HRM Analysis: Tesco's HR Functions, Recruitment, and Staff Development

This report comprehensively illustrates the HRM functions within Tesco plc, a multinational grocery and general merchandise retailer, and its impact on the company's performance. It details the crucial role of the HR department in areas such as talent acquisition, training and development, building a safe work environment, managing attrition, maintaining employee records, and fostering positive relations and company culture. The report further analyzes the effectiveness of Tesco's recruitment and selection processes, emphasizing the importance of hiring the right people, increasing productivity, ensuring employee retention, and optimizing resource utilization. It also examines the impact of staff development and talent management on employee performance, as well as the effectiveness of HR systems and policies in achieving company objectives. The report concludes by highlighting the significance of a well-functioning HR department in contributing to Tesco's overall success and competitive advantage.

HRM Report

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
1. ROLE OF HR FUNCTION IN TESCO..................................................................................3
2.EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS:............................5
Impact of staff development and talent management on the employees performance................8
Analysation of the effective HR system and policies...............................................................10
Conclusion.....................................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The report of human resource management will comprehensively illustrate the HRM
functions and its impact on the performance of the company. For this purpose the function of
human resources in the organization and the effectiveness of selection and recruitment strategies
to improve the organization's performance. Further, various methods used by the company to
manage talent or staff linked to performance of the company will be elaborated (Asghar,
Abdallah and Bazan, 2020). At last the study of human resource system and how they work
towards the achievement of the company will be depicted.
The organization selected for this purpose is Tesco plc., it is a multinational grocery and
general merchandize retailer, established in 1919. Company has its headquarters situated in
Chestnut, UK. It operates in both online and offline modes. It has a diversified range of products
in its portfolio, such as clothing, books, electronics, furniture, insurance, groceries, toys,
software, petrol, financial services, internet and telecom services.
MAIN BODY
1. ROLE OF HR FUNCTION IN TESCO
The human resource department is crucial for the growth of every company. A healthy
HR department contributes to the growth and development of the administration. These are the
group of people who are responsible for maintaining the employees of the organization. It looks
after the overall staff from lower most to the upper most level of the hierarchy in the company.
Let's understand the role of HR in Tesco (Altemeyer, 2019).
Hiring the talent: Recruiting the people for the organization is the key factor in every company
as the employees are the one who will decide the future of the company. HR team at Tesco
works by understanding the company's requirement for the workers at various levels. Employees
are the heart of every organization as without them company cannot even manage to survive for
a day, Tesco has various departments both vertically and horizontally, it needs employees with
different expertise such as for finance department, people having finance qualification &
knowledge, for electronic department, people having technical backgrounds, moving towards the
upper hierarchy HR team at Tesco needs people with high experience who can highly contribute
for the strategy making in the company (Brannen, Mughan and Moore, 2020). Therefore, HR
department plays a huge role in hiring people at different levels by understanding the need of the
particular job like education, qualification, experience, skills etc.

Training and development: Hiring suitable qualified candidate is not just enough of the task for
HR team at Tesco as further, providing right training and skills for the employee in order to
increase their efficiency from time to time is really important. We are living in the fast pace
changing world where every department needs new skills or trends of working and hiring new
employees every time whenever a change needs to be adapted in the company, may not a good
approach as it will be a costly affair to hire new people and it will generate high attrition rate
which can be harmful for Tesco (Colley and Spyridonidis, 2022).
Developing skills of the existing employee will give the competitive edge in the industry.
Tesco's HR team offers two types of trainings such as off the job trainings and on the job training
& mentoring. By putting ion such training programs, Tesco gets to improve the productivity of
the employees and employees appreciate the efforts taken by the company for their career
growth.
Building a safe work environment: HR team is responsible for looking after the safety of
employees in the work place. At Tesco a separate forum is created by the HR team where
employees can freely share the safety related problems they are facing in the organization. These
include both physical and emotional safety. Physical safety ensures the employees safety in the
office premises, where they are free from dangers like fire etc. and emotional safety is where
employees have a healthy mental and emotional being.
The HR Team at Tesco takes several initiatives and measures to make sure that
employees are having a good time in the premises, this should be a place where they feel safe
and unharmed, office is where employees should achieve their personal goals by achieving the
organizational goals. Factors like these are totally taken care of by the HR department (De
Stefano, Bagdadli and Camuffo, 2018).
Dealing with attrition rate: One of the major problems faced by the organizations nowadays is
high attrition rate of churn rate, attrition is a rate at which people leave the company. With high
attrition rate in the Tesco it is the duty of the HR team at Tesco to help company retain
employees. During the pandemic Tesco's attrition rate was 5 percent and currently it is 21%
which is still better than many other competitors in the market (Evans and Mason, 2018).
Company's average labour turnover is below the average of the industry which is a good sign.
It is one of the crucial responsibility of the HR team to know the employees expectations
and experience at the work place and to work towards improving both so that they do not feel

