TESCO HRM: Recruitment, Benefits, Legislation, and Application

This report provides an analysis of Human Resource Management (HRM) practices at TESCO, a British multinational grocery and retail brand. It covers the purpose and functions of HRM, including training and development, recruitment and selection, and managing employee relations. The report examines the strengths and weaknesses of internal and external recruitment approaches, as well as selection methods like interviews. Furthermore, it discusses the benefits of HRM practices for both employees and employers, such as training, flexible work arrangements, and performance appraisal. The evaluation of HRM practices' effectiveness in organizational profit and productivity is also addressed, along with the importance of employee relations in influencing HRM decision-making and the impact of employment legislation. Finally, the report includes the application of HRM practices in a work-related context within TESCO, highlighting conflict resolution and overall workforce management.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Purpose and Function of HRM..........................................................................................4
P2 Strength and weaknesses of different approaches for recruitment and selection..............5
TASK 2............................................................................................................................................7
P3 : Benefits of HRM practices for employee and employer both.........................................7
P4: Evaluate effectiveness of HRM practises in organisational profit & productivity..........9
TASK 3............................................................................................................................................1
P5 Importance of employee relations in respect to influencing HRM decision- making......1
P6 Key elements of employment legislation and the impact it has upon HRM decision-
making....................................................................................................................................2
TASK 4............................................................................................................................................3
P7 Application of HRM practices in a work related context..................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resources are workforce of a organisation who are performing the functions
according to laid objectives. For the purpose of managing the human resource requirements there
has to be focus on the functions of recruitment, electioneer, training, development of employees.
Human resource management is a critical function that is used for managing of employees so
that talented workforce can be retain for longer time period. TESCO is a British multinational
grocery brand that is having its headquarters in England, UK (Delery and Roumpi, 2017). They
are one of the third largest retail brand across world by their gross revenues and is ninth largest
in the world. They are having presence across seven countries that includes Europe, Asia,
Hungary, Iceland and Thailand. Present report is according to analysis of the importance of
purpose and functions of human resource management, along with the strength and weakness of
opportunities, employee relations and further there is application of HRM practises in the
organisation.
TASK 1
P1 Purpose and Function of HRM
Human resources functions is concern with the utilisation of present human resources in
organisation by performing all the necessary functions such as planning, organisation, directing
& controlling the different functions to accomplish the laid objectives of organisation.
Some of the functions performed In TESCO are mentioned below:
Training and development: It is the primary function that is performed by the human
resource department where the emphasis on enhancing the employees skills by providing them
required training to perform the assigned job duties. In TESCO Human resource department is
working towards improvement of skills and competence of employees by organising timely on
the job and off the job training initiatives.
Recruitment & selection: It is responsibility of the HR managers to select employees
according to the vacancies. In TESCO there is hiring and selection of candidates according to the
available vacant position that can assist them in
Managing employee relation: In TESCO human resources department is working
towards enhancing the overall productivity of employees by working towards managing positive

employee relations. It assists employees in having a positive mind set while they are working
towards their assigned roles.
Purpose of human resource management:
Performance appraisal- It is regarded as the main purpose of human resource
department where there is focus on performance appraisal to evaluate employee performance
(Nankervis and et.al 2019). For this Human resource department has to maintain and record the
contribution made by each employee individually towards their assigned roles. In TESCO timely
performance appraisal assists in having a motivated workforce who is contributing according to
assigned roles.
Staffing needs- Human resource department main function is to ensure that all the
staffing needs of different functional departments are timely fulfilled. Human resource
department of TESCO is responsible to identify the staffing requirement of different areas of
operations both front office, in stores and back office departments from where
Law compliance- There has to be following of all the legislation and laws that can assist
TESCO in having proper compliance policies in the organisation. When there will be proper and
timely compliance then it will lead to proper adherence towards creation of a healthy workplace
environment (Pham and et.al 2020).
P2 Strength and weaknesses of different approaches for recruitment and selection
Recruitment is a Human resource function that is concern with creation of talent pool is
that applicants can be invited to apply for various job roles. There are two basic sources of
recruitment along with its associated strength & weakness as mentioned below:
Internal sources of recruitment consist of filling vacancies in organisation by using of
internal sources such as transfer, promotion internally in the organisation. The vacancy can be
filled by application of process for internal recruitment of employees. This method is very
helpful in saving of lot of time and efforts.
Strengths of Internal Recruitments:
Saving of time: in TESCO application internal recruitment sources leads to saving of
time for HR managers as they are already having awareness regarding the past performance
status of employees, performance that can lead towards filling of all the vacant positions in the
minimum time period.

