Human Resource Management and Planning in Tesco

This report discusses the importance of Human Resource Management and Planning in Tesco. It covers best practices, benefits, drawbacks, and factors affecting staffing needs. The report also provides study material, solved assignments, essays, and dissertations on Desklib.

Human
Resource
Management

EXECUTIVE SUMMARY
This report is founded upon how human resources management have a bearing on
business operations in an enterprise. This report provides brief explanation as to what the
purpose and obligation need to be performed in an enterprise. This is very essential for
enterprise that Human Resources posses the requisite ability and cognition about their
obligations which they need to execute in an enterprise. This will assist any enterprise to develop
and mature into their respective business sphere.

Contents
INTRODUCTION...........................................................................................................................4
TASK ..............................................................................................................................................4
Definition ....................................................................................................................................4
Explanation..................................................................................................................................4
Best practices:.............................................................................................................................5
Analysis of Human Resources Planning......................................................................................6
Benefits of Human Resource Planning........................................................................................7
Drawbacks of Human Resources Planning..................................................................................7
Human Resource Planning Procedure.........................................................................................7
Methodology selected to assess current staffing condition for HR capacity...............................8
Explain the internal and external factors which are being considered to forecast the future
staffing needs...............................................................................................................................9
The supply and demand issues which is faced by management in contemporary marketplace. .9
Talent development recommendations which will form of HRM business proposal...............10
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resources is crucial as it develops, reinforces,and changes the culture of an organisation.
If human resources does their job properly they can induce the stock price of the company to
jump as it becomes very attractive for employees to work at that place. Human resources is
critical in ensuring compliances with laws and regulatory norms. The chosen company for this
project is Tesco, a leading business in the supermarket industry which was founded in the year
1919 by Jack Cohen. The report below defines HR activities in conjunction with best practices.
Further this report delves into benefits and drawbacks which are associated with planning for
human resources. This report then goes onto describing various internal as well as external
factors which have crucial bearing on the future staffing needs of an enterprise. Further this
report describes gives an account about assortment of demand and supply bottlenecks in current
market. Moreover recommendation are provided on how to develop talent within an
organisation.
TASK
Definition
Human resources management (HRM) refers to procedure through which people are employed,
trained,compensated. It also includes development of policy related to employees and
development of strategy for retention of employees.(Stone, Cox, and Gavin, 2020). The Field of
HRM underwent many transformations over the years, assuming a fundamental in businesses
operating in contemporary times. Whereas before the field was limited to payroll process,
Gifting workers on their birthdays, making arrangements for excursions and ensuring proper
filing of forms.(Macke, and Genari, 2019) Put simply HRM assumed administrative functions,
whereas in present times it plays crucial role in making an enterprise successful. It is noteworthy
that mangers also sometimes assume human resource responsibilities without being in human
resource department such as motivating employees and figuring out how to retain talented
employees by way of incentives or material gifts etc.
Explanation
HRM has fundamental role making business a success as it focusses up the most crucial asset ot
capital, which is Human Capital. It has variety of importance in every business aspect which are
mentioned below:

Maintaining quality life at work: it generally connotes workers feelings about work aspects
which include monetary compensation and perks, security, condition of work etc. Through
human resource management Tesco can realise the full creative potential of its workers through
making them part of decisions which will have a bearing on their life at work. The workers
physical safety is taken care of through conformation to various legal and regulatory procedures
and their mental well being is taken care by providing various benefits to them in lieu of work
done in Tesco.(Chakraborty, D. and Biswas, W., 2019)
To increase productivity and profit: Human resources can affect the outcomes related to
productivity in a positive way. The stocks of Tesco can rise when it becomes an employer which
is highly sought after for getting work. Customers of an enterprise can benefit by appropriate and
relevant training provided to employees on a regular basis. HR can elevate revenue through
optimizing workforce. If the HR of a Tesco is adopting sound practices with regards to their
hiring practices then the company can benefit greatly by having talented and productive
workforce. Employee engagement programs have proven to be very effective in curbing regular
absenteeism of workers in Tesco which impacts the productivity of an enterprise in very negative
way. Moreover HR can improve the attrition rate of Tesco so that they do not have to incur costs
on rehiring of employees (Mazari Abdessameud, Van Utterbeeck and Guerry, 2021)
Best practices:
Hire productive and creative workers:
Enterprises want to hire productive workers in a very short time. Hiring productive workers can
be contributive to the culture and positive revenue aspects for the Tesco. In order to hire best
people the process of hiring needs to be innovative and exceptional. Making quick
communication and showing gratitude towards an applicant may result in getting a wider pool of
talented workers which could be hired. The short-listing could be done through online interviews
only calling those candidates who have cleared online stage in Tesco.
Grooming and Evolving the skills of employees: Once people have been hired its the job of
HR department to groom them for succeeding in their job by evolving their skills. Lot of people
leave within the first month of employment due to inapt training provided to them in relation to
work which is expected out of them. Evolving the skill set of the workers not only helps in
productivity, but employees are also engaged in a manner which is conducive to their

