Human Resource Management Practices in Tesco: A Report

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HRM

Contents
Introduction...........................................................................................................................................3
LO1.......................................................................................................................................................4
P1- Explain the purpose and function of HRM, applicable to workforce planning and resourcing an
organization.......................................................................................................................................4
P2- Explain the strength and weakness of different approaches to recruitment and selection............5
M1- Access how the functions of HRM can provide talent and skills appropriate to fulfill business
objectives...........................................................................................................................................6
M2- Evaluate the strengths and weakness of different approaches to recruitment and selection.......7
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection supported by a specific example.........................................................................................8
LO2.......................................................................................................................................................9
P3- Explain the benefits of different HRM practices within an organization for both the employer
and employee.....................................................................................................................................9
P4- Evaluate the effectiveness of different HRM practices in terms of raising organizational profit
and productivity...............................................................................................................................11
M3 Explore the different methods used in HRM practices, providing specific examples to support
evaluation within an organizational context.....................................................................................13
D2 Critically evaluate HRM practice and application within an organizational context using a range
of specific examples........................................................................................................................14
LO3.....................................................................................................................................................15
P5- Analyse the importance of employee relations with respect to influencing HRM decision
making.............................................................................................................................................15
P6 Identify the key elements of employment legislation and the impact it has upon HRM decision
making.............................................................................................................................................16
M4 Evaluate the key aspects of employee relationship management and employment legislation
that affect HRM decision making in an organizational context.......................................................17
D3 (LO3 & 4) critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in an organizational context................................................18
LO4.....................................................................................................................................................19
P7 Illustrate the application of HRM practices in a work-related context, using specific examples.
.........................................................................................................................................................19
M5 Provide a rationale for the application of specific HRM practices in a work-related context....20
Conclusion...........................................................................................................................................21
Reference.............................................................................................................................................22

Introduction
This report is based on human resource management in TESCO in which use different human
management approaches have been studied for the sustainable growth of the organization.
Understanding the human factor for the organization is the main aspect of this report which is
explained for the betterment of the desired organization. Also, the relation between the
organizational employees should be maintained properly to grab the faith of the employee in
the organization. New approaches have been shared in this report which shows the relation
improvement practices which an organization can adopt for improving the employers and
employees relation. The basic need of the organizations is the required knowledge a worker
must have so that direct training can be provided and production can be started. The selection
process for staff is critical and requires more concentration of the recruiter so that recruiter
can analyze all the related facts about the candidate.

LO1
P1- Explain the purpose and function of HRM, applicable to workforce planning and
resourcing an organization
According to Derindag & Canakci, (2019) it is very necessary to have an effective and
efficient team under human resource commonly known as HR within the organization. It acts
as a stepping stone to develop an organization with proper skilled and knowledgeable
employees. Human Resource Management is known to hire employees which further are
responsible for the overall growth and productivity of the organization. Therefore, HRM, in
other words, can be defined as a bridge which is responsible for the increase in the overall
productivity of the organization. HRM is said to be in direct contact with the people without
any involvement of any mediator. It can be termed as a source of support for the employees.
Tesco is one of the leading brand names of supermarket chains in the UK. It is only possible
because of the employees who are responsible for handling this organization. And these
employees are hired by the highly talented under Human Resource Management. Human
Resource Management of Tesco is responsible for solving the communication gap among the
different levels of the organization. They motivate the employees to work wholeheartedly for
the organization. They not only just recruit members for the organization but also guide them
about the roles and responsibilities which the company would be expecting from them once
them on board with the organization. This is one of the most important departments of Tesco
which has helped in achieving its aims and objectives. HRM has made sure that they provide
a soothing environment for its employees where they can raise their voice if they are facing
any issues or challenges with the policies of the company. The main job role of Tesco is to
provide services to its customers (Audenaert, et. Al., 2019). HRM see to it that there is a
proper department which is responsible for providing proper training to the new joiners.
HRM of TESCO understands the value of its employees. On a regular basis, they organize
meetings where the employee is free to highlight issues which he/she is going through. It is
made sure by the HRM to take proper and immediate action to resolve that very particular
issue. Human Resource even provides them with additional help if the employee is going
through some major problem in life. Thus they help in creating an environment where there is
no concept of biased or partiality depending on the position in the organization.