the requirement to leave the company. Generally people leave the company for various reasons
like, monetary aspect, recognition & reward, personal development, poor work culture,
monotonous jobs etc. Tesco has come up with sample job where they can try out work for short
time and decide the accordingly.
Keeping employee records and payrolls: keeping records of the employees under different
department or hierarchy levels of the company. Such records include information like, name
birthdate, address, contact, ids, previous work experience, skills, qualifications, resume,
attendance etc. keeping such records are mandated by the law. Such records help employer
determine the skill gaps to help with the recruitment process and compliance with the
regulations. In times of emergency this records help the HR to get in touch with employee or
their emergency contact (Fenech, Bagian and Ivanov, 2019).
Processing payrolls of the employees is one of the important duties off the Tesco HR
team, as each payday must has the taxes, benefits and hours calculated according to the different
salary slabs of the employees. Certain expenses and coupon needs to be refunded or reimbursed
to the employees. Making sure that bonus & raise calculation are done properly for each
individual working in the organization.
Maintaining relations and company culture: Another element of workplace which HR needs
to take care of is building healthy relations between employees at different or same level in the
organization. Making collaborative working a fun process of increasing the productivity
together. At Tesco a healthy work environment has been built over the years by the HR teams, as
they strive to make the employees and employer see each other as the contributors to the growth
of the company. Ensuring equity and fairness in the workplace. And continuously analysing the
environment to know the status of the work culture and working towards the improvement of the
same. These practices are done by the HR team to make a healthy workplace which makes
growth and development of company easy.
2.EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS:
It is crucial for every organization to have an effective process of recruitment in the
organization as this could faster the process of hiring and increase the company's ability to hire
best and well qualified candidates. This process requires planning and continues evaluation to
update the measures. Effectiveness in the selection process can be ensured by a strong and well-
established human resource department in the company.

Tesco hires employees from various process such as online portals, company careers site,
walk in, past candidates, sponsored job advertisements etc. as the company has various number
of department and a huge product and service portfolio therefore the need to have many working
people and continues hiring program is required to retain and maintain the talent in the
organization. Company is trying to adapt a balanced measure where cost-effectiveness and talent
class hiring and equality of opportunity is given to every qualified individual (Gupta, 2018).
Effectiveness in the selection process to improve organizational performance is explained below.
Getting the right people onboard: An effective hiring process ensures that perfect candidates
are hired for different job roles in the company. Tesco has many departments and each
department needs employees with different sort of skills and experience. Selecting right people,
is not just about the qualification and skills but it is also about their personalities, values which
can help a company grow in a 360 degree perspective.
For getting suitable candidates company has to go through many people who do the
justice to the job role and company both (Hodges and Crabtree, 2020). Tesco follows an
established process of hiring at different levels like written test, personal interview, technical
rounds, personality test etc. this way the goal to get the right people on board can be achieved by
the HR team. Therefore, an effective selection process helps company identify the right talent
needed for the company.
Increases productivity: when right candidates are hired through an effective process, such
skilled class employees help increase the productivity of the organization which results into the
achievement of the organizational goals. Employees of the Tesco are seen as the biggest
resources of the company, they are the one who represent the company to the end user of the
product and services, it is their productivity which can determine the growth of the company.
An ideal employee at Tesco is expected to achieve the personal goals by achieving the
organizational goals. Hiring the wrong people can have the negative impact on the working of
the Tesco. HR teams at Tesco ensures that people are hired in the company according to the
productivity they can being to the company (Julissa and Martínez-López, 2020). A right and
structured hiring process ensure that the workforce contains an effective productivity level.
Employee retention: An effective process of hiring at Tesco ensures that candidates are willing
to work for the company and are given pre information about the various aspects of the working
of the organization like time schedule, work culture etc. as such employees tend to remain in the

