Effective HRM Practices for Productivity

The assignment emphasizes the significance of HRM practices in organizational effectiveness. It requires the student to understand how managers can use the right method to deploy the correct person at the right job on the right time, leading to better productivity levels and issue resolution.

Managing People
(Develop a reasoned and balanced argument as to why the organization
needs robust and progressive HRM policies. Your answer should include
reference to training and development and employee engagement and
how these are linked to HRM strategy)

ESSAY
Human resource management is stated to be a filed which was engaged in making sure that
each task is completed in a set period of time. There are various issues and problems that are
faced by a company when it comes to engagement with manpower. It is very important to ensure
that each task is completed in a set period of time. They need structures and polices to manage
the most dynamic force that is people. Human resource management has been an approach which
allowed companies in using manpower as a strategic tool to attain higher level of effectiveness.
The robust structure and models that HRM provides to company are inseparable as it is very vital
for a firm to manage workforce and standardise everything (Absar, Nimalathasan and Mahmood,
2012). These days there are various type of laws and legislations which are being formed by
government for assisting business organisation as well as ensuring that each task is completed in
a set period of time. it is essential for companies to make sure that they are able to develop good
relationship with people so that all task can be done effectively. The whole essay is stated to be
based on analysing and understanding aspects as how HRM is assisting Tesco in developing
robust and progressive policies.
Human resource management has a basic aim of maximising worker’s capabilities and
performance as to ensure that all strategic objectives are met in a proper manner. The task of
HRM is to manage people within Tesco as well as boost their performance to a higher level.
They aim to reward employees as well as cope with change within company by formulating an
effective plan. The task of HR managers is stated to be concerned with maintenance of
manpower movement (Alfes and et. al., 2013). Talking about current conditions, HR is engaged
in ensuring that they are able to take strategic initiatives which are related with merger,
acquisitions, succession planning, industrial relations also. Still the prime focus of this function
is to ensure that company is able to boost organisation effectiveness and efficiency to a higher
level. They have to organise, recruit, train and make sure that they are able to develop better skill
set among people. The main activity that is conducted by an organisation is to conduct training
and development as to boost employee engagement.
Tesco is known to be one of the biggest grocery retailer in world and it employees a massive
460,000 people within their company. It is very difficult to manage resources as well as people.
These days’ companies like Tesco have different opportunities which can be used by
organisation for gaining higher level of effectiveness (Brewster and Hegewisch, 2017). It is
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essential for them to make sure that their staff is satisfied and guided in a same direction. Also,
all employees need to be informed so that they are able to perform their task as per the
requirement. It is impossible for a firm with a size of Tesco to not use HRM and its practices as
this is only way they will be able to attain strategic edge over other competitors. Today,
organisations need people who would serve them in a more productive manner. It is very
important to ensure that each task is accomplished in a set period of time (Bush and
Middlewood, 2013). Also, company has to apply a stable approach so that better results can be
obtained. The managers are tasked with responsibility of managing people in a proper way.
Tesco requires HRM and its tools to ensure that they are able to overcome the issues and
problems which are related with manpower. They have a massive workforce which cannot be
managed by manual tool and requires specialised strategic aspect.
Human resource management polices plays an important role in managing the activities as
well as performance of employees in an organisation. It helps in improving productivity of
employees through creating positive work environment. Progressive HRM policies evaluate the
performance of an organisation as well as employees and thereafter conduct training sessions and
development programs in order to enhance skills and capabilities of employees so that they will
contribute more in achieving desired goals and targets of an organisation (Conceição and
Altman, 2011). Effective HRM practices also helps in identifying the needs of employees and
fulfil their requirement by providing direction and guidance of terms of training and
development programmes. The HR manager needs to motivate their workers through
implementing various HRM polices such as recruitment, promotion, compensation, training and
development programs etc. Employees can contribute more than expected only when they are
motivated and it can be possible through implementing progressive HRM polices. Providing
incentives and rewards to their employees on the basis of their performance helps in maximising
the level of satisfaction.
HRM polices creates platform for their employees where they can share ideas and
opinions regarding implementation of HRM polices with HR manager (Xu and Cooper Thomas,
2011). The manager must need to inform about the HRM policies to their workers which helps in
maintaining healthy relation with them. It is essentially required for HR manager to recruit
skilled and knowledgeable candidates with the help of which they can achieve their desired goals
and objectives. Conducting training sessions and development programs enables the employees
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to handle actual problems which may occur during production process. Trained employees
required less supervision and the chance of conducting errors also minimizes (Griffin and
Moorhead, 2011). The HR manager is held responsible to organise staff orientation programmes
for newly recruited candidate which helps them in getting familiar with existing employees in
working environment and thus maintaining good and healthy relation between the employees.
Progressive HRM practices helps in motivating employees to work in group in order to achieve
desired targets in more effective and efficient manner.
There are various ways the problems can be sorted out and resolved by using HRM tools
and techniques. For TESCO it would be training and development as well as employee
engagement schemes. HR policies, procedures and practices establish a framework to assist
managers in motivating, guiding as well as achieving goals and objectives. To understand this in
a proper manner robust and progressive HRM policies are required. Training and development is
a way of boosting employee’s skills and capabilities to a higher level (Grossman and Salas,
2011). It is a best method for motivating and developing a comfortable environment which is
supportive for adventure and innovation from employee side. The managers have to keep on
conducting need assessment as to make sure that they are able to understand the actual
requirement of people within TESCO. It is essential as this would aid in formulating plans and
policies as well as boosting organisational capabilities to a higher level. Training and
