Human Resource Management -TESCO Plc

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known section

Historical moment of ‘Tesco’ Born in 1919 by Mr. Jack Cohen started a stall in East End Of London with a

le profit of £1 for his first day sales of £4 sales, and then, today the entrepreneur sparking his views, thoughts,

nations, vision, passion, strategy through 240,000 employees in 14 countries with 4331 stores, as well as,

ved a turnover of £59.4bn in group sales on 2009 fiscal year ended 28 the February 2009, besides this, attained

sition of 3 rd largest grocery retailer in the world. In the year 1929 Mr. Jack Cohen opened a store under the

ip ‘Tesco’ in Burnt Oak, London. Then the countdown of the ‘Tesco’ can count in each and every moment,

year in a clear way. The year 1932 witnessed to ‘Tesco’ as a private limited company, and then, a few years

f business progress and in 1947 it registered as ‘Tesco Stores (Holdings) Pvt. Ltd.

olden age of ‘Tesco’ started in 1950’s , and then, the progress blossomed, the strategy of ‘conquer and

d‘ introduced, as a result of this , from 1950 to 1960 ‘Tesco’ take over 367 stores in U.K and in 1961 they witnessed for a Guinness record of that, ‘Tesco’ having a largest store in the world. In the year 1968 Tesco

d its super store, and then, for a flow of few years ‘Tesco’ started Petrol Pumps and deals as petrol retailer in

besides this , ‘Tesco ‘continues the takeover procedure and take over the rivals of M/S. Hillards.

92 ‘Tesco’ introduced the slogan ‘every little helps’, It is not a slogan, but above slogan, beyond it there is a

n, vision, strategy, the overflow of the inner light of absolute performance of Finance, People, Operations

munity and Customer. In the year 1996 ‘Tesco’ started 24 hours shop and started overseas shops, besides this,

2000 to 2004 expanded range of products including personal finance and broad band. After a continuous

ess and conquer of rivals, ‘Tesco’ launched in U.S.A in the year of 2006 under the roof name of ‘Fresh &

quently, investigation, analysis and interpretation of business development change the entire focus. The

t to the individual, service to the customer follows the journey to optimisation and excellence must be a way of

he ‘Tesco’ introduced ‘every little help’. The strategy introduced in a steering wheel for realising the vision,

gy and assessment. The steering wheel and the slogan are vital and it clarifying the approaches of customers,

unity, operations, people and finance.

ital aim is to create value for customers to earn their life time loyalty. The success of every business depends

ustomers, not only, those shops with the firm, but also, those who work with the firm. The steering wheel

d on ‘every little helps’ that demands values to understand customers and meet customers need first, and

responsible to community, besides that, treat people as we like to be treated, moreover, trust, respect and



as a team, likewise, listen, support, and say Thank you, and then, the experience is knowledge, so share

edge, finally, work is for worship, dedication and enjoyment.

very little helps strategy demands to ask regularly customers and staff, what we can do to make shopping with

d working with us that little bit better. The driving wheel gives a clear view through the inner eye of customers

eels loyalty, aisles are free, get what required, low prices, don’t queue and then the staff are good.

tly, be responsible, fair and honest with community, following this, operations focused to try to get it right

me, deliver constantly every day, make the jobs easier to do, know the importance of job and save time and

y.

wards, the people get an opportunity to get on in an interesting job and feels the manager who helps and to be

d with respect. Finally, Finance focused to grow sales, maximise profit and manage the investment.

ig. (A) Given below discloses the essence of the vision, mission, strategy of the Tesco.



)

onstructive research method used for the creation , as well as, other relevant references used for the collection

ormation , furthermore, the Harvard referencing style used for the list of references and citing sources.



le events

esult of successful five years Trainee manager, and completion of the graduation, ’Tesco’ offered the Manager

with the task to practice the Marketing theory with managerial and leadership qualities in Tesco express outlet

nough people to control the internal, as well as, the external marketing in a small town with 6500 people,

ver, to compete with the other two rivals, besides this, decided to take over a family owned supermarket, that

able to expand. The new offer is acceptable and the long term plan can put into practice with the tactics of

ncing local individuals, organisations and all other local businesses.

1)

204/2010 Date.27thApril2010

Total Pages.4+Encl.1

,

haji Viswanathan

ger , Tesco Outlet Express,

h East England.

