HR Function: Driving Talent Management Strategies Report HR5041

This report evaluates the effectiveness of the HR function in contemporary organizations for driving talent management strategies, considering issues in Tesco (UK) and Carrefour (France). It defines problems related to HR effectiveness, including HR planning, recruitment & selection, talent management, diversity management and employee branding. The report explores how these companies create competitive advantages through their HR practices, such as talent acquisition, employee engagement, and fostering innovation. It also examines challenges in HR planning, the importance of aligning HR strategies with business objectives, and the role of talent management in organizational growth and resource maximization. The report highlights initiatives taken by both firms to involve and engage their workforce as well as maintain transparency within organization, with a seamless flow of information. Concluding that effective HR functions are crucial for organizational success and competitive advantage.

HR Functions in
Contemporary
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................5
1.) Define problems related to effectiveness of HR functions and several strategy of people in
business for accomplish competitive advantage..........................................................................5
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource function refers to department activity which can handle or take
responsibility regarding to life cycle of workers. It generally derives to benefits of employee by
comprises various functions such as staffing, development, training. Compensation , labour
relations, job design and job analysis. Human resource plays a significance role in an
organisation as this department have a capability to handle important and valuable resource for
company. Its majorly focus on enhancing company reputation and puts its towards success(Oaya,
Ogbu and Remilekun, 2017).. This report is based on two countries along -with its companies.
First one is Tesco which is UK based industry and deal with books, apparel , petrol, software,
financial services etc. It is biggest retailer in groceries and general merchandise category.
Whereas second one is Carrefour, it is a multinational retailer which headquarters is in France.
It generally operates groceries, hypermarkets and convenience stores.
It includes various function that aid to manage people work and also increase its confidence. It
can comprises relations with human by which it arises a great human factor. This prefer a
management that can use effective and efficient resource which is related to human as well as
machines or other organisation equipments. This function is basically inculcate by all level of
managers in organisation. As they are highly dedicative towards their work and take
responsibility to hire a suitable candidate for a specific job role. Under their guidance a person
become high competitive in respect to others. It is basic of all functional area of mangement
which including handling production, managing marketing and financial resources. Human
resource is concerned about top to bottom category of business and this function create an ease
for achieving desired goals of business within a smooth manner. This require human relation as it
considers training performance appraisal of subordinate.
The evaluation of HRM considers degree of related to future success. There are basicalaly three
categories for evaluating that is measuring on basis of quantity and quality of each. Due to which
system can work smoothly and in formal manner,Evaluating that course and degree that help to
achieve in organisation goals or desired aim, concerned about how far and well department can
performed. Basically, there is a certain criteria for measuring that is objective and subjective
dimension. It focus on create a connection between organisation and human resource in terms of
aim and target. It determine several factor of screening, recruiting, training and developmentand
also focus on achieving business goals that can derive its future growth. This is very essential for

an enterprise as it works as basic foundation of HR department that can fulfil all stage level of
settlement.
Talent Management is characterized as deliberately coordinated, key course of getting right
ability locally available and assisting them with developing to their ideal potentiality
remembering hierarchical destinations. It refer to cycle in respect of these lines includes
recognizing ability holes and empty positions, sourcing for on boarding an appropriate
applicants, developing them inside a framework and creating required abilities, preparing for
mastery with a future-centre, holds to accomplish long haul business objectives. The requirement
of this ability has to arise basically, because of wild rivalry in worldwide business sectors. Thus,
it needs speedy and brief choices just as pressing and powerful activities.
HR can used competitive benefits by evaluating turnover rates and consider that area where
problems may occur by which an organisation easily get identify issue and try to resolve it. It
assist manager to screening a suitable candidate that are combination of various skills which
actually require for company growth and its competitiveness. HR can measuring talent that
derive actual strategy that is highly suited for organisation goals. Following are strategies that
need to be developed for accomplishing business objective.
Organisation growth: If a person increasing their business. Then they need additional employee
to execute work plan that's why they focus on searching right talent(Gardner, 2018). Fostering a
labour force plan includes estimating what amount of time it requires to enlist representative,
where they source to select candidates. This strategy can also implement by failures ability to run
business activities.
 Maximizing resources: It refer to plan for achieving specific objective. HR conducts
inventory in context of filling gaps. It these space are fulfill then, a manager either to
boost worker within business or hire people from outside to minimize this gap and
maximize all necessary resources.
 Enhancing competitive advantage innovation: It focus on developing new ideas or
technology that builds culture of company and granting opportunities. This way aid to
develop all level of workers and solve their issues.

