Human Resource Management Report: Practices and Strategies

This report provides an in-depth analysis of Human Resource Management (HRM) practices within Tesco, a multinational retailer. It explores the purpose, roles, and responsibilities of the HR function, emphasizing its significance in achieving business objectives. The report examines various approaches to workforce planning, recruitment, selection, development, training, performance management, and reward systems. It includes a detailed case study example of Tesco's customer engagement strategies. Additionally, it covers employee relations, employee engagement, and relevant employment legislation. The report evaluates how employee relations and employment legislation inform decision-making and meet business objectives, providing specific examples of HRM practices within the organization. Finally, it assesses how the recruitment and selection process can be improved by using different technologies.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
1.Explanation of purpose, roles and responsibility as well as significance of HR function.......1
2.Approaches to workforce planning, recruitment and selection, development and training,
performance management and reward system............................................................................2
3.Inclusion of case study examples in order to examine the different methods used in HR
practices.......................................................................................................................................3
4.Approaches and effectiveness of employee relations and employee engagement ..................4
5.Key aspect of employee legislation within the organisation....................................................5
6.Evaluate how employee relation and employment legislation inform decision and meet the
business objective........................................................................................................................6
7.Human Resources Management (HRM) practices in the organisation by using specific
example.......................................................................................................................................6
8.Evaluate how Recruitment & Selection process improve by using different technology.......9
CONCLUSION..............................................................................................................................10
REFERENCE ................................................................................................................................11

INTRODUCTION
Human resource management (HRM) is the process of recruiting new people for the
organisation who help them to achieve their business objectives and goals. It is followed by the
company for the best practices which includes the recruitment, selection process and provide
proper training & development program to enhance employees skills or knowledge (Noe, et.al.,
2017). The presented report select the company Tesco, which is based on UK. It is an
multinational retailer who dealing in grocery and other general products. In this report further
topic is going to be covered such as HR functions, role & responsibility, purpose and it's
objective. It also include recruitment and selection process for the new candidates, effective
approach of employees engagement and legislation. This report include the different approaches
and practices follow by the companies. Tesco company publish job description or person
specification for the selection of new person that help the organisation to fulfil their business
objectives.
1.Explanation of purpose, roles and responsibility as well as significance of HR function
Human resources is a significant part of an organisation. It basically refer to the functions
performed by HR department within the organisation. The function of human resource includes
recruitment, selection, placement, training and development to fulfil the goal and maintain the
functioning within the organisation. Functions of HR are described below:(Cascio, 2015).
Planning: The purpose of planning is to set predetermined goal or objective for
company. Tesco being international brand conduct planning to make appropriate plans related to
personnel like number of applicant to be hired in near future to conduct business operations
effectively. Therefore, the manager of Tesco should make sure they decide the skill set of
applicant in advance before conducting recruitment and selection process. The main role which
is played by an HR manager in this respect is about ascertainment that qualities posses by
recruited candidate or not and disburse the same to the higher level.
Selection and staffing: The manager of HR in Tesco make sure that they generate a pool
of potential candidate and select right candidate for right job. This help organisation to conduct
its functions smoothly as employees are the biggest asset of company. Once selection process
takes place then selected candidate are placed at their appropriate places and HR of respective
company makes them familiar with their work and surrounding(Wright, 2018).
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Training and development: The department of human resource provide training and
development to its staff. This programme help staff to groom their personality, enhance their
knowledge and skill set regarding their work. Herein, Tesco training as well as workshop and
orientation are given to different level of department and make sure each employee gets
benefited from it.
Managing employee's relation: To attain long term objective, organisation must build
healthy relation with its employees. Tesco provide a family environment to motivate its
employees as well as they conduct training session for different levels of staff.
Significance of HR function within organisation
 Human resource specialist conduct whole recruitment cycle where they select best
possible candidate, manage the working of staff as well as process all internal action.
 HR function helps to recruit and select the best candidate for specific job profile as per
the requirement of job description.
 Conduct various training and development session for various level of staff. This helps
the staff to remain updated and enhance their knowledge.
 Hence, by maintaining employer employee relationship through extrinsic motivation or
positive reinforcement that includes promotion, reward, appreciation or recognition.
These factors encourages employee to work for the organisation goal.
2.Approaches to workforce planning, recruitment and selection along with strengths as well as
weaknesses, development and training, performance management and reward system
Human resource approaches helps in managing the internal staff and provide them long
term solution. This helps employee to add value to organisation.
Workforce planning: Workforce planning helps in determining the future need of the
people on the basis of anticipated need they conduct recruitment and training plan. Tesco is
growing with a fast pace due to which they recruit, set target and train their staff at regular basis.
