Human Resource Management Report: Tesco's HRM Practices and Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a major global retail company. It delves into the purpose and functions of HRM in workforce planning, examining how Tesco utilizes HRM to effectively manage its employees and achieve organizational goals. The report explores the strengths and weaknesses of various recruitment and selection approaches, comparing internal and external methods, as well as systematic and unsystematic selection processes. It also highlights the benefits of HRM practices for both employers and employees, such as increased productivity, reduced absenteeism, and improved employee morale. Furthermore, the report discusses HRM practices aimed at increasing productivity and profitability, as well as the importance of employee relations in influencing HRM decision-making. Finally, it examines key elements of employment legislation and its impact on HRM decisions, offering a well-rounded overview of HRM in a real-world context.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose and function of HRM in workforce planning.....................................................3
P2. Strengths and weakness of various approaches of recruitment and selection..................4
TASK 2............................................................................................................................................7
P3 Benefits of HRM practices for both the employer and employee.....................................7
P4. HRM practices for increasing productivity along with profitability of the company......8
TASK 3............................................................................................................................................9
P5. Importance of employee relations in respect to influencing HRM decision making. .....9
P6. Key elements of employment legislation and its impact upon HRM decision making. 10
TASK 4..........................................................................................................................................10
P7. Human Resource Management practices.......................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13

INTRODUCTION
Management team of every organisation use HRM practices in order to select, hire,
recruit, develop and manage the workforce of the enterprise. HRM focuses on the performance
of employees as well as managers ensure that they work in an effective manner within the
organisation. Department of Human Resource plays very important role in the company, as they
motivate, encourage as well as provide training to their staff for their overall development. In
this report, Tesco is the chosen company. It deals in groceries and is one of the biggest retail
company across the world. Tesco was founded in the year 1919 by Jack Cohen and its
headquarter is located in England. This report includes a detail description about purpose, nature
of HRM along with strengths and weaknesses of recruitment and selection process used by
managers of the company. Also, this report includes different practices in reference to employees
and employers. At the end, this report contains a discussion about the impact of laws on the
process of decision-making.
TASK 1
P1. Purpose and function of HRM in workforce planning.
Human Resource Management plays very important role within the organisation. With
the help of effective HRM managers of TESCO use their employees effectively (ALDamoe,
Yazam and Ahmid, 2012). In context of Tesco, management team of the company use HRM
techniques in their organisation in order to utilise their current employees in such a manner so
that they can accomplish their pre defined goals effectively. Human resource planning or
workforce planning is a process used by various organisations for examining the current
employees along with the future requirement of human resources.
Purpose of HRM: For maintaining and arranging adequate workforce inventory: In the present context of
Tesco, one of the main aim of HRM is to maintain right candidate available at the right
place and at the right time (Bučiūnienė and Kazlauskaitė, 2012). Along with this, it is the
responsibility of HR manager to evaluate the current employees along with required
workforce. With the help of this, managers of the company will be able to arrange and
maintain adequate human resource at the right time, at the right place in an effective
manner.

 For keeping high morale of workers: In reference of Tesco, managers of the company
motivate or encourage their employees on a regular period of time (Chelladurai and
Kerwin, 2017). For this, management team provides benefits, perks, bonus, incentives to
their potential employees. As a result, managers can motivate their workers as well as
retain their capable staff members for a longer period of time. It will enhance the
productivity and performance of employees working within the organization.
Functions of Human resource management:
HRM functions are classified into two main categories, managerial functions and
operative functions. With the help of these functions managers enhance the productivity of
organisation. These functions are described in detail:
Managerial functions: Under this function of HR, various elements have been includes
such as planning, organising, staffing, controlling, commanding. Manager of Tesco use this
function within their company.
Planning: In this function, Manger of Tesco develop a plan in order to achieve the
organisational goal. They generate plans according to the requirements of consumers.
Organising: It is the responsibility of HR manager of Tesco to organise all required
resources at the time of productions, so that they can reduce time gap.
Controlling: According to this function, Manger of Tesco have to control as well as
examine all the activities and functions of their employees regarding the development of
products and services.
Operative functions: According to the operative function, it is the responsibility of
managers of Tesco, to procure motivate or develop the employees of the organisation in an
effective manner. In order to enhance the productivity of company as well as performance of
employees, managers should provide training sessions to their staff members.
Procurement: This process is related to purchasing in order to control the quality as well
as quantity of products. Managers of Tesco hire workers in low cost in order to increase their
profit margin.
Development: It is the responsibility of HR manager of Tesco to provide training and
development sessions in order to develop their staff members.
Maintenance: Under this function main aim of HR manger of Tesco is to maintain their
staff motivated and committed towards their work.

