HRM Politics in Tesco

This report discusses the challenges faced by Tesco in managing its human resources and highlights the robust and progressive HRM policies implemented by the company. It also explores the link between HRM and HR planning and recruitment. Recommendations are provided for effective HRM practices.

HRM POLITICS IN TESCO

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Organisation background...................................................................................................................3
Human resource management challenges..........................................................................................4
Robust and progressive HRM policies...............................................................................................5
Link between HRM and HR planning and recruitment......................................................................7
Recommendations.............................................................................................................................7
CONCLUSION.....................................................................................................................................8
REFERENCES......................................................................................................................................9

INTRODUCTION
Human resource management is defined as a process to monitor and control the
human resources needs of the company. This report is based on the case study of Tesco
Company in respect to management of human resources in the company. Tesco Company
operates its business operations in retail sector. Henceforth, report will emphasis on the
background overview of the chosen organisation. This report will also project all the
challenges face by company in respect to managing its human resources needs. Aim of the
report is also to project the robust and progressive HRM policies in respect to the company.
Furthermore, report provide brief information on different aspects of human resource
management such as HR planning, recruitment and selection and other suitable details on the
management of human resources in company. Recommendation will also summarise in this
report.
MAIN BODY
Organisation background
Tesco Company is a retail sector organisation based in United Kingdom. Company
initiated its business operations in the year 1919. Jack Cohen is the founder of the Tesco
Company. Headquarter of the company is located in Hertfordshire, England. Company
operate its retail outlets in more than 6800 locations across the globe (Tang and et.al., 2018).
On the basis of gross revenue Tesco Company is consisted as the third largest retail
organisation across the globe. The name of the company was first appeared in the year 1924
after the founder of company Jack Cohen purchased shipment of tea from T. E. Stockwell.
Funder of the Tesco Company inspired from the tea shipment name and put it as the name of
the company call Tesco. Based on the records it is stated that the first store of Tesco
Company was opened in the year 1931 in Burnt Oak, Burnet. The business of the company
has grown very rapidly which further resulted into almost the 100 Tesco Stores by the end of
the year 1939. After emerging as the leading retail organisation in United Kingdom company
initiated its international expansion in the early 1990s by opening stores in 11 countries other
than United Kingdom. Company is engaged in many products line that is further summarises
into books, clothing, electronics, furniture, toys, petrol, software, financial services, telecoms
and internet services. In the year 1990 company aimed to reposition its market image from
the brand image of high volume low cost retailer. Company is a part of the London Stock
Exchange and is also a part of the FTSE 250 Index.

Human resource management challenges
Challenges associated with the Tesco Company in respect to managing human
resources in company can be summarised in the following manners.
Talent management challenge: Talent management has been among the key challenges face
by Tesco Company in recent past years. Tesco Company is among the top brads across the
globe in retail sector apart from that fact company has faced issues in term of talent
management in the organisation. Huge competition in retail market has also increased the
challenge of talent management for organisations. Due to leading brand in retail sector work
load over the employees of company is also immense (Haddock-Millar, Sanyal and Müller-
Camen, 2016). Employees in company demanded higher compensations and incentives,
bonuses and other benefits due to high work pressure. This is among the primary challenge
associated with talent management in company. Talent business is also tightening as
company need skilled work force for operating different functional activities in company.
Employees of Tesco Company also filled like unappealing company culture which has also
increased the challenge of talent management for the company. Employee turnover has also
increased due to this that also further expanded the challenge of talent management in
company.
Employee retention challenge: Employee retention is also among the key challenges
associated with the Tesco Company. Employee market is also become very competitive in
today’s business environment as all organisations are looking for business expansion which
drives to plenty of job opportunities to all big and small corporate. All employee competition
has resulted into the fact employees in Tesco leaves the respective jobs (Ogunyomi and
Bruning, 2016). Low employee retentions rate also caused the company to suffer in
implementing its functional activities. It is researched that plenty of reasons behind the low
employee retention rate which can be summarises into salary dissatisfaction, high job
opportunities, no job rotation, unrealistic employment expectations from the employer and
hiring the wrong candidate. All the above aspects are among the key reasons behind the low
employee retention rate in Tesco Company.
Pay scale challenge: Pay scale is also among the key challenge associated with the human
resource department of Tesco Company. Pay scale implied the salaries and employment
benefits offers to employees in company (Brunstein, 2016). Due to high employee
competition in market expectations of all employees are high in relation to pay scale and