Approaches of workforce planning: Systematic approach is used for workforce
planning. The mangers of respective company conduct recruitment process by attracting the
applicants through advertisements and online platform like through website.
Advantage: Workforce planning can help the firm to address the specific issue and work
for the adequate implementation of plan by enhancing the morale of an employee.
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Disadvantage: The main disadvantage of Workplace planning is that it leads to rigidity
and act as a time and cost consuming process.
Benefit to employer: Employer on the basis of workforce planning ensure that the
vacant position are filled effectively and all the business requirement are carried out timely. His
maximises the capacity of employee by shape the functioning of overall workforce.
Benefit to employee: Workforce planning helps the employee to posses right skill for the
right profile this enhances the efficiency as well as productivity in order to attain desirable
output.
Recruitment and selection: Recruitment is a positive process as it attract the candidate
whereas in selection the unsuitable candidate are weed out from evaluation process. Tesco being
biggest private company of UK employees attract a large pool of candidate and ensure right
candidate is selected for right profile(Armstrong and Taylor, 2014). Additionally, set standard
and target to keep a check on the job performance. As well as strengthen their relationship with
the internal employee.
Advantage: recruitment and selection leads to search the potential candidate who has
desired knowledge as well as experience and hire the suitable person at right place and on right
time.
Disadvantage: lacks applicant tracking systems and various technologies which supports
the management practices.
Approaches of recruitment and selection: To fill any vacancy Tesco first look for
internal recruitment and external recruitment. In internal recruitment the vacant places or higher
jobs position are filled by existing candidate only. The main advantage associated with internal
recruitment is that the cost of hiring is minimal as no additional expenditure is associated with
the promotion and training of existing employee. Along with that it engages the employee to
perform their task efficient by reducing the turnover rate. Whereas, apart from advantages there
are certain disadvantages associated with the internal recruitment is that it creates the gap like if
someone is promoted to the higher position then the older position remains vacant. On other side,
if above mentioned company looks for external recruitment then they advertise its vacancy
through online platform like website. This process helps organisation to select appropriate
candidate for appropriate place. Moreover, the advantage of external source of recruitment is that
the company gets the large pool of desirable applicant which can fit suitably with the profile. But
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at the same time it can damage the morale of an employee as they think that their efforts are not
considered by the managers.
Benefit to employer: The hiring practice satisfy the employer as they get the
successfully team with the help of which they can achieve the target of business. This help the
employer to gain recognition and gain better position in their lives.
Benefit to employee: The selected aspirant gets the suitable job on the basis of their
interest area which motivate them to carry out their day to day task suitably.
Training and development: Training and development are very essential function
performed by managers of Tesco. They conduct training and development session to enhance the
skill and decision making power of staff.
Approaches of training and development: Tesco has used job rotation approaches so that
their employee get overall experience of working in different areas. Along with that Tesco
provide off the job training in which training is given outside the working place. For instance,
attend local workshop or training centre.
Advantage: The training and development programs helps employers in formulating and
implementing new techniques as well as programs to conduct timely along with routinised to
timely update the organization with the latest technique to improve their own as well as
organizational efficiency.
The training and development helps the employees to upgrade their knowledge for the
purpose of increasing communication skills to reduce the barriers as well as increasing morale
along with job satisfaction among them.
Disadvantage: Inveiglement of manger in training and development activity can lead to
time consuming and this is a expensive process which can not be followed by small firm.
Benefit to employer: Indulging the workforce in training activities helps the employer to
build strong relationship with the entire organisation. This offer huge opportunity to the
employer on the basis of which they can outperform its competitor.
Benefit to employer: Such growth and development opportunity help the employee to
gain loyalty towards the organisation and become the part of an organisation for long duration.
Performance management and reward system: These reward includes bonus, share
incentives for team members, recognition etc. Moreover, this reward system helps in managing
the performance of staff as well as increase the overall productivity of organisation.
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Approaches of reward system: Tesco has adopted monetary and non monetary approach.
Under monetary benefit money and bonus is is given to employee. On other side, non monetary
benefit includes recognition and appreciation. These approaches are adopted by company to
retain the existing staff and motivate whole workforce.
Advantage: the reward system statements benefits the employers by communicating the
valuation of employment among various departments for the purpose of increasing employee
engagement as well as controlling attrition and increasing retention for smooth functioning of the
work to boost their performance.
The reward system benefits the employees by performing with great satisfaction through
providing good incentives and encouraging them to achieve goals along with targets as well as
increases the loyalty of employees to perform various tasks through team spirit.
Disadvantage: This may lead to creation of negative mindset or attitude of an employee
whose performance is not recognised by the manger.
