Human Resource Management: Strategic HRM Models, Organizational Levers, and Job Design Strategies of TESCO Ltd

This report on Human Resource Management covers strategic HRM models, differences between personnel management and HRM, impact of national and corporate culture on staff management, critical evaluation of organizational levers, and job design strategies of TESCO Ltd. It also includes good HR practices and recommendations for employers. The report is relevant for students studying HRM, business management, and related courses in colleges and universities.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
STRATEGIC HRM MODELS-...................................................................................................3
IMPACT OF NATIONAL AND CORPORATE CULTURE ON THE MANAGEMENT OF
STAFF-........................................................................................................................................5
CRITICAL EVALUATION OF ORGANIZATIONAL LEVERS-............................................6
JOB DESIGN STRATEGIES OF TESCO LTD-........................................................................8
GOOD HR PRACTICES-............................................................................................................9
SUGGESTIONS AND RECOMMENDATIONS TO EMPLOYERS REGARDING HRM-....9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is a critical process in which for an organization a wide
range of activities are performed in order to manage the human resources and getting them
developed (Azizi, 2021) In the report strategic HRM models and concepts will be discussed and
differences between personnel management and HRM would also be articulated. Further, for
TESCO Ltd the report would critically evaluate their HR policies. The report also discusses
various organizational levers which are available to manage human resources more efficiently
and job design of the company would also be discussed. At the end of the report good HR
practices by various firms will be taken into consideration and some of such recommendations
are extended to employers, so they can maintain organizational performance higher.
STRATEGIC HRM MODELS-
Strategic HRM models and concepts- It provides a framework to manage people in the
organization and also get them developed in long term scenario, HRM concepts helps an
organization to align with the business environment and as per requirements grooming the
employees. The models of strategic HRM are as follows-
The Fombrun Model- As per this model HRM must abide the strategies of the organization.
The focus must be on selection, appraisal, development and rewards. So can ensure their higher
performance in long term.
The Harvard Model- It says that there are six components in HRM which must be taken into
consideration. The dimensions are stakeholders, situational factors, HRM policy, HR outcomes,
Interests, and long term consequences. With better management of these factors human
management can be efficiently managed (Michael, 2019)
The Guest Model- it claims that there are six different components with proper attention on
them HR manager may grab better results. The components are HR strategy, HR practices, HR
outcomes, Behavioural outcomes, Performance outcomes, and financial outcomes.
The Warwick Model- Like other models this model gives five key components to manage for
strong results in management of HR. these are also known as 5Ps Purpose, Principles, Processes,
People, and performance.

Difference between HRM and Personnel management-
HRM and personnel management are different phenomenon which are as-
Personnel management HRM
It is process in which administration addresses
the hiring and compensation of employees.
HRM is a wider concept in which all the
aspects of human resources are taken into
consideration.
Employees are treated as just means of
production.
Employees are considered key assets of the
organization.
Communication is not much efficient. Pays more attention on the communication
factor (Pak, 2019)
Actions based of procedures. Actions are based on proper strategy.
Decision-making is slow. Faster and more impactful.
It is organization centric. Keeps employees or workers in centre.
Employees are treated as cost centre. Employees are treated as profit centre.
This is a narrow approach. This is a wider and a well-articulated approach.
So on the basis of the comparison made above it can be said that both are very different
functions in an organization despite having some similarities. Personnel management is also
considered one part of HRM but HRM is a wider phenomenon which consists a wide range of
such activities which are intended to go for welfare and development of work force in an
organization.
HR strategies should align as-
For the purpose TESCO Ltd is taken into consideration. TESCO is a globally known
retail giant which is getting operated in more than 14 nations. But majority of the operations are
carried out in UK itself. The company is needed to align its HR strategies in order to meet the
demands of the labour market of UK.
CoVID-19 intensively affected UK labour market but current circumstances are looking
in favour of the business. Unemployment rate is decreased by 0.2%, (Macke and Genari, 2019.)

other segments of market are also showing good recovery. Unemployment is regularly
decreasing. Job vacancies in February 2022 rose to 1,318,000 (Anwar and Abdullah, 2021)
To align with labour market demands these strategies should be followed by TESCO-
It must go for selective hiring since good and skilled young force is available so should
take advantage, labour market is showing recovery so it should focus of training in relevant skills
so can hike their productivity level, further must provide security since after CoVID-19
employees are more concerned about security aspect so by providing it TESCO can surge their
productivity. Further, is must follow performance based compensation policy for its workers so
can meet the surging requirements of the market because in the retail sector the market is
experiencing a good trend of recovery. It would be better is TESCO hires young blood as the
trends of the labour market appears the contribution of young people is less so can take
advantage.
By following the HR strategies TESCO Ltd can handily comply or align with the demands of the
labour market.
IMPACT OF NATIONAL AND CORPORATE CULTURE ON THE MANAGEMENT OF
STAFF-
After hit of CoVID-19 the national and corporate culture changed the way of staff
management. Specifically for TESCO which is a global retail giant is being affected a lot, after
the pandemic the national outlook has been rigorously changed. The national workplace culture
of UK has been always very social and relaxing but after pandemics it took a drastic turn and
became quite difficult. At the same time the corporate culture also took different shape due to
pandemic.
Earlier TESCO was hugely practising Clan culture to manage the staff but after CoVID-
19 many of activities got changed like work from home culture got introduced, staff management
also started digitally and over use of technology took place so in such circumstances the
adhocracy Culture took place so can promote the ability to adopt the new changes quickly. In
the company where number of retail items are being provided and a range of tasks are being
performed so in this unstable market form for TESCO it is essential to get its employees ready to
learn new skills quickly and get ready for adaption. Now there is strong need of flexible staff
who can adjust with the circumstances of the market. Other national corporate culture which was
earlier very relax now looking much advanced. People with higher skills and resilience are