professional development. As a result the gain something extra than just remuneration for their
work which tends to retain employees.
Communication: This aspect is essential for any business to adopt best practices related to HR.
Having the channels open for communication makes the workers at ease, since they know they
are being listened to which is paramount in motivating employees. HR can ensure that everyone
in the Tesco can communicate with everyone who is important is ensuring that the work is done
in an efficient manner. The decision makers could hold meeting in which employees are asked
for their input regarding work. This results in involving employees in way that they feel included
and thus employees are not alienated towards work.
Analysis of Human Resources Planning
Human resource planning is an on-going procedure of creating plans to ensure optimization of
human resources. It makes sure that employees work in tandem with goals of organisation
together with deflecting employees deficit or excess.
Examine Objectives of the organisation: Targeting HR practices to achieve specific goals of an
enterprise is essential for optimization. Ideally HR should work in tandem with managers so that
there exists perfect clarity as to what the goals of the Tesco are in context of employees required to
full fill the goals. Every stage of production or sales should account for the human capital required
to meet those specific goals.
Inventory Current Human Resources: If an enterprise has the ability to make used of up to date
human resource information storage system. Then it shall use this ability to gather how many
people work for the enterprise in conjunction with their particular abilities and performance. Once
it can be gathered what positions need to be occupied based upon projections made, it could be
determined whether Tesco posses people which can fill the future vacant positions or more people
need to be hired.
Forecast Demand: This stage requires gathering how many people are required and what abilities
they must posses. It could be said to be the most important part of human resource planning since
the company knows beforehand how many people it needs to hire or fire in order to optimize the
workforce.(Han, and Stieha, 2020)
Estimate Gaps: The company next needs to decide how they want fill the gaps, if they have
excess employees they may fire them. Whereas if they have excess demand then they need to
factor in what kind of workers they require in relation to work, be it part time workers, workers on

contract, or full time employees. Even though Tesco may posses the requisite number of
employees they may not have requisite skills required so the company need to account for skill
development and training which needs to provided.
Develop Human Resource Action Plan: Tesco needs to figure out how many people it needs to
hire or fire in addition to providing them with requisite training.
Implementation of the Plan: At this stage all the plans are put into action. They may need
tweaking or throwing out according to prevailing circumstances.(Luu, 2020.)
Monitoring, Control, and Feedback: Tesco at this time needs to oversee whether their plans are
being effectively implemented in timely manner. They may modify plans if situations demands
so. Tesco also needs to have a continuous feedback loop to ensure that organisational goals are
being met. In order to monitor the HR planning, Tesco can set the benchmark wherein the
leading companies such as Marks & Spencer, Google’s hiring strategy can be adopted and placed
in align to the strategy of business so that effective hiring of employees can be done. Moreover,
these businesses set as benchmark can help in attracting more customers.
Benefits of Human Resource Planning
There are various benefits to planning such as better decision making as they are based on a
meticulous scheme and keep the goals of the Tesco in mind. It also helps in keeping the
productive employees within the company. The needs of future with regards to human capital
can be effectively met at nominal costs. It also ensures that appropriate people with relevant
skills are hired for the job. Which help in expansionary needs of the Tesco. Training is essential
part for performing a job which gets accounted for in planning. The employees when place at the
right jobs at the right time can ensure optimization of business resources.(Asadi, Rajabbaigy,
and Teymournejad, 2022.)
Drawbacks of Human Resources Planning
The predicted outcomes may not always conform with actual outcomes. Since these types of
planning requires a lot of costs it proves to be very expensive undertaking. Moreover the
managers and the HR may not always be in sync with regards to plans being formulated which
results in the whole process proving to be defunct. In this rapidly changing tech environment
plans may prove to be futile due to new technology being introduced in the market. It may also
create an illusion whereby Tesco thinks it has planned appropriately and undertake activities in
lieu of those plans which may ultimately have to scrapped.(Ogbu Edeh, 2020)

