Tesco HRM: Workforce Planning, Recruitment, and Selection Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco. It begins with an introduction to HRM, emphasizing its role in workforce planning and resourcing. The report delves into Tesco's mission, purpose, and core business objectives, highlighting the functions of HRM, including workforce planning, recruitment and selection, learning and development, and employee benefits. It then evaluates the strengths and weaknesses of various recruitment approaches, such as internal and external recruitment, as well as selection methods like telephonic and face-to-face interviews. The report further examines the benefits of different HRM practices for both employers and employees, evaluating their effectiveness and impact on organizational productivity. Additionally, it explores the importance of employee relations in HRM decision-making and the influence of employment legislation. Finally, the report applies these HRM practices to Tesco Plc, providing a well-rounded view of HRM in a real-world context.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functioning of HRM in reference workforce planning & resourcing in Tesco 3
P2 Relevant strength and weaknesses of various approaches of recruitment and selection. .5
TASK 2............................................................................................................................................8
P3 Benefits raised from different HRM practices for employer-employee within an
organisation............................................................................................................................8
P4 Evaluation of effectiveness and productivity in organisation through HR practices........9
TASK 3 .........................................................................................................................................10
P5 Importance of employee relation that influence HRM decision-making........................10
P6 Employment Legislation and its impact over HRM decision-making............................11
TASK 4..........................................................................................................................................11
P7 Application of HRM practices in Tesco Plc ...................................................................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is an organisation based function which manages issues
related to workforce in an organisation. It is a wide procedure which includes various activities
such as recruitment, selection, development, performance management, compensation and so on.
It is significant for HRM to manage all workforce in an effective manner which will help an
organisation to outgrow. Respective department is concerned with fulfilment of organisational
aim, purpose and mission in optimistic direction. In this regard, Tesco will be analysed in
relation to HRM department which will reflect various roles, responsibilities, purpose, strength
and weaknesses, formulation of employment laws, implementation of different HR practices in
order to achieve pre-determined goals. Tesco holds large portion of retail industry in UK which
is headquartered in England. The company is considered to be market leader in groceries, general
merchandising which is operated worldwide. It is a global leader with approx. 7005 shops
operating worldwide. Involving various HRM functioning in Tesco, it will be explained through
applicability of Human resource management associated work in respective report.
TASK 1
P1 Purpose and functioning of HRM in reference workforce planning & resourcing in Tesco
Human resource planning and resourcing in an organisation is considered as an important
task being managed by the HR manager. HR manager is solely accountable for proper
functioning of its respective department. In this regard, Tesco being one of leading organisation
operating in retail industry which is headquartered at England, UK must ensure proper
functioning of its potential workforce in order to retain its market share in the long term. In this
regard, respective company has committed to certain points by delivering its services and
products to customers. Therefore, Tesco's mission, purpose and core business objective is as
follows:
Mission Statement: Tesco's mission is to produce what is actually worthy in terms of
quality and quantity by considering needs of its customers.
Purpose: It looks up at providing quality life to its customers by producing optimum
products and services.
Core business motive: To adhere with the customer's needs & satisfaction in order to
become largest retailer across the globe through production of quality stuff.

Purpose of HRM
Sole purpose of HRM is to develop optimistic relationship with the respective
workforce in order to encourage them in achievement of required outcomes
(Arasanmi, 2019). Also to maintain coordination with organisation's workforce in order to reflect
business goals in actual outcomes. Tesco is customer-oriented company which delivers its
services in a systematic manner, therefore to maintain its standards it is working on appointment
of right skilled person for a relevant field as well as encouragement in existing workforce in
order to produce quality services.
Functions of HRM
Human resource team is indulged in delivering various services to its relevant
organisation in order to meet business obligations (Zaim and et. al., 2021). HR manager is
responsible for compliances with relevant laws and regulations in order to promote smoother
flow of working. HR plays crucial role in reference to employees of company so that
organisational goals could be achieved. He concentrates over the development of its workforce,
hire the right skilled person, maintain safe and healthy working environment,etc. HR is the
ultimate authority who will be accountable for any issues related to the workforce. In this regard,
Tesco's human resources management team is required to carry following functions in order to
promote effective flow of work:
 Workforce Planning: The first and foremost function of HR is to recognise the
relevant future needs of an organisation in regard to employees so that its required flow
of operations can be maintained. In this regard, Tesco has implemented systematic
procedures which will help it to summarise human resource planning in an effective
manner. Being a retail company, its foremost necessity for workforce planning is to
adopt most strategic policies which will be helpful in implementation of effective
employee based planning in order to achieve organisational goals. HR manager of
respective company has foremost responsibility to conclude HR planning in order to
produce beneficial structure for overall requirement of workforce.
 Recruitment and Selection: Another function of human resource management is to
attract highly skilled and specialised force who can avail with best possible outcomes
for accomplishment of business goals (Azizan and et. al. , 2017). In this regard, Tesco
has created an impactful brand image which will be helpful in long term period. In this

