Professional Documents
Culture Documents
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Table of Contents
Introduction:.......................................................................................................... 3
1.1: Difference between Human resource management and Personnel
Management:......................................................................................................... 3
1.2: Assessing HR function of Tesco:......................................................................3
1.3: Evaluating job role for Tesco Line Managers:..................................................5
1.4: Analysing the impact of regulatory framework:..............................................5
M1: Tesco Line mangers strategies for recruitment:..............................................6
D.1: Evaluating benefits of soft HRM:....................................................................7
2.1 & 2.2: Analysing Human resource planning for Tesco:.....................................7
2.3 & 2.4 Compare and contrasting with ASDA with Tesco`s recruitment and
selection process and its effectiveness:.................................................................9
M2:- Staff performance measurement technique for Tesco:................................10
3.1: Assessing link between reward and motivational theory:.............................10
3.2 Job evaluation process:..................................................................................11
3.3: Assessing the effectiveness of reward system in different job roles:............12
3.4: Assessing the methods used to observe staff performance of Tesco:...........12
M 3: Discussing on what uses of information obtained from staff performance:. 12
D2: Answer.......................................................................................................... 13
4.1 Termination of employment at Tesco:............................................................13
4.2 Termination procedure at Tesco and others:..................................................13
4.3 The impact of UK regulatory framework on termination procedures:............14
D3: UK regulatory framework affect on recruitment procedures:........................14
Conclusion:.......................................................................................................... 15
Reference:........................................................................................................... 15
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Introduction:
This report is about Human resource management of an organisation called Tesco and how
it is operating with different activities. As a senior human resource professional point of view
Tesco operation has been overviewed as critically discussed with relevant theory and
examples. Tesco was founded by Jack Cohen from a market stall in East London in 1919.
The business has operating 12 countries around the world with 530,000 people and serving
10 million customers every week. Recently they have been facing trouble in top
management due to over rated forecasting problem in accounts; however they are still
consistently operating in UK. (Tesco plc, 2015) (The Telegraph, 2015)
Decision making are collectively happen in human resource management after considering
employee participation as it decentralise system with competitive environment. However
decision making is happen by top level according to companys rules and regulation in
personnel management.
In addition personnel management has strong reliance on local labour market in terms of
most recruitment and very sophisticated practices for senior employees, where as human
source management has sophisticate recruitment for all staff. To be more precise core
employees have are preferable from internal labour market and greater relying on labour
market externally for non-core staffs. (Cole, 2004)
It can be said that a commitment based model plays a great role here which is not forcing
employees to meet frameworks at Tesco. In this model employees are emphasised by
A report on Tesco`s Human Resource Management
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psychologically which motivates them by taking employees opinions by the top management
of Tesco. Thus ensures employees are satisfied at Tesco healthy work environment, as it is
taken employees suggestion continuously.
One of the most important HR function is recruitment and selection, which Tesco does very
efficiently and effectively. There are diagrams below about the process:-
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After the recruitment stage, successful candidate are taken two type of training such as on
the job and off the job training. There are key components which are outlined below:
1. Core skill programme:- It is a basic training for handling customer well for employees.
2. Winning in Europe: It is training about that aim to reach outside the UK for employee
working in different countries.
3. Excel programme: It is addresses training from basics to management qualification for
Tesco staff.
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1. Internal recruitment:
2. External recruitment
3. Operational recruitment services
1. Internal recruitment:
At Tesco line manager could looks at internal in any position before they can go external
recruitment process. line mangers should always review the existing plan that is the
candidate met the current job criteria and update with the specification.
2. External recruitment:
In external recruitment, there is always vacancies advertised in online websites and their
own websites through step by step process and some specialise jobs such as pharmacists
and bakers are advertise through television and radios etc. Here, line managers could give
each candidate a clear understanding of the job role and current market situation with key
reason to join this organisation before taking interview. In addition line manager could map a
consistent hiring process for each new recruit for specific job profile. (Tesco career, 2015)
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In addition reviewing all assessment with attraction strategy for recruitment package could
be beneficial for Tesco line managers. Line manager could arrange a focus group meeting
among existing and new employees to get key factor that attract.
