Individual projects

INDIVIDUAL PROJECTS

Contents
INTRODUCTION...........................................................................................................................3
How value was created by the firm by using HR strategies. Concepts of strategic HRM must
be evident.....................................................................................................................................3
Impact of regional and national culture on the practices of HRM..............................................4
Model of employment and organizational levers........................................................................5
Storey’s 27 points of difference between HRM and personnel management.............................6
Is it necessary to consider importance of significance culture and local culture with HRM
practices for hiring or firing?.......................................................................................................8
Differences in terms of employment laws when international HRM changes local business
systems.........................................................................................................................................9
Corporate examples of firms using good HR practices and literature for justification.............10
Recommendations......................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
HR practices are the means through which your human resources personnel can develop the
leadership of your staff. This occurs through the practice of developing extensive training
courses and motivational programs, such as devising systems to direct and assist management in
performing ongoing performance appraisals. Tesco is a British multinational groceries and
general merchandise retailer headquartered in Welwyn Garden City, England. It is the third-
largest retailer in the world measured by gross revenues and the ninth-largest in the world
measured by revenues. This report contains issues such as value developed by strategies of HR
and their concepts. Impact of regional and national culture on HRM, model of employment and
organizational levers, storey’s 27 points of difference, differences in terms of employment laws
(Neves, Almeida and Velez, 2018).
How value was created by the firm by using HR strategies. Concepts of strategic HRM must be
evident.
Define the customers-
Companies such as Tesco have their own customers even HR has a role in it their
customer tend to be the top level of management of company, their employees and those people
who work under the corporate. HR has to define everyone of their customer so that they can
observe and deliver a good experience. With this they will be able to form processes so that they
can meet their expectations (Mom and et.al., 2019).
Understand and Optimize-
Once the target is selected HR then focuses on providing them with value. Corporate
culture, engagement between employees, system of performance evaluation and efficiency in
operations are some of the areas where they can make the necessary changes. It is the department
of HR that helps in defining the goals of company and break them down to their employees. This
is why they make it clear to them by making the path of communication clear. This way they
work optimally by working on a proactive approach (Rana and Malik, 2017).
Measure the value-

It is necessary to have an insight about the market value of company moreover when the
HR want to explain it to their employees. They need to measure their progress so that they can
set the standards in their industry. The right approach will be to begin with objectives of value
any change that has happened at the positive side can be looked over at the progress. This way
HR will be able to assess their value.
Resources and Budget-
After the department of HR has insights about their initiatives taken they can easily focus
on exploring or expanding their options so that they can get more return on it. For that HR plans
and form a budget on the basis of which they allocate resources. This will be done by meeting
the needs of customers it will be done at faster pace if they use the resources in the right
direction (Kooij and Boon, 2018).
Strategy and Connect-
Strategy of HR works on the approach and motive of connecting to everyone that is
engaging between employees or it will help them to keep them motivated which will ensure that
Tesco will have a strong culture.
Impact of regional and national culture on the practices of HRM.
Due to the rise of globalization effect of national culture has impacted more. In order to
adapt this managers of Tesco need to work with approaches and negotiate aspects on cross or
intercultural aspects. It gets difficult for management when company starts working in a new
environment that is expand their business to different markets. At this stage chance of conflicts
increases because many times practices enforced are not fair as per the purpose. HR of company
has to reduce the behavior of conflicts between them and encourage them to improve cultural
diversity. Due to high level of conflicts it gets difficult for HR to enable their practices in work
culture. In UK these differences are mostly concerned with fair pay to labors. There are different
dimensions to culture and it is the duty of HR to assess the impact of each one so that they can
maintain smooth flow of operations without any controversy. HR of Tesco will have to make
sure that employees have adapted to the culture of country because it has a powerful influence on
attitudes, values and behavior and if not controlled it will affect the smooth working of business.