried out by professionally and accurately. The functions of training and development in Tesco
are carried out by the HR department itself. The professional can skilfully recruit and select the
employees on the basis of their knowledge and enhance the workforce culture and
communication. The employees who can be seen to be contributing the most towards the
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organization should be rewarded as well which motivates them as well as others to work
efficiently.
P2 explain the strengths and weaknesses of different approaches to recruitment and selection.
The determination and enlistment process carried out by the HR department should be able to
meet the set goals of the organization efficiently. The inner and outer enrolment forms are the
two most important methods used by the organization (Jaques, 2017). In order to improve the
organization, it is important to follow these methods of configuration and various different
approaches can be used in Tesco of which two most important ones and relevant ones can be
described as follow:
Figure 3: Methods of recruitment
Source: (By author)
 External Sourcing- The external sources of recruitment in any organization may recruit
the individuals who are not aware of the culture and values of the organizational
environment and have to be explained the same. One of the biggest advantages of using
this technique is that new talent in the form of fresh graduates can be recruited. However,
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the downside is that the company has to incur the cost or training these people
(Shackleton, 2015).
 Internal Sourcing- The internal source of recruitment is conducted when the current
employees of the organization can bring in other employees through their own contacts
which can be suitable for the posts (Taylor, 2014.). Here the suggestions made by the
employees if accepted motivate the employees to a huge scale. However, the innovation
in the individuals is restricted here.
Table 1: Strength and weakness of source of recruitment
Strength Weakness
 In order to improve the quality of Human
resource in the organization, the
recruitment and selection process helps the
employees to enhance their skill set
(Shackleton, 2015).
 Spread in the brand awareness is also
possible.
 Internal recruitment practices help the firm
to reduce the costs of the recruitment
process.
 In order to obtain the best workforce
for the organization, various
strategies and screening procedures
have to be followed (Kurtz and
William, 2017).
 This type of recruitment and
selection processes lead to reduced
efficiency.
 The process can turn out to be time-
consuming and expensive for the
organization.
M2 evaluate the strengths and weaknesses of different approaches to recruitment and selection
using suitable theories and models.
Different approaches for the section and recruitment processes like job satisfaction, description
and analysis can be selected after determining the strengths and weaknesses of the same which
can be classified as follows:
Strength: Such a process will enable the organization to work in a superior way and to select a
choice of alternatives which is beneficial for the betterment of the organization (Liang and
Mackey, 2011).
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Weakness: One of the main factors that this sort of a process depends on is the abilities of the
individuals in terms of aptitudes and abilities and the one having more information will be
chosen. A huge amount of cash and time has to be spent by the organization in order to identify
such abilities in the individual performances.
D1 critically evaluate the strengths and weaknesses of different approaches supported by specific
examples and independent judgment.
Strength
 All the new capacities of Tesco will be secured through this approach and a new ability is
setup for the upside.
 One of the biggest strength is that the favourable quality will generate the improvement
of the desired level (Ng and Dastmalchian, 2011).
 The person chosen after the long screening process will be having the qualities of finest
data and methodology along with fundamental activities.
Weakness
 The costs to be incurred in order to follow such a process is generally high and hence
time and money both will be consumed (Kurtz and William, 2017).
 The working of existing employees may be affected by the process of internal
recruitment by the organization.
For example, As the company, Tesco, already has a pool of skilled employees available, internal
recruiting can be a very good solution for the company to get new staff.
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