Human Resource Management Report: Tesco Company Policy Analysis, 2018

This report provides a comprehensive analysis of Human Resource Management (HRM) policies, specifically focusing on the Tesco Company. It begins with an introduction to HRM and an overview of Tesco, followed by a detailed policy analysis, particularly concerning recruitment and selection strat...Read More

Human Resource Management
Tesco Company
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Table of Contents
Introduction................................................................................................................................2
Overview of Tesco Company.................................................................................................2
Policy analysis........................................................................................................................2
Policy......................................................................................................................................4
Overview............................................................................................................................4
Scope..................................................................................................................................5
Policy Statement.................................................................................................................5
Legislation..........................................................................................................................5
Process................................................................................................................................6
Accountabilities..................................................................................................................7
Evaluation measures...........................................................................................................7
The contribution of SHRM on the performance of the organization.....................................8
The contribution of HRM in the Organizational Performance..............................................8
Human Resource Policies......................................................................................................8
Recruitment and Selection.................................................................................................8
Performance Management.................................................................................................9
Remuneration.....................................................................................................................9
Training and Development.................................................................................................9
Conclusion..................................................................................................................................9
References................................................................................................................................10

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Introduction
Human Resource word is utilized to discuss the people who do the job for an organization
and the department who is responsible for handling all the issues or resources related to the
workforce. Human resource management is a modern, authority term utilized to explain the
development and management of workforce in a company (Alami and Sohaei, 2015). This
report is being prepared in order to discuss the policies of human resource that are
implemented in an organization and what issues that organizations face while following
them, or in the absence of those policies. Besides this, the policy will be made for the Tesco
Company in order to avoid the issues that company is facing in recruitment and selection. To
support this process of the policy will be explained. In the end, the concept of SHRM and
HRM will be discussed and their contribution to the performance of the organization and
outcomes of stakeholders. Various policies of human resource will also be explained.
Overview of Tesco Company
Tesco is one of the famous general and grocery merchandise with headquarter in the United
Kingdom. The company is the third biggest retailer in terms of profit and night largest retailer
in terms of revenue. In around seven countries company has its stores. It is said to be the
leader in the market of Hungary, U.K, Thailand, and Ireland. The founder of the company is
Jack Cohen and it was established in 1919. Besides this, the company is listed in the
London’s stock exchange.
Policy analysis
From the perspective of human resource management, the most important and hard strategy
of human resource management for attaining goals of the organization is recruitment and
selection strategies. The outcome of the strategic recruitment and selection is very fruitful for

HUMAN RESOURCE MANAGEMENT 3
the company if the carefully chosen correct person in regards to an appropriate mix of skills
and also can be non-productive if the incorrect person was selected and can result in failure of
the company. Polychart effectively said that the achievement and failure of the company are
based on the staffing function but unluckily the management of the organization and
researchers have not understood its worth by knowing that it is the most important function of
the human resource (Nabi and Wei, 2014). Many organizations face challenges in recruitment
and selection of an appropriate candidate for the job for example company in Zimbabwean,
face issues due to geographical locations. Geographical locations of a business or company
might raise recruitment challenges in situations where the offices of the company are placed
away from the city. This results in decreasing the employee’s pool. Potentially capable and
skilled people many times do not accept to relocate themselves away from their relatives,
families for the job until they cannot move to the location along with their families. Besides
this, changes in the model of business might also increase the challenges for recruitment of
skilled people (Zinyemba, 2014). Upon formation, a business might have wanted more
untrained labor may result in decreasing the correct employee pool that is perfect for the new
model of business or maybe not assessable in the area.
According to Wel (2016), Tesco is the biggest employer in the private sector that operates its
business in more than 13 countries across the world. In Tesco, the non-store and store-based
activities are increasing with time. Starineca (2015) argues that to achieve the objectives of
the business company need to confirm that it possess correct employees at the correct post.
However, the company has to deal with some of the internal and external issues related to
recruitment and selection of the employees in the organization. In terms of internal
recruitment, it has been identified that the pool of participants is very limited. Moreover, the
company’s management has now become familiar with the weaknesses and strengths of the
candidates. Han (2014) discussed that weaknesses of the employee cannot be enhanced

