Human Resource Management Report: Tesco Case Study and Analysis

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on its functions and practices within an organization, using Tesco as a case study. It explores various aspects of HRM, including training and development, recruitment and selection processes (analyzing both internal and external approaches, along with their strengths and weaknesses), performance management, and human resource planning. The report further examines the benefits of HRM practices for both employers and employees, emphasizing the importance of employee relations and the impact of employment legislation on HRM decision-making. It concludes with examples of HRM practices in the workplace, offering insights into how these practices contribute to organizational success and employee satisfaction. The report highlights the crucial role of HRM in enhancing productivity, profitability, and fostering a positive work environment.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
LO 1......................................................................................................................................................3
P 1 Purpose and function of HRM in workforce ............................................................................3
P2 Approaches of recruitment and selections and their strength ans weaknesses...........................5
LO2.......................................................................................................................................................6
P3 Benefits of HRM practices for employer and employees...........................................................6
P4 To increase profit and productivity in Tesco with the help of evaluation of HRM practices....9
LO 3....................................................................................................................................................10
P5 Importance of employee relations in the organisation..............................................................10
P6 Key elements of employment legislation and the impact it has upon HRM decision making. 11
LO 4....................................................................................................................................................13
P7 Application of HRM practices with example in a workplace .................................................13
CONCLUSION..................................................................................................................................17
REFERENCES...................................................................................................................................18

INTRODUCTION
Human resource management is handling of different people of the organisation and
influencing them to do productive work so that the goals set up by the organisation can be achieved
on time. Employees are the most important resource for every firm. HRM helps the organisation to
train these employees according to need of the company so that employees are satisfied to the work
and perform well. TESCO is a UK based company founded by Jack Cohenin in the year 1919 in
Londen. Basically it is a British multinational groceries and general merchandise retailers. It is third
largest retailer in the world. Company generated £63,911 million revenue in 2019. The company is
growing in right direction due to HRM practices it is following. HRM of TESCO work on
employees training and make them feel satisfied out of work they do. Report below is having
different functions of HRM alongs with its purpose in the organisation. Further report give some
strength and weaknesses of different approaches to recruitment and selection process of TESCO.
Study also include how different HRM practices build good realtionship between employee and
employer. As employees are helpful in increasing productivity of the business HRM find ways to
increase profit with help of these employees. Further file include different elements related to
employement legislation and its impact on running business. At last application of HRM practices
in a work environment are explained with examples(Berman and et.al., 2019).
LO 1
P 1 Purpose and function of HRM in workforce
Human Resource Management includes the recruiting of people, selecting right person for
the right job, their orientation, providing training and development, evaluate employees
performance, deciding pay roll and benefit system, motivating and guiding employees, keeping
healthy relations with employees and their unions, ascertaining employees safety, employee welfare
and health measures in conformity with labour laws. It is a critical approach for the successful
administration of employees in a company in such a manner that business achieve a competing
preference(Bratton and Gold, 2017).
Following functions of HRM -
Training and development
Training and development is a basic component of HRM. It presents an opportunity to
enhance the knowledge of employees. With advancement in technology and growing competition,
customer's expectation has also increased regarding the quality of products and services. Training is
also needed to prepare people for new advanced technology developing globally. Training enhances

employees way of working by imparting them with new feeds so it helps them in work in an
efficient way. Two factors contributing to the increasing need of training and development that are
change and development. Change leads the demand for training. Employees not only work for
employment and desire self development. Tesco provide their employee various training programs
that enhances their knowledge as well as skills to solve problems and improve their performance.
HR Manager of Tesco conduct different training sessions for their new as well as existing
employees so that every employee is updated about the new technologies and motivated(Brewster,
2017).
Recruitment and selection
Recruiting people and selecting is the crucial function of HRM as right person is needed to
be selected and placed at the right place. Right person means person having the same qualities and
skills that required to fulfil the task through this organization achieve their goals and employee are
able to fulfil their demands. HR Manager of Tesco prepare various set of question that are to be
asked for various position. In this manner they hire right person with required skill set for right job
and this help in finding employees who can be potential for taking the organisation towards the
growth path(Brewster, Mayrhofer and Morley, 2016).
Performance management
Performance Management is a process that ensures that organization's objectives are met in
an effective and efficient manner. It is an ongoing process held throughout the year. Through this
process managers analyse which employee is how much effective, their strengths and weaknesses.
So that they work on them according to their skill set. After measuring performance of every
employee it can be found, if any employee need training. At Tesco , there is a strong performance
management system and no small thing is ignored. Performance is evaluated on regular basis and
actions are taken immediately. By this the manager knows which employee in doing good and
should be given reward so can be motivated and work with same dedication, and which employee
needs training or is not working according to the set objectives(Brewster and et.al., 2016).
Human resource planning
It is an activity that analyse the demand for current and future personnel to accomplish
organizations goals and objectives. It includes analysing the best employees and should try retain
them and knowing those employees also that can leave the organization and should work on them as
well. Tesco has a strong team for human resource planning, they analyse the internal and external
environment, and then make decisions accordingly. They prioritize first analysing the situation and
then concluding anything because of this there result is up to the mark and helpful for the