getting priority which also affected staff management. Companies like TESCO who is having its
wide operations in many nations is getting affected by different cultures of different nations and
as per the prevailing circumstances managing its staff management practices (Coreynen,
Matthyssens, 2018)
So it is fair to say that the management of staff of the company got affected by the
national and corporate culture dynamics.
CRITICAL EVALUATION OF ORGANIZATIONAL LEVERS-
Organizational levers refer to such methodology or tools which are helpful to implement
changes effectively in an entity. After CoVID-19 the market is not as same as it has been now
the trends are going in different directions. So for the companies like TESCO which is trading
globally having need of such organizational levers which may help it in installation of changes in
the organization.
After pandemics the instability of the market is compelling it to go for adaption for that
purpose organizational levers are very helpful which would be helping the company to fulfil the
requirements of the customers better than the competitors so can enshrine its sustainable
competitive advantages in the market. For the company these are those organizational levers
available to manage HR (Mlala, Dedieu, Calavas 2022)
Strategic communication is one of such organization levers. As per the lever the
organization must abide strong and well-formed communication which helps to comply with the
changes. After pandemic the corporate structures are also getting changed for instance work from
home is becoming so often for the employees so with this regard it will help a lot. But for the
companies like TESCO who is already having its communication channel making drastic
changes in that may cause it uncomforted and may demoralize the workforce too.
Now after pandemics TESCO is planning to expand its business presence to take
competitive advantages. For the purpose may go with Applied Matrix HR management which is
one of the most prominent lever. As per the lever for such organizations where different types of
functions are being performed such assignment based commanding methodology should be
installed it will help a lot to manage HR. the competitors are not as much powerful as TESCO is
specially in the market of UK where in term of revenue it is sharing more than 31% of the retail

sector (RATMONO, 2020) so it would be great lever to manage HR. but it may also kick off
possibilities of getting confused and perhaps mislead which is a threat to the organization.
Strategic hiring is a salient lever. The key competitors are also adopting this policy
quickly. In the labour market of UK good employees are available and at this phase when the
demand of retail products is getting higher company can not afford idle time of labour which
takes place due to training so if hire people with proper strategy to meet the requirements of the
job then can give tough competition in the market and will also help to make a high performance
Human Resource team. But it will cost much since such skilled people are not easily available
and in the market the trends are showing decreasing unemployment so for such hiring needs to
pay more attention, efforts and money too which may create threats in unstable economies
(Widdop, 2018)
For better HR management the company may practice Work Environment Optimization.
After pandemics people are striving to work as much as possible so for their personal
development and making them more productive TESCO can practise work environment
optimization lever. As per this lever the organization must keep its working policies a bit
inclined to the work force, Which will ultimately make HR well-managed. Policies like flexible
work hours, four of five day work plans etc. will give ease to the employees and would also hike
their performance so organization can take competitive advantage in the market. As it is said a
highly satisfied worker paves the way for highly satisfied customer. But such policies needs
more attention and proper management since giving ease or more comfort may lead Human
resource to be idle and being less productive or laze which would be driving additional cost to
the organization (Monfardini and Pilonato, 2020.)
After pandemics work forces are also facing problem of national and corporate culture
changes so with this regard they may be served with one of such lever “ Purposeful Culture in
business”. It will make them know that who they serve, what they serve and what would come to
them in reciprocation. For TESCO it would be a great plan since to defeat the competition and
keeping its sectoral position safe such strong HR is quite necessary. It not only hike their morale
of working but ultimate affects come on the efficiency factors. For this practise sharing
information properly, informing workers about key decisions, guiding them on their day to day
activities etc. are carried out. It helps to not only make the employees thrive but also they give
their best to serve the customers which brings competitive sustainability to the organization. But