P2. Strengths and weakness of various approaches of recruitment and selection
Recruitment means short listing the candidates from large number of applications. It is
one of the most important function for HR manager to select potential and capable candidates for
their organisation. Selection is the process of examining and choosing most sufficient and
capable candidate for the job position within the organisation. In the present context of Tesco,
with the help of recruitment managers of the company get skilled and knowledgeable
manpower.
Recruitment approaches: Tesco adopt two approaches, for executing requirement
process, these approaches are as follows:
Internal approach of recruitment: According to this approach, managers of the
company hire candidates within the organisation (Daley, 2012). It is the traditional method of
recruitment, with which current employees get an opportunity as they get higher position in the
company. In context of Tesco, managers of the company use this approach by examining the
skills and capabilities of their current manpower. This as a result encourage their staff to perform
in an effective manner.
External approach of recruitment: According to this approach, Tesco invite large
number of candidates in order to fulfil the vacant position. It is the approach with the help of
which company will be able to attract fresh talent with high skills, innovative ideas and creative
mind (Delmotte, De Winne and Sels, 2012). As a result, company can achieve their pre defined
goals effectively as well as in creative manner.
Basis Strengths: Weakness:
Internal approach  One of the biggest strength
about this approach is that
it save the cost as well as
time of the company.
 It motivates employees to
work effectively, with the
help of which they get
promotion, transfer and
 This approach failed to
provide opportunities to
the external candidates.
 One of the main drawback
of this approach is that it
de-motivates the
employees who do not get
promotion.

many other opportunities.
 It creates healthy working
environment, as the
employees feel satisfied
and motivated.
 It creates conflicts and
disputes between the
employees of the
company.
External approach  With the help of this
approach, company can
enhance their productivity
by recruiting fresh talent in
their organisation.
 On the other hand, with
the help of this approach
managers of Tesco, get
best and capable
candidates from large
number of customers
(Dipboye and Colella,
2013).
 New candidates require lot
of training session which
increase the overall cost of
the company.
 On the other hand, new
employees face lack of
support from old
employees which de-
motivates them.
Selection approaches: There are two main approaches for the process of selection which
are as follows:
Systematic: Under this approach it is the duty of the recruiter to follow each and every
step while selecting the candidate. In addition to this, manager of Tesco examine the skills and
knowledge of the candidate before selecting them in order to fulfil the vacant job position.
Unsystematic: Under this approach, managers of Tesco recruit candidates by choosing a
resume and follow their own process (Dörnyei, 2014). In addition to this, main focus of the
manager is to fill the vacant job position and does not focus on skills and capabilities.
Basis Strengths: Weakness:
Systematic  It is the most effective
approach as with this
 This approach consumes
lot of time while selecting