other employment benefits. To cope up with the expectations of employee becomes huge
challenge for the human resource management of companies. It also includes the effective
salary hikes each year of all existing employees in company. Salary hike is seen as the extra
burden every year over the organisation financial resources. To offer effective salary hike is
the key challenge face by human resource department of Tesco Company.
Sustainability: Along with all other challenges associated with the management of human
resources in Tesco Company sustainability is also the key challenge company is engaged
with. Sustainability is seen as how long the employees of company are a part of the
organisation. High competition in the employee market has also influenced negatively to the
sustainability of the employees in Tesco Company.
All the above challenges are among the key challenges face by human resource
management of the Tesco Company.
Robust and progressive HRM policies
Robust and progressive HRM policies are defined as building an effective work
culture in the company that are also reflected as employee oriented. Progressive and Robust
policies focuses on continuous development of human resources associated with the
organisation. Following polices are adopted by the Tesco Company with the support of is
human resources department as a part of progressive HRM approach.
Employee development program: Human resource management of the Tesco Company run
different employee development program as a part of the progressive HRM policy. Human
resource department conducts different trainings and skill development programs to enhance
the capabilities and potential abilities of employees. Company aims to improve the growth
potential of employees with the support of all the skill improvement activities (Meijerink and
et.al., 2018). All such campaigns enable employees to achieve better growth potentials not
just internally in the hierarchy of the Tesco Company but also externally as well. It also
improves the employee well being in respect to the organisation. Such programs also create
positive impacts on the employee satisfaction in respect to the employment policies of
company. All the employee development programs directly impact on the potential
capabilities of employees which also resulted into improved profitability of the organisation.
Equal Opportunity: Human resource department of the Tesco Company follow the policy to
cater equal growth opportunity to all employees of employees irrespective to any

discrimination. This is an effective approach of human resource management of the
organisation. It also improves the organisation culture of Tesco Company (Murphy, Klotz
and Kreiner, 2017). This is an important aspect of progressive HRM approach follow by
company. Due to this approach working environment in Tesco Company has also becomes
positive. Employees become keener towards putting quality efforts to meet the positional
requirements.
Gender Positivity: Gender positivity is also a part of the progressive HRM approaches
follow by the Tesco Company. Human resource management aims to recruit the best
potential candidates at different designated roles in company irrespective to any gender, cast
or category of the candidate (Andersén, 2019). Gender positivity indicates that company is
positive enough to recruit all employees on the basis of the potential and abilities irrespective
to the gender. This is a positive HRM approach apply in Tesco Company which also resulted
into more effective organisation culture of the company. Company also maintain gender
positivity at the time of promoting employees for the higher designated roles in the
organisation. All employees are promoted in company on the basis of productivity and
capabilities irrespective to any gender.
Equal pay scale: Equal pay scale is also a part of the human resource management approach
follow in the Tesco Company. Human resource management offers same pay scale to all
employees designated at similar position on the basis of employment conditions. All
employees gets equal treatment in respect to pay scale and employment benefits offer by
company (Kim and et.al., 2019). Equal pay scale is also implemented in case of any
promotions entertained by company. All employees of company get equal salary hike and
benefits in case of promotions irrespective to any gender or any discrimination. This is an
effective progressive or robust approach of human resource management. Due to this
approach company could develop an effective work culture at the organisation. This also
improves the employee motivation level from operation practices. Employees drive to put
extra efforts in order to get promotions and other benefits as a result of the productive works.
All the above points indicate about the progressive and robust HRM approaches
follow by Tesco Company.