development are two very different concepts but are used together.
Basically, training is a concept which is used when there is requirement of educating
lower level of employees who require skill development. they are the one who are engaged with
machinery and other equipment and need to be trained. So that they can perform better and
effectively. Basically, today each issues have to be addressed which is related to skills and
abilities. Today, managers need to keep on conducting need analysis which will enable them in
knowing about the requirements of employees related to skills (Gruman and Saks, 2011). If
Tesco will not look after the training needs of lower level staff, then it will fail to deliver higher
quality of services to consumers who are the most important element for the company. in case if
organisation fails in understanding the real needs of training then it will suffer from drastic lower
level of productivity.
While on the other hand, development is an activity which is conducted for boosting
analytical and intellectual skills of middle and higher level managers. In case of Tesco, it has to
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ensure that they are able to motivate individuals to undertake developmental activities which
would boost their effectiveness and efficiency. The aim of organisation is on the aspect that each
issue is addressed by applying interactive, innovative and strategic approach. It is essential for
organisation to engage people in developmental activities so that they are able to develop better
level of skills and opportunities (McGrath, 2012). There are multiple opportunities present in the
environment for the organisation which can only be explored if they are able to attain a higher
level of effectiveness. human resource management tools and techniques need to be used. Such
as seminar and conferences, brainstorming sessions, etc are the ones which will boost overall
level of attainment for organisation.
There is another method which can be used by Tesco and that is to use employee
engagement and relationship management as a tool to approach people. HR managers need to
accept the consequences of training and make sure that they are able to attain a better and
effective level of abilities (Teague and Roche, 2012). Employee engagement will ensure that
workers are able to communicate and state their problems and issues in a right way as well as
managers are able to understand about the problems that are hampering individual peace of
mind. It is an effective technique which ensures that each objective is attained and task are
completed.
Today, the two stated aspects are aiding Tesco in making sure that it is able to build
competitive edge over market share. HR strategy of company has to be prepared in a manner that
it will bring in more effective grip to the managers in human resource. Basically, all training and
developmental programs need to be aimed at aligning organisation future with employee’s ability
to attain goals. it is necessary to understand that each task is completed in a set period of time.
TESCO recently faced an employee agitation where they were demanding for better environment
and effective management decision making regarding their issues (Nelson, Callison and
Freswick, 2016). Company managers were at fault that they did not address all the problems in a
set manner. Tesco is a company that needs a robust set of policies and progressive regulations as
to ensure that each task is completed in a set time period. They have a huge workforce which
needs direction from managers and wants to be guided as there are different functions and
departments that are existing within system. Incumbency and slower decision making can also be
removed with the aid of HRM and its tools. The organisation has to make sure that it is able to
attain a higher level of effectiveness.
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Tesco is a multinational organisation which aims to become world best and biggest retailer
in grocery and other fields. It is essential to make sure that each individual gives their 100%
which is only possible when they are motivates, trained and capable enough to take on issues and
uncertainties in an effective way. for this HR strategies and policies are prepared which allows
managers in following a path that can be used for achieving higher level of productivity. If they
fail to understand the need of market and environment, then they won’t be able to attain goals
and objectives (Shuck, 2011). All issues and problems need to be covered for boosting
organisation effectiveness and this is only possible when the HR policies will be implemented in
a right manner. Different aspects will be covered like training and employee relationship
At the concluding point, it can be stated that Tesco needs to provide training and
development to its lower as well as upper level of management. This will ensure that each issues
and task is completed and all the problems are addressed in a desired manner. HR managers need
to keep on conducting need analysis as well as market overview is required so that changing
trends can be understood (Singh and Satpathy, 2015). The managers also have to make sure that
they are able to develop good level of relationship with employees. it is the utmost requirement
as this will ensure that communication flow is smooth and people are able to communicate with
one another in a right manner. it is essential for organisation to attain a higher level of
effectiveness. This is only possible when managers will be using right method to deploy correct
person at right job on right time. the task of individual is to make sure that each issue is
addressed and better productivity level is achieved.
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REFERENCES
Books and Journals
Absar, N., Nimalathasan, B. and Mahmood, M., 2012. HRM-market performance relationship:
evidence from Bangladeshi organizations. South Asian Journal of Global Business
Research. 1(2). pp.238-255.
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Conceição, S.C. and Altman, B.A., 2011. Training and development process and organizational
culture change. Organization Development Journal. 29(1). p.33.
Griffin, R.W. and Moorhead, G., 2011. Organizational behavior. Cengage Learning.
Grossman, R. and Salas, E., 2011. The transfer of training: what really matters. International
Journal of Training and Development. 15(2). pp.103-120.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
McGrath, S., 2012. Vocational education and training for development: A policy in need of a
theory?. International Journal of Educational Development. 32(5). pp.623-631.
Nelson, T.A., Callison, K. and Freswick, A., 2016. 10. A comparative study of five countries
with critical mass and its ambiguous impact on HRM policies. Research Handbook of
International and Comparative Perspectives on Diversity Management. p.276.
Shuck, B., 2011. Integrative literature review: Four emerging perspectives of employee
engagement: An integrative literature review. Human Resource Development Review.
10(3). pp.304-328.
Singh, S. and Satpathy, B., 2015. A Study on HR Practices for Employee Retention in Select
Indian IT Organizations. International Journal of Engineering and Management
Research (IJEMR). 5(1). pp.159-166.
Teague, P. and Roche, W.K., 2012. Line managers and the management of workplace conflict:
evidence from Ireland. Human Resource Management Journal. 22(3). pp.235-251.
Xu, J. and Cooper Thomas, H., 2011. How can leaders achieve high employee engagement?.
Leadership & Organization Development Journal. 32(4). pp.399-416.
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