company more likely than those who are not totally aware about the company. Companies like
Tesco and super market chains are facing high attrition rate, the labour turnover rate is all time
high in the industry, in these times it is required of the HR team in the company to conduct an
efficient hiring process which helps to have right people in the company who do not leave when
little inconvenience happens, rather approach the right people in the company for the solution of
the same, such solution oriented people will have retention power. HR team and the efficient
hiring process helps deal with these issues.
Cost effective and saves times: Building a strong workforce is best for the Tesco. Company
does not want to waste all the money and efforts to select and hire new people only to find later
that they do not fit in the job roles or the company, this scenario brings company back at square
one where they again have to conduct hiring process. Time and capital makes for the most
important resources of the organization (Patel, Patel and Sharma, 2020).
This soaks a lot of company's resources and time. HR department in organizations
requires a huge budget for conducting the operations in the first place so it is important to ensure
that hirings are in place that the process does not need to be repeated. In times of immediate need
of staff it is the efficiency of the HR department in the company which comes to the help by
providing the staff. Therefore, an effective process ensures that resources are used in an
optimized way.
RECCOMNDATION FOR TESCO: Company has a great HR team onboard which is working
the best in its capacity yet there are few factors which can be improved in the company. Hiring
the apt skilled employees so that company does not have put in time and monetary resources in
training and skill related program. Further, communicating with each department of the
organization in effective way to exactly know the kind of people they need in the team. This way
there will not be any communication gap and hiring right people get easy for each role and
requirement. At last employee forum should be more reachable and accessible where staff can
feel comfortable sharing their problems, issues and feedbacks are given in an effective way.
These are the important factors which Tesco can look after in order to improve the overall
approach of the organization.

Impact of staff development and talent management on the employees performance
Talent management is refers to the plans of action which the organization used in order to deliver
the satisfaction to the employees of the organization. With the assistance of talent management
the organization is able to enhance the skills and knowledge of the individual person. In context
to mange the talent at the workplace the organization hired the skilled workers for the operation
of the association (Ansar, and Baloch, 2018). The performance management refers to the
process of managing the performance of the individual person working in the association in order
to increase the values and productivity of the company. The performance management is
important to develop the personal as well as professional life. Basically it brings the
coordination and communication among the working peoples of the company. The human
resource department is responsible for increasing the efficiency of the person working in the
association. The Tesco company used the talent and performance management for increasing the
values of the brand as well as improving the image of the company in domestic as well as
international marketplace. The talent or performance management in the organization is very
important for increasing the competition in the marketplace and enhance the competitive
advantages. Basically these managements in the organization deliver various benefits to the
company which are mentioned as follows:
Better recruitment: for leading the organization the manager of the organization is able to select
the right candidates for the operation of the company. With the assistance of talent management
the gamer or the human resource department is able to deliver right role and responsibility to the
workers as per their capability to the person(Atrizka, and et.al., 2020). For instance the Tesco
never provide task of purchase department to the person of sales department. With the
performance management or keep performance indication the organization determine the
requirement in the organization and hire the candidate that increase the performance of the
company in various markets.
Enhance employees engagement: the Tesco is one of the largest company in the marketplace so
in context to that the company keep increasing the efficiency of the employees with the
assistance of talent management. The organization keep looking the requirement of the talent or
the skills in the culture of the organization and provide the training according to that. It helps in
improving the engagement of the employees at workplace. It develops the internet of the
employees in the productivity and operation of the company. Due to which the organization is

able to generate higher profit form the marketplace and enhance the profitability of the
association. With the support of performance management the organization keep bringing the
changes in the individual person and a lot the area of improvement to the workers that
encourage them to increase the contribution in the organization and accomplish the goal in the
successive manner.
Deliver opportunity to the workers: it delivers better possibility to the employees for
improving the skills and knowledge that contribute in improving the working quality of the
individual person. Due to which the employees are able bring changes in their performance of
working. For the talent management the organization is providing the guidance’s to the
individual person that help in personal and professional development of the individual person.
With The assistance of performance management the manager of the Tesco is able to deliver the
feedbacks to the workers that improve the way of working in the company(Kravariti, and
Johnston, 2020) .
Better experiences to the workers of the organization: in order to manage the talent and
performances of the individual person the Tesco company deliver the values to the workers and
treat them as the assets of the organization. It delivers assistance in building the relationship with
the workers and the employees of the organization. For the management the organization deliver
the reward and bonuses to the employees according to the performance because of that the
workers are able to reduce the stress and enjoy the culture of the organization.
Some are the best practices of the talent management which the organization used for increasing
the value of the brand in domestic as well as international marketplace. The practices of talent
management are mentioned as follows:
prioritize employees experiences: the organization give more priority to the employees of the
company and resolve their personal as well as professional problems in an appropriate manner.
For the formation of the strategies and development the organization involve the employees in
the process of decision-making for delivering the values to them(Nasiri, and Bageriy, 2020).
Improved training efficiency: for providing the training to the workers the organization keep
improving the skills of the individual person. For the proper operation of the company the human
resources department provide training to the new hiring of the organization and provide them a
way to increase the productivity of the company. For that the organization keep looking for the
innovation and creativity.