Saving of financial resources: In internal sources of recruitment HR managers are not
performing functions such as external recruiting, job fair running of background checks that is
leading to having a fast process of employee hiring (Mondy and Martocchio, 2016).
Weaknesses of Internal Recruitments:
Internal conflicts: When HR managers are using the present workforce then it might
create conflicts amongst employees that may lead to negative working environment. Presence of
internal conflicts in organisation can lead to lowering down of employee productivity.
Limitation of options: When HR managers are focusing on using the internal sources of
recruitment then there are issues of limited availability of options as generally in TESCO when
human resource department is using the existing workforce for fulfilment of the vacant positions
then it leads to limited choices that are available.
External recruitment sources: It is a basic process where vacancies can be filled by identification
of several external sources such as campus recruitment, employment agencies, walk ins. This
source leads to development of new enthusiasm & generation of new ideas in the organisation.
Strengths of External Recruitments:
 Enhancement of creativity: There is fresh skill and hiring of qualified candidates in the
organisation.
 Achievement of competitive advantage: In TESCO use of external recruitment sources
leads towards increasing the process of competitiveness in the organisation and there is
presence of less internal politics.
Weaknesses of External Recruitments:
 Time consuming: Use of external sources of recruitment is a time consuming process.
There are situations when large number of unsuitable applicants are there and it takes lot
of time to scrutiny the eligible candidates from the available pool of candidates.
 Adaptability issues: There can be issues for candidates related to adapting to the new
environment. Further it takes lot of time to train and mould a new employees according to
organisation requirements.
Selection: It is a process where there has to be selection of a suitable candidate from the
scrutinized applications by use of screening and from amongst those employees who fulfil the
minimum criteria of qualification. In TESCO there are two commonly identified ways that are
used for the purpose of selection of employees as mentioned below:

Interviews: It is a process thereby which right candidate can be selected having a direct
conversation with the prospective employee (Longoni, Luzzini and Guerci, 2018).
Strength:
Time saving: There is a direct conversation between the employees and the employee that leads
towards complete clarity for the interviewer and all the questions can be asked verbally to asses
the candidate on different grounds.
Weakness:
Interviewer biases: Sometimes if the Interviewer is having a biassed approach then it may
hamper the whole selection process and there can be outcomes in form of selection of a wrong
candidate for a particular job role.
There are different types of selection methods that are used in TESCO according to the job role
for which selection process has to be conducted.
TASK 2
P3 : Benefits of HRM practices for employee and employer both
Human resource management has to focus on management of employees that can
focus towards increasing of efficiency and achievement of organisational goals. The functions
are assisting towards motivating of employees and providing them with all the amenities
according to their needs. Both employer and the employee are benefited from several practises of
human resource as discussed below:
Training and development: Training is the learning of basic knowledge and skills that is crucial
to perform particular functions in a organisation. It is part of individual growth & development
that has benefits for both management and employees.
Benefit for employer: In organisations like TESCO there is focus towards individual
development so that there can be advancement of knowledge and competence so that employees
are able to perform their assigned responsibilities and roles.
Benefit for employees: When employees are given opportunities to enhance their present level of
knowledge and skills then it leads to enhancement of their morale and motivation level. They
feel that they are being valued as individual personality and ultimate employees are wiling to
maximize their contribution.
Flexible organisation:

It is one where organisation is able to adapt and then respond quickly towards
exchanges taking place in the external environment. The overall concept of flexible organisation
is related to ability of a business to adapt to the changes taking place in external business
environment and then further respond to threats and opportunities (DeCenzo, Robbins and
Verhulst, 2016). In TESCO change is regarded as a opportunity and not something that is
leading to high resistance.
Flexible working practises:
Flexible working practises assist human resource department in using it as a strategic
tool to improve the productivity and performance of organisation. It is used for outlying of
different working arrangements that consist of compressed and part time hours, job shares and
mobile working. These practises are assisting in overcoming of common barriers. In TESCO
flexible working practises is supporting staff to opt for more flexible working arrangements.
Employer of choice:
Employer of choice is a scenario where employer are offered a fantastic working
culture and workplace environment for retaining and attracting of superior employees (Noe,
Hollenbeck, Gerhart and Wright, 2017). It includes some of the features of environment such as
happiness, safety of customers.
Some of the additional features:
Job security: employees are certain that employer is financially sound.
Empowerment & authority: Employees are empower in TESCO to take timely decisions and
responsibilities according to job role. The department is providing a strategic framework
according to mission, vision, goals, feedback and value of the organisation.
Performance appraisal:
Performance management methods are adopted for making decisions related to
appraisal and reward policies of employees. In TESCO there is application of management by
objectives where managers are involved in performing functions of planning, organizing policies
of employee appraisal. After goals have been set further there is communication according to
achieved results.
Benefit for employer: In TESCO use of performance appraisal techniques result in use of both
monetary or non monetary reward system for the purpose of rewarding their employees. Non