Human Resource Planning Procedure
Enlisting: In this stage the appropriate personnel with the requisite skills are shortlisted by
attracting job applicants in Tesco.
Assortment: In this stage the shortlisted candidates are further called for constricting the number
of people to be hired in Tesco. The candidates who may not be qualified, experienced or skilled
according to the requirement are shaved off.
Hiring: At this stage the candidates who full fill the eligibility criteria are given job offers.
Training and development: This stage is essential to ensuring that the selected people are able
to perform their jobs in a timely manner.(Kumar, and Prasad,2021)
Performance enhancement: The employees performing optimally and according to required
standards are given benefits in order to motivate the employees of Tesco who are not performing
so well reactively in Tesco. The performance can also be enhanced by motivating employees or
by engaging them in various process oriented programs.
Payment to employees with benefits: At this stage employees are rewarded with earning in
return for their work. The perks may not just include salaries but also other benefits such as
travel packages , paid time off, other benefits such as recognition.(Ansari,., Farrukh, and Raza,
2021)
Employees Dealings: Employees concerns and inputs have to be taken into account on a
continual basis. As there could be lot of factors which could ensure enhanced productivity or
result in productivity getting declined. Elements such as work conditions, grievance redressing
etc.
Methodology selected to assess current staffing condition for HR capacity
Planning: Any organisation needs to ensure qualitative which entails keeping workforce with
requisite skills and quantitative which ensures requisite number of people are to handle the tasks.
Recruitment: It requires making sure that the right people are selected for the job by weeding
out the candidates which do not full fill eligibility criteria.
Placement: placing the individual with right teams and proper managers who are most likely to
be in sync with each other. Moreover for an individual the tasks their capabilities and skill level
must be kept in a repository for mangers to access those details and endow the workload to
appropriate and relevant employees.

Training: This is most crucial aspect as it entails employees getting something other than money
from the organisation. This can mean that the employees are more productive and do not get
demotivated due to unfamiliarity with work in Tesco.(William, 2020.)
Explain the internal and external factors which are being considered to forecast the future
staffing needs
The internal factors affecting staffing:
Promotion policy: If Tesco makes it conducive for employees to grow and develop within the
organisation then they may be able to retain employees with extensive experience and requisite
capabilities. If the employees see no future prospect for growing they may get demotivated and
thus their productivity may suffer in addition they may choose to go with other companies that
have better policies with regards to promotion. (Bratton, Gold, and Steele, 2021)
Future growth plans: If Tesco wants to undertake expansionary measures it needs to account
for talented employees it may need for fruition of such plans.
Technological aspect: If the company is operating in a field where it has to contentiously
upgrade its hardware or software systems then appropriate training needs to be imparted onto the
people working as employees.(Gonzalez, Gasco, and Llopis, 2020)
The external factors affecting staffing:
Labour laws: The regulation regarding employees needs to adhered according to changes
introduced by parliament, such as minimum wages which need to be provided sometimes it make
the whole venture unprofitable to be able to comply with change in regulations.
Pressure from socio-political groups: These groups may induce pressure onto Tesco to hire
people within the country or who are native to the country.(Trost, , 2020.)
Competition: The Tesco directly in competition may adopt policies such as better pay or perks
or may have some other practices which attract people,e toward the competition. This makes
hiring appropriate people very unlikely for the company which lacks resources.
The supply and demand issues which is faced by management in contemporary marketplace
Globalization: With the advent of globalization organisation have adopted a method where they
order product just in time when they require it. This saves on inventory cost and frees up crucial