MAIN BODY
1.) Define problems related to effectiveness of HR functions and several strategy of people in
business for accomplish competitive advantage.
There are various complication arises in HR functions as it is a business-driven capacity,
viability relies upon an exhaustive comprehension of the vital corporate heading, It
comprises various activities for measuring business growth. Some of them are discuss
below:
HR Planning: Human Resource arranging at Tesco is led with the target of ensuring that the
capacity of human asset goes about as indispensable resource for the substance(Hemalatha,
Kumari, Nawaz and Gajenderan, 2021). It assists with guaranteeing that there are no issues
emerging in the association because of an absence of human asset. It creates competitive
advantage in organisation as by giving augmentation, advancements and reward for workers. By
asking ideas and novel thoughts. Giving new innovation. The workers are propelled the
organization may arrive at their objectives and vital destinations all the more successfully and
can acquire benefits and advancement for the organization. Whereas, Carrefour Group
demonstrates its commitment to local economic growth. Because retail involves people, it always
gives priority to recruiting people who live locally, and to training its managers.
Very often, the Carrefour Group is the premier private employer in the countries in which it
operates. This is obviously the case in France – where the group was founded – but it also holds
true in countries such as Brazil, Argentina and Italy. It creates competitive advantage in business.
The role of the HR Department is to enable, to facilitate different activities, to guide, to support,
to empower the employee from the organisation. Manual systems and computerised systems.
Carrefour is a big company and it is essential to have an information system that works out with
effectiveness and agility, providing relevant information at the right time.
Recruitment & Selection: Tesco Plc's inside enlistment technique involve worker references
and inner scout. Its outer enlistment technique incorporates E-enrolments, publicizing
opportunities on its own site and via opening/post sheets in the stores. Applications are finished
online for the administrative post. There are various advantages by utilizing outer enrolment
strategy. In view of new individuals, they will acquire Tesco new viewpoints and thoughts.
Besides, Tesco have more decision to pick applicants; they have a more extensive scope of
involvement. As respects to inner enlistment, the quantity of candidates can be restricted. While,

enrolment is connected to guaranteeing the certified people are open to meet the action needs of
the Carrefour. Enrolment and representative determination outline the essential fragment of the
general resourcing tricks of the firm, which sees and gets people needed in a foundation to
endure and be productive right now to medium term. This enrolment is the way toward looking
the competitor for business and vitalizing them to apply for occupations in the corporate while
determination incorporates the course of action of adventures by which the hopefuls are
evaluated for picking the most sensible individuals for empty posts. The enlistment and
representative determination experience can in like manner influence on the likelihood that a
cheerful will recognize a lifelong deal and, on their obligation, to remaining with the corporate.
This is continually vital for individual, association and society which are related with a particular
situation or an activity to everyone who control and organize a business or other foundation as an
organization(Fathmath, Azam, and Ahmad, 2021). Thus it brings a competitive advantage in
both the companies as it enhance quality of human capital and increase the business competition.
This process is running a business growth on a very high demand which can help to boost
business capitalise on opportunities and gain more benefits
Talent Management Strategies: It is a process that entail attracting and to keep hold on high-
quality employees, to develop their skills, and motivate them time to time to improve their
performance in company(Lakshman, and et.al., 2020). And its main objective of talent
management is to create such a comfortable workspace for employees so that they can stay with
business for a very long run. It is a basic practice of the HR of an organization and have an talent
management strategy in place designed just for company to gain optimal results. There are
several initiatives taken by both firms to involve and engage their workforce as well as maintain
transparency within organization, with a seamless flow of information. As for Tesco, they
designed all its employees engagement activities by understanding and gathering there
employees surveys and offline discussions. A team HR in organisation has took a number of
initiatives across various events, digital communication, campaigns to build business awareness,
platforms for employees to connect with leadership and volunteering opportunities for
employees to pursue their passion towards community development. And in Carrefour they
decide to bring continue changes in recruitment took for the betterment of business and also to
development programmes, such as Graduates degrees and other promote initiatives. They also

took internship, apprenticeships, and partnerships with schools and universities to encourage
them and to show diversity of working environment of organisation.
Diversity Management: It refer to actions which are taken by organizations which have the goal
to encourage greater insertion of workers of company and consist from different background into
structure of organization through a particular terms and programs(Hinton, Woods and Zibarras,
2020). In simple language it can say that diversity management is an act of fabricating and
managing a diverse(vast) team. An increasing competition has contributed to employment of
different people from various cultural backgrounds in almost every business. Managing diversity
very difficult for multinational companies. As for Tesco role of traditional people management
or the diversity management is regulated or controlled by the senior management team which
settled values of business. Firstly, individual that are coming from diverse background are found
to offer a selection of various talent, experiences and skills that benefits an organisation to
enhance their work performance whereas in Carrefour, it is a proper set of concrete initiatives
designed to promote equal opportunities for everyone, and insertion of different people from a
range of different careers, backgrounds for any corner of world. It also organises a major day of
their employees every year all about diversity in their stores, offices and warehouses. In that
event each company took part to discuss their local issues and also shares their problems. In case
of Tesco, management of people in workplace, an ongoing management system needs to be
changes by modern system as it can reduce the business productivity.
Employee Branding: It determine a process by which representatives disguise an ideal brand
picture and are propelled to extend this picture to its clients and other authoritative
constituents(Malik and Lenka, 2019). It brings a competitive advantage in company by making
staff loyalty and contribute reputation of business that may create employee inspiration and
handle experience of clients. This strategy converts workers into a brand ambassador. this may
increase employee loyalty. This company firstly work for their employee welfare after that
includes customer well-being. These benefits focus on bringing a better environment where
employee feel to share their ideas and opinions which may bring a positive change in business
Whereas, in Carrefour company puts more efforts and invest more money to trained its employee
by they can help to increase sales by provides its ultimate service standards of business and their
positive relation with customer may brings positive experience and maintain buying behaviour of
customer. As Carrefour established in different countries and available their products in

