Human Resource Management at Tesco Plc

Running head: HUMAN RESOURCE MANAGMENT
Human Resource Management

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Introduction
In this essay, Tesco Plc is selected to assess the HRM policy and process. Tesco is a
multinational chain of grocery as well as general merchandise. This essay discusses the HRM
policy and process that can help Tesco organizations to deliver strategic effect and contributing
to competitive advantage in the last 15 years. Tesco was established in the year of 1919 and this
is now global corporation. It was developed as a set of the marketplace that stands to support the
consumers with their requirements at one place. In current times, it spread across the globe with
its stores dealing in 14 nations across North America, Asia and Europe (Tesco, 2018). In the
grocery market, it has 30% of market share in UK that deals in more than 60,000 stores at
international level. The key product of the company is cash and warehouse club, superstore,
hypermarkets, supermarkets and department store for selling different products associated with
general and grocery use. Human resource is an essential resource for Tesco. There are over
500,000 employees in across all stores which creating revenue of about 64 billion Euros. It is
assessed that all resources are effectively managed by Tesco and have allocated over time to
become the leader in its targeted market (Tesco, 2018).
HRM policies and processes that have contributed to organization success over the last 15
years
There are different HRM policies and processes that have contributed to the success of the
organization. Human resource planning is an essential elements of the human resource
management system. Through the planning phase, Tesco is competent to collect adequate
information over the existing HR of the company. This involves all the provisions, required
human resources and competencies to attain the desired future perspectives as well as goals. This

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activity is required for Tesco to communicate the mutual goals regarding business strategy
during the wider HR of the company (Banfield, and Kay, 2012).
Tesco is an employee-centric company because of direct interaction of customers with its
workforces to attain needs of customers. As a retail organization, Tesco is extremely relied on its
workforces for attaining goals as well as objectives. Tesco makes sure that the workforces are
organised in a way that they act successfully in order to accomplish the goals of company when
attaining the individual goals (Brewster Sparrow, Vernon, and Houldsworth, 2011).
Employee motivation is another HRM process used by Tesco. It is used to encourage employees
to accomplish the goal of the company. In this way, Tesco uses certain motivational theories as
well as strategies like reward theory, Maslow hierarchy of need theory and performance
evaluation. Maslow proposed that motivation is the outcome of attempts of an individual in
attaining five basic needs such as physiological, safety, social, esteem as well as self-
actualization. As per the Maslow, these needs can generate internal pressure that can affect the
behavior of an individual (Carberry, and Cross, 2015).
Physiological needs are those needs that are essential for the survival of an individual like water,
air, food, sleep, clothing, and shelter. Manager of Tesco can meet the physiological requirement
of workforces by offering a comfortable working situation, necessary breaks for using the
bathrooms, as well as eat and dirks, and reasonable working hours. Safety requirements involve
all those needs that offer an individual with a sense of security as well as well-being (Deal, and
Kennedy, 1982). Safety needs entail financial security, personal security, and protection from
accidents, financial security, and harms. Managers can meet the safety requirement of
workforces by offering secure compensation, job security and a safe working environment that is
particularly significant in UK (Gilmore, and Williams, 2013).

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Social needs are also known as love and belonging that is defined as the need to feel a sense of
acceptance as well as belonging. Social needs are significant to individuals hence they do not
feel depressed alone as well as inaccessible. It is assessed that family, friendship, and intimacy
all activities are used to meeting the social requirements. Managers can identify the social needs
of employees by ensuring each of their workforces knows one another, being an accessible and
kind supervisor, motivating cooperative teamwork as well as endorsing the good working life
balance (Mankin, 2009).
Along with this, esteem need is defined as the needs for self-esteem as well as respect being
slightly more significant as compared to the increasing respect as well as admiration from others.
Managers can attain the esteem needs of workforces by providing recognition and praises in
which the workforce does well and providing the additional accountabilities as well as
promotions for reflecting the opinion that they are appreciated workforces (Mello, 2015).
Self-actualization needs illustrate the need of an individual to arrive at their full potential. The
requirement is to assess the individual who is competent to do somethings that is extremely
personal. When an individual has requirements to become a good parent then he might have the
requirement to keep the managerial level position at the workplace. Since, this requirement is
adapted hence manager can identify the requirement by offering the inspiring performance,
attractive the workforces for participating in the decision making and offering them flexibility as
well as self-sufficiency in their jobs (Northouse, 2015).
Training and development is key emphasize of Tesco HRM department. By using this
methodical strategy, Tesco has been involving the training in order to make ongoing
development of skills of employees. Along with this, observing the efficiency of training is
performed by the line manager of Tesco (Reees, and Smith, 2014).