organisation(Cascio, 2015).
Labour relations
Maintaining healthy relations with the employees and labour of the organization are key to
success. Listening to their problems, involving them in decision making and taking those decision
that will be have the support of labours is the best way for having conflict free organizations.
Manager of Tesco give priority to this thing, appreciating views from the employees and listening to
their complains and solving them immediately. This leads to a healthy work environment with lesser
conflicts(Cascio, 2015).
P2 Approaches of recruitment and selections and their strength ans weaknesses
Recruitment:- Recruitment is a way to hire potential candidate according to requirement of the
organisation who have the qualification to work for the growth of the firm. This process includes
job analysis, searching of potential candidates and further interviewing them for hiring. It also
includes analysis of right candidate on basis of job profile(Chelladurai and Kerwin, 2018). Basically
there are two types of recruitments:-
 Internal Recruitment:- When empoyees are recruited by either promoting them to a
desirable position within the organisation or transfer them to other place according to their
performance. TESCO also use this practice to fill the positions within the organisation(Noe
and et.al., 2015). The strength and weaknesses of the internal recruitment are as follows:-
STRENGTH WEAKNESSES
 It is not costly for the firm
 It helps in motivating the employees to
work hard and achieve more in small
duration
 Growth of the employees along with the
organisation is seen
 Employees retain for longer duration in
the firm as they are satisfied with the job
 It may be possible that employees do not
come with new ideas
 Jealous factor may arise among the
employees
 Employees who are not promoted may
not retain anymore.
 Potential to work hard may not be seen
in the employees
 Time taking in nature
 External recruitment:- External recruitment is some what costly for the organisation but it
also excludes various problems which are been faced during internal recruitment(Noe and
et.al., 2017). This include recruitment of employees with help of different technique either

through direct recuitment by walkin interviews or by taking support of different consultancy
to hire potential candidates for the firm.
STRENGTH WEAKNESSES
 It is less time consuming and within
short period bring different opportunity
for the firm
 With this type of recruitment process
employees come to join the organisation
and retain for longer duration
 They have choices and can select the
candidate according to their qualification
and can reject one if not suitable for the
post
 It is more costly for the organisation as
process is more time taking and require
funds
 In this case organisation is not aware
about candidate's background so it is
needed to be checked before hiring them
 If recruitment process is not good then
there are chances of loosing potential
candidate and organisation have to waste
money and time again and again
Selection:- Selection is a process of finding a right candidate for a vacant position in the firm. For
this candidates have to go with a test and its result will decide whether the candidate fit for the job
or not. It also involves choosing the best employee available from all those people who have
applied for a particular job(DeCenzo, Robbins and Verhulst, 2016). The person selected is
interviewed and then appointed. Selection in TESCO involves Interview process:-
STRENGTH WEAKNESSES
 In this process face to face interaction is
there which helpout the TESCO to find
suitable candidate according to the job
discription
 They have options to choose from and
select the candidate according to there
requirement
 They can analyse each and every
candidates skills whether it match to the
profile or not and accordingly can short
list their candidates
 It may be possible that candidates are not
loyal or honest towards the organisation
 Some process of selection may be able to
give correct result and TESCO may face
trouble to select candidates again and
again
 This process is time taking and for
conducting different test funds are
required
 It is costly for the organisation

 This will result in collaborative hiring
LO2
P3 Benefits of HRM practices for employer and employees
Basis Employee Employer
training and development
sessions
 Learning helps the
employees for their
development. It assists
them to increase their
knowledge, also able to
understand the policy of
the organisation as well
help them get through
the knowledge of work
within an
organization(Bratton
and Gold, 2017).
 Through training it
assists a employee to
enhance their working
skills and also help them
to accomplish
organisation goals and
objectives. Employees
get identified by training
and it will also help
employees to increase
the carrier as well
individualized
objectives.
 Training also leads the
creation of the future
leaders by enhancing
 learning as well as
training session are
much more beneficial
for the organisation as
well employers.
 as if employees are
trained with skills that
will be beneficial for the
organisation. it helps
them to work without
errors and also reduce
the expenditure of the
production for the
organisation which
helps to gain more
benefits.
 Training and
development assist
Tesco to reduce the
employee turnover rate
as training makes them
loyal as well increase
the productivity as well
the efficiency towards
the organisation and it
also takes less
supervision as it
increase productivity