manner, candidates will themselves show interest to work with the respective company
which will be beneficial for company in order to achieve organisational goals. Adequate
brand image and formulation of appropriate strategic policies will help an organisation
to reach its target easily. Here HR manager has a significant role to play in order to
recruit and select most skilled human force for their respective company through
implementation of impactful approaches being discussed later in the report.
 Learning and Development: By promoting employee development and training
programmes will lead to maximisation of company's overall productivity and efficiency.
As Tesco is multinational organisation, it has an environment of intense competition
which creates a necessity to promote overall development and training of its existing
workforce which will enable it to retain team of experts which will be helpful in holding
adequate market share. Therefore organisation needs to build a budget which will assist
it in management of cost in an effective manner. HR manager is therefore has a
responsibility to adopt necessary workforce development programmes so that it can
facilitate with maximum productivity for organisational growth.
 Employee benefits and performance appraisals: It is one of the significant approach
towards maximum attainment of business objectives through employee motivation.
Employee benefits and appraisals are considered as a way of encouraging employees
that will be helpful in maximisation of their productivity levels (Barrena-Martinez and
et. al., 2019). In this context, Tesco's HR manager has adopted various techniques of
performance appraisals such as management by objectives as well as 360 degree
appraisal which are most suitable techniques in order to evaluate employees
performance in an organisation. Company also provides various compensations such as
incentives for extra time, health compensation and so on which will ensure employees
optimum contribution in organisation's profitability.
P2 Relevant strength and weaknesses of various approaches of recruitment and selection
Recruitment and selection approach towards company's overall development needs to be
emphasized so that most skilled candidates can be hired in this regard. For such purpose various
approaches are adopted by companies for effective hiring and selection of new appointees. In
regard to Tesco, its adopted approaches towards recruitment and selection can be studied as
follows:

Recruitment Approaches
Internal Recruitment: It is a technique where company seeks to fill its vacant job
profiles from the existing employees working within the organisation. It helps to effectively fill
skill gaps in the organisation (Bernabeu-Wittel and et. al., 2021). As HR function is to focus over
the areas of relevant talent shortcomings, so Tesco's respective HR head is emphasized over
fulfilling such differences. There are various forms of internal recruitment such as promotions,
transfers, employee referrals and so on. These methods will help to select suitable person for the
relevant job vacancy within the organisation. In this regard Tesco is using these forms of internal
recruitment so that appropriate recruitment could be made. Though this process is vastly used by
various organisation, it inherent strengths and weaknesses as follows:
Strength: This method of recruitment is adopted by companies in order to produce time -
effective results. This approach is used as it saves time and money, promote employee
engagement, motivates them in order to achieve organisation goals. Tesco is using this technique
in order to produce effective results in such competitive environment. It is one of the leading
retailer in UK therefore, it requires to adopt new techniques and technologies in order to survive
in the long term.
Weaknesses: Having wide range of advantages still it lacks over some points. Adoption
of such procedure creates unnecessary conflicts between employees, depart gap between current
workforce, limits pool of new entries, inflexible approach, etc. So nowadays companies are
moving ahead in order to make hiring from outside the organisation to attain flexibility. In this
regard, Tesla is trying to hire new faces in its business so that more efficient results can be
produced.
External Recruitment: This is a process of evaluating external job candidates other than
internal employees in order to hire most suitable candidates to fill in existing job profiles so that
new talents can be identified in order to perform existing employment opportunities. Tesla is
hiring candidate mostly from external sources in order to promote new talents in the existing
business environment. This approach of recruitment has various strengths as well as weaknesses
which can be discussed as follows:
Strength: In this approach company's chances of hiring variety of applicants is being
acknowledged. Also generation of creative ideas, better quality and competition, better growth,
etc. can be achieved by the organisation. Tesla is also working in this regard so that appropriate

