Analyzing HRM Practices and Employee Productivity: A Tesco Case Study

This report provides an in-depth analysis of Human Resource Management (HRM) practices within Tesco, a leading British multinational retailer. It begins with an overview of Tesco's business operations and then delves into the core HRM functions, including recruitment, selection, training and development, performance management, and reward management. The report examines various recruitment approaches, such as internal and external methods, and discusses the advantages and disadvantages of each. The selection process is explored in detail, outlining each step from preliminary interviews to final selection. Furthermore, the report emphasizes the importance of training and development in enhancing employee skills and knowledge, and it also covers performance management and reward systems, analyzing their impacts on employee motivation and productivity. Through this comprehensive analysis, the report aims to illustrate how effective HRM practices contribute to Tesco's success and overall organizational goals.

Project

Table of Contents
INTRODUCTION ..........................................................................................................................3
Overview of the company...........................................................................................................3
Explain the various human resource practices............................................................................3
Analyse the impact of HRM practices on employees productivity.............................................8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource is the department which is responsible for hiring the potential candidate
within the organisation so that they can perform the various task in their given job role. HR
manager take the consideration in choosing the best candidate by having effective recruitment
and selection(Zeijen, Peeters and Hakanen, 2018). They are also responsible for giving the
training sessions to their employees so that they can enhance the skills and compatibilities of the
em in order to get better outcome. Tesco is the British multinational company which is dealing
in groceries and general merchandise. The headquarter of the company is in Welwyn Garden
City, England. The company founded in 1919 by Jack Cohen. This report will cover the
concept of Human resource management and the various practices which are taken by the HR
professional in order to increase the employees productivity.
Overview of the company.
Tesco is the British multinational retailer in the United Kingdom which is dealing in
groceries and the general merchandise. It is the ninth-largest retailer in the world on the basis of
measuring their revenues. Majorly they are operating their business in the UK as they are the
market leader of groceries in the UK with the share around 28.4%. The company has listed in the
London Stock Exchange and is the constituent of the FTSE 100 Index.
Explain the various human resource practices.
Employees are the backbone for any organisation as they give their best in attaining the
organisational goal by having the effective use of their skills and knowledge in the given job
role. Human resource management is concerned with the resourcing the organisation with
sufficient employees so all the concerned department can run their business operations in an
approached manner with the aim of attaining the organisational goal within the set time frame. In
context of Tesco, the human resource manger ensuring the best practice to be taken with the
consideration of complete the various task in the right way by hiring the employees according to
their skills and knowledge. Various practice of the human resource management is explained as
follows:
Recruitment is the process of attracting, engaging, assessing and on-boarding the
talented employees within the organisation. It is the important practice through which the HR
manger can attract the large group of interested candidate who can perform the various task in

the defined approach. The are various way by which the company can recruit the right person
and in context of Tesco the various approaches of recruitment is explained as follows:
Internal approaches: It is the type of recruitment in which the candidate is being hired within
the organisation, they do not open any vacancy for the vacant post as they hire the existing
employees for the vacant post and fill the job vacancy. There are various method of internal
recruitment that is explained as follows:
 Promotion: It is the vertically shift of the employees form the lower level of job to the
higher level of job with the consideration of giving the increment in their pay scale. It is
main consideration of making the best use of employees within the organisation(Cleaver,
2017).
 Transfer: It is the horizontal shift of the employees within the organisation in order to fill
the vacant post and it can be for the same job position with the same salary package. It
helps the organisation by having the employees that is already familiar within the
working environment.
External approaches: It is the type of recruitment in which the candidate is being hired outside
from the organisation in order to get the fresh and young talent for the specific job role. This
helps in getting the effectiveness in at the workplace so that they can perform the various task in
an approached manner.
 Advertisement in Newspapers: It is the approach in which the company can give the
advertisement in the local and the international newspaper so that the interested candidate
can seek the job according to the skills and capabilities.
 Educational Institutions: It is the method in which the company take the campus drive
and approach to the management of universities and colleges by which they can take the
process the recruitment process by which they can get the deserving candidate.
Advantages of recruitment-
 It increase the profitability and performance of the employees by hiring the potential
candidate within the organisation.
 It attract the quality candidate by giving the advertisement in the newspaper and the
social media sites.
Disadvantages of recruitment-
 It incurred the huge cost on when the company is working with the recruitment agency.

