Human Resource Management at Tesco: Strategies and Relationships

This essay explores Human Resource Management (HRM) strategies within Tesco, a multinational groceries and retail organization. It identifies factors impacting the development of effective HR strategies, such as working environment, training, technology implementation, socio-psychological, cultural, demographic, legal, and economic considerations. The report examines how HRM supports Tesco in achieving its goals by aligning HR strategies with business objectives, including fostering a positive employment relationship and mutual trust between employees and employers through regular check-ins, feedback, recognition, career development, and work-life balance initiatives. The analysis emphasizes the importance of HRM in enhancing operational activities, employee productivity, and overall organizational effectiveness. Desklib provides access to similar essays and study tools for students.

Essay

Table of Contents
Introduction................................................................................................................................................3
References................................................................................................................................................9

Introduction
Human resource is considered as the most appropriate strategy of the organization
which can totally dedicate to what the workforce of the firm. There are various types of
departments are working in the organization but Human resource Department is more
concerned about the employees all over activities. HR manager of the firm is
responsible to corporate various types of activities such as recruitment, selection,
orientation, training, career development, performance appraisal and performance
management of the employees. Human resource functions are playing a prominent role
in order to improve the operational activities and effectiveness in the organization
(Cheng and Hackett, 2021). This report is mainly concerned about the Tesco
organization which is most famous multinational groceries and retail organization
founded by Jack Cohen on 1919 and the headquarter of this organization is established
in Welwyn Garden City, England. The primary objective of this report is to improve the
theoretical understanding related with the human resource management and also
reconstructing of the appropriate human resource management function in context of
Tesco. This report will generalize the various factors which provide impact on
development of the effective human resource strategies and also provide specification
related that how human resource management can support the organization in order to
achieve the specific objectives. This report will also so determined that how human
resource manager can build positive employment relationship among the employees
and employer.

Factors that impact on the development of effective HR Strategies, there are various
factors are involved which can provide appropriate impact on the development of the
effective human resource strategies of the company. HR manager of the Tesco is more
focused about the HR Strategies and also generalize each and every aspects so that
manager can easily understand that which factor provide impact on the development of
the effective HR strategy (Davis, 2017). As per the specific understanding of the HR
manager in context of Human resource management functions, some specific factors
are identified by the Tesco HR manager such as working environment, training and
development, implementation of the technologies , socio psychological factor, cultural
factor, demographic factor, legal considerations, economical factors etc. All these
factors are involved to provide direct impact on the development of the HR strategy of a
company. HR manager of the company is responsible to formulate specific policies,
procedure, strategies and plan so that manager can take an appropriate action in order
to resolve specific problems, issues, grievance and conflicts. With the help of HR
strategies, Tesco manager can easily improve be working operation and effectiveness
of their organization. So it is necessary for the manager to identify each and every factor
which provides direct and indirect impact on the working and productivity organization.
Some other factor that can provide the direct impact on the development of the human
resource strategy such as government policies and procedure, internal and external
operations, high turnover rate of employees (Garg and et. al., 2021). It is necessary for
the manager to pay more attention on the each and every activity of their employees so
that manager can easily generalize the top and poor performer so that manager can
arrange training sessions for the performer. With the help of proper training sessions, all

the employees can easily improve their productivity level and also sharpen their skills.
On the basis of actual condition of their employees, HR manager formality specific
strategies like are the stress management programs, motivational sessions, team
working activities and many more (Hunter, Saunders and Constance, 2016). These
factors are helpful to improve the market growth rate of the organization to that HR
manager can effectively prepare an appropriate strategy so that all these factors can
provide positive impact on the working environment of the company.
How HRM can support the Tesco in achieving its goals by aligning HR strategies with
business strategy, within a company, strategic HRM and HR objectives are not static
things. Company need to focus their own nature, adapt on a regular basis to ensure that
they are fully aligned with the strategic direction of the organization. As a result, Tesco
manager ensure that current HR trends and best practices are not only aligned with
your organization, but also with progressive HR trends. Human resource Management
of the organization is liable to maintain specific activities of the organization such as
HRM can help to understand the organizational strategy and also provide Full support,
HRM is helpful to undertake the analysis of the Tesco HR functions, HRM is helpful to
understand the requirements of the HR functions, HRM is call to support the Tesco HR
manager to HR functional skills to the appropriate HR strategies, HRM is also helpful to
forecast the future requirement related with HR. HRM serves a critical strategic role in
order to developing business culture & fundamental values to meet organizational
objectives. By addressing requests, grievances & other concerns, HR aids in the bridge-
building between management & employee relations. HRM of Tesco is in charge of

