Evaluating Workforce Management & IT at Tesco PLC in the 21st Century

This report critically evaluates workforce management at Tesco PLC in the 21st century, focusing on the impact of information and communication technology. It examines the role of political, economic, social, and technological factors influencing the company's workforce strategies. The report discusses existing policies related to talent acquisition, training and development, and change management. Recommendations are provided to the CEO for new initiatives to thrive in the 'new normal,' including time flexibility, enhanced training, and reward systems. The critical role of leaders in implementing these initiatives, such as involving workers in decision-making, offering appreciation, and providing individualized support, is also discussed, highlighting their importance in employee motivation and retention. The report concludes that optimizing workforce management is essential for Tesco PLC's long-term sustainability and success in the post-pandemic era.

Contemporary
Management Issues in
the 21st Century

Table of Contents
 Introduction 3
 Task 3
 Critically evaluate the role and impact of information and communication technology on
the management of workforces in organisations. 3
 Evaluate and discuss the existing policies of the specific. 5
 Relevant recommendations on new initiatives that this organisation should adopt in order
to survive and thrive in the new normal. 5
 Discuss the role of the leaders of the organisation in terms of implementing these new
initiatives. 6
 Conclusion 7
 References 7

Introduction
Workforce management is the method of tactically Utilization of the performance and
productivity of the workers to make sure that all the resources are in the appropriate
location at the proper time. Usually, the management strategy of the workforce involves
management of skills, routine management, empowerment of employees, forecasting
scheduling, attendance as well as time keeping. Complication enhances with the
requirement to make sure that the consumer service assist consumer engagement.
Moreover to this, management takes certain that workers with the mandatory skills are
there two address the requirements of the job whenever it is required. The idea of the
workforce management is like to the optimization of the employees as well as employees
planning. The following report is based on the firm Tesco plc which is a will recognised
British international grocery and common goods retailer. It was founded by Jack Cohen in
the year 1919 and company is having its headquarters in Welwyn garden city, England.
The following report will cover the outside factors that have been helping the
development of human capital in the firm by appropriately evaluating the affect end rule
of the communication and information technology on the employees’ management in the
company. In addition to this it will go various existing policies of the respective form in
terms of their change management, talent acquisition, learning and development process
in context to their objectives end goals. Authentic recommendation we will be given to
the CEO of the company in order to adopt various new initiatives for the growth of their
organization. Moreover, it will include the role of the leaders of the company in context
of executing these new initiatives.
Task
Critically evaluate the role and impact of information and communication
technology on the management of workforces in organisations.
This framework is versatile business framework which is actually not concentrating on an
issue but it is weak then the outcomes are unclear and uncertain. So it is very essential
that the evaluation is done for a particular project, purpose or good (Adla, Gallego-
Roquelaure, and Calamel, 2019).

It will give the proper outcomes which can be supported in the decision making of the
businesses. So evaluation of the external factors of the respective organization is
described below.
 Political factor - This factor refers to the interference of the government which
can impact the economy of the organization as well as the country to any degree.
That factor includes taxation policies, laws related to Environmental Protection,
global trade laws, budget, trade restrictions and so on. In context to the company
Tesco plc, after the pandemic it has majorly affected the company in order to cope
up with the sales as well as the employees operating in accordance to make the
sales. So with the help of information technology it has supported the firm to
adopt the method of work from home which has helped them in maintaining their
sales as well as revenue (Chieng, Arokiasamy, and Kassim, 2019).
 Economic factor -These factors are the determinants to the financial performance
which immediately effects the organization and also have the resounding long
term impact. This factor involves inflation, Rate of wages, unemployment, cost of
living, exchange rate, interest rates and various others. In case of the organization
Tesco plc, with the effective use of technology it has helped the company in order
to adapt the various method of providing work from home to their employees
which leads to the effectively increase in the sales after the pandemic and also
held in lowering the unemployment rate.
 Social factor -This element is very useful for the organizations in order to proper
planning of their marketing strategy and it also refers to the dynamic needs and
wants of the organization depending upon their behaviour and attitude. In case of
the company Tesco plc, After the pandemic management is wasting in their
research and development department which has helped them with the use of
various communication and information technology to know the needs of the
consumer which is sanitizers, mask, and various essential products of daily
routine.
 Technological factor it refers to the development and innovation in the various
technologies and also impacts a business’s Organizational functions. Various
news developments in the technologies are like artificial intelligence, deep
learning, machine learning and several others. In relation to the company Tesco
plc, management has initiated various ecommerce channels which have assisted
them in enhancing their sales and retaining their employees in which workers are