Flexibility: for the development of the company the organization empower the workers by
offering flexibility in working. In context to that the manager of the organization allow the
employees to discuss the issues and strategies with the manager as it bring the communication at
workplace and improve the relationship with the workers in adequate manner.
Provide necessary feedbacks: in order to manage the skills and knowledge at the workplace the
responsible person and the manager of association deliver the feedbacks to the workers as per
their performance. The feedback can be positive as well as negative as per the performance of
the individual person. The through the feedback the organization provide the area of
development to the workers of the association for improving their efficiency or capability to
meet the goal of the company (Shahi, and et.al., 2020.).
Analysation of the effective HR system and policies
The human resources policies are for the welfare of the organization and its employees. The
human resources for the strategies and plans of action for improving the effectiveness and
performances of the company in domestic as well as international marketplace. With the
assistance of the policies and programmes of the human resource polices the organization is able
to develop the positive culture within the organization. Apart from that the aim of formulation
of the policies the Tesco aim to build the trust among the workers for delivering transparency
and increase their capability for the better production. Due to that the Tesco is able to motivate
and encourage the workers for contributing the efforts toward the goals of the company. Some
policies the Tesco adopted for the long term survival and comfortability of the people working
in the firm (Boon, Den Hartogand Lepak, 2019.
During the covid 19 situations which affect the large numbers of the people badly at that time the
Tesco company deliver huge support to the peoples in effective as well as efficient manner to
protect the employees of the organization as well as customers. For the protection of the
employees the Tesco company offer the gloves, mask, face shield mask and sanitizer to the
workers of the organization. The aim of the organization is to provide the quality of life to the
workers of the organization and treat them as the assets of the organization. It provides the well-
being of working to the wide range of the employees. It improves the value of the company in
the domestic as well as international marketplace as the employees of the organization rare able
to contribute their efforts in the company that also satisfy the consumer. Apart from that it allow
the individual person to continue their job role and responsibility for the long period of

time(Macke, and Genari, 2019). With the assistance of that health policy of the Tesco company
the organization allow the working person to continue their jobs in adequate manner. The
organization keep promoting the good health of the consumer at the workplace for bringing the
positive culture at workplace. Due e to which the employees increase their capability as it
motivate the workers of the organization in effective as well as efficient manner.
With the assistance of all the formulation of policy the organisation is able to treat the workers of
the organisation in a transparent and fair manner. it bring the coordination and cooperation
among the people of the organisation. according to the corporate law it is important for the
organisation to develop the policy and programme for the welfare of the workers working in the
organisation for the welfare of the company. in context to save the company from any kind of the
legal system or lawsuit the organisation focused on the employees facilities which includes
medical facilities and insurances facilities. due to that the company is able to meet the
requirement of the employees in effective as well as efficient manner. Basically it provide the
protection to the company and deliver aspects to surviving and getting succeeded in the
marketplace(Strohmeier, 2020. ).
Along with that the company is able to resolve the personal and professional issues of the
individual person and deliver the atmosphere that encourage them to meet the specific,
measurable, achievable, realistic and time bonded objective of the association. With the
assistance of performance management the organisation communicate the workers on the regular
basis and deliver values to them in adequate manner. the aim of developing the policy regarding
the performance management is to develop the skills and knowledge of the individual person for
offering the quality services and maintain the standard of the company in front of the customers
and competitors. The policy is helpful in the development of individual persons personality and
obtain the opportunity of being promoted at workplace as per their comfortability. Due to that
the management of the company able to deal with obstacles and forthcoming challenges in
adequate manner. the management of the performance is important policy of the Tesco as it
keep bringing changes in the culture of the company and bring the innovative ideas and
creativity at workplace. It attract the large numbers of the customers toward the brand and
increase the sales of the company (Ngoc Su, and et.al., 2021). In general with the huge support
of the polices the association is able to develop the relationship with the wide range of the buyers
and increase the network of the association all over the world. the imp mentation of this places is

the medical for the company as it contributes in the success and growth of the firm. basically the
human resources mazement is able to encourage the workers for boosting the productivity and
profitability of the association. It make easy for the association to take the further supporting
action to lead the organisation in different marketplace.
Conclusion
From three above report it will be concluded that the huma resources management is the most
supporting and significant department for the leading organisation. with the assistance of the
human resources management the organisation is able to manage the talent, performance and
skills of every individual person working at the workplace. The above report is based on the
practices and policies of the human resources used by the leading organisation in order to gain
the values and increase the capability of the company in domestic as well as international
marketplace. in context to that the report indicate effectiveness and impact of the human
resources management on the performance of the company.