set of creative individuals can be hired in the existing group of employees which will promote
organisation growth in every aspect.
Weaknesses: This approach also inherent various drawbacks such as higher cost, more
time consuming, higher risk of new entrants, legal risks, hiring of unsuitable candidate and so on.
Tesla is working in order to carry every detail of new entries so that all legal and professional
requirements can be met.
Selection Approaches
Telephonic Interviews: It is considered as an approach towards selection of a new
candidature in an organisation through telephonic interview in order to know whether candidate
is still interested in relevant job vacancy (Dang and Le-Hoai, 2019). Tesco is also using this
approach of hiring in order to identify interested candidates for their organisation to promote
overall productivity and efficiency in the long term. Various inherent strength and weaknesses
can be illustrated as follows:
Strength: This technique is considered to be cost effective a well as less time consuming.
It also helps in selection of most appropriate set of candidates in a lesser times which is
considered as stepping stone for an organisation. It is also helpful for Tesla HRM team as they
can shortlist the name of candidate for further process through this process.
Weaknesses: This method does not reflect practical information of an individual that is
not much reliable data is attained from such person but may lead to dissatisfaction for an
organisation HR team. In Tesla, not much dependency is created over such interviews as they are
regarded insignificant from organisational point of view.
Face-to-face interview: In this technique, candidate is called for interview which will
take place within an organisation (Wong and et. al., 2018). It is considered as a proper form of
interview where employer and candidate is physically present for the interview. Tesla gives
preferences to this form of interview as it is said to be convenient for both the parties as well as
better evaluation of job applicant can be done. Its relevant strength and weaknesses discussed as
follows:
Strength: This method is convenient for both job candidate as well as employer and it is
considered as productive because relevant skills of an individual can be analysed through
physical presence of new entrant. Therefore Tesla is adopting this approach in order to evaluate
potential of an individual in an appropriate manner.

Weaknesses: Drawback of this procedure is that it is much time taking and in-depth
evaluation of an individual which requires extreme patience for successful formulation of the
respective method. Tesla has adopted this procedure by reviewing its drawbacks in order to
eliminate them.
TASK 2
P3 Benefits raised from different HRM practices for employer-employee within an organisation
HRM practices is referred as communication between employer-employee in such a
manner which will develop, encourage, attract and help in overall retention of existing workforce
(Husni, 2020). Also these practices are said to have optimistic impact over company's overall
growth and profitability in the respective industry. Through adoption of such practices,
workforce is able to complete task in more effective manner as they are being encouraged
through various policies and regulations being implemented by the company. In this context,
Tesco has adopted following HRM practices in order to benefit both employer and employee.
Compensation and reward system: This is one of the significant way of employee
retention as it will avail employee with relevant benefits in regard to health, safety, appraisals as
well as payment for extra hours. This needs to be initiated by organisations in order to develop
healthy employer-employee relations in the long term. Tesla has adopted such practices as these
helpful in overall organisational growth and development. This HR practice provide given
benefits to employer as well as employee:
Benefits to employer: The employer will be benefited as employee will produce more effective
and efficient results after being encouraged and motivated by the team in Tesco.
Benefits to employee: Employee will be able to fulfil the needs and requirement of themselves as
well as guardians in order to live healthy life.
Learning Programmes: This is formulated in order to develop overall knowledge and
skills of an employee (Imperatori, 2017). In this regard, Tesco is initiating appropriate training
and development programmes in order to empower its workforce in the optimistic way. This way
respective company will be able to sustain in major competitive environment by achieving its
profitability criteria. Its relevant benefits to employer-employee can be stated as follows:
Benefits to employer: Through proper training, work force's overall skills and knowledge is used
to enhance Tesco's ultimate profitability and productivity in the long term.

