Human Resource Management Theories and Roles: A Case Study of Tesco

This report explores the different HR management theories and roles in Tesco, a British multinational chain of supermarkets. It discusses the Organisational Life cycle Theory, Strategic Contingency Theory, and General Systems Theory. It also covers the different roles of HRM, such as recruitment and employee screening, and employees training. The report also discusses the relation between management style, motivation, and HRM, and the role of culture in an organization.

Report

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
HR management Theories......................................................................................................1
Different roles of HRM..........................................................................................................2
Management Style, motivation and HRM relation.................................................................2
Role of Culture.......................................................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................4

INTRODUCTION
Human Resource management is the process of performing several operations with the
objective of maintaining the employees along with solving their issues which they face during
performance of business operations (Gigauri, 2020). The respective report is based on Tesco
which is a British multinational chain of supermarket. This report deals with the HR
management Theories, roles of HRM along with the role of culture.
MAIN BODY
HR management Theories Organisational Life cycle Theory: This is the first theory of human resource
management. Historians and scholars observe that organism-like organizations have a life
cycle. They are born (established or formed), grow and develop, mature, decline, age, and
finally die, often. Research on the organization's lifecycle (OLC) has led to a variety of
predictive models. These models, which have been the subject of considerable academic
debate, are linked to the study of organizational growth and development. Organizations
at all stages of their life cycle are affected by both external environmental conditions and
internal factors. The rise and fall of the organization and the industry as a whole have
been witnessed (Macke and Genari, 2019). The product also has a life cycle. This is a fact
that marketing and sales professionals have long recognized. For Academic, it seemed
reasonable to conclude that an organization also has a life cycle. Strategic Contingency Theory: The second theory and practice of human resource
management is strategic contingency theory, which, as the name implies, is based on two
concepts of contingency, "contingency" and "strategic". The contingency is that one
subunit in Tesco organization requires different tasks and affects the tasks of the other
subunits. This contingency becomes more strategic as another subunit begins to control
more contingencies and becomes more powerful within the organization. According to
the Strategic Contingency Theory, leaders are an important part of the organization
because of their unique ability to solve the biggest HR challenges that others cannot
solve. It is too dependent on the reader to be easily replaced.
 General Systems Theory: Another HR theory, or theory widely applied to HRM, is
systems theory, which is an interdisciplinary study of systems. A system is a coherent
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collection of interconnected and interdependent parts, which can be natural or artificial.
All systems are limited by space and time, influenced by the environment, defined by
structure and purpose, and represented by function. The system can be more than the sum
of its parts when it comes to expressing synergies and emergent behaviour.
Above mentioned are several theories of HR which and the Tesco is adopting the
organisational life cycle theory in order to ensure the growth and development of business
organisation.
Different roles of HRM Recruitment and employee screening: Attracting new talent is something every company
must do if it wants to grow. Human resources professionals are usually at the forefront of
the hiring process. The HR are likely to attend the candidate's first interview and work
with the recruitment manager in a particular department until The candidates are hired.
Finding the right employees is an important task for HR. Because people are the most
valuable part of a successful company. When new jobs or vacancies become available,
the recruitment manager transfers the details of the vacancies to talent and external
recruiting companies. In this process, HR personnel use a variety of tools to identify the
right people.
 Employees Training: Learning opportunities at work are a great way to drive business
growth. Due to the outdated system, HR is responsible for finding and implementing
training programs to keep employees up to date with the latest technology and other
tools. Adding new assets will increase the productivity of Tesco company and make life
much easier for everyone (Oehlhorn and et. al., 2020). When a company funds new
programs and systems, it's up to HR to ensure that everyone survives the transition.
Management Style, motivation and HRM relation
The management of Tesco is adopting democratic style of management under which all
the employees are being allowed to present their views in the business organisation. Th
management also accept their participation of their employees in their decision making process.
The Human Resource Management of Tesco is motivating their employees towards the
organisation by providing them incentives, providing training, adopting participative
management style and many more (Stone, Cox and Gavin, 2020).
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The relation of managers of Tesco are highly positive towards their employees as they are
developing the feeling of motivation among them. As a result, the employees of organisation are
performing very well in the organisation.
Role of Culture
Individual or group behaviour in an organization has a direct impact on the overall
operation of the company. Every employee in the organization behaves differently from one
another. An organization can achieve its goals and objectives by carrying out business
operations. Culture, power, and politics are some of the factors that influence human behavior in
an organization. Tesco's organizational culture is dynamic and constantly changing. Power Culture: Only a few people can enjoy the power of their position in this culture.
Such individuals are given the authority to make decisions in the organisation. This type
of culture does not allow employees to express their opinions, and those with decision-
making power are responsible for managing others. Task Culture: It is defined as the culture of an organisation that is based on the overall
performance of the team. Several teams are formed while developing task culture in order
to achieve organisational goals and objectives (Stewart and Brown, 2019). Such a culture
allows people to contribute to the organization's ability to achieve its goals and objectives
in an effective and efficient manner. Person Culture: By implementing this type of culture at work, the organisation
demonstrates how valuable their employees are. When an organisation adopts a person
culture, its employees prioritise individual benefits over organisational profit.
 Role Culture: This organisational culture is heavily focused on assigning employee roles.
The organization's employees are assigned roles based on their educational qualifications,
experience, and specialisation. It also gives employees the option of selecting a specific
job role.
Tesco is implementing a role culture in the workplace. Under this culture, organisational
management classified their employees and assigned roles based on their specialisation and
qualifications in order to increase the effectiveness of their business operations.
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CONCLUSION
From the above report, it has been concluded that the human resource management has crucial
role in the organisation as it perform the function of managing the staff members of organisation.
Majorly it helps in building the effective relationship among employees and management.
REFERENCES
Books and journal
Gigauri, I., 2020. Influence of Covid-19 crisis on human resource management and companies’
response: the expert study. International Journal of Management Science and Business
Administration, 6(6), pp.15-24.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Oehlhorn and et. al., 2020. Human resource management and its impact on strategic business-IT
alignment: A literature review and avenues for future research. The Journal of Strategic
Information Systems, 29(4), p.101641.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
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