Benefit to employer: The main significant of reward system for employer is that they get
the suitable team with whom they can work effectively. This even assist the employer to gain
recognition and become prominent part of an organisation.
Benefit to employee: The employee feels that their work is recognised by an
organisation so due to which they remain committed with the organisation.
3.Inclusion of case study examples in order to examine the different methods used in HR
practices.
Tesco currently has more that 600 million customers operating in more than 12 countries.
But initially when it jumped into online grocer store their retailers adopted email marketing
strategy. At that time their staff faced problem in communicating values through digital media
like problem of invalid address and bouncing back of emails. This lead to decline in holding
customers through emails. Moreover, instead of repealing its strategy Tesco made efforts in
bringing back its loyalty. They used the data of researchers in collecting information about recent
market trend and customer behaviour. After utilising the data in efficient manner respective
company play a significant role in maintaining long term relationship with their customers. For
instance, they designed personalised promotion messages, send coupons and reach million of
customers through email. Hence, there are certain methods that helped Tesco to maintain long
term customer relation:
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On going improvement approach: This approach is used for training and development
which is given after regular interval. Training help an employee to gain knowledge and skill
regarding their work. Whereas, development focus on future growth of an employee. Herein,
Tesco provides workshop or training session for both new as well as existing employee to
improve the functioning of organisation. Moreover, employee development programmes include
activity plan and learning log to carry out the progress of employee(Bratton and Gold, 2017).
This process helped an employee to generate more value by maintain the relationship of
customers with the organisation.
Reward system: In order to reduce absenteeism and employee turnover rate the manager
of HR in Tesco adopts the practice of giving rewards. These rewards are associated on the basis
of targets and performance of employee within the organisation. Hence, it has encouraged the
efforts as well as enhanced job security among the employees of Tesco.
4. Effectiveness of different HRM practices in terms of raising organisational profits and
productivity.
HRM practices are some of the approaches which helps in managing various people for
effectively increasing the performances. Its main aim is to motivate, develop as well as manage
in such a manner to achieve the organisational missions. Different HRM practices are as follows:
Information sharing: Information sharing is done to increase the communication skills
as well as directing the employees in such a manner to raise organizational profits and
productivity. Thus, it is important as in case of transparency and open communication the
employee feel that they are the valuable part of the organisation which generate job security
amongst them. Additionally, it lead to cooperation and coordination amongst the manager and
employee. Further, the foremost reason to generate effectiveness or increase profitability is that
the employee put forward their suggest or idea that leads to creative thinking ability.
Employee development: Employee development helps in improving the efficiency of
employee and bring productivity to organisation by applying motivation approach for
maintaining long term healthy relationship between employee and management in order to raise
the organizational profits and productivity. Mostly the employee become the part of an
organisation for long duration if they find there is huge growth and development opportunity
which help the employee remain satisfied. So Tesco focuses on the personal development of an
employee which finally enhances the effectiveness of an organisation.
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Selective hiring: It helps in placing the right person at right job and at right time. Such
practice enables the firm to bring various people at work who adds value. Selecting the right
personnel leads towards raising the organizational profits and productivity. Thus, the mangers of
Tesco make sure they invest their suitable time in order to bring the most suitable candidate for
the organisation as workforce are the real asset that help the business to gain competitive
advantage. Thus, in order to enhance the effectiveness the manager make sure they conduct the
selective hiring on the basis of current ability of an individual, whether training can help to
improve their existing skill as well as commitment of an aspirant. This help to maximise the
profitability of an organisation.
5. Approaches and effectiveness of employee relations and employee engagement
In an organisation, hiring new employee not only mean bringing new workforce within
the organisation but it start new relationship that is employer employee relationship. To achieve
success it's very essential to maintain healthy relationship between employee and employer
within the organisation.
Employee relation: It is the relation between employer and employee for the purpose of
purposeful working of the operations of an organisation. The approach that can be used in this
regard is mentioned below:
Employee engagement: Employee engagement refer to the extend by which employee
remain passionate towards their work and committed to organisation. Eventually, Tesco is
facing some challenges related to employee engagement like lack of contribution awareness
among teammate . Thus, member should abide by certain rules and regulation within the working
place.
Employee recognition: employee recognition is the formal or informal technique to
appreciate as well as acknowledge the individual or team behaviour, efforts along with results
which helps in enhancing various relationships for the purpose of improving quality of work in
an organization. Better communication channels between management and employees helps in
recognising the honoured employees.
6. Key aspect of employee legislation within the organisation
Employment legislation is basically an employment law that govern employee, employer
and management should abide by certain rules and regulation within the working place.