Link between HRM and HR planning and recruitment
The human resource department is responsible to get in the right employees in the
organization so that there is an effective functioning. Tesco has been in loss which is why the
wages and rewards of the employees have reduced which resulted in high labour turnover in
the organization. The human resource has to get a skilled and experience workforce in the
organization again so that there is a better functioning which is going to help the organization
have a better functioning. It is the human resource department who informs the management
as to how many employees are required in the organization so that there is a better
functioning in the organization. The employees which are coming in the organization must
have the basic knowledge of the organization so that they can function effectively. The gap is
fulfilled between the employees and the management of Tesco is by the human resource
department so that the organization is not having any communication gap between them so
that the organization can continue to have a strong operation in the market. The organization
will have to get a strong human resource department also so that they can not just understand
the functioning but also help in the decision making for the future growth of the organization.
There are a lot of methods and techniques which are used by the human resource
department in Tesco to get the right candidate in the organization. There is a requirement of
getting in new employees who are going to help the organization come up with unique and
different ideas for the growth of Tesco in the market. The competitors in the market are
increasing which is why there have to be generation of new ideas in Tesco so that there is a
better functioning. There is a strong reputation of the organization in the market which has to
be maintained by the human resource department in the market so that there is a better
functioning (Haddock-Millar, Sanyal and Müller-Camen, 2016). Tesco can not afford to get
in extra employees in the organization because they are not having a good economic control
in the organization as of now which has to be well maintained by the organization in the
future. The competition is increasing for Tesco which is why the organization will have to
make better decisions and other strategies must be applied by human resource to not just
motivate the employees in the organization but also get in the right candidates which match
the standards of the organization. The management will have to make the human resource
that their work from time to time so that there is a better functioning and the organization will
be able function effectively.

Recommendations
Top-level management of the Tesco should give special inductions to its HRM human
resource management to use or employ modern strategies and techniques within their daily
HRM practices. It is too necessary for the company to always gain an effective workforce
within the business environment. Currently Tesco’s major competitors also focuses on run
the irrespective HRM on progressive path (Blom and et.al., 2020). There is HR department of
the company is only source to it for improving existing performance of different employees
win the workplace. That’s why Tesco’s upper management has highly required running it’s
all HRM functions effectively. Otherwise, this retail company can’t get positive results within
the international retail industry. On the other side, HR manager of company is responsible to
give higher priority to only those candidates in its hiring processes who have extra-ordinary
talent and skills (Ogunyomi and Bruning, 2016). Top-level management is responsible to hire
skilled and talented employees for its HR department as well. There are HRM practices are
not a small task to the Tesco, because this company is one of the leading companies in within
UK’s retail industry. In this situation, Tesco has large number of employees also who always
day on night in the company’s different stores and supermarkets. That’s why existing
management of company has highly re4suired to properly maintain performance of all
employees.
Currently Tesco’s major competitors are giving it very tough competition in the UK’s
retail industry. In this situation, HRM of the company is highly needs to be more active in its
existing job role. HR manager of the company can improve or develop various skills and
competencies of their all employees in the workplace. Reason is, when company has highly
skilled and talented employees in their business environment, and then it’s all over
performance will be automatically improved in the market (Meena and Vanka, 2017). At the
end, Tesco will be able to gain huge competitive advantage within UK’s retail industry within
the support of its skilled and employees. On the other side, human resource management of
company is responsible to adhere and follow all legal and ethical considerations which the
local government has passed in employee or labour welfare. For example; HRM should make
its policies and planning on the basis of employment la. When hand resource manager will
properly follow all legislation in its workplace, then this step of the HR management
promotes an ethical environment within Tesco.

CONCLUSION
It can be concluded that existing HR manager of the Tesco is properly running it’s all
HR operations, but manager still has required to be more active in ins existing job role. HRM
of the company still uses different traditional techniques within its various HRM practices, in
which HRM manager is responsible to employ or implement latest and modern techniques
within its daily practices. HRM at Tesco should always run different training sessions in their
workplace which can give opportunity to an employee for improving its productivity in daily
operations of company. By implanting modern techniques within human resource
management, HR manager will be able to run it’s all HR practices on progressive path.

REFERENCES
Books and Journals
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