this lever costs much since for higher level of involvement of the employees needs strong
management which is a bit hectic tasks. And for TESCO whose number of employees are
constituting a vast amount around 367000 (Abrantes and Venkataraman, 2022) So with such a
mammoth amount of workers it is not like walking on the cake for the organization.
So all the above discussed organizational levers can be used by the organization in
attempt to manage its HR in more efficient way, so they can be made give their hundred and ten
percent so organization not only thrives with phenomenal speed but also make the customers
more satisfied with the least efforts and cope up the challenges placed by the competitors in the
market. After pandemics there are many of such entities who are looking to grab more market
share so in such circumstances by using such levers it can improve its HR practises and
competitive advantage.
JOB DESIGN STRATEGIES OF TESCO LTD-
This is the systematic approach to create jobs in such way which not only adds value to
the organization but also motivate and develop the employees. TESCO practises a well-
articulated job design strategy so can meet its needs and pave the way for better performance and
gain more in the market. Due to impact of CoVID-19 it also made a few changes for betterment
of such strategies, currently the company is practising these job design strategies (Mousa and
Othman, 2020)
Job rotation- TESCO keeps rotating its employees, so they may experience different functions in
the organization which not only make them learn new but also with personal development they
become more skilled for the business. In the situations like Pandemics when global labour
market was shrieked such employees helped a lot in performing different tasks to help the
organization.
Job enlargement- For those jobs in which employees are very skilled the entity adds more
functions within the same job title. It not only helps them to learn new skills but also gives them
chance to be versatile personality. In Pandemics when the entity faced shortage of employees
this strategy helped them a lot to keep the operations continue with efficiency.
Job enrichment- Company adds new dimensions to the job so employees get motivated and give
more to the entity. Like giving them more power or access on the same job. This job design
strategy is very prominent. In adverse time of pandemics it worked out for the company and

helped to meet the customers demand with less number of employees due to global employee
supply chain disruption yet the existing employees performed well.
Job simplification- It is opposite of job enlargement but as the requirements the company has
practised it. This is not followed regularly but to meet the demands of business environment
organization also uses it.
So the above mentioned job strategies are being used by TESCO to thrive more and it
also helped a lot to keep the operations furious even in the blackout of CoVID-19 (Trullen, Bos‐
Nehles and Valverde, 2020)
GOOD HR PRACTICES-
There are many of such HR practices which are being used by different organization to
grab more success in the market and satisfy their customers.
For instance Morrison which is a UK based organization is practising well-formed HR
practices satisfying their personnel which are more than 120000 (Garg, 2021.) They are having
good work related policies like giving leaves, helping to employees on their day to day activities,
so they feel relaxed and comfortable on the workplace.
TESCO Ltd is also practising such range or good HR practises which are behind such
great success of retail giant. Provision of good Working environment, Programmes to retain
employees for linger, for appraisals using methods like 360 degree analysis (Saeed, 2019) and
ensuring that all must be treated equally. Such practises or HR strategies are paving the way of
success to the organization which is operating its functions in more than 14 nations.
Other policies which are being followed by TESCO (Roundy and Burke-Smalley, 2021)
consists its long visionary policies like giving security to the workers for their betterment,
medical policies, so they get better health and medication facilities on cheaper costs, also
organization make sure equality in term of corporate behaviour so all the people with different
ethnicities enjoy the same privileges in the organization.
SUGGESTIONS AND RECOMMENDATIONS TO EMPLOYERS REGARDING HRM-
After pandemics the labour market has shown good recovery yet the economy and the
market is not still performing on its merits so it is essential for recruiters to ensure best HRM so
can hike their organizational performance. So with this regard these suggestions are extended to
the recruiters to maintain better organizational performance-

Employers are suggested to uphold security concern of the employees, after pandemics
the social inclination toward security has grown up. With this regard they may lay down specific
provision in their HRM practices about security of the employees which will make them feel
comfortable and secured and it will be reflecting in form of their higher performance (Zhang,
2021)
They are further suggested enhancing their approach pertain to education and
development of the employees. Since training is based on certain skill but development of
employees will make them ready to face market fluctuations and being more adaptive in the
changing dynamics. After attack of CoVID-19 it can not be denied that there may be such
insurgency in the future so for keeping performance higher it is needed to have such strong and
adaptive workforce it is only possible by their proper development so it is recommended to form
such HRM practices supporting it.
Employers are recommended to recruit people keeping selective hiring practice of HRM.
It would be helping to place right person on right place so in such changing corporate culture can
meet the requirements and mark up higher growth and success.
Further employers are suggested to keep the notion of multi tasking work-power. It
would be helping them to carry out job designs like job rotation to keep the organization
productive in any circumstance and also can introduce new health regimes so can make a fit and
hit team for this purpose suggested overlooking the business culture and make some changes so
HR can feel more comfortable and leads to perform higher.
So by abiding above suggested or extended recommendations organizations can keep
their organizational performance higher and can build a strong HR team or work forces to keep
them close to the organizational aims.
CONCLUSION
From the report presented above it can be summarized that human resource practices are
very much prominent for higher performance of an organization. In the report various HRM
models and concepts have been evaluated, and differentiation has been made between personnel
management and human resource management. The report also discussed impacts of national
and corporate cultures on the management of staff in TESCO Ltd. Various organizational levers
and their importance had been critically evaluated for the entity. At the end of the report such job

designs which are being practised by the company were seen and some suggestions were also
extended to the recruiters so that thy could maintain organizational performance by applying the
best human resource practices in their organization.
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