hypermarket that most of customer usually want to buy as it gives product and services
according to needs and wants of consumer.
Staff engagement: It refers to build mental and emotional connect in between employee their
welfare or business growth. Basically, employees put their efforts to do their assign task which
helps to create a huge difference in organisation as compare to other rivals. In case of Tesco, it
provides better customer service and make product according to their preference for make them
satisfied(Hameed and et.al., 2020). This company organise various engagement programs that
can make connection between employees. Thus, when individual know to each other they may
work as a team and attain goals before an assigned time in an effective or better way. While in
Carrefour, employee engagement boost company productivity, for finding a better reach to
clients, retailer of this company increasing relationship among frontline workers. This
connection also assists to reduce business turnover and provide better shopping experience to its
potential customer. In general, it gives priority for customer happiness. Thus, it simply means a
better team work enhancing industry growth and increase its reputation in market place.
Performance Management: It refers to one of most significant and dynamic improvement to
accomplish high performance in organisation(Memon, and et.al., 2020). It can consider process
of identification, estimation, handling and develop business performance. It is showing how
workers can perform, and at last work fair and square of execution. It helps employees to do
work with high motivation and generate productivity for business growth. In case of Tesco this
system is medium as it focus on business goals that can achieve by its staff . Basically, it is a
strategic tool that determine organisation growth. Performance management of Tesco is inclusive
in nature who take their focal point on achieving strategic goal by a single person or team. It can
consider integrated training facility that provides training benefits related to status of worker and
responsibility for achieving performance management goal. Whereas in case of Carrefour
company consist good position to take benefits in online trends, it performance include cost
leadership strategy and employee retention gives a competitive advantage in this company. It
comprises business growth through its presence and reach towards customer expectation.
Performance management helps to implement public service and refer to a valid measurement of
performance on individual basis in context to human resource management.

CONCLUSION
It is conclude that in human resource is very essential to run a business. An organisation
management create a positive impact on business to regular increasing growth. It can enhance
inspiration of worker by getting training and their development, Which may also raise up
company growth and proficiency. There is basic requirement for associations to take on right
useful approaches that can't just guarantee they mitigate these difficulties, yet additionally foster
instruments of managing such difficulties off chance that they happen later on. Above analysis
clearly define its effectiveness in two countries along-with designated companies. By arising
new HR technologies, HR can deliver more valuable services to its employee that may increase
their confidence and get motivation to do their best for organisation belongingness. It generally
includes morale of group and improving its productivity. As world are changing instantly on
daily basis, HRM try to focus on dealing with this changing everything globally. They helps to
understands proliferation impacts, diversity, improvement initiatives that may increases
employees involvement.

REFERENCES
Books and Journals
Oaya, Z.C.T., Ogbu, J. and Remilekun, G., 2017. Impact of Recruitment and Selection Strategy
on Employees Performance: A Study of Three Selected Manufacturing Companies in
Nigeria. International Journal of Innovation and Economic Development, 3(3), pp.32-
42.
Gardner, A.K., 2018. How can best practices in recruitment and selection improve diversity in
surgery?. Annals of surgery, 267(1), pp.e1-e2.
Hemalatha, A., Kumari, P.B., Nawaz, N. and Gajenderan, V., 2021, March. Impact of Artificial
Intelligence on Recruitment and Selection of Information Technology Companies.
In 2021 International Conference on Artificial Intelligence and Smart Systems
(ICAIS) (pp. 60-66). IEEE.
Fathmath, M., Azam, S.F. and Ahmad, A., 2021. Effectiveness of Recruitment and Selection
practices in Maldives Civil Service Sector: An Empirical Analysis. Ilkogretim
Online, 20(4).
Hinton, D.P., Woods, S.A. and Zibarras, L.D., 2020. RECRUITMENT AND
SELECTION. Human Resource Management: Strategic and International Perspectives,
p.198.
Hameed, Z. and et.al., 2020. Do green HRM practices influence employees' environmental
performance?. International Journal of Manpower. Hameed, Z., Khan, I.U., Islam, T.,
Sheikh, Z. and Naeem, R.M., 2020. Do green HRM practices influence employees'
environmental performance?. International Journal of Manpower.
Memon, M.A. and et.al., 2020. Satisfaction matters: the relationships between HRM practices,
work engagement and turnover intention. International Journal of Manpower.
Malik, P. and Lenka, U., 2019. Identifying HRM practices for disabling destructive deviance
among public sector employees using content analysis. International Journal of
Organizational Analysis.
Lakshman, C. and et.al., 2020. Flexibility oriented HRM practices and innovation: evidence from
China and India. The International Journal of Human Resource Management, pp.1-30.