financial techniques consist of providing employees with different tags such as “employee of
month”, “best performer” etc. All such small initiatives lead to increasing the employee
motivation level and they are willing to maximize their present contribution level (Baum, 2018).
Benefit for employees: When employees are rewarded and appraised for their high level of
performance is appraised then it leads towards maximisation of the present contribution.
Conflict Resolution:
It is a technique where human resource department is working towards resolving all
the issues faced by employees. In this role of HR managers is to work towards identification of
all such issues that are arising between employer & employees or amongst employees working
at same and different levels (Stewart and Brown, 2019).
Benefit for employer: The presence of any type of conflict in the organisation results into
creation of a negative environment at workplace as employees mind set also gets affected in a
negative manner. So when conflict are timely resolved as soon as they are arising in the
organisation then there is effective internal functioning that is prevailing in TESCO.
Benefit for employees: Timely resolution of conflicts leads to employees being benefited in form
of having better cordial relationship with heir colleagues. All this assist in smooth management
of overall workforce in TESCO.
Above mentioned are some of the functions that are performed by human resource
department of TESCO and assist the organisation in performing all the functions associated with
the organisation.
P4: Evaluate effectiveness of HRM practises in organisational profit & productivity
In organisation HR department has to focus towards achievement of competitive
advantage. For achievement of higher efficiency there has to be focus towards achievement of
high growth. In TESCO there are different employee performance management and monitoring
approaches that are used for the purpose of managing different organisation functions. If there is
presence of higher effectiveness in HRM practises that is combined by four basic practises such
as HR planning, staffing training, development and performance appraisal then it contributes
towards higher employee satisfaction.

360 degree feedback is a tool is used for the purpose of managing of performance of employees.
This technique is part of overall functions of human resource management that can lead towards
achievement of laid organisations objectives.
Self appraisal: It is a aspect where there is evaluation of employee performance
according to their present strength & weakness. It is a self evaluative technique that is evaluated
according to the future requirements in a organisation.
Subordinate appraisals: In this employees are evaluated according to their present
motivation and communication skills. The way there are delegating their responsibility to
subordinates and establishment of accountability relationship with them
Peer appraisal: There is review of employee performance according to peer groups
and colleagues. There is analysis of employee interaction and communication skills (Stewart and
Brown, 2019).
Superior appraisal: In this approach the performance review is done by superiors
according to achieved performance level and the prospective of future growth. In TESCO this is
a technique that is adopted for designing of different training and developmental programs for
employees.
Above discussed are the different aspects of 360 degree feedback technique that is
used in organisations for the purpose of evaluating the way employees are contributing towards
their existing roles and responsibilities of their job role (Boella, 2017). This has a direct impact
on increasing the present productivity level in TESCO as there is already a detailed analysis of
the existing roles.
HRM functions contributes towards feedback culture in TESCO, organisational
growth through timely evaluative process and encouragement of leaders & talent in the
organization. There is also individual growth that is promoted by focussing on achievement of
team building & effectiveness skills (Ogbonnaya and Messersmith, 2019).

