Unit 36 - Human Resources - Values and Contributions to Organisational Success

This report discusses the importance of human resource management in achieving organisational success, with a focus on Tesco. It covers Tesco's organizational structure, approaches to employee motivation, and emerging HR developments such as the hybrid working model and power skills. The report concludes with recommendations for delivering sustainable business performance through effective HR practices.

Unit 36 – Human Resources –
Values and Contributions to
Organisational Success

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Overview of Tesco.......................................................................................................................3
Organizational Structure and evaluation of how it relates to the sustainable performance of the
organization..................................................................................................................................3
Analysis of the two different approaches or techniques used for attracting and motivating the
employees within organisation-...................................................................................................4
Emerging development in HR and ways through which these can be adopted in changing
business environment-.................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is the practise of recruiting, selecting, deploying and
handling the employees of the company in effective manner from where an appropriate outcome
can be achieved. Tesco is a multinational grocery firm which is headquartered in United
Kingdom and providing the services in definite order (de Miranda Castro and et.al., 2020). The
current report will illustrate the issues within the workplace where human resource of Tesco
needs to resolve those problems and can motivate the entire workforce of the business and can
drive the organization at higher position.
However, this report will include the organization structure and evaluate the sustainable
performance of the firm and critical analyse the two different techniques to attract and motivate
the workforce effectively. Along with this, it evaluates the areas of HR developments and how
the organization adapt and flex HR practices in this fast changing workplace environment. Also,
it will conclude the justified recommendations to improve the delivering of the sustainable
performance within the organization.
MAIN BODY
Overview of Tesco
Tesco is a British multinational organization who mainly delivers the grocery items which is
headquartered in Welwyn Garden City, England. Tesco was founded in 1919 by Jack Cohen and
aimed to expand the business globally since the early 1990s, with operations in 11 other
countries all over the world.
Organizational Structure and evaluation of how it relates to the sustainable performance of the
organization
Tesco is a well-known organization who deals in grocery items and provides the services
in effective manner. To establish and run any organization it is important for an individual firm
to understand the different areas and functions of the business and how it can be build and
developed at definite level (Sung and Choi, 2018). Thus, organization structure is important part
of the firm for the betterment of the business and can lead the company to grow and develop at
successful level. In general, an organization structure is a system which outlines the certain
activities are directed in order to achieve the business goals and targets and can accelerate the
business growth accordingly (Ercantan and Eyupoglu, 2022).

There are different kinds of organization structure adopted by the companies where Tesco
Plc, uses hierarchical structure where leaders of the organization has the responsibility to lead
and direct the employees and workforce by themselves. In other words, hierarchical structure the
leader have a right and power to take any decision for the workforce and also for the company
where they directly connect and order the employees in relation to any task and activities. Tesco
is a multinational organization, who have more than 360 thousand of people at their workplace
where they believe in guiding the entire workforce by the leaders individually so that each and
every individual employee can feel motivated at the workplace and can share their views and
thoughts with them. Sometimes, it is not possible for leaders to interact with the employees
where Tesco started to adopt the functional organizational structure where the departments have
been categorized based on expertize and can run the business in effective manner (Mukherjee,
Bhattacharjee and et.al., 2020). Functional structure organizes the company into different sectors
or departments from where it will become easy for the leaders to communicate and interact with
them in effective manner and can take the decisions accordingly.
For example, Tesco plc has categorized the department in such a way like finance,
marketing, production, IT department and such more from where the management of the
company can keep their focus on each department in accurate way and can take the decisions for
the betterment of the firm. Sustainable performance simply refers to an ability to meet the needs
and desires of the customer and even stakeholders from where they can lead their business at
successful level (Burton, M.D., Fairlie, R.W. and et.al., 2019). By considering the effective
organization structure at the workplace will lead the firm to perform sustainable and can fulfil
the needs and requirements of an individual in definite way. In order to achieve the success and
profitability, the firm needs to understand the importance of the organizational structure and
practise an appropriate structure at the workplace to obtain the beneficial results.
Analysis of the two different approaches or techniques used for attracting and motivating the
employees within organisation-
It is very important for the companies to attract and motivate the employees as this will help
them in developing the skilled and talented workforce within the organisation. By seeing the cut
throat competition within the business environment it is very essential for the companies to adopt
the effective techniques which will help them in improving the productivity level of the overall
organisation. The two different approaches which will enable the Tesco company to motivate

and attract the employees towards the company to develop the effective workforce for the
organisation. These are such as-
The carrot or Paternalistic Approach:
This approach involves that the employees of the organisation must be treated in very fairly
manner like the employees are there business family and these are the dependent members for
them. In this approach, the employees of the organisation are given large numbers of the rewards
for performing effective and good as well as putting much efforts for achieving the goals of the
organisation (Mehar and Sanwal, 2019). This enables the companies to make the employees
satisfied and feel valued as through this, they also create the feeling of loyalty for the employers
and the overall company.
Tesco adapting this approach of motivating will help them in attracting the candidates as well
because the existing employees will be sharing these rewarding and recognition to them and this
will encourage them to work in the organisation.
This carrot approach can be applied within the organisation effectively as most suitable tool for
the motivation to the employees. This leads to improve the productivity level of the company and
can achieve the goals of the organisation effectively.
The stick or Authoritarian Approach:
This approach of the motivation usually represents the classical as well as the oldest view which
encourages the employees to improve the performance through the threats which the companies
are facing or due to some of the failures. This approach keeps the control over the subordinates
by keeping the stick in the hand of the superiors. The stick approach is basically considered as
negative for the poor behaviour of the employees as this approach leads to proper behaviour
within the organisation. This type of the approach works well when the companies has to
maintain the behaviour of the employees and improve them by motivating and controlling the
subordinates of the organisation (Howard, Gagné and Morin, 2020). Tesco company
implementing this type of the approach does not affects much related to the motivation as this
approach does not more focuses on the motivation of the employees. When applied within the
workforce of the company, this will only help them in improving the and maintaining the
behaviour of the employees within the organisation. This enables the companies to maintain the
image and reputation in the highly competitive market and helps in staying ahead in such
marketplace.

