Human Resource Management Practices in Tesco: A Comprehensive Report

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HUMA
HUMAN RESOURCE MANAGEMENT
TESCO

Table of Contents
INTRODUCTION........................................................................................................................2
ACTIVITY 1................................................................................................................................ 3
ACTIVITY 2................................................................................................................................ 7
ACTIVITY 3.............................................................................................................................. 10
CONCLUSION.......................................................................................................................... 17
REFERENCES........................................................................................................................... 18
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INTRODUCTION
The concept of human resources management within the business culture of an entity in the
report. The aim of HRM in order to plan business processes and operations are evaluated in
the report. The skills and functions of management of human resource that are required in
order to plan and manage human resources of the entity are described in the report.
Further, the main components of management of human resource along with their
effectiveness is discussed. The report also evaluated the human resource practices and
various methods which can be used by the management for conducting Practices in HRM
are evaluated. The profitability and productivity of the business entity are improved
subsequently with the assistance of various practices in HRM. The legislation and laws
affecting the employment within the organization are organized within the report. The
practices related to management of human resource is made within the report along with a
work-related approach.
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ACTIVITY 1
The strategic approach of the business enterprise which helps in organizing and hiring
human resources of the entity is known as management of human resource (Business
Dictionary, 2019). In order to attain growth and success within the market, the entity has to
manage its human resources efficiently with the assistance of the HRM department. The
staff are motivated to work harder for the entity by completing business goals and aims in
the market.
Main functions and activities of HRM
Recruitment
Recruitment is an essential function of management of human resource which assist the
entity in persuading capable employees for applying to the job vacancy of the business
entity. It is a bridge between the job vacancy and prospective candidates of the entity who
want to apply for a job (Mayhew, 2019).
Selection
After recruitment, the procedure of selection involves selecting the best candidate
according to the roles and qualifications needed by the entity for the job vacancies and the
qualifications of the candidates (Business Dictionary, 2019).
Job analysis
The requirements of a particular job vacancy are evaluated for carrying out the further
process of filling the vacancy. The responsibility, function, and other condition of the job is
evaluated in the job analysis process.
Training and Development
The level of working of employees and workers are improved with the assistance of training
and development function of HRM department. This will assist in motivating employees for
attaining business goals efficiently within the business entity.
Best fit approach v/s best practice
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BEST PRACTICE BEST FIT
The practices which focus on the
improvement of HR practices for enhancing
the position of the entity in the market.
The organizational and cultural processes
are used for connecting the policies and
strategies of human resource with the
business strategies in the best-fit approach.
In the best practice approach, interlink
between the performance of the business
enterprise is made with the HR practices.
In the best-fit approach, the policies lay
emphasis on the employees and employer
of the business entity.
Functions of HRM that can provide talent and skills appropriate to fulfill business
objectives
The function of HRM includes selection and recruitment process which assist the
organization like Tesco for achieving its business objectives by employing qualifies
workforce in the entity. The employees are a useful asset of the business entity which helps
the entity in achieving is a business perspective in the market efficiently. The function of
training and development of the HRM department assist the management in improving
working skills of the employees and workforce of the entity which assist them in reducing
wastages and increase the profitability of the entity in an efficient manner. The objective of
Tesco to enhance the experience of customers which will be improved with the assistance
of the development and training function of the entity. The aim of Tesco to reduce
unemployment will be achieved by the function of selection and recruitment.
Strengths and weakness of different approaches to selection and recruitment
METHOD ADVANTAGE DISADVANTAGE
Online job boards and
websites
 This method is easier
as compared to
other methods.
 It has a massive
reach in the market.
 Discrimination is
made for the
knowledge of
computer.
 There is a chance for
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 This method works
at speed.
technical issues and
error.
Recruitment agencies  The vacancy of the
entity does not
become public in the
market.
 The recruitment
process has a speedy
response.
 The expertise of
experts can be used.
 This method helps in
effective
advertisement and
promotion.
 This is an indirect
method of
recruitment.
Search consultants  The knowledge of
experts can be used.
 This method has less
risk as there is no
hiring process.
 The method is costly
and thus less
profitable.
 The candidates are
limited and thus the
entity gets less
qualified employees
to choose from.
The two main types of models of the management of human resource of the business entity
are described as follows:
 Matching Model
The matching model is a hard HRM model which focuses on the activities which aim
at matching the strategies and policies of the business organization with the HR
strategies and practices of the entity. The work performances of staff are improved
and enhanced with the assistance of a matching model. This is done for earning
more revenues and income with the assistance of hard HRM model.
 Harvard Model
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The Harvard model is known as the soft model which ensure a high level of
accountability on the parts of employees and workforce towards the fulfillment of
aims and goals of the entity. The employees are asked for greater commitment
toward the aims and goals of the entity.
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ACTIVITY 2
Benefits of different HRM practices within TESCO
Conflict resolution
The conflicts between the staff and the members and management are resolved efficiently
with the assistance of practices in HRM in Tesco. The Practices in HRM assist the employees
in and management of the entity in maintaining a healthy relationship with each other
which will reduce the possibilities of conflicts.
Employee relation
The relationship between the employees is maintained by the senior management of Tesco
for gaining their support in the decision making by the assistance of Practices in HRM of the
business entity. Tesco ensures transparency among the employees by proficient
communication procedures by ensuring Practices in HRM within the entity.
