ABOUT HUMAN RESOURCE MANAGEMENT QUESTION ANSWER 2022

MBA LEVEL ASSIGNMENT PLEASE

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the student
Name of the university
Author note

1HUMAN RESOURCE MANAGEMENT
Table of contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Question 1........................................................................................................................................2
Question 2........................................................................................................................................3
Question 3........................................................................................................................................4
Conclusion.......................................................................................................................................5
Reference list...................................................................................................................................6

2HUMAN RESOURCE MANAGEMENT
Introduction
Introducing effective training and development policies as well as adopting different
motivational strategic initiatives, the human resource department focuses on ensuring the
contribution of individuals in the growth process (Anderson et al. 2015). The purpose of this
study is to critically analyze existing people and talent management policies in Tesco Plc. and
how the policies bring significant impact in terms of ensuring the talent management practices in
the workplace. Identifying the talent management challenges, improvement suggestions have
been provided for betterment.
Discussion
Question 1
Tesco can be considered as the largest multinational retailer ‘in the UK market. In the
year 1919, Tesco Plc. was founded by Jack Cohen and within few years, the company has
become the global operator (Tescoplc.com 2019). Ensuring the strong dominance in the retail
sector, effective HR policies have been introduced by Tesco Plc., which has important
contribution in terms of gaining competitive advantage in the market. Analyzing the training and
development policies in Tesco Plc., it has been identified that by simplifying the work
environment it aims to develop core skills of the employees (Tescoplc.com 2019). Individual
training and development policies have been adopted by Tesco Plc. Introducing the
technological upgradation, the skills of individuals are being development. Tesco can be
considered as the crucial contributor in the retail sector that has introduced the Personnel Today
Award for excellence in L&D.

3HUMAN RESOURCE MANAGEMENT
Being the global retailer, Tesco Plc. promotes the human rights and ensures the
community engagement in its operational processes. It has been identified that core convention
of international labor standard is being maintained in the organization. In order to maintain the
operational transparency with the employees, Tesco Plc. has maintained strong commitment with
UN Global compact. Ensuring the safety and security of the employees in the workplace the
company has focused on promoting equality and inclusivity so that diversified work culture can
be valued (Tescoplc.com 2019). In terms of dealing with the financial and non-financial risks in
the workplace, the Human rights commitment of the company is being approved by the Group
Quality director.
Exclusive perspective indicates ‘either this or that’ on the other hand, inclusive approach
indicates, ‘this and that both’. In the inclusive Tesco welcomes the inclusive working
environment in which difference is being valued and embraced. In order to ensure the
opportunity for the colleagues Tesco aims to develop present and future skills so that they can be
professionally strong (Tescoplc.com 2019). in order to introduce the inclusive culture in the
workplace the company has developed it's little helps plan. in order to bring creativity in the
workplace the company supports its colleagues by providing the chance to share their
knowledge. Introducing the five colleague networks such as Black Asian Minority Ethnic
Network, The Armed Forces Network, The disability network, out at Tesco in which bisexual
gay, lesbian intersex and transgender people are involved and Women at Tesco Network have
been introduced.
Question 2
A. Analyzing the training and development policies adopted by Tesco Plc. it has been identified
that ensuring the all the standards of labor law as well as human rights, the company aims to

4HUMAN RESOURCE MANAGEMENT
provide standard environment to the employees (Tarique, Briscoe and Schuler 2015). Tesco Plc.
tries to avoid abusing human rights and tries to meet the satisfaction of its stakeholders. By
introducing the highest international standards, Ethical trading initiatives have been adopted by
the company that has helped the company to develop effective Human rights framework in
which equal opportunity of learning has been included. By developing the strong partnership
with trusted suppliers, Tesco Plc. ensures the labor standard and human rights through its supply
chain. Therefore examining the HR and training practices, it can be said that legislative
guidelines of Succession policy, employee performance management, Equal employment
opportunity, Equality Act, competency based hiring policy, career development and Anti-
discrimination policy are being followed in the company (Tescoplc.com 2019). By continuing
this, it can be said that providing equal learning opportunities, the company has ensured the
growth of individuals.
B. Training and development policies have significant impact in case of helping to achieve the
strategic objectives of the company (Taylor, Doherty and McGraw 2015). Analyzing the
strategic objectives in Tesco Plc, it has been identified that ensuring individual engagement the
company aims to improve the performance standard in the workplace. In case of Tesco Plc. it has
been identified that Training and development policies continue to ensure the long term welfare
of the employees, which indirectly motivates them toward achieving the organizational goals.
C. Analyzing the mission of TESCO PLC., it has been identified that the company aims to shape
its identity by ensuring lifetime loyalty program. Analyzing the HR policies adopted by the
company it can be said that by proactively engaging itself in the government taxation policies,
the company maintains the ethical business operations in the market (Noe eta l. 2017). The tax
principles are aligned with the values of the company which indirectly influence the decision