their skills as well
knowledge. it endows
employees with
reference to job and
their work so that they
work efficiently and
effectively . It builds
positive environment
and good working
conditions which helps
in developing
employees.
and also it creates job
satisfaction for the
employees(Brewster,
2017).
flexible working options  Through flexible
working options
employee have better
work life balance as
they have the options
from work from home.
 it increases their morale
booster which helps
them to feel more
important and valued
and helps them to work
effectively and
productively(Brewster,
Mayrhofer and Morley,
2016).
 It also keeps them stress
free,as Tesco mainly
focus on the flexible
 flexible working options
is enhanced the morale
of the employee also the
engagement in the
organisation by
providing flexibility in
working which increases
their moral and helps to
get more engaged within
the organisation.
 it minimizes the
Absenteeism because
employees are free to
work as per choice of
time and it makes them
regular as well reduce
the irregularity with the
organisation which also

working conditions. increases their
productivity of the
employees(Brewster and
et.al., 2016).
employee performance
management as well monitoring
 This is the most vital
concept of human
resource management it
helps to measure the
efficiency of the
employees as by
analysing their work
performance(Cascio,
2015).
 Through this concept it
helps mangers to get the
Knowledge about the strength
of the employees also observes
the weakness.
 it reduces the
operational cost and
also raising quality of
products .
Reward management  Tesco provides
monetary rewards to the
employees which
ultimately gives the job
satisfaction, such as
incentives, discounted
health check-up,as these
rewards increases the
moral support of the
employees,it also boosts
as well encourage them
for better work.
 for Tesco payment and
reward will give the job
satisfaction and reduce
the employee retention.
 it helps makes the
employees loyal towards
the organisation by
giving them fair
appreciation(Cascio,
2015).
 it also attract the more
no of people because of
the good payment rate.
P4 To increase profit and productivity in Tesco with the help of evaluation of HRM practices.
Training and development:- training is the vital part of the tesco company with respect to the
human resource management practices as the company enables proper as well professional training
to their new employees. it improves the efficiency as well productivity and enables them to work
without errors and increases in the speed which ultimately results in the increase the efficiency of

the organisation as well it also increases the productivity of organisation ,in addition to this it
minimizes the cost of production and timed consuming is less to complete the task in a specified
time through which organisation makes more profit. So effective training and learning helps the
Mangers of the Tesco to point out the weak points of the employees and assist them to increase
knowledge for a better future. Tesco mangers also focus on the efficient training and development
of the employees(Berman and et.al., 2019).
Flexible working hours option: flexible working hours provided free working environment as
they assign time according to their suitability, and also included incentives such as work from
home, discounted health check-up, vocational holidays which shows that how the firm is taking
care of their employees. Through this employees get the motivation as well they build a trust for
the organisation which helps to reduce the Absenteeism of the employees and make the employees
to maintain a regularity at the workplaces which also increase the productivity and the efficiency of
the organisation. Flexible working hours help to retention of the employees because employees are
feeling happy as they work according to their suitability. it will build the confidence as well develop
the morale ,also it saves the money ,time which is used in recruitment of the new employees ,by
using these HRM practices makes Tesco more profitable(Chelladurai and Kerwin, 2018).
Employee performance management and monitoring:- The Tesco human resource management
is monitoring the activities of the employees on the regular basis which makes the employees more
efficient as well loyal ,it also makes them more disciplined towards the organisation. When the
employees get closely supervised or monitoring it maintains the objectives of their organisation to
be done in more précised way .it helps them to maintain their roles, responsibility and duties and
helps the organisation to understand the skills and the knowledge of the employees here they get
the information regarding to their work performance of the employees and also ensures the growth
of the employees. Monitoring also helps the development of the employees as well. And it increases
the working capabilities of the employees which ultimately results in the increment of the
profitability of the organisation(DeCenzo, Robbins and Verhulst, 2016).
Payment and reward management:- Payment and reward management plays a crucial role in the
human resource practices it helps them to motivate in terms of the Monterrey as also encourages
employees for their performance .this help to generate more profit as increases the credibility of the
organisation(Noe and et.al., 2015).