The information you have been asked about:-

What is Personnel Management?

he Personnel Management and It’s Background

he difference between Personnel Management Approach And HRM Approach

milarity and dissimilarity of HRM from Personnel Management

eport produced at the request of: Ms. Toda Anderson, Line Manager, Tesco.

buted to: Ms. Toda .Anderson.

utline

Report explains the development of personnel management to HRM. The Human resource is the vital

r of success of an organisation and it explains the routine of development of personnel management

its micro sense to the macro sense of Human Resource Management. Moreover, the Human resource

linking media of an organisations business strategy and the operations. It has different procedures

ess the impact of technological, political, economical changes on new jobs and its skills.



main findings

hat is Personnel Management?

nnel Management is the process of recruiting the right people at right time through right selection

dures, as well as, development and maximum utilisation of the muscle and brain power, and then,

ensate, motivate the personnel resources by the organisation. The concept of management consists of,

ing, organising, staffing, motivating, controlling and budgeting. The term personnel management in

arly stages it was the part of the procedures of a manager in a micro sense. The Personnel

gement more focused on the interests of the organisation than the interests of the people.

e Personnel Management and It’s Background

maximum utilisation of people for the maximum profit of the organisation, without considering the benefits of

mployees or workers in earlier stages. But the concept is not valued in the modern age. The father of modern

gement, F.M. Taylor (1856-1917) created three main principles

orks should be carried out and it should break into simple and discrete as well as measurable tasks.

o carry out the task , there should be a ‘one best way’

he Motivational factor of workers must be the ‘money’.

1920 onwards the atmosphere changed and more attention given to human behaviour at work, as well as, in

Maslow and in 1960 Herzberg introduced models on Human motivation, after that, in 1960 Mc Groger

uced Theory x and Theory ‘y’, after that the Japanese came with Theory ‘z’.The Rapid change in technology

s continuation will make un predictable changes in business and its resources.

e difference between Personnel Management Approach And HRM Approach

ersonnel management gives more attention to attain the organisational goals other than the employees

sts, but the HRM is make an approach that ‘Satisfied employees are the assets of an organisation’, so

giving attention to the individual needs ,motivation of them, for attaining the great portion of the targeted

of the organisation.

ersonnel management aims the personnel rules, policies and programmes, but HRM believes in Team Work.

nnel Management concerned with the personnel managers only but the HRM concerned with the whole

rarchy of the organisation.



nnel management giving importance to selection, recruitment and appraisal of the people but the HRM

ntrating the morale and motivation, as well as, job satisfaction.

milarity and dissimilarity of HRM from Personnel Management

Activities of Human Resource Management and Personnel management describes as follows will gives

ear picture about the similarities and dissimilarities between HRM and personnel management.

anning and forecasting

he planning strategy in HRM means the forecasting of number of staff required for a long range to attain the

rgeted goals of an organisation and the assurance of the supply of human resources. It includes the creation of

b opportunities, criteria, profile and appointment of right person to the right job.

aining of Personnel and Quality Development.

he training and management is connected with the bettering of the performance of the employees in the

ganization .It means the learning and development of the people on the current job and education for the

sition to hold in future and development means , the activity aimed or focused to the employee or a person

rt of the organisation or may be participate in future.

otivational factors

he motivational factors are different, the personnel’s can motivate by providing incentives other than salary

d it will maintain them in the organisations. There are various types of motivational incentives and methods.

here are different theory about the motivation and it explains the different tactics and techniques and it

veloped by management professionals .The Maslow’s theory explains the hierarchy of needs, it explains the

ysical needs, safety, love and belongings, self esteem and self actualization.

uman resource circle

here are human resource models, as well as, human resource circles too, the human resource circle explains,

e selection, performance, appraisal, rewards and training. Every personnel needs improvement in career and

rsonal life, it makes them to sustain in the organization.



R Management Roles

he HR Management roles consists or the administrative , operational and employee advocate, as well as,

e strategic areas.(Fig.1)

g.1

R Management Activities.

below chart(Fig.2) will gives a clear picture about the Human Resource Activities.The charts and graphs

s

the more information within a limited time with less effort. The HR activities chart gives a clear picture

the economical, environmental, technological, global, cultural and geographic , social , political and

matters.

mical factors covers the area of Risk Management and employees protection, also, health and wellness,

, security and disaster and recovery planning. Environmental factor covers the area of strategic HR

gement and equal Employment.Technological factor explains the employees and labour relations

ulture and geographic factor discloses the importance of equal employment opportunity and explains

mpliance , diversity and affirmative action.Political factors deals with the staffing,job analysis, recruiting

lection, moreover, the social factor deals the talent management like orientation ,training,

velopment,career planning and performance management.The legal aspect handles the total rewards

compensation ,intensives and benefits.



