Global Human Resource Management - TESCO
Added on -2020-07-22
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GLOBAL HUMAN RESOURCEMANAGEMENT
CONTENTSINTRODUCTION.......................................................................................................................................1STRATEGIC HRM IN MULTI-NATIONAL COMPANIES.....................................................................1Importance of SHRM..............................................................................................................................1Key activities of SHRM and its impact on TESCO.................................................................................2THE EXPERIENCE OF EXPATRIATES LIVING AND WORKING ABROAD.....................................3Benefits of an expat experience...............................................................................................................4GLOBAL MOBILITY: RECRUITING AND SELECTING FOR INTERNATIONAL PROJECTS.........4Criteria considered by Tesco for recruitment and selection for international projects.............................4Factors affecting staffing for global projects...........................................................................................5Recruitment and selection process of TESCO for international projects.................................................5PERFORMANCE ISSUES OF GLOBAL PROJECTS...............................................................................6MIGRATION AND INTERNATIONAL HRM – OUTSOURCING..........................................................7CONCLUSION & RECOMMENDATIONS..............................................................................................8REFERENCES..........................................................................................................................................10
INTRODUCTION Globalization, the process of integrating the firm’s strategies and operations with thevaried cultures, ideas and products worldwide, is significantly influencing the role of humanresource management. Prior companies were concerned with the impacts of local issues onworkers, now they are considering the effects of workforce diversity, training and professionaldevelopment and legal restrictions on the organizations (Fernie and Moore, 2013). As companiesare moving ahead, various challenges and issues related to human resource management isblocking their way. Pertaining to this, the present research report also focuses on addressingvarious challenges being faced by TESCO in managing the human resources in the globalcontext. Tesco is a public limited retail company being formed in the year 1919 by Jack Cohen.It is one of the leading retail chains of UK. The human resource managers of the firm have been managing more than 476,000employees. However, due to rapid globalization, people are moving to different nations for theircareer growth and thus, it becomes challenging for the managers to handle such expatriates(Tesco company profile, 2004). Thus, the current research report will depicts the strategic humanresource management of the company and will analyze the experience of the expatriates livingand working abroad. Furthermore, challenges and issues being faced by Tesco in the recruitmentand selection of the employees for international projects are also being discussed. The later of thereport will highlight various performance related issues and migration of people with effectiverecommendation and conclusion. STRATEGIC HRM IN MULTI-NATIONAL COMPANIESImportance of SHRMIt is quite important to project the significance of human resource management in anybusiness organization. Most of the organizations introduce strategic HRM to their long termgrowth in order to achieve their objectives as well as to sustain in this competitive environment.Most of the managers have realized that it is vital to define the specific mission so as to havebetter direction and focused activities (Fernie and Sparks, 2014). According to Ansoff, thesuccess and failure of strategic planning is generally identified by various elements such as1
structure of the organization, its environment as well as strategic decision making. When allthese three crucial elements are properly aligned, the organization’s performance reaches at itsoptimized level. According to Lorange, the significance of strategic planning lies in theaccomplishment of the process of innovation in order to enhance as well as support the processof planning. Furthermore, strategic planning does not need to be complicated rather it should belogical and must pay attention towards the strategic decisions that needs to be undertaken. Strategic human resource management has gained its implication after 1980 and isimproving its role dramatically in the business organization with an increasing pace. This haspertained because of many reasons such as government regulations, increasing globalization,changing role of labor unions, stronger research base and challenge of meeting worker’sexpectation with the demands in the market (Piercy, Cravens and Lane, 2010). Consequently, ithas been realized that strategic human resource management is highly needed in each and everyorganization and its importance doubles in the case of multinational companies. The goals cannotbe accomplished without having proper plans and structures. The needs of SHRM cannot beover-emphasized in multinational companies. Key activities of SHRM and its impact on TESCO Strategic human resource management is a portion of human resource management.Rather than focusing on the internal issues of the human resource, the strategic human resourcesmanagement lays emphasis towards consequences of the issues related to people in the long term(Rosethorn, 2009). All the activities of Tesco are managed and incorporated into managementpractices. They all are supported by the specialist’s corporate human resource functions. The keyactivities of strategic human resource management and its impact on Tesco are as follows: Staff planning – It is defined as a process of analyzing the future needs of the employeesin an organization. Since, Tesco is a multinational organization; the need of staffplanning is quite dynamic. The company makes use of work-force planning to create ademand for new staff. Equal opportunities and diversities – It basically deals with the differences in people. Inreferences to the business, it is pays attention towards the set of features such as ethnicity,2
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