HR Management Practices and Employee Engagement

The provided project report emphasizes the significance of HR management practices in promoting employee engagement. It highlights the importance of HR managers playing a proactive role in the organization, adopting policies and practices that positively impact employee activities and contributions. The document also touches on the need for proper training to expand business activities in new areas.

Human resource

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
1 HR policies and practices in organisation................................................................................1
2 External forces that affect strategic decisions..........................................................................3
3 HR policies and practices are delivered...................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is related with manage actions and decisions of employees
at workplace so entity can attain its set goal and objective. One of the main purpose of HRM is to
ensure that entity is able to achieve growth and success through people (Harrington, Warren and
Rayner, 2015). This concept enable entity to retain skilled, motivated and committed employees
for a long time period. TESCO, a British multinational general and grocery retailer with
headquarter in UK is taken in this report for study. Policies and practices of human resource in
TESCO and various external forces that affect the strategic decisions of entity is all given in this
report.
TASK
1 HR policies and practices in organisation
Employees play a big role in success and growth of an entity. Human resource policies
are formulate by manager to guide employees and to maximise their contribution in business
success. TESCO introduces a high commitment model which offer training and development to
staff members. Entity have developed its culture through extend its logo. Various efforts are
done by entity to improve commitment of its employees and to offer better services to its
customers (Khan and Rasheed, 2015). This model proved a successful one for the entity.
Different strategic Human resource are implement by firm as a change agent. During past
decade, entity implement strategic HR by provide training to its employees on continuous basis.
Introduction of HR policies has increase the effectiveness of business process. All this indicate
that entity is a first class training provider to its employees which enhance enterprise's scope to
expand its operations in new areas. TESCO operate in a competitive environment as its target
customers have wide choice to determine where to shop. Recently entity expand its operations in
financial areas and all its products of firm are available on internet (Tung, 2016). Various factors
are there that require to be consider by entity in order to remain competitive and to maintain its
market share. By reinforce its values and culture with help of training workers can be encourage
to focus more on their job roles.
Human resource strategy of TESCO consist around simplification of work process, link
performance management with organisational goals and challenge unwritten rules. One of the
main feature of TESCO is that it ensure that every individual working in organisation has the
1

opportunity to understand his or her role at workplace in order to contribute more in its values
and purposes (Shen and Benson, 2016). In this, entity require an innovative induction
programme that caters to various style of learning, different cultures and various commitment to
the job. Employees that work on front-line are known as reflection of firm towards its target
customers. All workers in enterprise, play a significant role in transform core values and
customer commitment into reality and for this they do efforts on routine basis. One of the major
challenge before TESCO is to make sure that all staff members are aware about the role they
play at workplace as this help in understand how their actions and decisions largely affect the
success of entity (Abdullah and Zulkifli, 2015). It is very essential for organisation to offer
training to its employees on continuous basis so they can work well and better satisfy the needs
of customers. Skilled work force support entity in get a competitive advantages and also help in
generate more number of profits as compare its competitors. Main aim of strategic policy of
entity is free up stores workers so they can perform well and can deliver better customer service
to it customers. Concentration of future is to offer a clear way to define responsibilities and
activities. System assure that all staff members are responsible and liable to be informed and
consulted. Further, various management techniques are use improves skills of employees. These
techniques consist situational leadership, problem solving and root cause analysis. In addition to
this, TESCOP intends to emphasis more on improve and develop skills of its workforce. One of
the main aim is to make learning an integrated element of its culture as this enhance
organisational flexibility and help in get a competitive position.
Due to increasing competition on a fast speed, significance of HR in the United Kingdom
is increased. There are basic differences in the hard and soft practices of HRM. Hard HRM
practices emphasis little on concern of employees and due to this, effectiveness of human
resource management based on employee's performance. Soft HRM practices also consider
business performance as a major concern but concern of employees also valued in this.
Today business organisation require new and effective skills in order to survive in
business environment. TESCO integrated HR into all plans of business. This aspect is require to
be use by entities in decision making process. All this indicate high commitment to HR and offer
more training to its staff members. This support an individual to better understand his specific
role at workplace. TESCO place a high value on their human resource.
2

There has been an increase in offer training to the staff members and due to this workers
are receive more training. All this happen due to strategic role of human resource department.
Strategic HRM has gained both popularity and credibility as this largely affect the organisational
performance. Every worker is consider as an significant part of overall business strategy and due
to this they play a significant role (Stone and et. al., 2015). Training is offer to develop their
skills and improve their knowledge. For achieve success, it is very essential for HR to take a
proactive role in organisation.
2 External forces that affect strategic decisions
Human resource manager need to understand and assess all essential aspects of business
which used to impacted upon on decision making of a company. It is really important to
understand such aspects properly so that determined outcome could be resource. A human
resource manager have to understand aspects of external world properly and need to control them
better by crafting better and signified strategies in nature. This result in proclaiming better and
determined outcome so that effectiveness and efficiency in operations could be maintain and
manage for long period of course (Albrecht and et. al., 2015). Business managers of TESCO
have to understand all external factors of business and their impact on strategic human resource
management decision making process. This enable and support in defining and crafting such
framework which enable and support in maximising effectiveness of working operations so that
effectiveness and efficiency could be maintain and manage in their operations. Certain factors
which required to understand by HR manager of TESCO are signify as follow: Employment market: One of a major thing which need to understand by HR manager of
a company would be employment market. It is really important to understand and
determine the nature of market world scenario in which association used to operate their
activities. Like if they are operating in UK environment then they have to assess number
of section unemployed in UK and then provide better opportunities to them so that they
could sustain at define market world by providing jobs. If managers of TESCO found
that vast section is unemployed then they have to craft strategies as per that. This result
in providing and defining better opportunities so that suitable gain could be assess in
long period of course. Thus, the first factor which have to focus upon and understand by
human resource manager of a company will be employment market so that better and
defining opportunities could be provided to each and every individual.
3