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through training after some limit. Just because of procedure of internal selection, the
company is not able to get fresh perspectives and thoughts from the outer boundary of the
company. Additionally, recruiting people within the organization generate another job
vacancy that needs to be fulfilled (Furnham, 2012).
Besides this, it has been identified that process of external recruitment implemented by the
company is not atoll cost effective because of advertising and selection’s longer procedure. It
has been recognized that procedure of external selection is not effective enough to choose the
appropriate candidate for the vacant job position.
Further, there are some types of discriminations that are identified in the procedure of internal
recruitment. The management of the company likes to recruit applicants to form the United
Kingdom without considering their qualifications. The company does not prefer recruiting
people that are Muslim. This system of recruitment and selection of Tesco needs to be
changed. It has to select participants based on their talents, skills, qualification and job
experience in place of their values, race, cultures, religion, gender, or geographical location,
(Edelson et al. 2014)
Policy
In order to resolve the issues that companies are dealing with especially Tesco in the business
environment, it has to adopt a policy that i.e. incentive for the existing employees to bring
new, fresh and talented people into the organization.
Overview
The incentive policy for the existing employees to bring new, young, and talented people into
the organization will be very effective for the Tesco and for the organizations as it will
motivate the existing employees to work efficiently and to earn more amount of money or
benefits. This policy will bring new and talented people into many which will help in

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increasing the cultural diversity within the organization and bring new and innovative ideas
for the company. The diversified workforce and innovative ideas will result in increasing the
productivity of the company and motivation level of the existing employees. Along with this
with the increase in the number of employees will result in generating competition level
within the organization which will be very effective for the revenue and sales of the
company. Employees will start giving their best into their job in order to be competitive and
become one of the assets for the organization. Incentive policy for the employees will be a
monetary benefit as well as non-monetary. Further, the incentives will be provided to the
existing employees after the 6 months of the suggested employee’s recruitment. The
suggested employee need to stay in the organization at least for 6 months then only the
existing employee will be eligible to get the incentive for the organization.
Scope
Incentives for the existing employees for bringing new employees within the organization can
be implemented in all the branches and subsidiaries of the company in order to increase
innovative workforce and ideas that can help in increasing the revenue of the company. This
incentive policy can be implemented for a longer time period as providing incentives to the
employees always work as a motivating element.
Policy Statement
The incentive policy for existing employees to bring new employees in the organization has
the purpose to increase the number of candidates in the recruitment and selection procedure.
Moreover, it is focused towards solving the issue of internal as well as external recruitment
problems that organization face while conducting recruitment and selection process.

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Legislation
Some of the legislation that will be applied in this policy of incentive i.e. Working time
regulations, Equal employment opportunity, Sexual harassment, Social security, Trade
unions and other various industrial relationships, Health, safety, and welfare, and Working
conditions.
Process
Recognizing requirement for an opening- At this step the requirement of the employee
arises for filling the vacancy in the company. This happens when a chunk of the work is not
being completed due to lack of skilled employees in the company.
Taking decision regarding internal or external recruitment- Here, the management of the
company and the Human resource department will take decision for the internal and external
recruitment (Workable, 2018).
Assess the description of the job and create an ad for the job- The Company will take the
step and will prepare the job description for the vacant position in the company and advertise
R e cogn izin g re q u ire m e n t fo r an o p e n in g
T akin g d e cisio n reg ard in g intern a l o r e xte rn al re cru itm e n t
A sse ss th e d escrip ti o n o f th e jo b a n d cre ate an ad fo r th e jo b
C h o o se th e stage s o f se le cti o n an d p o te n ti al ti m e fram e
E valu ati o n o f th e resu m e s in th e d a tab ase o f th e co m p an y
Sele ct ca n d id ate s
P ro vid e o ffi cia l o ff e r o f th e Jo b