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Sex discrimination act (1975): This act was passed to restrict the discrimination
between men and women employee as well as on the basis of marital status. Thus, this act make
sure both men and women should be treated equally. Initially, Tesco suffered due to gender
discrimination on the basis of pay but later on they change their policy and rebuild their trust.
Thus, formulation of unique policy can help the staff to remain dedicated and give the valuable
opinion by participate effectively in decision making process.
Anti discrimination Act (1991): This act make sure each and every employee working
within the organisation must be treated equally. Moreover, this act helped in preventing
favouritism within working place. Managers of Tesco adopted this act to conduct whole
recruitment cycle fairly as well as compensation or incentive will be provided on the basis of
their achieved targets. Hence, this help to create synergy as employee will feel secure and they
will consider them as a valuable asset of company due to which it can lead to effective decision
making for smooth functioning of business.
Minimum wage act(1998): As the name suggest this act contain certain laws regarding
fair payment of wages or salary to employee. This law was passed to safeguard the interest of
working group. The manger of Tesco should make sure their staff gets paid according to their
work as well as pay scale of the employee should be same for same skill set. Thus, fair
remuneration, compensation or incentive will be provided on the basis of their achieved targets
(Briscoe, Tarique and Schuler, 2012). Also satisfaction level will be high among the employee's
through which goals of an organisation can be accomplish easily.
Thus, various external factors such as political, economical, social, technological,
environmental and legal factors which impact the employee relationships which ensures that
organisation has various people who deliver the value in outside areas. These all factors helps in
covering the structure with all their bases to provide useful practices which enhances the
employee employer as well as various relationships in the selected organisational context.
7. Evaluate how employee relation and employment legislation inform decision and meet the
business objective
Employee relation help the organisation to meet their business objectives and goals.
Employment legislation is the law that govern the employment in the organisation between the
workers. Both are the helpful for the effective work and helpful for the manager to take decision
according to it. Employment legislation and employee relation combined for the achievement of
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Tesco's goals. Manager's decision required lots of planning and strategies to fulfil business
objectives that provide peaceful and healthy environment for the workers. Employment
legislation ensure that how employer hire a new person in the organisation by using which
process it can be online as well as offline. Also identify that how they treat them in the
organisation because it will effect the organisation and it's target. Manager of Tesco company
follow the proper guidelines of employment legislation and increase the employee relation so
they can perform very well (Chelladurai and Kerwin, 2017).
Employee legislation play important role in the Tesco company at the time of taking any
decision which is beneficial for the company. HR manager need to build some strategies
regarding motivate employees such as reward and incentives policies. They also prepare
strategies to increase employee relation. It will help the company to achieve it's desired outcomes
and maintain work culture. Manager of the company evaluate the performance of each employee
and prepare report that define the individual growth. It will help the organisation to maintain
healthy relation between the members.
8. Human Resources Management (HRM) practices in the organisation by using specific
example
There are various HRM practices in the organisation which is followed by the manager. It
increase the effectiveness and efficiency of the business that is further helpful for the company to
enhance their performance. Manager of Tesco use these practices for hiring new candidate and
these practices includes the job description and person specification. After completion of hiring
process they offer job letter to the candidates.
Job Description (JD): - It describe the task which is going to be done by the selected
candidate if they hire for that position. JD describe the role & responsibility of a particular
profile and also define the functions which is done by the candidates(Jiang, et.al., 2012). It also
describe the necessary qualification, skills and related knowledge for the job and clearly define
that whom to be reported. HR team of Tesco company published job description for the
requirement of 2 candidate of respective profile.
Company Name: Tesco
Job Details: -
Job title: Customer Service
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Department: Marketing Department
Reporting To: Head of Marketing officer.
Job Type: Full Time
Salary: £ 74,000
Location: Welwyn Garden City
Job Purpose:
 Identify the customer's problem related to products & services and than resolve it.
 Maintain customer adjustment account and also recommend them other products.
 Identify the customer needs and than provide information regarding products.
 Manage incoming calls by taking less time on each customer.
 Try to resolve client's issues in the minimum time.
Responsibilities:
 Provide customer support.
 Provide product related information and solve the queries.
 Gather the information from clients and maintain it's record in the database.
 Satisfy the each and every customer through their conversation.
Those candidates who are interested in this profile can share their CV on [e-mail] or
candidate can also reach us through LinkedIn and they can contact through given no in the
below of this description.
Thanks & Regards
Mr. SSS
Human Resource Manager
Tesco
England
Contact number: 0259600004
Person specification (PS): - It describe the person's attributes for the specific role and
also display the qualification or skills required for the position(Brewster, Chung and Sparrow,
2016). Person specification describe the requirement of the candidate who can match with the
relevant skills which is describe below. PS created by the marketing manager of Tesco company.
PERSONAL SPECIFICATION
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