 Skilled force: Another external factor which required to understand by manager of HR
of a TESCO would be skilled and unskilled individual. Like they need to understand
from market world that in unemployed section how much of them are skilled and have
better knowledge of work and how much of them have not (Cascio, 2018). This also
enable them in determining better strategies so that they could maintain and manage such
strategies which assist in managing effective operations. A skilled unit is really helpful
where cost of training reflection is low on the other hand unskilled force required high
cost. This also maintain and manage by TESCO managers properly so that they could
recruit skilled individual more as compared with unskilled one.
 Unionised and non unionised: An important attribute which have to focus on by
managers of company is to determine unionised consideration and non union
intervention of their employees (Bratton and Gold, 2017). HR manager have to identify
all unions and non unions whom working in favour of such employees so that they could
facilitate better drawn of work. Non unionised section gain better opportunities as
compared with union one because there chances of dealing problems of associates get
done by HR manager only. Thus, strategies of TESCO frame by HR manager have to
determine this aspect in frame as well.
3 HR policies and practices are delivered
HR functions are play vital role in managing as well as organizing overall activities of the
company. Basically it helps in managing changes and also facilities training and development to
their workers so that they effectively perform their task at workplace and attain set goals. Along
with this, HR functions consider recruitment, selection, employee relation and many more. As it
is important assets for every business organization which may leads in improving overall
performance level (Harrington, Warren and Rayner, 2015). By organizing HR functions,
manager easily attain organizational goals and objectives through motivating employees and at
the same time also encouraging them. With the help of this, Tesco easily enhance their
productivity level.
Along with this, HR policies and practices are also beneficial for business organization as
it ensure a safe and healthy work environment where workers are effectively perform their
activities. One of the main benefit of delivering HR practices and policies manager easily
manage all the staff members and at the same time also resolve issues at workplace. This will
4

leads in enhancing the profitability level of the company. As it also provide guidance and tools
for manager which helps in managing workers at workplace. In addition of this, it also
established work standards, which helps in ensuring compliance to set safety rules and
regulations which helps in reducing the chances of arising issues and conflicts among employees
within the workplace. As Tesco, create policies to effectively established positive work
environment which may leads in providing better support to workers to enhance their
performance level. This will directly contribute in achieving set targets.
In addition of this, Tesco use Ulrich’s model, it is important for HR which focus on
people and their role at workplace including, workers, managers and many more. This model
includes four roles which is relate with HR department are as follows:
HR business partner: Under this, partner of HR business which they communicate with
internal clients and external customers. Along with this, they also take feedback from internal
customers towards the experience in order to fill the vacant job place. With the help of this
company promote their services and for enhancing productivity level.
Change Agent: In this, HR change agent communicate those organization who required
to expand. Along with this, they also provide training to workers so that they effectively perform
their task and also adopt changes in effective manner.
Administration Expert: Under this, HR is responsible for various task in which they
follow all the regulations and changes such as safety rules, trade law and many more all these
helps in attaining set target in appropriate time frame.
Employees Advocate/ Employee Champion: In this, HR department is responsible for
understanding employees interest and also make sure that they are protected as well. In this
employee advocate define the workers satisfaction and morale in order to attain positive
outcomes. This will aid in developing favourable results in most effective manner.
Furthermore, a line manager is an individual who manage workers and operation of the business
for attaining positive results. It play important role in every company in which they manage
workers as well as resources in appropriate manner. In this context, line manager also face
various issues in business as they face difficulties to provide timely coaching and development to
its workers as it negatively impact on employees turnover and also maximize expenses of the
company.
5

CONCLUSION
From the given project report, it can be concluded that it is very important for manager of
HR department to play a proactive role in enterprise. Policies and practices of HR adopt by entity
largely affect the activities of employees and impact their contribution in success of entity. By
offer proper training to its employees TESCO can expand its activities in new areas.
6

REFERENCES
Books and Journals
Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy
DEMATEL: An application to human resource management. Expert Systems with
Applications. 42(9). pp.4397-4409.
Albrecht, S.L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Harrington, S., Warren, S. and Rayner, C., 2015. Human resource management practitioners’
responses to workplace bullying: cycles of symbolic violence. Organization. 22(3).
pp.368-389.
Khan, A.S. and Rasheed, F., 2015. Human resource management practices and project success, a
moderating role of Islamic Work Ethics in Pakistani project-based organizations.
International Journal of Project Management. 33(2). pp.435-445.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Stone, D.L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Tung, R.L., 2016. New perspectives on human resource management in a global context.
Journal of World Business. 51(1). pp.142-152.
Online
Human resource. 2018. [Online] Available through: <https://www.hr360.com/human-
resources/>./
7