Analysis of HRM Practices and Workforce Planning at Tesco

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco, a leading multinational grocery and general merchandise retailer. It begins with an introduction to HRM, outlining its purpose and functions in relation to workforce planning, resourcing, and achieving business objectives. The report then delves into an evaluation of recruitment and selection approaches, exploring their strengths and weaknesses. Furthermore, it examines the benefits of HRM practices for both employees and employers, including the impact of training, employee security, work-life balance, and performance management. The report also assesses the effectiveness of different HRM practices in raising profits and productivity, highlighting the importance of employee relations in HRM decision-making. Finally, it identifies key norms and employment legislation that influence HRM decisions within Tesco, concluding with a summary of the key findings and recommendations for further improvement in HRM practices.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1 ...................................................................................................................................1
P 1 Purpose and function of HRM in relation to workforce planning and resourcing as well as
achieving business objectives ....................................................................................................1
P 2 Strength and Weakness to recruitment and selection approaches .......................................3
ACTIVITY 2 ...................................................................................................................................6
P 3 HRM practices are beneficial for both employee and employers ........................................6
P 4 Effectiveness of different HRM practices for raising profits and productivity of
organization ................................................................................................................................8
P 5 Importance of employee relation in HRM decision making.................................................9
P 6 Identifying the key norms which have great effect on the decision of human resource
manager in TESCO. .................................................................................................................11
LO 4...............................................................................................................................................12
P7. Illustrating the application of Human resource practices in work related context .............12
CONCLUSION .............................................................................................................................15
REFERENCES .............................................................................................................................16

INTRODUCTION
Human resource management (HRM) is the practice which involves training and
development, recruitment and selection, managing the performance, handling the benefits and
rewards, wages and salary to employees within the organization. In order to that, HR department
is responsible for hiring the best candidates, giving the effective roles and responsibilities,
providing the effective training and development as well as improving the execution to workers
in the workplace (Kavanagh and Johnson, eds., 2017). HRM is the strategic approach to manage
people in relation to improve their performance, so that they help to increase productivity,
effectiveness and efficiency of organization.
This report is based on Tesco. It is the British multinational groceries and general
merchandise across the world. It is the world's second largest supermarket in the UK. This study
will explain purpose and scope of HRM within the organization. It will evaluate the strengths
and weakness of recruitment and selection approaches in the business. It will state the benefit of
HRM practices for both employees and employers within company. Furthermore, assignment
will evaluate effectiveness of HRM practices in relation to increase profits and productivity. It
will analysis the importance of employee relation in terms of influencing the HRM decision
making and identify the employment legislation has effected on decision making of HRM in the
organization.
ACTIVITY 1
P 1 Purpose and function of HRM in relation to workforce planning and resourcing as well as
achieving business objectives
Human Resources Management:
HRM is the activity of managing the people for improving their performance and
increasing their productivity within the organization. HRM is the practice of effective manpower
planning and utilization of resources within the workplace.
Workforce planning is the continuous procedure utilised to align necessarily and
priorities of firm with those of workforce to ensure it can meet its legislative, requirement of
production and service for achieving the objective of firm (Shappell and et.al., 2017). Effective
workforce planning help to achieve the objectives and goals of company. In this context, there
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are many functions and purpose of human resource management which is utilised by Tesco.
Such as:
Purpose of HRM:
The objective of HRM is to ensure availability of qualified and preparing workforce
planning to company. There are some other purposes involves such as:
Human Capital: It is the measurement of knowledge, social and personality attributes
involving the creativity and corporate in the ability to perform labour to increase economic value
(Kianto and et.al., 2014). The purpose of HRM is to help in acquiring the right number and
kinds of workers to fulfil operational and strategic objectives of Tesco. Effective human capital
help to appropriately workforce planning within the workplace.
Organizational Climate: The purpose of HRM is to create status in which workers are
promoted to evolve and use their competencies and abilities of workforce efficiently. Therefore,
HR manager make efforts to make effective climate of Tesco. Therefore, HR manager needs to
make and maintain healthy and safe environment in the workplace. Employees are always felt
healthy and comfortable while working in the organization, so that HR manager needs to
maintain environment of company.