Benefits to employee: This way employee will be able to cope with the advanced level of
competition in the market through attainment of relevant training and development programmes.
Employee Engagement: Here it is indicated the level of satisfaction and
accomplishment being felt by employees in their daily operations. It is very necessary to
empower workforce in order to work beyond their actual capacity as it is key factor to survive in
the market by earning maximum profitability. Tesla has following employer- employee benefits
in relation to employee engagement:
Benefits to employer: In relation to employee engagement, Tesco will be able to produce
maximum productivity in relation to high earning capacity which will increase its potential
market share.
Benefits to employee: Employee contribution to the organisational growth will reflect endless
benefits to them such as incentives for extra working hours, other relevant leaves in order to stay
productive for generation of overall organisational productivity.
P4 Evaluation of effectiveness and productivity in organisation through HR practices
Various HR practice helps in attaining overall productivity and effectiveness in an
organisation. It is significant to adopt most effective practices which will be required for
organisational growth. By adoption of varying approaches towards achievement of productivity ,
Tesco made sure that employees are motivated in an appropriate manner so that they can deliver
maximum of their efficiency for organisational growth.
Governance and Compliances: Through implementation of systematic governance and
compliance, it will promote healthy working environment which will result in productivity of
organisational operations as well as efficiency (L’Écuyer and Raymond, 2020). It is said to be
followed by employees in order to maintain strict culture of organisation so that feasible profits
can be drawn from respective market share. Tesco has been implementing standardized
governance and compliance procedures in order to maintain integrity in the eyes of its employees
and customers.
Discipline and Accountability: It is necessary to develop sense of discipline and
accountability in an organisation so that every workforce is particularly responsible for their
respective head which will promote easy flow of operations in an organisation. Tesla has been
working in such a manner that will create accountability among its workforce so that
identification of deviations would become easier in order to rectify them for achievement of long

term profitability. In recent times, Tesla has been devoted towards maintaining social distancing
that will help in protection from deadly diseases spreading across the globe as well as employees
can work in easier way by contributing for optimum productivity.
TASK 3
P5 Importance of employee relation that influence HRM decision-making
Employees in an organisation plays key role in HRM decision-making as their
performance is considered as the base for any organisation ultimate success (Nizamidou and
Vouzas, 2020). It is an art which symbolises maintenance of healthy and safe working
environment through implementation of impactful strategies for employees benefits. This will
enhance better decision-making by management. Various factors which signify importance of
employee relations in reference to Tesco can be discussed as follows:
Improved productivity: By encouragement to employee relations working in an
organisation will facilitate with increased productivity. By development of healthy atmosphere in
an organisation, more improved and effective results can be drawn. Strong relations will create
pleasant working environment. Tesla HR manager is formulating optimistic strategies for its
workforce in order to promote maximum productivity . This way it can easily hold its market
position and expand its operations further in the right direction.
Reduced Conflicts: By maintaining appropriate employee relations, it will result in
elimination of unhealthy conflicts in an organisation which will enhance HRM decision-making.
Unnecessary conflicts in the workplace can reduce efficiency of operations which can be harmful
in the long term. Tesco has implemented techniques which are used in order to promote friendly
business environment which will enhance overall profitability of an organisation by advancing
market share in retail industry.
Easy Delegation: By promoting healthy employee-employer relations it will beome
easier to delegate authority in more convenient manner (Poba-Nzaou and et. al., 2020). This will
enhance productivity and help employees to acknowledge their relevant strengths and
weaknesses so that proper outcomes can be produced by them. Tesla has adopted this approach
as it is beneficial for overall development on an organisation by assigning every employee with
their respective task and its necessary decision-making. This is widely adopted practice in
multinational companies as it eases the flow of work and reflect effective results in long run.

