Human Resource Management: Strategies and Practices of Tesco

RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
A) The ways in which HR strategies had been modified and changed according to the crisis...3
B) The impacts of environmental factors on culture and HR plan of Tesco...............................4
C) Explanation of value created by the firm................................................................................5
D) Storey’s 27 indicators of distinction between HRM and Personnel administration...............7
E) Job design practices followed by Tesco..................................................................................9
F) Hiring and firing strategies of Tesco.....................................................................................11
G) Examples of good HR practices in firms..............................................................................12
H) Advices to company regarding HRM rehearsals to maintain managerial presentation.......13
CONCLUSION..............................................................................................................................14
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is a planned approach for effectual and efficient organization
of individuals within an association so that they can help the firm to increase business aggressive
advantages. It is designed in a manner through which the establishments are able to maximise
their employees’ performances within an organization to fulfil their strategic objectives. The
basic purpose of human resource management are arrangement, undeviating, domineering and
categorize the firms’ activities in a manner so that the establishment are easily able to utilise
workforce, do their recruitment and staffing in most appropriate manner (Lim, Wang and Lee,
2017). The scopes the concepts are highly wide in nature as it includes all activities that are
starting from manpower planning till employee leaves the establishment. In accordance to that,
the scope of human resource management is consists of development, maintenance, acquisition,
and control all the necessary resources within the firm.
In order to describe the concepts in detail the Tesco firm has been chosen to finish the study
through which the illustration of HRM models, environmental factors, difference between HRM
and personnel management, job design strategies and hiring and firing strategies of Tesco. Apart
from this, the study will also express various good HR practices along with certain
recommendations to maintain organizational performances.
MAIN BODY
A) The ways in which HR strategies had been modified and changed according to the crisis
For any organization to perform their tasks in most appropriate manner, it is significant to
achieve their common objectives through their employees who are the extreme imperative
possessions to the organization. There are two models of activity has developed within the Tesco
which has been discussed in detail such as Harvard model and Michigan model. The Harvard
model comes under the consideration of soft HRM which accentuate more on creature sides.
According to this model, the HR managers of the Tesco believe that employees are not only
resources but also a human being. There are four major guiding principles that have been
prepared in order to deal with people (El-Ghalayini, 2017). Primarily, there is employee pressure
which is inclusion of authority, responsibility and delegation with rationale and attention of
administration. The second is the flow of recruitment, selection, encouragement, job safekeeping,
career development and break of workforce. According to the Michigan model, human resource

should be used and exploited completely in order to achieve organizational goals. According to
the HR managers of Tesco, HRM will respond to external and internal environment. In order to
deal with pandemic crisis situation within the external environment Tesco made 16000
temporary staff permanent hires after their supermarket sight high increase in online sales due to
the pandemic situations. The well being of the employees are more and more important for the
future terms as well. The pandemic situation has bought many challenges to the firm and thus
requires certain modifications within the strategies that have been adopted by the HRM for their
employees. The firm requires huge team efforts from across their distribution and office network
to make sure that the supply chain of goods for consumers, adapting to an ever changing
situations. The firm started various health programs along with delivery using insight from their
colleagues’ health survey and other channel listening channels (Syed and Tariq, 2017). The firm
also works with their various charity health partners and other collaborators throughout their
colleague life cycle. The firm highly focusing on digital transformation and thus expand the
regions with the help of their staff members through which they are able to provide same day
delivery options to their customers.
B) The impacts of environmental factors on culture and HR plan of Tesco
Organizational structure of Tesco also affects the pattern of the firm to handle their functions
at the time of pandemic situation within as well as outside the company. Culture plays a vital role
to make the environment within the establishment to work frequently with their employees. If the
workplace having positive environment, then the final result faced by the firm are larger than
ever before. Tesco management highly focuses on the culture and environment in order to
motivate their employees to work for the betterment of the firm as well as their employees
(Heller, 2017). In order to describe various factors, it has been identified that there are not
specific factors that always influence the firm such as to enhance the selection and recruitment
procedure and to minimise employee issues, HR managers must have to endlessly observe
external and internal issues and regulate their schemes accordingly. The factors are explained
below:
 Effects of competition on recruiting: the HR managers of Tesco recruit qualified
employees thus; they highly focused on just beginning employment equipments. Tesco
start various job fairs in order to sponsor the firm and create a centre of attention