Human Capital Management: HR Policies and New Strategies in Tesco

HUMAN CAPITAL
MANAGEMENT

INTRODUCTION
The human capital consists of knowledge, skills, personality, habits and social issues of
the employees of the organization. The economic value of the organization is created only if the
employees have all these things in them. The human capital is different from other capitals. The
organizations wants their employees to be achieve all the goals and targets made by the
organization. The main objective of the organization is to gain maximum profit. The human
capital resource is closely related with human resource management.
Tesco is a British multinational company which deals in the groceries and general
merchandise retail business. The company was established in the year 1919 as the public limited
company. The company have the headquarter in the Welwyn Garden City, Hertfordshine,
England. The organization have 450000 employees working for different sectors in the different
locations. The organization got diversified by new product offerings. The new products which
were offered by the organization were books, stationary, petrol, credit cards, bank accounts and
other financial services to their customers.

MAIN BODY
HR POLICIES OF TESCO
The HR policies followed by Tesco are as follows:
 Personal Management and Human Resource Management
The personal Management is an traditional method used by the Tesco. This method is used to
evaluate different activities which are going within the organization. The personal management
and human resource management includes the overall work don in the recruitment, staffing,
managing employees payrolls and maintaining the obligations which are contractual. The the
personal management also includes all the efforts made by the employees of the organization in
making their business success in the market. The human resource management plays a very
important role in making of the rules and policies which will turn out be beneficial for the future
of the organization(Lazareva, and et.al., 2018,). The Tesco's Human Resource Management did
the same thing and now the Tesco is considered to be top retailing store in the world. The
personal managers of the Tesco were working as an mediator between the employees and higher
authorities of the organization. Their work was to convey the problem and issues faced by the
employees of the organization regarding the work culture, salaries, incentives, targets given to
them etc. The personal manger or the human resource manager's brings out with solution which
best fits to the organization's policies and their employees demands.
 Recruitment and Selection Policies
The recruitment drive of the Tesco is based on the internal and external environment of the
organization. The Tesco first looks at the internal environment of the organization in which the
promotions of current employees on the new job designation is done. If the organization have
any new job vacancy which is vacant, then the candidates preferred for that for job vacancy will
be those employees who are working under that vacant post. These employees will be recruited
on those vacant post as a promotion(Daniel, C.O., 2019). The promotion is based on the overall
performance of the employee and how much profits they had made for the organization. If the
organization does not find any suitable employee within their work place then they will go for
external environment. For that external environment the organization will give advertisement of
the job on different job portals. In this process the candidates will mail or upload their CVs on
these sites and the companies will shortlist those CVs according to job profile and requirements.
Then an aptitude test will be conducted and then candidates who have cleared the aptitude test