Maintain employee relation: The purpose of HRM is to maintain relation between the
employee and employer within the Tesco. Therefore, HR manager needs to organize programs
and activities for building relation between workers and employers in the Tesco. Strong
employee relation aid to work together as team (Armstrong and Taylor, 2014). Through
employee relation, easy to work and achieving gaols of team as well as organization.
Function of HRM:
There are many functions such as recruitment, learning, training and development,
selection and staffing, job design and so on that are helping in workforce planning and
resourcing in the organization. Such as:
Recruitment: It is the major function of HRM in which selecting appropriate workers
and decides to employ right professionals to fill needs of employment, handle with execution
issue and ensuring workforce within the Tesco. It has been referenced which there is difference
in registration and practice of selection reflecting strategies and viewpoint to handle workforce
(Brewster and Hegewisch, eds., 2017). Therefore, HR manager needs to ensure that follow
effective process of recruitment and selecting the suitable candidate for job role and planning of
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workforce effectively. Through this, HR manager pull new talents and skills for job role within
the organization. This aid to achieve objectives of individual as well as Tesco.
Learning: It is the main function of HRM is to help learning of workers. In this context,
Tesco give more experience for continuous learning to their workers and generate high revenue
and become successful in the market. Informal learning is important for developing the human
capital. Human capital theory explains that involvement of manager in workforce learning which
can develop effective workforce (Word and Sowa, eds., 2017). Therefore, HR manager needs to
create learning workplace for improving performance and skills of employees in the
organization. Continuous learning help to increase skills and competencies for achieving the
individual and organizational objectives.
Performance Management: It is the process managers utilise to measure job
performance, maintain productive work and determine workforce for meeting performance
standards of Tesco. Performance management is procedure of setting the goals, appraising
progress and giving current coaching and feedback to make sure that employees are making
efforts to achieve their career goals.
Training and Development: It is the function of human resource management in which
HR manager give training to existing and new employees according to their job role. Effective
training and development help to workforce planning and utilization of resources in the Tesco.
Through training and development, employees are improving their execution and developed their
skills as well as knowledge for effective working in team in the organization (Ones, Viswesvaran
and Schmidt, 2017). This aid to increase productivity and effectiveness of employees as well as
company.
P 2 Strength and Weakness to recruitment and selection approaches
Recruitment:
It is the process of hiring, screening and selecting the candidates for job role within the
organization. It is procedure of determining and making the potential candidates to apply for
jobs. It is the procedure of inquiring for potential workers and exciting them to apply for jobs ion
the Tesco. There are mainly two approach like internal and external recruitment.
Internal Recruitment:
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HR manager recruiting the candidate internally through promotion, transfers, job rotation,
internal advertisement etc. All the methods have strength and weakness, so that HR manager use
the effective approach to hire candidate for job vacancies (Debroux, 2017).
Promotion: The using of promotion approach as technique of motivation for employees
in which HR manager giving the higher position to existence employees with huge
responsibilities within the Tesco.
Strength:
 Through promotion, employees are developed their skills and competencies for upper
level position.
 With this, increasing the salary and position, responsibilities and authority to employees
in the workplace.
Weakness:
 There are limited source of recruitment of employees inside the Tesco.
 This decrease morale of employees who do not get promotion (Rothenberg, Hull, and
Tang, 2017).
Transfer: This approach refers to employees can be transferred one department to
another department as per job vacancies.
Strength:
 It is the reliable and simple procedure.
 The existing employees are motivated for same position in new department.
Weakness:
 This can lead encouragement favouritism between employees by employers.
 The existing employees do not get any kind of new ideas within the work (Kaiser and
et.al., 2015).
External Recruitment:
HR manager needs to hire and recruit the candidate from outside the company through
advertisement, campus interview, placement agencies etc. Also, these approaches have strength
and weakness, so that HR manager needs to follow appropriate method from the above:
Advertisement: It is appropriate choice for recruiting and hiring the candidate for post
which is available in the firm. Therefore, HR manager gives ads to job vacancy and giving job
description and person specification to public for job seekers.
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Strength:
 Through this approach, company is getting new talents for job role.