P2- Explain the strength and weakness of different approaches to recruitment and
selection
Process of recruitment is one of the first steps which determine the overall productivity of the
organization. There are various ways available for the recruiters to recruit a suitable candidate
for the organization. Nowadays there are even facilities available to conduct interviews for
the candidate who is not available in the same town. This is done by organizing skype
interviews. Other methods of recruitments are- Internal recruitments and External
recruitments (Ferraris, et. Al., 2019).
Internal recruitments
This is one of the processes which always motivate the employees to work more and more for
the organization. It helps in choosing the employees who have religiously given their 100%
for the welfare of the organization. It boosts up and increases the morale of the employee and
motivate them to be regular and organized with their roles and responsibilities.
However, apart from strengths, it has some weakness associated with it as well. It limits the
searches and organization might not able to hire some outside talent. There may be a scenario
where an outside employee or a fresher is more skilled than that of the already existing
employee.
External recruitment
It is considered to be a bit expensive and time taking process. There would be a requirement
of additional time to give training to the newly hired employee. They even have to conduct
the process of the background check and the other necessary formalities which are required.
Also, the Artificial Intelligence software which is being used by the recruitments to scan the
profile of the candidates is not completely reliable. It may happen that at times the profile of
the candidates is missing with some of the desired keywords (Gkorezis, et. Al., 2018). But it
might happen that they have the desired skill and caliber which is being required to fulfill the
condition of that very job. Therefore, the organization would lose the required candidate.
However, it is the method which can give a chance to an outside case to make the best use of
his/her skills. It may be the case that in the initial stage they might have to cooperate with the
employee but at the end that all would be for the benefit for the organization. Hence, it is very

much important to at least provide a platform for the outsiders to show cast their skills,
experience and knowledge (O, et. Al., 2018).
M1- Access how the functions of HRM can provide talent and skills appropriate to
fulfill business objectives.
In the words of Janiaud, et.al., (2018) HRM is the basic department which gives the chance
for the employee to show cast their talents and skills which are responsible for fulfilling the
objectives of the business. Some of the basic job roles can be defined as below:
 Providing an environment for the employee who motivates them to grow and increase
their productivity on a daily basis.
 See to it there is a cordial relation maintained between the employees and the
managers above them.
 Other additional duties of HR are- proper designing of the job, looking after the
process of remuneration, hiring the employees as per the needs of the organization.

M2- Evaluate the strengths and weakness of different approaches to recruitment and
selection.
Recruitment and selection are the peculiar activities which have both strengths and weakness
associated with it. There are numerous methods to carry out the process of selection. It varies
from the organization the method they adopt.
Process of selection can involve stages like- a proper test which helps in checking the
knowledge of the candidate along with the face to face interview.
However, it has its limitations. It may happen that there might be cheating taking place in the
test. This will completely hamper the knowledge of genuine candidates. This can be resolved
by conducting the tests under the supervision of some higher authority. This would make the
system fair and would give an appropriate idea of the skilled and talented candidates suitable
for the job (Bakker & van Woerkom, 2018).
Tesco has now started conducted pre-employment examinations together with face to face
interviews. It has helped them to hire employees who have appropriate knowledge about the
complete product with which the Tesco deals.

D1 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection supported by a specific example.
Different approaches being used in TESCO to recruit new staff for work with high efficiency
and to achieve organization target.
Strengths of different recruitment approaches:
 Job description and other information will help in attracting the appropriate
candidates for the recruitment process in the organization.
 All the information must be specified on the official handle of the TESCO website so
that the candidate can take an overview of the job profile before applying for the job.
It will eliminate the wrong candidates and simplify the recruitment process.
 Advertisement will help in increasing the reach of the job description between more
people so more people will be able to apply for the job.
 TESCO must provide an equal opportunity so that a deserving candidate can be
selected for the job profile (Huang & Verma, 2018).
The weakness of the recruitment approaches:
 These approaches need extra investment.
 It took the time of the higher official which could be used for the production purposes.
 Choosing the right candidate is hard to process and it is a time-consuming process.