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the requirement of the candidates. Besides this, the company will motivate their existing
employees to bring new and talented people within the organization and for that will get
money as well as non-monetary benefits.
Choose the stages of selection and potential timeframe- At this step, the discussion will be
conducted with the management and department of Human resource in order to appropriate
stages of selection and timeframe will be decided for this process.
Evaluation of the resumes in the database of the company- The resumes of the candidates
will be evaluated to decide which employee will be competent for the vacant job position in
the company.
Select candidates- After evaluating the resumes of all the applicants some candidates will be
selected that are capable enough to perform the job on behalf of the company so that proper
function can be performed and productivity of the company can be maintained an increased.
Provide official offer of the Job- At last, the selected candidates will be provided the job
offer officially and will be provided proper orientation programs and will be familiarized
with their job responsibilities in the organizations.
Accountabilities
To maintain the recruitment and selection process in the company human resource
department is responsible and accountable. Besides this, in order to follow the incentive
policies, existing employee will also be responsible for maintaining the flow of incoming
employee within the company.
Evaluation measures
Designing the measurement standard- Judging the efficiency of the procedure of the
business is very tough deprived of a strong system of measurement. However, the company

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can consider the metrics of employee satisfaction, employee turnover, as the measurement
system. Besides this, it can make use of qualitative assessments by candidate, employee, and
management survey.
Track measurement data- Measurement standards must be traced over the time-frame as a
pointer of the failure or success of the procedure of recruitment and selection. These
measures can be tracked on the yearly, monthly or quarterly basis (Acevedo, 2017).
The contribution of SHRM on the performance of the organization
The term Strategic human resource management is utilized widely to signal the vision that the
activities of human resource management must add to the effectiveness of the business.
Human Resource planning and Strategy are combined in the process (Çalişkan, 2010). There
are various advantages of participating in the planning of human resource with the strategic
planning, creating it commanding for this combination to be frequently followed. Due to the
strategy's importance of human resources has been broadly identified. As an outcome,
strategic human resource management has been claimed to be definitely connected to the
performance of the organization. More particularly, HRM has been related to upsurge
productivity, good service of the customer, enhanced competence, growing firm value, better
productivity or financial returns and complete organizational existence (Mathew, 2016).
The contribution of HRM in the Organizational Performance
The HRM managers decided that if the HRM is interpreted into precise strategies of HR
which are executed, it has a substantial indirect influence on the formation of additional value
and competitive advantage. The HRM has contributed to the formation of additional value by
confirming that persons with the essential capability and motivation levels are obtainable and
by assisting to make an environment and culture which encouraged quality performance.

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Human Resource Policies
Recruitment and Selection- Recruitment and selection are the processes of identifying and
obtaining a group of candidates with the preferred experience, skills, and knowledge to
permit a company to select the suitable persons to fill the job vacancies (Ekwoaba, Ikeije and
Ufoma, 2015).
Performance Management- Performance management is the procedure through which
employees and managers operate together to monitor, review and plan work objective of the
employees and complete contribution to the company (Qureshi and Hassan, 2013).
Remuneration- Remuneration is the term used for the compensation or payment to the
employee and it not just includes base salary, but also commissions, bonuses, and benefits.
Training and Development- Training and development is said to be a function of human
resource concerned about the activity of the organization and focused towards improving the
performance of individuals and groups (Boadu and Fokuo, 2014).
Conclusion
In the conclusion, it can be said that human resource department is one of the essential and
fruitful departments of every organization as it looks after the human resource of the
organization i.e. employees. Human resource is said to be one of the tangible resources of the
organisation, therefore, it is important to concentrate while hiring them in the organization.
The above report has highlighted some issues regarding recruitment and selection in
companies, especially in Tesco. To solve this issue a policy has been suggested that can be
implemented to increase the productivity.

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