 HR manager select the best candidate from large number of people who are applied for
job.
Weakness:
 There are high insecurity of existing employees in the Tesco.
 There is high cost incurred for advertisement of job vacancies to organization.
Campus Interview: It is the best manageable method for organizations to choose
students from different educational organisations such as colleges, universities for job position
within Tesco.
Strength:
 Through this approach, number of quality candidates can be selected which aid to raising
selection ratio (Kavanagh and Johnson, eds., 2017).
 There are new and talented graduates will work nearly within Tesco which can built up
more loyalty for organization.
 Also, this approach will raise brand loyalty between different candidates.
Weakness:
 This approach is incurred costs or expenses such as travelling, boarding, training etc.
 New candidate requires the training and development according to their job position in
the Tesco.
Selection:
It is the procedure of picking or selecting the correct candidates who is most appropriate
for vacant job position in the Tesco. Also, selection can be stated as procedure of interviewing
the candidates and measure their attributes that are needed for particular job then selecting
appropriate candidate for job role (Shappel and et.al., 2017). There are many methods or
approaches of selection such as interviews, online screening, aptitude test, group exercise etc.
Interview: It is the procedure in which face-to-face session in conducted with applicant
to know candidate better (Kianto and et.al., 2014).
Strength:
 This approach aids to interviewer for identifying the internal qualities of candidate.
 Interview assists in taking right judgement for candidates for job role.
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Weakness:
 This method is very time and cost consuming for selecting the suitable candidate for job
role in Tesco.
 It is the incomplete process and lack of attention between the interviewer and candidates.
Online Screening and Test:
It is the approach of selection of suitable candidate for job position within the Tesco.
Online screening and testing usually conducting by telephone (Brewster and Hegewisch, eds.,
2017). In this approach, interviewer ask some question to candidate which involve multiple
choice, rank order and open end etc.
Strength:
 The company uses online screening for saving the lot of time and money, screening is
completed in fewer time.
 Many of candidates can completed online screening and testing at the same time, so that
there is no need for specialized person.
Weakness:
 There are some connectivity issue happen during online screening, because technology is
not reliable every time (Armstrong and Taylor, 2014).
 There are high cost spending on the software which are utilised for online screening and
testing for job role.
ACTIVITY 2
P 3 HRM practices are beneficial for both employee and employers
Human resource management is the practice of managing people effectively and
efficiently for improving their performance and increasing productivity of organization.
Therefore, this practice is also utilised by employees and employers in the Tesco. In this context,
there are many practices of HRM such as extensive training, employee security, work life
balance, performance management and appraisal process etc. Thus, these practices are beneficial
for both workers and employers within the company (Kianto and et.al., 2014).
Benefits for Employees:
Different HRM practices beneficial for employees in various ways such as :
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Improving Performance: Training and development is the major practice of HRM.
Through training, employees are improved performance in the workplace. With this practice,
employees are increasing their productivity in the Tesco. Through HRM practices, employees are
developed skills and competencies for improving performance within the Tesco.
Flexible Working: Performance management and appraisal process is another essential
practice of human resource management in the workplace (Shappel and et.al., 2017). This
practice help to employees for effectively and flexible working in the Tesco. Today workers are
more creative, so that it is easy to maintain flexibility in the workplace.
Increase Motivation: Through effective training and appropriate appraisal, employees
are highly motivated for their work as well as organization. Therefore, training and performance
appraisal are the good practices of human resource management in the Tesco. Through HRM
practices, employees feel highly motivate and effective working in team within the business
(Kavanagh and Johnson, eds., 2017).
Developing Good Relation: Through HRM practices, employees are developing good
relation with employers as well as their colleagues within the Tesco. Also, it aids to assess the
execution and takes necessary actions for controlling them. This help to employee for developing
the skills and capabilities for working in the team in company.
Increasing Loyalty: It is necessary to increase loyalty of employees towards company.
Therefore, HR manager needs to give effective training, providing rewards and benefits to
employees for their performance in the Tesco. This aids to increase loyalty of employees towards
organization. Also, this assist to increasing productivity of workers as well as company (Kaiser
and et.al., 2015).