managers select best
candidates.
 It helps the company in
achieving their pre defined
goals effectively, as they
are highly skilled and
capable.
candidate for the vacant
position.
 It becomes costly as
managers examine their
candidate on the basis of
their technical, as well as
educational qualification.
Unsystematic  According to this
approach, candidates who
will be able to qualify
managers criteria, is
selected for the job
position.
 This approach avoids bulk
of options they get and
examine limited
candidates.
 On the other hand, it is the
approach, where manager
do not examine every
candidate and select
random person for the job.
Henceforth, manager of Tesco adopt external approach for recruitment and systematic
approach for selection (Fulton and et. al., 2011). With the help of which they get best and
potential candidate for the vacant job position.
TASK 2
P3 Benefits of HRM practices for both the employer and employee.
Every company use human resource practices in their organisation so that they can
analyse the performance of employees in an effective way. Along with this, human resource
management includes all practices by which company can enhance capabilities of workers in
their organisation. As per the result, it has been examined that with the help of HRM company
increase both performance and productivity of an organisation. In context of Tesco, HRM plays
an important role as their HR manager opt these HRM practices at working place as these help
both employer and employee of the company for maintaining their efficiency and effectiveness.

In addition to this, such practices aid an organisation for overall development which are given as
below:
Training and Development:
It is one of the most beneficial HR practice which is used by mangers of Tesco by
providing on-board as well as apprenticeship training and development sessions to their staff
members. With the help of this company can retain their potential employees and develop the
skills and knowledge of others.
Benefit for the employees with this is they can eliminate their weakness and enhance their
capabilities. And on the other hand benefits to employers is they can enhance the productivity of
their company.
Benefits of HRM practices to the employer
From HRM practices, employers of Tesco get various benefits or advantages (Kersley
and et al., 2013). As per the outcomes it has been analysed that performance of an organisation
increases the both productivity and profitability. There are some benefits of HRM practises
which are mentioned as below:
 Decrease of absences and leaves: Tesco opt HRM practices in their company as it aids
their managers to control on employee absenteeism. This is because if their employees
feel that are satisfied or motivated from working environment then ratio of both turnover
and absenteeism of employees will decreased. Along with this, their manager motivates
employees regularly for making control on absenteeism ratio of workers in an
organization (Krishnan and Singh, 2011). As this will bring benefit to employer for
overall improvement in performance of the company.
 Rise in efficiency and profit: In context of Tesco, their managers provide bonus,
compensation perks and many other to their employees on the basis of their performance
and capabilities. This is because they motivated their employees for maintaining long
term sustainability in an organization and create competition at market.
HRM practices benefits for employees:
With the help of human resource management practices employees get various benefits
which are given as below:-
 Better combination of family responsibilities, work duties and free time: HR manger
of Tesco use effectively HRM practices in their organisation so that employees of the

company can manager their woks as well as family responsibilities in an effective way
(Madera, 2012). Also, managers of Tesco creates positive and healthy working
environment as their employees feel comfortable and perform their duties effectively.
 Opportunities for Training and development: HR manager of Tesco, provide T&D
sessions to their potential employees for enhancing their productivity as well as
profitability. With the help of this, employees enhance their skills, knowledge and
capabilities and they gives good performance ta the time performing their task.
P4. HRM practices for increasing productivity along with profitability of the company.
There are different type of HRM practices used by managers of Tesco, which aid both
managers as well as employees of the company. Along with this, HR manager of the company
helps in increasing the performance of employees with the help of HRM practices. Some of these
practices which enhance the productivity are as follows:
Recruitment and selection: Recruitment refers to the process where HR manager of
Tesco select capable candidates in order to fulfil the vacant job position (Parpinelli and Lopes,
2011). In case of selection process, management team of managers of Tesco select suitable and
best employees from the large number of applications. In the present context of Tesco,
management team of the company adopt structured process in order to select skilled, capable and
best candidate for the vacant position. Skilled, potential and capable candidates help Tesco to
accomplish their pre determined objectives in an effective manner.
Training and development session: In reference to Tesco, for enhancing the performance
of employees HR manager develop training and development sessions. If company adopt new
technology for manufacturing goods and services, it is the responsibility of manager to provide
training sessions to their employees (Stone, 2013). Along with this, HR manager of Tesco
provide induction session to their new employees. Tesco provides training and development
sessions to their employees in every 3 months. With the help of which performance of employees
enhance along with the profitability of the company.
TASK 3
P5. Importance of employee relations in respect to influencing HRM decision making.
Employee relations is beneficial for every business organisation whether they are small in
size or big. Effective employee relations can be developed in company by improving relations of