 There is a lack of communication as the recruiter is having the bad reputations due to
their lack of communication.
Selection is the process of choosing the right candidate that best suits in the given job
position so that they can perform their job role in an appropriate manner. It is concerned with the
identifying the hiring the applicants for filling the vacant job in the organisation. In context of
Tesco, selection can be done by giving the main emphasis on each step of section process which
is explained as follows:
 Preliminary Interview: This is very basic interview that is conducted for eliminating the
candidates who are unfit for the specific job role in the organisation and leave with the
pool of potentially fit employees in order to fill the vacant post.
 Receiving applications: Interested candidate can apply for the given role by sending the
applications to the organisation. This give the brief information to the interviewer about
the bio-data, work experience, interest and hobbies of the candidate.
 Screening of application: After receiving the applications, the screening committee
choose the candidate out of them and call for an interview and the application is selected
on the basis of work experience and the qualification.
 Employment test: Before an organisation decided the specific job for the candidate, they
have to gauge capabilities of the individual and they for they have to take various test like
proficiency test, aptitude test, personality test etc.
 Interview: The next step is the selection process in which the company company take the
interview of the candidate in order to understand the verbal and non-verbal behaviour of
the candidate so that they can get the effective candidate within the organisation.
 Reference checking: In this, the interviewer take the information from the person who
give the reference of the potential candidate in order to get the information of the
candidate(Leroy and et. al., 2018).
 MedicalExamination:
It is very important to have the medical examination in order check the physical and
mental fitness of the individual so that they can perform their duties and responsibilities
in the given job role.
 Final selection: After conducting all the test and the interview, when the candidate has
successfully passed all the written test, interview and medical examination then the

employees is sent or emailed an appointment letter and confirming their job for the given
job profile.
Training and Development: it refers to the educational activity which the company is
taking for the improvement of the employees in order to enhance the skills and knowledge. They
give the instruction and information that how they can perform the specific tasks. It is the
important practice of the HRM that give the clear vision and the direction to the employees for
their better performance and this also motivate the individual for their best performance by
learning the new technique in order to get effectiveness within the organisation. It is the main
consideration in which the employees get identify their week areas and improve them with the
help of training and development(Escorihuela, 2017). It context of Tesco, the human resource
manger must emphasis on giving the various training sessions to the employees so that they can
get the improvement in their performance.
Advantages of training and development-
 when the organisation is giving the proper training to their employees, this leads to
retention of the employees for a longer period of time.
 Training get the employees together as they take the various trainings session and learn
the different concept of business by which they can attain the group goal in an
appropriate manner.
 It helps in personal development of employees by which they can enhance their career.
 Employees will able to make the strategic business plan with the help of training.
Disadvantages of training and development-
 Training involves the huge time and money which leads to incurred the huge operating
cost within the organisation.
 When the employees is having the ample of work and then training became the burden
for them in order to manage the various task task point of time.
 Sometimes training become the stress for the employees as it involve the huge time and
consideration which leads to reduce the interest of the individual in their given job role.
Performance management: It is the corporate management tool which is use to evaluate
the performance of the employees in the given role(Soo and et. al., 2017). It is the important
practice of the HRM which helps in knowing the performance and the working progress of the
employee in their job role. The main aim of this is to create the environment where the people

can give their best in attaining the organisational goal. This is the main consideration of getting
the work done in an right approach in order to attain the organisational goal of the company. In
context of Tesco, they are ensuring the performance of the employees so that they can perform
well in their respective field and manager is measuring their performance so that they can
identify the high working employees.
Advantages of performance management:
 The selection of the employees for the promotion, transfer and other action could be more
consistent by which the company can get the potential employees with in the
organisation(Masri and Jaaron, 2017).
 When the organisation tends to evaluate the performance of the employees then it will
leads to have the better results in the organisation which helps in establishing the good
brand image of the company.
 It helps in increasing the morale of the employees as they work in the proper direction
which leads to have the better results in the various operational activities.
Disadvantages of performance management:
 Employees can quite the job on the basis of unfair results within the organisation.
 Misleading or the wrong feedback of th3 employees can affect the review of their
performance.
 Employees become demotivated if the manager do not do the fair treatment to their
employees.
 Time and money is wasted as the employees are not getting the genuine outcome for their
better results.
Reward management: It is the practice in which the human resource manger evaluate
the performance of the employees by which they can reward the high working candidate by
giving them monetary and non-monetary reward. It is the process of controlling and analysing
the employee remuneration, compensation and the other benefit of the employees in order to
create the effective reward structure for the organisation(Nzanywayingoma and Yang, 2019). It
is the main consideration of the employees so that they can have the best have the practices in
order to perform the various functions of the management in order to get the better outcome. In
context of Tesco, they must emphasis on giving the fair rewards for the best performance of the

