Human Resource Planning Module
An Overview of the Human Resource Function
1.0Background on the Organisation3
2.1 Political and Legal
Sub-contracted Activities 8
5.0Evaluation of the impact that the personnel function has upon the success of the organisation 10 6.0Conclusions11
9.0Bibliography / Webiography14
Appendix One: PESTLE and Mind Map
Appendix Two: SWOT Analysis
Appendix Three: Personnel Activities Chart
Appendix Four: HR activities at Tesco
Background on the organisation
Tesco PLC is a UK-based international grocery and general merchandising retail chain. It is the largest British retailer by both global sales and domestic market share, with profits exceeding £3 billion. It is currently the third largest global retailer based on revenue, behind Wal-Mart and France's Carrefour but second largest based on profit, ahead of Carrefour. Originally specialising in food and drink, it has diversified into areas such as clothing, consumer electronics, financial services, telecoms, home, health and car insurance, dental plans, retailing and renting DVDs, CDs, music downloads, Internet services and software.Mark
Tesco has a portfolio of over 2,000 international stores and 2,300 UK stores. They employ over 285,000 people in the UK alone. Tesco also operates in China, Czech Republic, Hungary, India, Japan, Malaysia, Poland, Republic of Ireland, Slovakia, South Korea, Thailand, Turkey and the USA 2. Its has a very diverse workforce, prides itself on being an Employer of Choice and has been awarded the prestigious Investor in People title. In the store in which I work there are over 500 employees.
PESTLE is a framework of macro-environmental factors used in understanding strategic management.
Tesco employs over 285,000 employees and must ensure it adheres to employment laws and legislations, including the Sexual Discrimination Act (1975). The act was put in place to ensure that women are treated equally and that they are not discriminated against because of their marital status. Discrimination can be indirect and direct.
Although the workforce population is over 60% female, there is still a large disparity between more senior management and director levels. Only 45% of store line managers are women. Tesco have taken some steps to address this. Namely the ‘Brown Bag lunch’ launched by the Tesco’s Women's network. The idea behind this was to give female employees the opportunity to speak to senior female managers, in order to share experiences3. Tesco have made this move to ensure that they continue to both train and develop their staff, without prejudice and lawfully.
Tesco also has to be mindful of the Asylum and Immigration Act (2004). Any employee working for Tesco must prove their right to work in the UK. The HR function in each store must conform with this Act and ensure that all documentation is obtained before the employee starts with the company. This is basically either, a previous document which contains a National Insurance number (e.g. P45, P60), a UK passport or a Passport with prescribed rights to work in the UK. The company could be fined £5000 per illegal employee if checks were completed and non-compliance was found. In addition to this, the person responsible for the overall management of the records could be liable for prosecution.
Tesco relies largely on the economy. During times of recession and boom it must ensure that it is providing its customers with the right products to match disposable income....