LO2
P3- Explain the benefits of different HRM practices within an organization for both the
employer and employee.
There are various job roles which are needed to be performed by the HRM which in turn acts
as a source of benefits for both the employee and that of the employer. The same has been
adopted in the work culture of the HRM department of Tesco. Some of the practices followed
by the HRM department of Tesco are described below:
 Resolving the conflicts
HRM of Tesco makes sure that there is no sort of miscommunication among the
employees or between the employees and the higher authority. They keep a check on
the behavior and attitude of all the employees and see to it that they abide by the rules
and regulations of Tesco. HRM at Tesco even listens to the issues and challenges that
are being faced by the organization of the different departments (Bashir, et. Al.,
2018).
 Training and development
It is one of the most crucial activities of HRM to keep a check on the entire procedure
of training and development. This step has its own importance as it is responsible for
making employees skilled and educated about the products and the areas which are
they are required to deal with during their entire course of the job. This, in turn, will
help in increasing the growth of Tesco. The employees would now be much trained in
dealing with the customers and understanding their needs and requirements as per the
market trend.
 Improving employee relations
HRM keeps a check on the safety and privacy issues of the employees. They make
sure there is no sort of discrimination on the basis of any criteria among the
employees. Discrimination might lead to different serious issues within the
organization. It might make a bad image of the company all around. A brand name
like Tesco cannot afford such kind of unethical activity to be taking place within the
organization (Subramony, et. Al., 2018).
 Information resource

It is the role of human resource to circulate information regarding any announcement
which has taken place within the organization. Also, there might be a scenario where
the immediate manager of the employee is not able to guide about a certain problem
then it is the duty of the HRM to come into the picture and provide the required
solution to the problem. Thus they are responsible for managing and handling the
chaos that might occur from time to time within an organization.

P4- Evaluate the effectiveness of different HRM practices in terms of raising
organizational profit and productivity.
In Tesco, benefits of HRM are enjoyed both by the employees and the employers.
 Understanding the importance of qualified employees
It is very much important for the organization to understand the importance of
qualified employees. There may be at times when the employees might need co-
operation from the side of the employees in terms of leaves. HRM should give value
to the urgency as requested from the side of the employees and should take some
immediate actions which may be required (Woznyj, et. al., 2019).
 Improving and enhancing the performance of the management system
It is the whole and sole duty of the HRM department of Tesco to motivate their
employees on a regular basis. They can organize rewards and recognition on a
monthly basis where the employee would be recognized on the basis of the
performance. This will even motivate other employees to contribute more and more
for the organization.
 Constructing a flexible workplace
Nowadays it has become really important to provide flexible workplace to the
employees. There is at times where the certain projects are required to be delivered at
odd hours. Liberty should be given to the employees working late hours for that very
project. It can be in the form of OT or a comp off depending upon the situation of the
organization at that very moment. Companies should even have the provision of work
from home. At times the employee might not be able to attend office due to some
health or other personal reasons (Cafferkey, et. Al., 2018).
 Introducing proper and well-defined slabs of incentives
This is one of the most effective ways to motivate more and more employees to work
towards for the benefit of the organization. There should be pre-defined slabs of
incentives which will act as a complete guide educating them about the incentives
they might receive after the completion of the task successfully.
 Motivating workers
It should be the duty of the managers to introduce ways which could help in
increasing the productivity of the workers. There should be proper sessions time to
time educating them about the promotions which they might be capable of if work
done by them act as a benchmark for the other employees of the organization.

 Maintaining good relations with then employees
It is the duty of HRM to see to it there is a healthy relation maintained among the
employees of the organization. This could help in achieving the productivity of the
organization.