employees so that they can be influenced for their better working in order to attain the higher
profitability within the organisation.
Advantages of reward management
 It attract the top talent employees by rewarding them with the monetary and non-
monetary rewards so that all the work can be done in the right approach.
 It establish the positive working environment within the organisation by giving fair
reward to each employee by evaluating their performance(Kim and et. al., 2017).
 It enhance the productivity of the employees as they give their bets in getting reward
from their seniors.
 It contributing in improving the performance management system within the
organisation.
Disadvantages of reward management
 Employees become addicted for the rewards and they perform their all the task in context
of getting the reward for their better performance.
 It reduce the effectiveness of the work as they run against the clock and complete the
specific task with the given time framer irrespective of giving time for the quality work.
 It increase the pressure on the employees performance as they work more in order to get
the reward for their high performance.
Analyse the impact of HRM practices on employees productivity.
Human resource manager is the one who take all the charge in consideration of making
the best practices and procedures so that all the operations within the organisation can be run in
the appropriate manner with the considerations of attaining the organisational goal in an effective
manner. It is important for the company to have the direct emphasis on the various practices like
recruitment and selection, training and development, performance management and reward
management(Alghannam, McClenaghan and Cooksey, 2018). In context of Tesco, They must
give the emphasis on giving the full attention on HRM practices by which the company set the
action plan by which they can attain the objectivity of the business so that they can establish the
good brand image of the company. Various practice of the human resource that are contributing
in enhancing the employees productivity are as follows:
 Recruitment and selection: When the potential candidate is being hired for the specific
job role. This helps in getting the work done in an approximate manner as they are having

the set of skills and knowledge that will meet the job requirement by which they can
enhance the productivity of the employees as they are best in their specified field.
Moreover, they are having the best use of the action plan and the set skills leads to
establish the strong brand image of the company. Tesco is emphasising on the effective
recruitment and the selection for the candidate, it helps in giving the talented candidate
who can perform their job in the well defined manner.
 Training and development: when the organisation is focusing on proving the best
practices in the development and the training of the employees by using the advance
methods of training so that it contribute in getting the effectiveness in the employees
performance by which they can enhance their productivity by using the new ways of
operating the business(García-Cabrera, Lucia-Casademunt and Cuéllar-Molina, 2018).
This leads to increase the sale of the company as more people tends to attract for the
innovative and advancement in the product with the help of effective training.
 Performance management: In order to get the better outcome in the operational
activities, It is important to have the better results in the organisation so that they can get
the effectiveness in their working so they can get the better results in the
organisation(Lin, Li and Lam, 2020). Evaluation of the performance helps in getting the
progress of the individual for their better working and train them according to their
requirement so that they can get the full control over the various factors in order to get
the effectiveness in the business. In context of Tesco, they must evaluate the employees
performance so that they can improve their weak areas and make them efficient in order
to get better out come within the organisation in order to establish the strong brand image
of the company.
 Reward management: It is the aspect which influence the employees for their better
working in order to get the effectiveness in the organisation. When the organisation is
rewarding their employees with the monetary and non-monetary rewards then it helps in
getting the full control over the various factors and the main is employees get motivated
in their specialised job role(Brewster, 2017). In context of Tesco, they are evaluating the
employees performance in order to reward the right candidate by analysing their
performance in their specialised field. Thus, this helps enhancing the employee

productivity as they do their best in getting reward and to be the high performance
working within the organisation.
It is analysed from the above discussion that employees are the one who performing all
the necessary task in an organisation and with the effective use of all the HRM practices in the
right direction by framing the appropriate strategies and the cation plan in order to work
accordingly. Tesco is also emphasising on the various factors so that they can get the
effectiveness in the organisation by getting all the work in the right direction.
CONCLUSION
It is concluded from the above report that Human resource play an important role in
getting the deserving candidates for the specific job role so that all the task can be performed
with the best practices. Effective recruitment and selection is the process of making invite the
deserving candidate so that they can perform the best practices in order to get the better results
within the organisation. Organisation must emphasis on the performance management of the
employees so that they can reward the right person by evaluating their performance in the given
job role. Organisation must emphasis on training and development of the employees so that they
can get the effectiveness in the organisation.

REFERENCES
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