employee and employer at workplace. In context of HR manager of TESCO, it can be said that it
is the responsibility of its HR manager to focus on improving employee relations in the
company. This is because, its importance are influencing HRM decision making. Some of its
core importance are stated as below:
Importance of employees relations in decision making:
Promotion: Regular based promotion on the basis of employees performance shows
positive step of company towards appreciating employees (ALDamoe, Yazam and Ahmid,
2012). It can be said that effective employees relations is helpful for the company in taking right
decision about the candidate who is going to be promoted. This shows the importance as well as
effectiveness of employee relations in decision making.
Sickness Leave: With reference to TESCO, it can be said that the company is offering
paid sickness leave to employees. This shows that company is concerned about the health of
employees. It also influences interest of employees towards the company as they feels that
company is supporting them in their bad time. As a result, these employee shows loyalty towards
company and works with more hard work. This also results in improvement of productivity
enhancement.
Flexible working: Flexible working practice refers to additional benefit which is given
by organisation to its employees in which they are allowed to work in their suitable working
hours. It has been analysed that many business organisation has added this benefits in their
company's norm for the purpose of developing their relationship with employees. This is
because, flexible working facility shows that company cares about employee and also values
their work not the time in which they are working.
Flexible organisation: It is the structure where company can easily respond to the
changing working environment in order to generate maintain their position and gain competitive
advantages at the marketplace.
P6. Key elements of employment legislation and its impact upon HRM decision making.
Some of the main employment legislation which influences HRM decision making are
stated as below:
(a) Anti discrimination act 2010 : The act simply states that HR manager of TESCO is
required to take all decision freely at workplace without discriminating among employees
(Bučiūnienė and Kazlauskaitė, 2012). It can be said that, it is essential for HR manager to

analyse performance of employee at the time of taking decision so that right employee can be
rewarded.
(b) Health and safety at work act 1974: This act states that it is the responsibility of
TESCO to provide safe and secure working environment to employees. In addition to this, it is
the responsibility HR manager to provide safe equipments to employees and provides them
regular based training so that they easily use them without affecting themselves. Safe working
environment also helps HR manager in taking right decision for all.
(c) Equality act 2010: This act was established with the aim of providing equality to
each and every employee at the workplace. In addition to this, mangers of Tesco use this act in
their organisation for protecting them from unfair behaviour, harassment, partiality from higher
authority and so on.
(d) Employment Rights Act 1996: According to this act, managers of Tesco should
provide some rights to there employees in order to protect them from any kind of discrimination.
With the help of this law, employees of the company get equal pay, flexible working
arrangements as well as leaves.
(e) Data Protection Act 2018: According to this act, mangers of the company protect the
data of there customers, employees as well as information of their client. With the help of this
act, mangers of Tesco can enhance the goodwill and brand image of the company and gain
competitive advantages.
TASK 4
P7. Human Resource Management practices
In each and every organisation, HRM practices plays very important role for achieving
their pre defined goals effectively. In the present context of Tesco, management team apply
HRM practices effectively in their organisation (Chelladurai and Kerwin, 2017). Some of the
common practices of HRM are as follows:-

Job specification: It is popularly known as workforce specification. It is a written
document which includes the detail information about educational qualification, communication
skills, qualities, level of experience and many more. It guide the employer and manager both in
order to recruit capable candidate for the job position.
Job Specification
Organization: TESCO
Job Profile: Marketing Manager
Education: MBA (Marketing)
Requirements:
 Selected candidate have the capability to maintain a coordination among employees as
well as among the functions carried by the company.
 Capable of managing necessary resources available in adverse situations.
 Effective knowledge about different techniques of marketing.
Required criteria:
 6 months experience.
 Impressive Presentation as well as Communication skills.