P6 Employment Legislation and its impact over HRM decision-making
It is believed that appropriate implementation of employment legislation will develop
better and systematic working environment for the employees in order to attain the required
target (Rao and Syed, 2019). This will help in overall development of an organisation resulting
in increased profitability. Tesco has also implementing certain employment laws which can be
illustrated can follows:
Employment Rights Act, 1996: Employment rights are foremost element which needs to
be considered by an organisation in order to motivate its existed workforce to produce for
efficient results. This law covers various segment of employees which include unfair dismissal,
paternity leave, unfair practices, etc. In order to avoid any prevailing contingencies, HR manager
has been held responsible for implementation of appropriate structure of employment rights in
order to promote working conditions. Tesco is a global company therefore it should prioritise its
employees by facilitating them with required rights in order to work in effective manner.
National minimum wage act, 1998: It reflects minimum amount which needs to be paid
to a worker for their respective contribution in an organisation. It is considered as a legal
requirement which needs to be abide with in order to promote employer-employee relations. In
this act, wages are payable based on working hours of an employee in respective organisation.
Tesco is providing adequate amount to its workers in order to maintain integrity. This will
promote employee loyalty towards their respective organisation which will be beneficial in the
long term. Tesco has good relations with its employee in every aspect related to pay as they are
considered as significant asset for overall development of an organisation.
The Equality Act, 2010: In this act, employees in the workforce are being protected
legally from any sort of discrimination against them (Santoro and et. al., 2019). This will include
individuals from each race, culture, age, gender, etc. Tesla has been restricting any kind of
discrimination with its workforce so that optimistic environment can be maintained.
TASK 4
P7 Application of HRM practices in Tesco Plc
Job description

Organisation: Tesco Plc
Job Role: Marketing Manager
Job Purpose: We view marketing as an element of development of product & services
awareness to satisfy consumer needs. Looking for a skilled marketing head who is
willing to facilitate us with various marketing advancement in his/her presence.
Roles and responsibilities:
 Develop extraordinary market position by determining and evaluating market
based factors.
 Provide Supervision to subordinates and perform market related task with sole
responsibility.
 Analysing market trends, culture, needs and requirements of consumers in order
to develop effective strategic policies.
 Facilitating with relevant report of market analysis which will acknowledge
superiors with brief knowledge of market and consumer habits.
Required skills & experiences:
 Undergraduate Degree or diploma with relevant knowledge of market.
 Adequate verbal as well as non verbal communication.
 Appropriate experience in relevant field having expertise in marketing.
 Multi-tasking and adaptable.
 Ability to cope with contingencies in both external and internal environment.
 Appropriate knowledge in related field.
Personal specification
Experience:  10+ years experience in marketing
segment with further knowledge of
market factors
 Appropriate knowledge of
consumer habits and campaign
management.

 Relevant experience of working in
marketing based organisation.
Skills:  Able to formulate strategies to
meet any future contingencies.
 Leadership skills
 Working through maintenance of
standardized structure
 Problem solving skills.
 fabulous communication skills
 Extraordinary market player.
 Adaptability with working
environment.
Job offer letter
Offer letter
Dear candidate,
We are delighted to inform that you have been chosen for place of “Marketing Manager” in
Tesco Plc.
Your Key responsibilities:
- evaluate company's performance of tasks by analysing relevant market segment.
- carry out modification in current adopted marketing tools in order to enhance overall
performance of organisation.
-facilitate with leadership over strategies which will enhance sales.
- usage of marketing tools in order to maximize sales and develop brand image.
- Accountable for tasks of subordinates in reference to market distribution, analysis and
implementation of strategic policies.
- accountable for timely field based questionnaire.

Salary and benefits:
A) Basic pay- £700 per month
B) Employment benefits- As per the policies of Tesco plc.
C) Bonus- As per company's determined policies.
This above mentioned HR practices have been adopted by Tesco Plc in order to promote
systematic flow of tasks so that more effective results can be drawn. HRM is a wide concept
which includes all the activities related to workforce which is placed in an organisation. These
HR practices of recruitment and selection helps in smooth flow of activities which will result in
advanced efficiency and profitability for an organisation.
CONCLUSION
In this detailed report, it is concluded that the company is required to implement
necessary HRM practices in order to manage its workforce in more effective manner. It is
analysed that the people working in an organisation is of utmost importance therefore, Tesco has
adopted significant HR practices as well as ensured adequate functioning of HR management in
order to enhance overall productivity and profitability in an organisation. Tesco being one of the
largest operating Multinational company, it is required to implement necessary employment laws
which will promote systematic flow of activities in advancement of business in the long term.

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