LO 3
P5 Importance of employee relations in the organisation
Employees relation with the organisation plays an important part for the development of
both employee and the firm. Building trust of employees helps the organisation to have their
support in every problem faced by the firm. It is responsibility of senior staff to make a friendly
environment where all employees can share their views without any hesitation. This will generate
new ideas and will increase decision making skills of employees. They will work hard and will
create healthy atmosphere within the organisation(Sparrow, Brewster and Chung, 2016). Loyal
employees are strength of the organisation as they will retain for long duration and will give their
100% for the growth of the firm. Different significance for the same are:-
 Loyal employees will retain for longer duration:- If employees relationship with
employers are good there are chances that employees will retain for longer duration. Every
employee search for an organisation where healthy working environment is there and every
individual can put up their views and ideas in front of the leaders. So TESCO keep such
things in mind and provide a healthy working climate for all the employees to get support of
there employees towards the organisational goals. TESCO is aware about the facts that loyal
employees will keep the information and plans of the organisation confidential and will give
there time and hard work to compete in market for the benefits of the organisation. HRM
helps the employees to get involve in all decision makings and build a family environment
for all employees(Stewart and Brown, 2019).
 Productivity increases:- As ideas are allowed to flow within the organisation it helps out
TESCO to work on these ideas and make there efforts to reach the goal. Employers of
TESCO communicate to each employee to known there satisfaction level towards the work
and people they are working with. This help out employers to make efforts for retaing there
employees for long duration. As retaining of employees will lead to loyal employees and
loyal employees can work hard to increase TESCO's productivity. If one is happy with the
work and surrounding will put more efforts for a productive work. So TESCO's HRM
believe to put seminars so that employees satisfaction level can be known and they can
improve there management practices. HRM also takes care of technical changes coming in
the organisation and provide proper training to employees so that they are not working in
pressure(Wilton, 2016).
 No more conflicts are seen:- For an efficient work coordination between employees and
employers must be there. If coordination lack in certain ways then various conflicts may

arise within the organisation. Handling such conflict become difficult for the firm to handle.
When relation are good then people coordinate among them and no conflict will be seen in
the organisation, in this way all are aware about there duties and work on it. Many a time
managers spend there crucial time in just sorting out the conflicts between the employees
and this results in wastage of time and resource. So TESCO keep an healthy environment
where no troubles are seen. HRM plays an important part in conflict resolution and help the
organisation to find various ways to maintain the decoram in the firm(Berman and et.al.,
2019).
 Deligation:- On the basis of strength and weaknesses of employees it become easy for
employers to give a particular task. But this analysis is possible when employers are aware
about capability of there employees. For this they have to build good relation with the
employees where they can freely talk to them regarding issues they are facing during work.
TESCO is working on strength and weaknesses of employees and analyse there strong
points so that they can give different tasks to them. It helps the members of the organisation
to get energy for doing efficient work. HRM helps the organisation to motivate their
employees to work with efficiency(Bratton and Gold, 2017).
P6 Key elements of employment legislation and the impact it has upon HRM decision making
Employment legislation is the law which governs the employment within the workplace
with all the people who works,. This was affected to employees, employer and unions directly.
Employment legislation acts are the main piece of legislation governing managements and union
relations. It is a major source of regulation for HRM department of Tesco. Tesco HRM is greatly
being influenced by the state and federal laws which governs all the major aspects of HRM like
recruitment, development, placement and compensation(Brewster, 2017).
Equality act: One of the important pieces of HRM legislation, which affected all of the functional
areas was equality act 2010. The act made illegal the discrimination against potential recruits or
employees for reason of religion, disability, sex, age, gender and sexual orientation. This act forces
the Tesco to follow fair practices related to training, hiring, pay, benefits, and virtually all other
responsibilities and activities related to HRM. HRM has to make sure that the recruitment is to be
done in a that manner where gender discrimination doesn't take place. Equal number of male and
female are to be recruited to prevent any unlawful activity. HRM of Tesco should look in equal pay
act 1970, which forbids salary or wage discrimination based on sex, and mandates equal pay for
equal work with few exceptions(Brewster, Mayrhofer and Morley, 2016).
Working hours and holidays: As per working time regulations 1998, all the employees from the