g.3

Conclusions

eport covered with the preliminary information regarding the vide subjects HRM and Personnel

gement, similarly, there are more information available in the area of approaches of management

gement theory, traits and behaviour studies, learning theory, economical environment, European Union

Factor, global and social environment , political and technological environment, HRM within the

isational structure , Performance management , job analysis , HRM management information systems

ding Data protection Act (1984), medical records, Trade Union Reforms.

mmendations.

urther information please refer the attached sheet furnishing with the details of websites and other

ant managerial and Human Resource Management Publications.

ks for your great help throughout my training period , as well as , the care and respect you blessed

e.



East London yours faithfully

Sd/

------------------------------------------------------------------------------------------------------------------------------

2)

ew ‘Tesco Outlet Express’ at North East England required the following number of staff.

ad of the shop manager.Tillers2, store manager1, store assistant 5, Delivery drivers 2, sales

how room assistants 6, .The requisition already approved from the head office and the selection

ess started with inviting applications through the website. The advertisement details sent to the

d office as follows.

ncy detailsress Store Managers – North East London

Description

re currently looking for Express Store Managers to lead our Shopping operation in Express Stores.

required:

Drive and previous Retail Management Experience

Performance Management Experience

Customer Focus

High presentation standards

Planning and Organising

Personal efficiency and drive.

ply please complete our online application form.

Applicants must be able to work 5 Days Out of 7* (Including some Weekends)

idate Profile

management experience in a fast paced environment is essential

ership skills required:

Ability to influence and gain commitment



Customer Focus

People Management

Team working

Planning and Organising

Analysis and Decision Making

Personal Integrity

Drive

Developing self/others

Adaptable

fits

Up to 4 weeks annual holiday - increases with length of service

Life Assurance – you’re automatically covered so that your family will receive a lump sum payment

n the event of your death. This benefit is provided free to every Tesco employee.

Buy as you earn – after three months’ service you can save each month and buy Tesco shares at

market price which are held in a trust for as long as you want.

taff Discount – Once you’ve been with us for 6 months, we’ll give you a Tesco Staff Privilege card.

This entitles you to 10% off all of your shopping at Tesco, food, electrical and online.

hares in Success – after one year’s service, you’ll receive free shares in Tesco.

ave as you earn – we have a fantastic savings scheme. After a year with us you can start saving for

ither three years or five years and receive a tax free bonus at the end. You can then use your

avings and bonus to buy Tesco shares at a reduced cost.

Pensions – unlike most schemes, your pension with Tesco Pension Builder doesn’t depend on the

erformance of the stock market or other investments. You make a tax free contribution from youralary and Tesco also makes one, ensuring your total fund increase is at least in line with inflation.

Your pension pays out when you retire and you can, if you want swap part of it for a tax-free cash

ump sum.

ence: 1136272

ion: North East London

y: Competitive Market Rate.

on: Any

r: All Stores



y before: Friday, 14 May 2010

bove motivational advertisement added with all other staff requirements through the website.

recruitment and selection processes

ecruitment and selection processes methods depends up on the strategic approach to suitable recruiting

ss for the organisational HRM plans , as well as , it required the right knowledge about the business and

ry. Recognizing the labour market and build relation with networks and promote company brand.

RUITMENT

itment is the process of creating a pool of qualified persons for the purpose of doing the organised jobs.

are Internal and external recruiting. The external recruiting from the job market, universities, colleges,

ional schools, labour unions, competitors, employment agencies and internal recruiting from the data base

organisation, promotion, referrals by present staff, job postings, previous employees.

ECTION

success of every business unit depends on the employees. Selection is the process of

ting right person for the right job, if employee fitted in the job ,it leads the employee

rm better and the employee turnover is less. The formula for success selection as follows.

s = Knowledge ,skills and abilities

s = Tasks, duties and Responsibilities.