Furthermore diversity and equality should be top priority in management positions for Tesco.
Nowadays social media such as Linked in, facebook, Twitter are most attraction to catch a
suitable candidate which helps quickly fill up the right candidates in desirable roles.
In terms of appraisal system, it address employee training and development needs, beside
this soft HRM organisation has flat structure which suit with democratic leadership style.
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Exhibit 1.3:
Productivity of employee
Absenteeism
Employee trends
Replacement needs
Employment plans
Work study
Job requirement
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There is a great attention for Tesco and Asda on labour turnover percentage as both
company are dedicated to reduce it. As a result they follow a exit procedure for leaving
employees .in addition there is a exit interview in place so that it will find out the reason for
leaving besides staff will also explain i.e another job or grievance. Therefore these staff
criticism (salary, discrimination, promotion or environment) will help to improve and change
their policies over their competitors, otherwise if these staff go to their competitor and use
that knowledge to capitalise it. On the contrary if the performance is high Tesco and Asda
retain the employee
Retention:Tesco always offer transfer or alternative job to employees in store or other superstore
whenever the workforce needed. So in the redundancy situation employees agreement is
top priority for Tesco.
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Similarly Asda keep employees in store or head office who performing in the same level,
which boost confidence of all employees. It creates good image of both Asda and Tesco.
Moreover there is always staff discount to motivate employees to retain, thereby good
employees improve productivity. These are retention process, which is used by other leading
organisation in the world as well.
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focusing on job enhancement as Herzberg theory suggests. (Hersey et al.,1988)
At Tesco it has been seen that both theory above mentioned works appropriately. For
instance if an employee achieve one level of Maslow pyramid then it encourage to the Next
level of Maslow pyramid. (Maslow, 1943)
At Tesco motivates employee in many way such as good communication for staff, pay rise
discussion, showing appreciation, monetary reward such as weekly and monthly bonuses
and free lunch etc. In addition Tesco uses positive motivation techniques to persuade staff to
encourage quality job, moreover at Tesco, pension scheme, health insurance, car insurance,
discounts etc.
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At work pay, is awards for job role which can be influenced by several factors, as it divide the
organisations and job roles. There are some extra factors which determine pay outlined
below:
Profitability of the organisation, the industry sector, staff performance, size of the company,
job seniority, skills and experience of the job etc.
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D2: Answer
Appropriate referencing (Harvard British Style) and table of content included. Independent
research has been conducted throughout the assignment on wide range of topics.
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2010)
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(i)Advertisement:
(ii)Interview:
(iii)Right to employment:
(i)Advertisement:
In UK, employer must not imply a job advert that discriminates against anyone. It includes
disability, age, sex, gender, sexuality and direct and indirect discrimination. For instance
when recruitment manager advert a job, it should not be only in man or women magazine
only otherwise it might cause indirect discrimination. Recruitment manager can use `highly
experienced` or `recent graduate` for only actual job requirements of the job role. However
this may cause discriminate against older or younger people who may not have the
opportunity. (Gov.uk, 2015)
(ii)Interview:
At interview employer or recruitment manager be very mindful about disability, ethnicity, age,
religion, gender resentment related questions. For instance asking to a women are you
planning to have child in future? Would be absolutely inappropriate which is precautious by
UK law.
(iii)Right to employment:
In UK, it is by law that employer must check employee right to work, if it is EEA national then
they have legal right automatically. However non EEA national has to go through verification
check by UK Home office (UKVI). This one of the significant duty for recruitment manager,
beside this if anyone recruited illegal worker there is a civil penalty up to 20000 GBP by
government. On the other hand employee needs to go through criminal check record by
DSA for whoever works in health and education sector in UK.
Conclusion:
A well defined framework is very important for an organisation for its Human resource role. It
is very important requirement as a must precondition for goal achievement. Human resource
professional has a vital role in decision making since it is dealing with Human. Tesco HR
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department and its components are key to the attributed of their success. Thus, Tesco
creates a key position in the retail market.
Reference:
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