Benefits for Employers:
Not only for employee but also for employers, human resource management practices are
beneficial in different ways like
Boost Positive Behaviour: HRM practices are beneficial for employers for encouraging
behaviour positively within the Tesco. Therefore, HR manager needs to make positive working
climate for keeping happy and productive of employee in the organization. This help to improve
the performance of company.
Evolving Employee: The different practices of HRM satisfy workers and promote them
to contribute to intellectual assets to the Tesco. Therefore, HR manager needs to give rewards
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effectively for improving the behaviour of workers. This aspect must fit company culture of
managing the employees (Rothenberg Hull and Tang, 2017).
Retaining qualified employees: Through HRM practices, HR manager needs to retain
qualified employees within the Tesco. Therefore, it is necessary to follow all practices of HRM
for retaining workers for improving the productivity of organization and employees. Qualified
employees help to manage risk, creating innovative ideas for solving them and making positive
environment of Tesco.
P 4 Effectiveness of different HRM practices for raising profits and productivity of organization
HRM practices are very useful for raising the profits and productivity of organization in
various ways such as:
High Performance Working: Through HRM practices, employees are high performance
working within the company. This help to increase productivity and creating innovative ideas for
raising the profits and productivity of Tesco. With the help of it, employees are highly
contributed in terms of increasing the profitability and productiveness of organization. This help
to increase motivation and professional development for working in team in the company
(Debroux, 2017.
Team working and effective communication: Employees are easily working together
as team and improving communication with employers and their colleagues within the Tesco.
This help to increase motivation of employees, so that they are highly contributed in increasing
profits and productivity of organization. In this context, HR manager make effort for improving
team work and communication between employees in the workplace. This help to employees for
developing abilities for working in the team.
Encouraging Collaboration: It is the necessary to collaboration between employees and
their colleague in terms of working in the team. Therefore, HRM practice help to encourage
collaborative work within team in the Tesco. Through this way, employees are effective and
collaborative working in terms of raising the profits and productivity of organization (Ones,
Viswesvaran and Schmidt, 2017). This help to developing skills and competencies for working
effectively within the company.
Effective rewards and appraisal: It is needed to give appropriate rewards and appraisal
to employees within the organization. Therefore, HR manager needs to provide rewards and
benefits for improving and managing the performance of employees in the Tesco. This help to
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worker for effective working in relation to increase profitability and productiveness of
organization. This help to increase motivation and improving performance of employees within
the organization (Word and Sowa, eds., 2017).
Good Relationship: It is necessary to maintain good relationship between the employees
and employers in the organization. Therefore, employees and employers are highly making
efforts for developing good relationship between them (Brewster and Hegewisch, eds., 2017).
This help to increase profits and productivity of Tesco. With this, HRM is achieving their
purpose and objectives of company. Ineffective employee relation is decreased the
productiveness of organization.
Reducing Employee Turnover: It is necessary to reduce turnover of employees within
the organization. Therefore, HRM practices allows reducing employees turnover which can
increase the cost of HR department in the Tesco. Lower turnover of employees help to increase
profits and productivity of organization. High employee turnover is incurred cost of HR which
can decrease profitability and productiveness of firm.
P 5 Importance of employee relation in HRM decision making
Employee relation refers to maintaining and effective relationship between employee and
employer. The HRM of Tesco aims at building employee relation so that it can motivate and
encourage employee effectively which can bring results of increased performance level of
employees (Kianto and et.al., 2014). Effective employee relation can be developed by
encouraging employees to take effective part in decision making process, developing
communication between different levels of management and providing with various development
opportunities to employees. Tesco being a retail organisation requires motivated employees who
can put their best efforts in order to provide satisfaction to them. Following are some HR
practices that ensures developing employee relations:
Communication: HRM of Tesco aims at developing effective communication within
organisation so that it leads build employee relations. HRM aims at providing important
information to employees so that they feel valued in the organisation and also feels motivated
(Armstrong and Taylor, 2014). Employee relations will bring benefits of improved performance
of employees and increased effectiveness in business operations and activities.
Career Development Opportunities: HRM provides various training and development
programs to employees so that they can improve their knowledge and skills and also come up
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