Tesco HRM Program: Recruitment, Retention, and Workplace Diversity

This report provides a comprehensive HRM program for Tesco, a leading supermarket brand. It covers essential aspects of human resource management, including talent acquisition through internal and external recruitment, training and development programs to enhance employee skills, and strategies for employee retention by maximizing satisfaction and building strong interpersonal relations. The program emphasizes maintaining healthy employee relations through promoting workplace diversity and ensuring fair treatment, aligning with Tesco's principle of valuing employees as crucial assets. The HRM functions aim to create an inclusive and promising work environment, fostering collaboration, professionalism, and equal opportunities for growth and development. Desklib provides access to this assignment and many other solved assignments and past papers.

An HRM Program for an existing
business organization covering the
important functions of human
resource management
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Table of Contents
Introduction.....................................................................................................................................3
Main body .......................................................................................................................................3
Company profile.........................................................................................................................3
Statement of HR policy...............................................................................................................3
HRM functions............................................................................................................................4
Conclusion.......................................................................................................................................6
References.......................................................................................................................................7
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Introduction
Human resource management is a crucial aspect of every organisation which ensures the
availability of required personnel and is responsible for retention of talent and competence in a
company or corporation. The purpose of this report is to develop broad understanding on the
functions of human resource management and its importance as well as significance. The chosen
organisation for this report is Tesco, which is a leading supermarket brand headquartered in
Welwyn Garden City, United Kingdom. The purpose of this report is to conduct a HRM program
focusing upon all relevant information on functions of HRM.
Main body
Company profile
Tesco is a British-based multinational retailer brand dealing in supermarket products and
services as well as home appliances. The organisation was established in 1919 by Jack Cohen
and is currently the third largest retailer in the world in terms of revenues. Tesco has been
sustaining in the market for more than 100 years making it a market leader in UK. The
organisation holds strong brand image and owns a huge base of loyal customers implying its
significant market presence.
Statement of HR policy
Tesco considers their employees and workers as the most valuable and important assets
of the organisation as they are constantly contributing in achievements of the company and have
been integrating their efforts in taking organisation on the pinnacle of success. Tesco aims to
achieve maximum employee satisfaction and retention through bringing improvement in its
human resource capabilities in order to provide them with efficient guidance and assistance that
they deserve (Bailey & et.al., (2018)).
Principles of HRM
The major principles guiding human resource policies in Tesco for betterment of
employees are:
 Equality
 Quality of working life
 Promising working environment
 Collaboration and integration in work culture
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 Professionalism
 Promoting workplace diversity
HRM functions
Acquisition of talent
Policy and procedures on Recruitment and Selection: Tesco employs a range of
individuals through internal and external recruitment techniques. The human resource managers
are efficient and constructive in performing interviews to evaluate their talent and skills. Tesco
make effective use of internal advertising through intranet in attracting suitable candidates and
applicants (Alam & Raut-Roy, (2019)). The organisation's HRM ensures transparency and
clearly states the company's policies while recruiting them. Human resource managers must
acquire the candidates who have capability and high motivation to work in the company. The
HRM at tesco conducts constructive interviews and perform the process of talent acquisition in a
way ensuring selection of most appropriate candidates.
Recruitment and Selection activities: The primary step in the process of talent
acquisition is registration where applicants have to fill online form stating personal details.
Second step is telephonic interview to evaluate soft skills of candidates. After that online tests
are being conducted to test logical and reasoning skills of applicants and the final step includes
physical interviews through HRM. After completing three stages, candidates are invited for face-
to-face interviews where human resource managers interact with applicants to examine their
capabilities and skills.
Training and Development
Policy and procedures on training and development: Tesco conducts effective training
programmes in order to enhance calibre of newly recruited employees as well as it also promotes
training on continuous basis for existing employees to make them familiar with new techniques
and methods. The company make effective use of both on-the-job and off-the-job trainings in
order to ensure that employees are able to perform assigned tasks with productivity and
efficiency (Black & Warhurst, (2021)).
Training and development activities: The company offers online learning platforms to
individuals on improving their learning and knowledge regarding the functions of Tesco. There
is line manager training process in organisation in order to develop skills of managers for the
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purpose of building an inclusive culture. The HRM of the company ensures proper coaching and
where employees are made familiar with learning modules to enhance their digital learning.
Maintenance of personnel
Policy and procedures on employee retention: The human resource management of the
company aims to maintain retention of employees through maximising their satisfaction and
through building strong interpersonal relations. The HRM ensures monetary and non-monetary
benefits to their personnel according to their calibre and competence. The organisation
constantly motivates and encourages its employees and make sure their concerns and grievances
are being heard.
Employee retention activities: The activities and a range of functions that HRM of the
company performs mainly includes conducting appraisals and organising group events and
programmes. The HRM of the organisation is responsible for conducting appraisals to encourage
and motivate employees. The employees are promoted through appraisals based on their
performance, competence, calibre and talent. Through conducting appraisals, HRM aims to
maximise employee retention and this creates the sense of self-accomplishment among personnel
(Bradley, (2019)). Beside this, HRM also organise events and programmes where employees can
develop strong interpersonal relations through enhancing interaction with their peers as well as
managers.
Employee Relations
Policy on Employee Relations: Tesco aims to maintain healthy and strong interpersonal
relations where employees are working collectively for the organisation with high team spirit.
Maintaining better employee relations is a prominent activity of human resource management
where they are responsible for overseeing a range of activities of personnel and ensures that they
are being provided with an inclusive environment. Through building an promising work
environment, the HRM of Tesco are aimed at enhancing values for their personnel as they are
the most crucial assets of the organisation (Murphy & McCarthy,(2018)).
Employee relations activities: Promoting workplace diversity and ensuring justified and
fair treatment to everyone is a major concern which HRM ensures in Tesco. The human resource
management of the company ensures that everyone is treated with equality and are provided with
equal opportunities for their growth and development. The HRM at Tesco ensures high
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satisfaction of employees through asking their concerns and grievances in order to provide them
with constructive solutions (Legge, (2020)).
Conclusion
From the above report, it has been concluded that Human resource management performs
numerous functions for an organisation to hire and retain personnel at the company. HRM is
responsible for managing employees and ensuring their satisfaction as well as retention in the
company. Human resource management monitors and supervise training and learning process of
employees in order to enhance their skills and development.
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References
Alam, S., & Raut-Roy, U. (2019). Evaluating the Effectiveness of Reward Strategy at Tesco:
Evidence from Selected Stores in UK. Indian Journal of Industrial Relations, 55(1).
Bailey, C. and et.al., (2018). Strategic human resource management. Oxford University Press.
Black, K., & Warhurst, R. (Eds.). (2021). Organisation Studies and Human Resource
Management: An Educator's Handbook. Routledge.
Bradley, K. (Ed.). (2019). Human Resource Management: People and Performance. Routledge.
Legge, K. (2020). Human resource management: Rhetorics and realities. Bloomsbury
Publishing.
Murphy, C., & McCarthy, J. (2018). 11: Human Resource Analytics. Human Resource
Management, 207.
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