SAs=TDRs = Job success.

selection process Fig.3



Fig.3 is self explanatory chart for selection process , other than this the employers asking

inal records bureau check , specially for working in the health care industry , as well as,

e industry required overseas criminality check also requesting specially in security industry.

common advantages and disadvantages of internal recruitment and external recruitment

ntages of selecting internally

easy settle on the job by the applicant and the applicant already familiar with the

osphere, as well as, the cost of recruitment, time, and administrative cost can save.

promotion leads employee in motivation and it leads to perform better.

nst selection internally

mits to find new talents , variety idea and different ways of working , besides that, it



dling only limited applications , and then, one staff promoted the there is another vacancy

ising.

ts and demerits of the process of recruits externally

new and variety idea, thoughts , ways of work ,likewise, it fills the vacancy and avoiding

flow of work is in straight.

dling and selecting from a wider range of candidates

e advantages of the training already they got and provided by others

disadvantages also follows the external recruitment , that is the cost , time, and knows the

didate only a few, besides that, the orientation classes required for a new comer.

sk (2) (B)

atisfied employees are the asset of an organisation , well paid ,well trained, employees

stay with the company up to their retirement time , if the company provided them the

uisites and other allowances, bonus, in time to time they will remain in the company.

e hierarchy of needs not satisfied there is tendency to leave. It is better to maintain a

those trained and experienced, if there are no legal issues.

2 (c)

HR Manager should be followed the legal and ethical issues throughout the recruiting process.

Sex discrimination Act (1975)

Race Relation Act (1976)

Disability Act (1976)

Employment Protection Act (1978)

Data Protection Act (1984)

Medical Records Act (1988)



Trade union Reforms Act and Employment Rights Act (1993)

National Minimum Wage Act 1998

Employment Right Act 1996

. Employment Relations Act 1996

bove all acts protecting employees from sexual discrimination, race, protecting disabled

discrimination, terms of payment, working hours, sick pay, pension defined on the above Acts.

e HR Manager should be careful while starting the recruitment process, all the relevant paper works

ld be followed strictly under the legal Acts mentioned above.

Task 3

he disputes may arise in work places , each and every person unique in nature and

so each and every

rson differ from one another, it may be employees each other , with outsiders, with

nt , if a dispute take

ace informally may it solve, otherwise it solve through a formally or officially.

e Legal Frame work of employment

When an employee exit from the employment, the contract between employer and employee

are different

tuations to end a contract.

Lawful dismissal

Un lawful dismissal

Wrong, unfair and justified dismissal



e fair reasons for dismissal are misconduct, lateness, abscentism, disobedience, stealing and

e is

ocedures for termination and ending contract. There are disciplinary Actions has to taken

ng the

ontract.

ASE.NO1. MR. PAUL JOHNSON -44

Lateness and Leaving early is not a criminal or serious offence, IT IS A SERIOUS

UCT for the above case

The following steps can take into action.

an give a verbal warning

an call for a discussion to solve the problem

an give a written memo

an make a counselling

an make attendance cut and other deduction of perks and allowances inside the law.

e problem not solved within the above , then serious disciplinary actions including

ination can put

o practice.

E .NO.2. MS.SHEENA JOHNSON .28

ALING IS TREATED AS SERIOUS ACT AND SERIOUS MISCONDUCT, so the above

tioned procedure are all

owed for MS. Sheena Johnson also, If again it repeats after the



cedures, the legal and other

mination procedures will follow.

actions must be within the limits of employment relation act and

ployment

hts act.

AMPLES.1. The strike by Cabin Crews vs. British Airways

2. The strike in ROYAL MAIL

he above both cases the employer deducted the salary for the absent days

RECAPITUALATE , the assignment covered The history of the ‘Tesco’, and

eloped plan for the

w outlet , as well as , covered and clear the difference between the

sonnel management and HRM,

ddition, made plan for selection, recruitment and retention, besides that,

ered the legal aspects and solutions for the problems. Overall it

estigated the importance of Human Resource Management in an

anisation and how it contributing to the organisation to achieve the

anisational objectives.

RECOMENDATIONS

xpand the business to other countries.

ix the target of 3 years to become the world’s largest food product chain.

ntroduce new items from the remote villages of the world, those that

emaining in a limited area.

nvite new ideas and information of products through internet

ix the target to become the world’s largest employer organisation



erences

ancial reports of M/S. Tesco Stores (Holdings) Pvt. Ltd, (Fiscal Year Ended

the February 2009)

ench, Wendell, 1974, the Personnel Management Process, Houghton Muffin

New York).

Adhikari, Dev Raj, 2001, Human Resource Management)

Chhabbra, T.N, 2005, Human Resource Management published by Dhanpat

Delhi

J.Mullins L, 2007, 8 Edition, Management and Organizational behaviour

by Prentice hall, UK.

sites Accessed Dates

.businessreference.co. 21/04/2010 to 29/04/2010

times100.co.uk 21/04/2010 to 29/04/2010

ezinearticles.com 21/04/2010 to 29/04/2010

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http://www.times100.co.uk/

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Human Resource Management -TESCO Plc

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