The most suitable and the appropriate approach for motivating and attracting the talented and the
skilled employees towards the company is to apply the carrot or Paternalistic approach. As
adopting this approach will help them in improving the overall productivity of the company as
this involves rewarding the employees according to their performance and hard work which they
are giving to achieve the organisational goals for acquiring the leading position in the highly
competitive market.
Emerging development in HR and ways through which these can be adopted in changing
business environment-
Today, in this growing and developing world, human resource department of the Tesco
needs to focus on their practices and developments areas from where they can drive the
organization performance at effective level. To adopt the emerging HR practices at the firm, they
are required to transform and use the technologies to improve their HR processes and activity sin
definite manner and can lead the entire business to run accordingly. Technology is playing a
significant role and providing the best outcomes to the business enterprise where HR department
of the Tesco can adopt the different technologies for their working activities and can satisfy and
motivate the workforce effective way.
The Human Resource department of the company plays the vital role in achieving the
success of the organisation. As they are involved in recruiting and hiring the talented and skilled
employees for the organisation which helps them in maintaining the productivity of the
company. There are various emerging development within the Human Resource Department and
it is very important for them to adopt these development. These developments are as follows-
Hybrid Working Model: The Hybrid working model is increasing at very fast developments for
improving the productivity of the employees. This is basically designed by keeping in mind the
employees so that they can work flexibly which involves maybe in office and remote working.
There are various companies who has adopted this Hybrid working model so that the employees
can work effectively from the home as well (Baji, Agarwal and Oopath, 2020). This is the key
aspect for the future human resource as this will enable the companies to maintain the
productivity of the employees.
Transition to Healthy organisation from employee well-being: In the past years, the more focus
was given on the mental health and the well-being of the employees as this was given as the
higher level of the priority to the employees. The companies in the present era are focusing more

on the physical health as well as their safety as this will help them in providing more flexibility
and the opportunities to the employees. The organisation which is considering the health and
safety involves the elements such as the physical health, mental well-being, financial fitness,
social health as well as the community services, safer workplace and the healthy cultures within
the organisation.
Power skills: By development of the organisation, it is very important for the companies to meet
the changing requirements. The power skills play the vital role in such organisation’s success.
The companies must ensure to see the skills and then the candidates must be hired for the hob
role in the organisation as this will help them in improving the performance of the overall
company (Jawaad and et.al., 2019). When the individual is having the power skills, this helps
them in having the technological skills, problem solving skills, and many such skills which helps
the company in staying updated.
Encouraging the cyber security within organisation: There are many organisations who are
providing the work from home to the employees so it is very essential for these companies to pay
attention towards the cybersecurity. This will help the company to secure their data and the work
which is performed by the company.
CONCLUSION
The above mentioned report has concluded the concept of human resource department
who plays a crucial role in growth and development of the firm. Human resource management is
one of the important department who accelerates the growth of the business and leads them to
obtain the successful outcome and results. In this current report, it has been concluded that HRM
is the important for the growth of the company where it highlighted the overview of the business
and explained the organization structure which is adopted by the firm accordingly. Along with
this, different approaches for motivating the workforce has been mentioned and analysed the
emerging HR developments and how they adopt and flex HR practices in this changing
workplace environment.
However, it has been recommended to the mentioned company that HR department of the
firm required to deliver the sustainable business performance where they can implement the
different practices for providing the appropriate motivation to the workforce such as reward
system, positive working environment and fair performance compensation which can overall

leads the workforce to feel motivated and confident and drives the organizational growth to
acquire the successful outcome.

REFERENCES
Books and journals
Baji, A., Agarwal, K. and Oopath, S.V., 2020. Emerging developments in the use of electrospun
fibers and membranes for protective clothing applications. Polymers, 12(2), p.492.
Burton, M.D., Fairlie, R.W. and et.al., 2019. Introduction to a special issue on entrepreneurship
and employment: Connecting labor market institutions, corporate demography, and
human resource management practices. ILR Review, 72(5), pp.1050-1064.
de Miranda Castro, M.V., and et.al., 2020. Implementation of strategic human resource
management practices: a review of the national scientific production and new research
paths. Revista de Gestão, 27(3), pp.229-246.
Ercantan, O. and Eyupoglu, S., 2022. How Do Green Human Resource Management Practices
Encourage Employees to Engage in Green Behavior? Perceptions of University
Students as Prospective Employees. Sustainability, 14(3), p.1718.
Howard, J.L., Gagné, M. and Morin, A.J., 2020. Putting the pieces together: Reviewing the
structural conceptualization of motivation within SDT. Motivation and
Emotion, 44(6), pp.846-861.
Jawaad, M., and et.al., 2019. Human resource practices and organizational commitment: The
mediating role of job satisfaction in emerging economy. Cogent Business &
Management.
Mehar, R. and Sanwal, N., 2019. Effect of radical and social constructive learning approaches on
motivation in mathematics in relation to attitude towards mathematics. ZENITH
International Journal of Multidisciplinary Research, 9(6), pp.425-449.
Mukherjee, S., Bhattacharjee and et.al., 2020. Assessing green human resource management
practices in higher educational institute. TEST Engineering & Management, 82.
Sung, S.Y. and Choi, J.N., 2018. Building knowledge stock and facilitating knowledge flow
through human resource management practices toward firm innovation. Human
Resource Management. 57(6), pp.1429-1442.
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