Strategies for Employee Engagement and Communication in Tesco

Managing Human Resources

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Outlining development strategies that would be used to enhance the employee engagement... .3
Proposing communication approach that will assist in greater employee voice.........................5
Outlining training and development considerations in the business proposal.............................7
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource is most important assets of any company that allows achieving various
goals in well-defined manner. Further, the present report is based on Tesco that is very well-
known for selling variety of goods in UK market. Also, the study will highlight various strategies
that will be used by the firm to ensure high level of engagement and productivity among the
employees at the workplace. Also, the report will support these suggestions through using the
appropriate theory of management. Moreover, good communication approach and its benefits to
employers and employees will also be explained in detail under this study. Furthermore,
significance of the training and development activities within Tesco will also be explained.
Lastly, in this report best training practices that might be adopted by the quoted firm to increase
the future business performance will also be identified through suing the appropriate theory or
model.
MAIN BODY
Outlining development strategies that would be used to enhance the employee engagement.
There are various techniques that might be used by Tesco firm so that efficiency of the
employees might be increased and better results might be achieved in due course of time.
Furthermore, some techniques are briefly described as follows:
Training and development: This is the best technique that might be used by the quoted
firm to increase the motivation levels of the existing employees that are working hard to deliver
the best results for the firm (Margherita , 2021). Also, through proper training programs not only
the skills of the employees are increased to the highest level according to the current business
working environment but also better relationships are developed with the supervisors' so that
greater success might be ensured for all the future opportunities.
Thus, the major advantage of using this strategy is that there in increased level of
knowledge among the employees that is good for both personal and professional growth. Also,
retention within the firm is also increased as people are willing to take challenging task
However, certain disadvantage of using such type of method by the firm is that if poor quality
training is been provided than it might result in poor quality of work that would further create
losses for the firm in due course of time (Piwowar-Sulej, 2021). Also, this type of strategy
requires extra time apart from the original work that is sometimes difficult for the management
when certain things need to be carried out urgently.

Incentive programs: It is another method that might be used by the firm so that
employee is able to feel valued and remain associated with the firm for longer time frame. Also,
the firm that have the best rewards program tend to have better relationships with their
supervisors. Moreover, these programs might be developed based on the needs of the individual
employee requirement such as remote work, flexible time, work life balance benefits and much
more. Also, major benefit of using this type strategy is that employee morale and team building
is developed for long period (Liu and et.al., 2020). Also, the employees are able to enhance their
productivity to achieve the short and long term gaols of the business. Although these are good to
motivate the employees and enhance their engagement level to large extent but major demerit is
that these programs might increase the cost of the business that create unnecessary expectation
among the employees which is not good in the long run. Moreover, there are chances that due to
the comparison in the rewards some employees would lead to conflicts within the workplace that
would impact the success of the firm in the long run. Also, with developing the reward system
the company might not be able to enhance the productivity level among some employees.
Feedback sessions: It is another tool that is sued to keep the employee motivated at any
workplace and allow them to build strong relationships within the workplace. Also, constructive
feedback provided by the Tesco supervisors to its employees would help individual to know
about certain strength’s and weakness inside themselves so that necessary actions than might be
taken to deliver the best results in the future (Annisa, Akrim and Manurung, 2020). Moreover,
the major merit of such sessions is that it helps in reducing the workplace stress and builds a
strong working culture that is essential for the successful working of the business in the long run.
Furthermore, the employee confidence is also built to accept changes within the
organization in positive and well-defined manner without showing much resistance. However,
the major demerit of using this type of technique is that differences in opinions might not allow
the firm to make the employee understand certain weakness as the person would feel they are not
being valued in the firm (Oliveira and et.al., 2021). Also, there are chances that feedback given
does not have much clarity than this would result in decrease in employee productivity.
Moreover, one sided feedback might only impact the efficiency of the employee that is working
hard to deliver best results to the firm.
Furthermore, the need of maintaining such employee engagement within Tesco might be
linked to Deloitte model that was developed after the massive interview sessions and concluded