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FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Functions of HRM
RECRUITMENT Recruitment is the process of discovering of potential applicants for actual or anticipated organizational vacancies. SELECTION Selection is process of predicting about the candidate who will be the most appropriate and contribute to the job and the organization-now and in future.

Functions of HRM
HUMAN RESOURCE PLANNING Human resource planning is the strategy for the acquisition, utilization, improvement and retention of an enterprise s human resources. TRAINING AND DEVELOPMENT Training is the formal and systematic modification of behaviour through learning, which occurs as a result of education, instruction, and development and planned experience.

Functions of HRM
PERFORMANCE APPRAISAL Performance appraisal is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for future development.

Introduction
 Tesco is the biggest private sector employer in the UK.  The company has more than 3,60,000 employees worldwide.  Tesco stores range from small local Tesco Express sites to large Tesco Extras and superstores.  The company has recently opened stores in the United States.  This international expansion is part of Tescos strategy to diversify and grow the business.

Cont
Tesco needs people across a wide range of both store-based and non-store jobs: In stores, it needs checkout staff, stock handlers, supervisors as well as many specialists, such as pharmacists and bakers.  Its distribution depots require people skilled in stock management and logistics.  Head office provides the infrastructure to run Tesco efficiently. Roles here include human resources, legal services, property management, marketing, accounting and information technology. Tesco aims to ensure all roles work together to drive its business objectives

Recruitment
Recruitment involves attracting the right standard of applicants to apply for vacancies. Tesco first looks at its internal Talent Plan to fill a vacancy. Tesco advertises the post internally on its intranet for two weeks. For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-careers.com The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process. For harder-to-fill or more specialist jobs, such as bakers and pharmacists, Tesco advertises externally: through its website and offline media through television and radio by placing advertisements on Google or in magazines such as The Appointment Journal.

Selection

Human Resource Planning


Workforce planning is the process of analyzing an organization's likely future needs for people in terms of numbers, skills and locations. Positions become available because:  jobs are created as the company opens new stores in the UK and expands internationally  vacancies arise as employees leave the company when they retire or resign or get promotion to other positions within Tesco  new types of jobs can be created as the company changes its processes and technology. This planning process runs each year from the last week in February. There are quarterly reviews in May, August and November, so Tesco can adjust staffing levels and recruit where necessary.

Human Resource Planning


 Tesco seeks to fill many vacancies from within the company. It recognises the importance of motivating its staff to progress their careers with the company.  Tesco practises what it calls talent planning . This encourages people to work their way through and up the organisation.  Through an annual appraisal scheme, individuals can apply for bigger jobs.  Employees identify roles in which they would like to develop their careers with Tesco. Their manager sets out the technical skills, competencies and behaviours necessary for these roles, what training this will require and how long it will take the person to be ready to do the job.  This helps Tesco to achieve its business objectives and employees to achieve their personal and career objectives

Human Resource Planning


An important element in workforce planning is to have clear job descriptions and person specifications. A job description sets out: the title of the job to whom the job holder is responsible for whom the job holder is responsible a simple description of roles and responsibilities. A person specification sets out the skills, characteristics and attributes that a person needs to do a particular job. Together, job descriptions and person specifications provide the basis for job advertisements. They help job applicants and post-holders to know what is expected of them. As they are sent to anyone applying for jobs, they should:  contain enough information to attract suitable people  act as a checking device to make sure that applicants with the right skills are chosen for interview  set the targets and standards for job performance.

Training and Development


Tesco has a flexible approach to training. It focuses on each employee s needs as well as the business needs. It offers on-the-job training such as: - shadowing a person doing a job - coaching trainees through problems - experienced staff acting as mentors - job rotation. Staff take a job for a time in a different area. Employees find on-the-job training is relevant and makes them quickly feel part of the team. Managers can also check on progress. Tesco offers off-the-job training when staff need specific training in new skills. Development Development is about helping employees grow and extend what they can do. Tesco employees assess their own skills to give them a focus for their development. Tesco s Options programme provides a long term route for development. For instance, it offers leadership workshops.

Training and Development


Core Skills Programmes that provide guidelines on the different ways of working at Tesco. Corporate Skills Customized soft skill programmes covering topics that range from Campus to Corporate, UK Accent Orientation, Business Communication, Business Etiquette and English Language Coaching.

Technical Skills Programmes that enhance and build technical capability in the organization.

Training and Development


Behavioural Skills Programmes that help enhance team work, communication and personality development. Higher Education Program An employee benefit programme that supports employees' aspirations to acquire certifications, knowledge and skills that are implementable on the job. E-learning Online programmes focused on upskilling all employees in certain areas of development. Programmes that provide guidelines on the ways of working at Tesco.

Training and Development


Listening and Sharing Walk On The Floor The leadership team at HSC meets teams, across functions on a weekly basis, to interact with the teams and address any concerns or issues with them. Viewpoint/ Voice of Business Surveys Viewpoint/Voice of Business is an employee survey rolled out every 6 months to capture the employees views on HSC. The employees feedback act as an important tool for giving the management a sense of what people feel about working at HSC and helps put developmental programmes in place. It also helps in further improving our services and effectiveness. Listening Lunch Listening Lunch is organised for employees whenever the Senior Directors are visiting HSC from the UK or other countries. This gives the employees a chance to talk business in an informal setting. Most of the time, employees coming for the lunch are a mix of staff across functions and this allows the management to reach out to as many people as possible

Training and Development


Connect Over Coffee Connect Over Coffee is an informal programme for the employees. The programme is done with Sudheesh Venkatesh, Head of HR, where he gives his opinions on pre-determined topics. The discussion is open to the employees where they are free to express their opinions on the topic. The topics range from stress management to how we can become more socially conscious! Fun On Fridays Fun On Fridays is an employee entertainment event which happens every Friday. The employees are encouraged to let their hair down and have fun through various activities like games, cricket matches, quiz competitions etc. Training Programs at tesco:

Training Management Programme


- fast-track programme is designed to launch management careers in just 12 months - immediate responsibility and invaluable, hands-on experience, combined with excellent on and off the job training. - And with the continued support of senior managers outstanding training accredited by Manchester Metropolitan University

Training and Development


Apprenticeship in retail
Retail Apprenticeship is a chance for Tesco staff to gain a nationally recognised qualification awarded by City & Guilds. 1. Key skills Key Skills are standard qualifications that help develop essential skills for success in education, employment and everyday life. For apprentices without Maths and English GCSEs, apprenticeship includes Key Skills Level 1 training in: Application of Numbers Communication Key Skills Level 2 training is also available for GCSEs or Level 1 Key Skills. 2. National Vocational Qualification (NVQ) managers deliver on-the-job training for the NVQ in Retail Level 2, which consolidates the practical skills and knowledge of retail specialization in Food, Non-Food or Service

Training and Development


3. Technical Certificate The Technical Certificate in Retail Level 2 is a multiple-choice test that is conducted under exam conditions. It tests the theoretical understanding of the retail business The training for the Technical Certificate is included in the NVQ course.

Graduate opportunities
Tesco offers 17 different programs for Graduates Store Management Programme offers an exciting opportunity to work in our stores It is the core of the business and includes direct interaction with customers Office Programmes offer a wide choice of opportunities, from Finance to Property to Tesco.com. Distribution Management Programme is about far more than shifting boxes. It is the management of Logistics.

Appraisal
One method to assess the benefits is by setting SMART objectives. This makes it easier to measure improvement after training. Tesco also uses 360-degree appraisal.