TASK 3
P5 Importance of employee relations in respect to influencing HRM decision- making
Maintaining proper relation with important for business organisation because it may
contributes in making them productive and efficient at working area. In addition to this, healthy
and positive employee relation also may influence the decision-making activities of HRM as
they give their contribution in executing allotted task and activities in an effective way. Thus, it
is significant for HR manager to focus on employee performance and also tries to improve their
productivity at working area (Mayrhofer and et. al., 2018). In relation to Tesco, manager is also
responsible for encouraging workers to connect with each others so that all the necessary
information and view points can be shared with more clarity. This is effective in developing
positive relations among all the workers present within the company. Business organisation is
not be able to accomplish their goals by its own as it is possible by including collective efforts of
all the employees in formulated way. With the help of this, company can easily attained their
predetermined goals and objectives and enhance their overall performance. In this regard,
manager of Tesco also use effective decision making activities for improvising the employee
relation. Positive relation among workers may promote the healthy working environment
wherein all the workers get opportunities to accomplishing their set targets. As there are some
important of employee relation in influencing HRM decision making:
1) In business organisation, proper decision making of HR help in promoting healthy
working culture for all the workers in which employees easily improve their efficiency
towards the allotted task and activities.
2) In Tesco, HR manager also show their concern for developing the positive relation
among all the staff members by communicating with them as per continue basis. It is
effective for improving the employees productivity and focused towards the attainment of
short and long term goals. This will contributes in enhancing the long term sustainability
within the company that contributes in reducing the employee turnover (Morgeson And
et. al., 2019).
3) HR manager of company also influence workers to take involvement within the decision
making activities. This can be effective for workers in getting their importance for
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company. By this they can give their valuable efforts for attainment of their targets in a
stipulated time frame.
In addition to this, involvement of employee in decision making is way of making them
feel valuable and important for Tesco that directly contributes in boosting their morale. High
employee morale is influenced from top to down as it is a pretty good way to develop their
potentiality towards the organisational goals and objectives (Noe And et. al., 2018). It directly
contributes in enhancing the positive and competitive organisation performance in market place.
P6 Key elements of employment legislation and the impact it has upon HRM decision- making
In business organisation, elements of employment legislation refers to the effective aspect
that provide support to company in managing as well as protecting employees right at working
area. All the legislation and laws are managed and implement by the HR manager of Tesco that
contributes in promoting clarity in working environment. Along with this, HR manager is also
take prior decisions and also ensure that each and every employees are familiar and aware about
the employment legislation. It may support in developing overall performance of employees and
organisation as well. As there are important employment legislations followed by Tesco in their
business activities. These are explained below:
 Occupational health and safety act, 1970: This act is also play a crucial role in business
organization in which company focus on keeping or providing all the healthy and safety
precaution to employees. By following this type of act business can easily promote
healthy and safe working culture (PB, 2019). As manager of Tesco also provide health
and safety measures to workers so that they give their best at workplace. With the help of
this, positive and healthy working culture can be promoted effectively.
 Employment Rights act, 1996: It is also an important act that focus in protecting
workers rights at the time of performing their duties at workplace. Mainly, it consider all
the labour laws by which company have to give all the right to workers while providing
them employment. It helps in improving employee potential towards their job roles and
responsibilities. In this regards, Tesco has provide suitable and flexible working hour,
insurance, safety measures and many more to protect employment rights within the
company.
 The equality act of 2010: This type of employment legislation defines that, it is
important for company to provide equal treatment to all the workers present within the
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company. Along with this, manager ensure that all the workers whether they are male or
female should treated equally (Riccucci And et. al., 2019). This can be improve overall
performance of workers at working area. In this, HR manager of Tesco provide fair
wages and salary to workers as their their job role and also ensure that no one is
discriminated at workplace.
All the employment legislation are crucial and also have direct impact on the business
norms and activities. This is the reason that HR manager is responsible for following all the
employment legislation at working area. With the assistance of these, employees can perform
well and also tries to accomplishing their targets in an appropriate way. In addition to this, all
these legislations also support in providing fair treatment to employees that support in
developing better transparency at workplace. This will contributes in building healthy relation
among employee and employer through which company easily increase the profitability level.
TASK 4
P7 Application of HRM practices in a work related context
Application of HRM practices in Tesco
HRM practices play a significance role in an organisation because it translate into
sustainable organisational performance. As all the practices are followed by company with the
aim of understanding the employees. It become easy for company to attain success with more
systematic manner. In this context, the HRM department of Tecso ensue that all the workers are
satisfied with organisational goals and objectives. Along with this, manager also develop proper
strategic planning and follow the same to attain their predetermined objectives (Rigby and Ryan,
2018). With the assistance of this, HR can fulfilled all the task and activities to achieved
productive outcomes without any kind of issue and obstacles. In order to attain success and more
profit, it is significant for company to manage all the requirement of employees and also ensure
that they get satisfied with the same. This will contributes in improving organisational
performance and at the same time also retain their workers for longer period of time. It may
reduce employee turnover of the company.
Curriculum vitae: CV is used for the purpose of assisting and evaluating a individual
according to a specified job criteria. It is used for laying down challenges of direct
communication with a perspective employee and then evaluating them according to their present
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