HRM Practices in Tesco: A Case Study on Malaysia

Human
Resource
Management

Contents
INTRODUCTION...........................................................................................................................................3
MAIN BODY..................................................................................................................................................3
HR strategies............................................................................................................................................3
Impact of regional and national culture on practice of HRM...................................................................4
Organization’s model of employment and the use of Organizational levers...........................................5
Difference between Personnel Management and HRM in an organization.............................................6
HRM practices..........................................................................................................................................7
Difference in the terms of employment laws..........................................................................................8
Recommendations...................................................................................................................................8
CONCLUSION...............................................................................................................................................9
REFERENCES..............................................................................................................................................10

INTRODUCTION
Human Resource Management refers to the use of strategic approach to ensure that the
identification of goals and objectives which are related with Human Resources can be attained in
the future (Ali, 2016). Thus it is quite essential for the companies to make sure that its use is
made so that they are able to ensure that the efficiency and effectiveness level can be enhanced
in the future. This report will focus on Tesco. It is a British Retailer which provides groceries
and other related products to the customers in the market. It has a strong presence in Asia with
presence in different countries. It is strong in Malaysia where it has multiple stores. In this
report, there will be detailed focus on multiple aspects of HRM which are used by the company
in that Asian country to increase the efficiency and effectiveness level of its human resources for
the achievement of short-term, medium-term and long-term goals and objectives.
MAIN BODY
HR strategies
The use of HR strategies is required by the organizations so that their HR management
and HR policies can be made even better which will be helpful in the attainment of the goals and
objectives in the future (Amarakoon, Weerawardena and Verreynne, 2018). The following HR
strategies are used by Tesco in Malaysia-
 Competitive salaries- For retaining the best talent in the organizations it is quite
important that competitive salaries are offered (Al-Jahwari and Budhwar, 2016). In this
way the firms are able to make sure that they are able to attain the desired goals and
objectives in the future without problems and issues. Tesco offers competitive salaries to
its staff members in Malaysia which allows it to retain the best talented people within the
company.
 Benefits packages- The organizations are required to ensure that benefits packages are
offered to the workers which enable them to enhance their overall focus and
concentration in a better manner (Askenazy and Forth, 2016). Thus Tesco offers better
benefits packages to its staff members in Malaysia which enables it to attain the desired
goals and objectives.
 Promotion opportunities- The firms need to offer relevant promotion opportunities to
the workers so that they can make sure that they are able to ensure that they can progress
further in their career. In this way Tesco offers these opportunities to its employees in
Malaysia which enables them to make the best utilization of talent to progress further.
 Staff training and development- The organizations are required to provide their staff
with an opportunity to ensure that their relevant training and development is able to take

place in the right manner. Thus In this way Tesco is able to ensure that its staff members
can progress further by making the use of the available opportunities in the future.
 Focus on employee wellbeing- It is important for the firms to put their focus on
employee wellbeing as a part of their HR policies to ensure that the workers are healthy
(Das and Kodwani, 2018). Tesco uses it in Malaysia and ensures that it can easily attain
the goals and objectives in the future.
 Employee autonomy- The employees of an organization can be provided with relevant
autonomy for being used in the future (Alhejji and Garavan, 2016). Thus in this way the
workers can be able to take important decisions by themselves. It will also make sure that
the employees are able to work in the right manner and raise their overall efficiency and
effectiveness. Tesco applies this strategy in Malaysia to derive the desired results.
Impact of regional and national culture on practice of HRM
The regional and national culture of Malaysia affects the HRM practice of Tesco. This
impact is seen in the following manner-
 Respect of culture- The culture of a country has to be respected by a company who is
operating there (Guest, 2017). Thus in this way Tesco ensures that it is able to frame its
HRM policies in such a manner so that the culture of Malaysia can be respected. This
allows it to make sure that the attainment of goals and objectives is able to take place
quite skillfully.
 Identification of practices- The culture of a country has different types of practices
which are quite unique to the country (Bell, Brown and Weiss, 2018). Thus a company
like Tesco considers this when it frames its HRM policies in Malaysia so that it is able to
appropriately deal with the different types of needs and requirements.
 Feelings of the employees- The regional and national culture of a country is important to
be considered by the companies so that the feelings of the workers can be respected (John
and Taylor, 2016). Tesco considers these feelings of the different types of workers in
Malaysia so that its HRM policies are set accordingly thereby helping in the attainment of
the goals and objectives without problems and issues.
 Problems of the workers- The regional and national culture of a country is crucial to be
considered by the firms so that they are able to work in the right manner in order to
ensure that problems of the workers can be identified pretty quickly (Budhwar and
Mellahi, 2018). This has to be considered by Tesco in Malaysia which can enable the
company to make sure that the appropriate methods for solving of problems are applied.
 Identification of cultural differences- The regional and national culture of a country is
quite important for being considered by the organizations. The company can identify the