very first day of employment, have the right to 5.6 weeks paid holiday per year. As per UK
employment law, a employee cannot work more than 48 hours in a week averagely, averaged over
17 weeks. This law is to be kept in mind by the HRM of Tesco and recruitment is to be done
likewise. The productivity should not effect the number of workers. There should be more
recruitment in case if an employees working hours are going less for the productivity. There should
be recruitment for employees backup by HRM of Tesco, so that if the employees are on leave then
the productivity cannot be affected(Brewster and et.al., 2016).
Health and safety: Health and safety at work act 1974 lays down wide-ranging duties on Tesco.
Tesco has to protect the health, safety and welfare at work for all the employees. This act was
designed to force Tesco to provide safe and healthy work environment, and to make organisation
liable for workers safety. HRM has to make sure while recruitment that is there any health related
problem to the employee so that the remedies could be done at the time of any emergency, to
prevent any unlawful activity(Cascio, 2015).
Data protection act: Data protection act or GDPR (General Data Protection Regulation) 2018
controls how the personal information of a person is being used by organisations, businesses and
government. The act make sure that the information is being used fairly, transparently and lawfully.
It should be noted that HRM of Tesco will be limited by GDPR in what they can use employee
personal data for. Specifically, it will be noted that data will not be used for and the HRM of Tesco
will not be allowed to use it for any other purpose. The data collected by HRM will need to have
security measures placed on it to be compliant with the GDPR rules. Every kind of sensitive data is
to be handled carefully, the most effective way to keep the data protected is to encrypt the data.
HRM must mention that GDPR rules states that organisations will only be allowed to hold onto data
for as long as is necessary for Tesco(Cascio, 2015).
LO 4
P7 Application of HRM practices with example in a workplace
Different practices of HRM in an organisation are Recruitment and Selection. These
practices left out the company to identify there potential employees to hire them so that they can
work hard for the growth of the organisation(Chelladurai and Kerwin, 2018).
Job Title Marketing Manager
Reports to Marketing Head
Roles & Responsibilities  Brand awareness

 Generating leads
 Data collection and analysis
 Complaint handling
Qualification MBA or post graduate
Title of the job Marketing Manager
Date :- 11/07/2019
Qualification required Essential Desirable Met
 MBA
 Post graduate
Yes
Yes
Need of Experience
 1 to 3 years in
marketing field
Yes
Personal characteristics
& conduct
 Creative skills Yes

 problem solving
skills
 Technical skills
 Communication
skills
Yes
Yes
Yes
Roles and
Responsibilities
 Brand awareness
 Generating leads
 Data collection
and analysis
 Complaint
handling
Yes
Yes
Yes
Yes
CV
CV of first candidate
Ava Smith
15467543
[e-mail]
Skills
 Have good decision making skills
 Communication skills
 Time management skills
Working experience

 Worked in XYZ firm as marketing executive from 2014-2016
 Worked as marketing manager in ABC company from 2016-till now.
Education
 Master’s in business administration from Cambridge University.
 Masters in Strategic marketing
Hobbies
 Like to explore new places
 Reading books
CV of second candidate
Jack Wilson
15467543
[e-mail]
Skills
 Have good problem solving skills
 Communication skills
 Creative skills
Working experience
 Worked in XYZ firm as marketing manager from 2015-2017
 Worked as marketing manager in ABC company from 2017-till now.
Education
 Master’s in business administration from London University.
 Masters in Digital marketing
Hobbies
 Like to read Novels
 Play basketball
Interview Questions:-
 What have you done in studies?
 Why you want to work with us?
 Tell me about your achievements.
Selection Criteria:-
 Good communication skills.
 MBA from a reputed institute.

 Good experience in the field of marketing.
Job Offer Letter
Dear Jack Wilson
TESCO has selected you for the post of Marketing Manager. We have trust on you that you will
contribute in growth of TESCO with your skills and experience.
Your annual salary will be 250000 Pound. Based on your performance you will get Travel
announces and incentives apart from your salary. To accept this offer kindly sign this letter and
send it back to official mail ID.
Sincerely
Human resource head
Signature
CONCLUSION
From the above study it can be concluded that human resource managers are responsible for
assigning the roles and responsibility and coordination with the employees of their firm .HR
Manager assures that all the workers get the equality in term of business and none of the employees
faced any discrimination issues at the workplace. They also maintain the security and safety of the
employees. Employment laws must be carefully followed otherwise company faced the critical
situation as per the government norms, report also highlighted that employees and the employers'
relationship towards the organisation. And also minimizes the conflicts situations in the organisation
.if employees are maintaining coordination with each other effectively then they shared their views
and innovative ideas which is helpful for the organisation. This would support the organisation by
making their workers more loyal and efficient towards the brand. Above report also concluded that
the critical evaluation of strength and the weakness and the different approaches such as recruitment
and selection by giving the training and the development sessions of the employees and point out
the weakness in them and helps to overcome it as well enhanced the skills which they are good at

and give them job according to their knowledge and skills. Today world is become boundary-
less ,the capability to work within a cross cultural environment turns a valuable asset within any
executive.
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