HR Strategies and Cultural Impact on HRM in Tesco

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK ..............................................................................................................................................3
(A) HR Strategies used to create value of the firm with the use of concepts of strategic HRM
................................................................................................................................................3
(B) The impact of regional and national culture on the practice of HRM.............................4
(C) Use appropriate organisation’s employment model and state the organisational levers used
to create value.........................................................................................................................5
(D) Difference between HRM and Personnel Management...................................................6
(E) Importance and significance of Local Culture ...............................................................7
(F) Differences in terms of law employment laws when International HRM changes..........8
(G) Good HR practices and literature.....................................................................................9
(H) Recommendations regarding HRM practices................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management works as a department in any organisation for performing
all the activities related to human resource. Process of HRM involve procurement, development
and maintenance of human resource. It helps the employees to work well so that individual,
organisational and social objectives can achieve easily. For planning or preparing of any type of
policies in organisation, HRM is responsible. Recruiting, selecting, inducting, providing
orientation, imparting training and development, motivating employees, are the roles and
responsibilities of HRM. It is also a responsibility of HRM department to know about the needs
of the organisation, so that they can motivate them by fulfilling their needs. Tesco is a company
of grocery founded by Jack Cohen in 1919 from market stalls (Truong and Barraket, 2018). It is
a multinational company as, almost 7000 stores are currently working and it is third largest
supermarket in all over the world. At Annual Grocer Gold Award 2012, Tesco was awarded as
Green Retailer of the year. And according to a report, it was found that the Tesco is generating
revenue of approx 6,391.1 crores GBP. This report include HR strategies, Regional & National
culture on the practice of HRM, Models of employment in the context of Tesco Company.
MAIN BODY
TASK
(A) HR Strategies used to create value of the firm with the use of concepts of strategic HRM
HR strategies are long term plans made by HRM department for the welfare of all human
resource, which aims at integrating organisational culture, employees and process of doing work
in any organisation so that it's goals can achieve easily (Airapetova and et. al., 2017). While
developing HR strategy, four dimensions must be addressed i.e. Culture, Organisation, people
and Human Resource System. Following are the strategies using by the HRM department of
Tesco: Employee Training Providing training to the employees of any organisation is too
mandatory for better performance (Islam and Managi, 2019). Tesco is continuously
running their training programs in their organisation, so that the employees can do their
best and give better result. While it is an expensive strategy but it improve the work
quality of employees and help the organisation to achieve their goals and targets. As
performance of employees are the only pillars towards the success of Tesco. Efforts

made by the employees while doing their work can only be seen by the result or
outcome (Zhang and et. al., 2020).
 Performance Management Measuring and then managing the work performance of
employees is another responsibility of HR department. If performance of employees is
not as per standard, their managers should give efforts to improve work quality.
Mangers of Tesco continuously monitor their employees and for improving their
performance they provide targets so that they can work best as per their ability (Leroy
and et. al., 2018).
 Work Simplification It is the responsibility of a manager to assign the work to their
employees by doing as simple as possible (Carpenter, 2017). Managers of Tesco give
a complete presentation of the work or project which they want to be done by the
employees. If the employees find it simple, as explained by the manager, they
performance their best and do work with interest as they are well known easier by
work .
 Efficient Utilizing It is the responsibility of manager to manage all the resources and
also see whether the project and sources are in budget or not. Tesco is a growing
company as their managers do proper utilization of resources so that their result can
show efficiency. Proper utilization of resources not only gives good result also it helps
in cost cutting of organisation (Weiwei, H., 2018).
(B) The impact of regional and national culture on the practice of HRM
It is a challenge for all multinational companies to adjust with various regional, cultural
and political environment and factors. Because of difference in various factors of various
countries, managers of MNCs have to prepare many policies, so that they can work in the
concerned country (Liu and et. al., 2017) . Before starting working in any country, company have
to analyse all the aspects of environment for not facing many problems while working.
Following are the impacts of regional and national culture of Tesco on the practice of HRM in
the Asian Country i.e. India. Employee Training As it is well known that training is an important function played by
HRM department for improving work skills of their employees. If, Tesco a multinational
supermarket comes in Asian Counties, some changes in this HR strategy will be held
because they have to change their language(Kavanagh and Johnson, 2017) . As people of