still working from home only without impacting on their jobs (Vinodh, and Wankhede,
2020).
Evaluate and discuss the existing policies of the specific.
 Talent acquisition - Tesco is the one of the largest retailer in the entire
globe and company need a proper platform of the talent acquisition that
can assist various departments of the company while supplying the
proper consumer services. By utilising various methods to maintain,
process and follow up the suitable candidate to hire.
 Training and Development - Tesco as adopted a very convenient training
methods that concentrates on employees personally and their wants as well as
requirements. People are identified and are permitted to be the part in those
methods in accordance to their potential and in addition to this, their various skills
as well as leadership qualities are improved (Word, and Sowa, 2017).
 Change process – Company Tesco plc. is adapting to the change after the
pandemic as they utilising various frameworks in order to make the employees
perform from working from home and gives them the motivation to complete their
assigned tasks effectively as well as efficiently.
Relevant recommendations on new initiatives that this organisation should
adopt in order to survive and thrive in the new normal.
It is recommended to the CEO of the company Tesco plc about the various initiatives that
the company should adapt in accordance to survive and flourish in the Covid after
situation sure. The various recommendations is mentioned below
 Time flexibility - management of the company should provide their employees
who are working from home that proper time flexibility they require in order to
complete their assigned task without any pressure or stress. Proper time flexibility
can assist the firm in the motivation as well as in the engagement of the
employees in order to accomplish their assigned task effectively and efficiently.
 Training and development - In order to attain and enhance the productivity and
performance of the employees of the company Tesco plc who are working from
home at the time of the pandemic company should provide them with the proper

training campaigns which can assist them in appropriately adapt new technologies
in order to effectively utilise it to enhance their performance.
 Rewards and compensation - company Tesco plc, should provide their
employees with various rewards and incentive schemes in order to enhance their
morale and encourage them to accomplish the goals and objectives of the
company in an effective and efficient way. This can help the organization in
enhancing their sales and success for the long term even after their majority of the
employees are working from home (Ishak, Islam, and Sumardi, 2021).
Discuss the role of the leaders of the organisation in terms of implementing
these new initiatives.
 Involvement of workers in the decision making - Leaders of the firm Tesco plc,
involves there skilled and very talented employees in various types of decision
making which can impact the long term growth of the organization, so even in the
work from home a worker should feel trusted, required and equally treated as
insider in the company. It helps the firm in employee motivation, engagement as
well as retention which can help the organization in achieving their long term
objectives.
 Appreciation - Leaders Talking about the achievements of the employees during
the team meeting, giving employees a chance to work more properly with the
higher level leadership and appreciating the employee about its achievement in
front of its managers and high level authorities can help them in working more
efficiently and effectively even working from the home as they feel appreciated
which enhance their morale and encourage them to work more harder in order to
attain the organization long term goals and objectives.
 Leader providing proper support - At the time when leader represents the
knowing of it’s workers requirements, wants and conditions at the time of
arrangements at the work. Stuff feels it given the proper individualised support
from their leaders at the time of there need in order to assist those to attain the
organizational objectives. This method it’s very reliable in the beginning of the
pandemic and it still continues together with the crisis (Cho, Kim, and Mor Barak, 2017).

Conclusion
From the above report it is concluded that at the present situation of the covid 19
pandemic it is very much essential for the firm in order to optimum utilisation of the
workforce management. As most of the employees are working from home so in
accordance to that it is very crucial for the firm to evaluate their external factor which can
impact the long term sustainability of the firm. Moreover to this CEO of the firm is
recommended various methods to adopt various new initiatives for the growth of their
organization. In addition to this, leaders of the firm play an essential role in implementing
these new initiatives in order to make the employees productive and enhance performance
to increase the goals and objectives of the organisational success.
References
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and innovation in
SMEs. Personnel Review.
Chieng, H.P., Arokiasamy, L. and Kassim, K.A.A., 2019. Human resource management practices and their impact on construction
organizational performance. Global Business and Management Research, 11(1), pp.392-406.
Cho, S., Kim, A. and Mor Barak, M.E., 2017. Does diversity matter? Exploring workforce diversity, diversity management, and
organizational performance in social enterprises. Asian Social Work and Policy Review, 11(3), pp.193-204.
Ishak, N.A., Islam, M.Z. and Sumardi, W.A., 2021. Human resource management practices in creating a committed workforce for
fostering knowledge transfer: a theoretical framework. VINE Journal of Information and Knowledge Management Systems.
Vinodh, S. and Wankhede, V.A., 2020. Application of fuzzy DEMATEL and fuzzy CODAS for analysis of workforce attributes
pertaining to Industry 4.0: a case study. International Journal of Quality & Reliability Management.
Word, J.K. and Sowa, J.E. eds., 2017. The nonprofit human resource management handbook: From theory to practice. Taylor &
Francis.