capital for other investments. This also ensures that wherever labour cost is cheapest or material
can be sourced with least cost or have least taxes , then from that country input can be sourced.
Unfortunately in present times this has resulted in supply chain breakage as minor delays could
have huge ripple effects on the revenue prospects of the Tesco.
Ever-changing Markets: The people are continuously evolving and due to connectivity cultures
are getting mixed up which has resulted in unpredictability in the demands made by people
which can't be properly accounted for. To gather these trends Tesco have had to continuously
adapt to technology and trends shown in the market in order to gain timely insights. Tesco is
making use of huge swathes of data being analysed by big data analytics to find patterns in
consumer behaviour and come up with appropriate measures to full fill them. These analysis can
result spending a lot of capital and if not delivered on time may result in competition gaining
crucial edge.
Quality and Compliance: Apart from factors which change the consumer behaviour. Internet
has resulted in customers finding out reviews left by other people. These remarks may not
adequately depict the product and Tesco need to invest in managing reviews as customers are
demanding quality products. Not ensuring compliance with relevant regulations can result in the
Tesco having to recall all of its products which proves to be very costly affair for the Tesco.
Talent development recommendations which will form of HRM business proposal.
Hiring: There is a need to hire people not on the basis of work experience but instead on the
skills they possess. This provides a larger pool of talent from which companies can have their
pick. Moreover they can shift their workforce already hired to doing these jobs if their skills
match the job requirement they have.(Rezaei, and Beyerlein, 2018)
Improved Induction and On-boarding: An expedited approach towards induction will nurture
the ties between company and its employees. Quickly being able to adapt and integrate can
improve attrition rate. Employees need to feel at ease and welcomed into the new work
environment to acclimatise themselves to job requirements.
Learning and Development: When employees are inducted based on their skills it becomes
responsibility of enterprise to provide them with relevant training to develop and evolve their
capabilities in order to enhance business output. After the business identifies gap in talent they
need to quickly take measures to enhance the capabilities of employees in Tesco. This not only

ensures that Tesco gets optimum business outcomes but also employees can grow and evolve in
their professional sphere.(Latukha, 2018)
Communication:Skills control approach ensures communication is effective and efficient .
When employees are able to communicate with management of Tesco they feel they are being
heard and being valued for their input. This provides a positive work culture to find self
motivation for employees and minimises errors in Tesco.

CONCLUSION
The report above has provided the criticality of human resources in modern business
practice. Human resources in paramount to develop, reinforce and change the culture of an
enterprise. Planning adequately to fill the gap of human capital needed to undertake
expansionary or contraction measures results in expediting conducive business outcomes. The
human resource department needs to maintain record detailing capabilities of every one of its
employees in order to find out what gaps need to be fulfilled. Appropriate training and
development not only helps a business but also provides an outlet of employees to grow their
professional capabilities. This report looks at what benefits and drawbacks human resource
planning have for bushinesses. Further internal and external factors which impact staffing are
given an account of in conjunction with providing recommendation for talent management.

REFERENCES
Books and Journals:
Ansari, N.Y., Farrukh, M. and Raza, A., 2021. Green human resource management and
employees pro‐environmental behaviours: Examining the underlying
mechanism. Corporate Social Responsibility and Environmental Management, 28(1),
pp.229-238.
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industry with a foresight approach in the framework of general energy
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Bratton, J., Gold, J. and Steele, L., 2021. Human resource management. Bloomsbury Publishing.
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programs in addressing the strategic goal of the firm: An organizational
perspective. Journal of advances in management research.
Gonzalez, R., Gasco, J. and Llopis, J., 2020. Information and communication technologies and
human resources in hospitality and tourism. International Journal of Contemporary
Hospitality Management.
Han, S.J. and Stieha, V., 2020. Growth mindset for human resource development: A scoping
review of the literature with recommended interventions. Human Resource
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Kumar, S. and Prasad, M., 2021. Navigating the changing world of aviation industry with human
resource planning. International Journal Of Resilience In Fire Safety & Disasters, 1(2),
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Latukha, M.O., 2018. Talent development and a firm’s performance: Evidence from Russian
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Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Mazari Abdessameud, O., Van Utterbeeck, F. and Guerry, M.A., 2021. Military Human
Resource Planning through Flow Network Modeling. Engineering Management Journal,
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Ogbu Edeh PhD, F., 2020. Effect of Human Resource Planning on Organizational Performance
of the Hospitality Sector in Nigeria. Effect of Human Resource Planning on
Organizational Performance of the Hospitality Sector in Nigeria (June 16, 2020).
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Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Trost, A., 2020. Human Resources Strategies. Cham: Springer International Publishing.
William, E., 2020. An assessment of human resource planning and its effect on organisational
performance in public institutions.