various opportunities for employee hiring and development (Irum and Yadav, 2019).
Employee recruiting & development tactics, according to the Society for Human
Resources Management, are critical to a company's success. All these tactics are used
by human resources managers to reduce attrition, improve employee abilities, and raise
total corporate productivity. HR manager of the Tesco is considered specific activities
with the help of HRM like establishing salary packages, benefit materials & employee
support programmers, human resources specialists can help organizations save money.
HR manager prepare a HR strategy according to all these factors and then maintain the
effectiveness. HRM functions also support the manager in context of technological
advancements and updated software because which are increasing the demand for fully
advanced training programmers, which HR representatives are best suited to
implement. Human resources managers are also in charge of quality control, which is
closely linked to the achievement of corporate goals (Nykyforenko and et. al., 2019).
How HR manager can create a positive employment relationship and a climate of
mutual trust between employee & employer, It is determined that practice of managing
relationships in a business is known as employee relationship management, or ERM.
These connections can be made between the company & its employees, as well as
between employees within the same level. Employees need a work environment that
allows them to be innovative in order to be productive. Employees' performance and
productivity improve when they have a relaxed relationship with their coworkers. More
conversation, interaction, and engagement will take place. HR manager of the Tesco is
responsible to improve the employment relationship so that all the employees can work

effectively without any pressure and provide their best contribution in the development
of the company (Sanjeeve and Natrajan, 2020).On the basis of current scenario of the
Tesco it is determined that HR manager taking an appropriate step so that IT manager
can easily in hence the positive working environment and establish a healthy
relationship among their employees. There is also liable to improve the mutual trust
between the employers and employees so that they can work effectively. HR manager
is liable to adopt some specific activities which can help full to improve the positive
employment relationship among the employees and employer. Some specific activities
need to perform by the HR manager such as schedule regular check-in, provide
constant feedback, recognize the great work, focus on the career development, and
promote the healthy working life balance. All these steps need to HR manager of the
Tesco in order to enhance the positive environment relationship and also healthy mutual
trust between the employer and employee of the company (Sarvaiya, Eweje and
Arrowsmith, 2018). HR manager is also liable to take a credit for their team's work is
one of the worst things a manager can do. Managers should publicly congratulate
employees on individual programs, ideas accomplishments. Employee morale can be
boosted by demonstrating that acknowledge and value their efforts. Tesco manager is
more focused about their employees and employer and manager is not taking the credit
for their teams work so this is the best thing which mainly concerned by the Tesco
manager. Tesco manager needs to motivate their employees so that manager can
effectively boost the morale of their employees because motivated employees are the
happy employees who can easily deal with the customers (Sarvaiya, Eweje and
Arrowsmith, 2018).HR manager also take an appropriate steps to improve the

employment relationship like improve the performance of their team members,
encourage and every individuals to share their work experience with another person,
assign a particular target and then ask each and every people to work collectively and
help each other, improve the communication process among the team so that relevant
and genuine information can be circulated further, arranging that together sessions and
also corporate trips so that all the members can interact and communicate with each
other. All these things need to do consider by manager of the Tesco in order to improve
the safe and secure working environment and enhancing mutual trust among the
employer and employees.

References
Books and Journals
Cheng, M.M. and Hackett, R.D., 2021. A critical review of algorithms in HRM: Definition,
theory, and practice. Human Resource Management Review, 31(1),
p.100698.
Davis, P.J., 2017. How HR can create competitive advantage for the firm: Applying the
principles of resource-based theory. Human Resource Management
International Digest.
Garg, S., Sinha, S., Kar, A.K. and Mani, M., 2021.A review of machine learning
applications in human resource management. International Journal of
Productivity and Performance Management.
Hunter, I., Saunders, J. and Constance, S., 2016. HR business partners.Routledge.
Irum, A. and Yadav, R.S., 2019. Human resource information systems: a strategic
contribution to HRM. Strategic Direction.
Nykyforenko, V., Kravchenko, V., Zbrytska, T., Kryvtsova, M. and Svorobovich, L.,
2019.Motivational monitoring as a component of effective human resource
(HR) strategy of company. Academy of Strategic Management Journal, 18(2),
pp.1-6.

Sanjeev, R. and Natrajan, N.S., 2020.An Empirical Research on the Role of Cloud-
Based HRIS & HRM Functions in Organizational Performance.In Decision
Analytics Applications in Industry (pp. 21-35).Springer, Singapore.
Sarvaiya, H., Eweje, G. and Arrowsmith, J., 2018. The roles of HRM in CSR: strategic
partnership or operational support?. Journal of Business Ethics, 153(3),
pp.825-837.