Information Resource
The Practices in HRM of Tesco sometimes act as an information resource which provided
useful information and data about the job and roles of employees in the entity. The
employees get information regarding their role in the entity which helps them in enhancing
their performance. The data regarding the working terms and conditions leave details, job,
training, working hours, working atmosphere, authority, etc. are given to employees.
Training and Development
The essential benefit provided by the HRM department is development and training of
employees which cleans their services level within the entity. TESCO organizes various
programs for the training of their employees for keeping their qualification and work
performances updated within the entity. The skills and leadership capabilities of the
employees are developed with the assistance of development and training procedures of
the entity.
Different methods used in HR practices in Tesco
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Workforce planning
Tesco takes the function of workforce planning very seriously for ensuring no shortage of
workforce at any point of the year in the entity. The entity keeps the record of the
workforce for every three months in order to do efficient planning of employees within the
business organization for meeting the requirement of employees.
Recruitment and selection
Tesco has used attractive procedures of development and training for attracting potential
candidates for applying for the job in the entity. It ensures the right people at the right place
at the right time in the entity and attracts the right candidates for the role at the operational
and managerial level.
Development and training
Tesco provides development for improving the capabilities and skills of the employees
which takes shared responsibility of providing training to the workforce. Tesco has
continuously taken steps for improving the training procedures of its entity.
Reward system
The rewards systems are introduced by Tesco in order to modify the motivation level of
employees in the entity. Tesco has taken steps for raising salary by 10.5 percent in the
period inflation for motivating employees with the process of reward system.
The evaluation of different HRM practices in terms of raising profit and productivity of
Tesco
The practices within the human resource department assist Tesco in achieving its aims and
goals in an appropriate manner. Practices in HRM assist in enhancing the profitability and
revenues of Tesco which has the following benefits:
 The reward system of Tesco assists the entity in enhancing the motivational level of
the employees for raising their productivity. This assists the entity in gaining in
overall growth in the marketplace by earning a competitive level in the market.
 The training programs organized by Tesco which assist in growing the capabilities of
the workforce for facing the challenges of the market.
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 By recruiting the right candidate for the right job, the Practices in HRM of Tesco
ensure retention of employees and reduce their turnover subsequently.
 The HRM department has followed the policy of documentation and record which
increases the accountability and commitment of the workforce and employees.
 By ensuring a healthy and positive work environment within the entity, the Practices
in HRM of Tesco ensure equal treatment to all employees which increases their
working capabilities within the business entity.
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ACTIVITY 3
Importance of employee relations to influence HRM decision-making process
The process and practices of the management of human resource department of Tesco
assist the entity in making effective decisions for the business entity on time. The practices
of HRM within the business organization assist the management in improving the
relationship between the staff and between the management and staff of Tesco. When the
healthy relationship is maintained with the employees the ratio of conflicts is reduced, the
productivity is increased, and staff morale boosts up.
Tesco is an entity which has the workforce which is largest in the private sector which
involves 295000 staff. The entity maintains its staff in an efficient way and provide them job
satisfaction. This reduces employee turnover and assists the management in improving their
relationships with the employees. The entity takes the participation of staff in the process of
decision making which make them feel like a part of the business entity. The decisions made
by the management for bringing any changes within the work culture of the organization is
supported by the employees and the change procedure is made easier for the management.
Participation reduces the barriers in the process of making a decision in Tesco where the
entity facilitates a two-way communication for the employees. The staff is asked for their
feedback and reviews on the system of the entity and for giving any suggestions for modify.
The employee feels happy and connected with the work environment of the business entity
by the participation in the decision-making process.
Tesco follows a system of Listen and Fix where feedbacks are taken from employees in the
form of direct communication, emails, regular feedback, focus groups, and other similar
methods (Nelson, 2012). Employee relation not only serves for the easy decision-making of
business but also assist in defining the future outcomes and success of the entity in the
industry. Human resources are the most valuable resources which should be maintained in a
proper manner for achieving future growth.
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Evaluation of key aspect of employee relationship management and the effect of
employee legislation on HRM decision making
Employee relationship management works on the connection between the management
and staff in an effective manner for fostering its merits for the growth of the entity. The
main aspects of employee relationship management along with the impact of employee
legislation on the process of making a decision by the HRM department are described as
follows:
 Maintaining a strong connection with staff assist the entity in investing in the
employee networks and gain their loyalty towards the business (Craig, 2017).
 The employee relation assist in fostering transparent communication system which
reduces conflicts and confusion about the job roles and responsibilities.
 The productivity of staff is enhanced subsequently with the assistance of employee
relationship management system of the entity (Anderson, 2019).
 Teamwork and coordination are enhanced within the business environment which
results in a healthy and positive work culture in the business entity.
Impact of employee legislation that affects HRM decision-making
The management of the department of human resource is responsible for ensuring the
fulfillment of all the employee legislations in order to reduce the chances of legal litigations
on the entity. The decisions are made by the managers of the human resource department
by keeping in mind the results of employee legislation applicable to the entity. There are
different employment legislation which is applicable on Tesco which include Family Medical
Leave Act, Equal Pay Act, Fair Labour Standards Act, Civil Rights Act, Occupational health
and safety act, Age Discrimination in Employment Act, etc.
Key elements of employment legislation and the impact it has on decision making of HRM
The regulations made by the government for the working conditions and other rights of the
employee in the business entity are known as employment legislation. The decisions are
made by the managers of the human resource department of Tesco should consider these
regulations of employment before making any policy for the employees and workers of the
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