5HUMAN RESOURCE MANAGEMENT
making process of the company. In terms of maintaining the balance between group’s interest
with the relevant government regulation, the financial resources are being properly maintained in
the workplace (Tescoplc.com 2019). On the other hand, in sufficient funding for training as well
as improper data protection initiative, GDPR is impacting on the retail sector.
D. Analyzing the current situation in the company it has been identified that although the
company has introduced various talent and people management policies in terms of maintaining
the fair business operations, however, due to poor hiring strategic implementation process, the
company is currently dealing the ethical concern (Gabriel et al. 2016). On the other hand, in
effective leadership practices are impacting on the employee turnover rate. Due to the changes in
social attitudes of the customers, cultural policies of the company is getting affected. Although
the company adopted the inclusive training approach, but it is true that without following the
equality act small numbers of employees get trained, who are being selected by the management.
It indirectly impacts on the overall talent management process.
Question 3
Analyzing the situation in the company, it can be suggested that in case of dealing with
the situation the managers needs to focus on keeping the performance feedback, so that
individuals’ can be able to get the chance for improving their performance. On the other hand,
improper interaction between the suppliers and retailers has made them dissatisfied regarding the
company trade policies. In this situation improving the current situation, effective training and
development process is needed in terms of informing individuals regarding the company policies
(Collings, Wood and Szamosi 2018). In order to ensuring positive talent management initiatives,
transparent hiring process can be introduced. In terms of dealing with high turnover rate,

6HUMAN RESOURCE MANAGEMENT
standard reward structure needs to be introduced so that employees can get more interested to
enhance their abilities for improving their talent.
Before implementing the policies, the obligations of the company also needs to be shared
with the stakeholders. Sharing policy process with the employees, TESCO Plc. can be able to
effectively implement its policy for talent management by increasing its funding so that proper
benefits can be provided to the employees. In order to implement the policy, the company may
face difficulties in the training and development process (Fox and Cowan 2015). It can be
assumed that while implementing the policy Tesco Plc. may face challenges due to inadequate
material and human resources, which may lead to the implementation gap. Some of the cases, the
gap between assumed outcome and actual outcome can create disappointing situation.
Conclusion
In this study, it can be concluded that people and talent management policies have
significant impact in terms of improving the performance in the workplace. With the effective
people management initiatives, not only the personal growth of individuals is being achieved, but
also it plays an important role for bringing the professional growth. Analyzing the situation in
Tesco Plc., it can be said that in order to improve the talent management initiatives in the
workplace, the company needs to focus on focus on keeping the performance feedback in which
talent of individuals can be managed.

7HUMAN RESOURCE MANAGEMENT
Reference list
Anderson, J., Kuehl, R.A., Drury, S.A.M., Tschetter, L., Schwaegerl, M., Hildreth, M.,
Bachman, C., Gullickson, H., Yoder, J. and Lamp, J., 2015. Policies aren’t enough: The
importance of interpersonal communication about workplace breastfeeding support. Journal of
Human Lactation, 31(2), pp.260-266.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Fox, S. and Cowan, R.L., 2015. Revision of the workplace bullying checklist: the importance of
human resource management's role in defining and addressing workplace bullying. Human
Resource Management Journal, 25(1), pp.116-130.
Gabriel, A.S., Cheshin, A., Moran, C.M. and van Kleef, G.A., 2016. Enhancing emotional
performance and customer service through human resources practices: A systems
perspective. Human Resource Management Review, 26(1), pp.14-24.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Tarique, I., Briscoe, D.R. and Schuler, R.S., 2015. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.

8HUMAN RESOURCE MANAGEMENT
Tescoplc.com 2019. retrieved from:
https://www.tescoplc.com/media/1239/code_of_business_conduct_2015.pdf [Accessed on 13th
Aug, 2019]
Tescoplc.com 2019. retrieved from: https://www.tescoplc.com/about/how-we-do-business/our-
approach-to-tax/[Accessed on 13th Aug, 2019]
Tescoplc.com 2019. retrieved from: https://www.tescoplc.com/sustainability/downloads/human-
rights-policy/[Accessed on 13th Aug, 2019]