International Human Resource Management

This report discusses the concept of International Human Resource Management and its importance in achieving organizational goals. It focuses on the role of HRM practices in achieving goals domestically and internationally, and evaluates tools for global talent management and succession planning. The report also provides insights into the HRM practices adopted by Tesco, a multinational supermarket company.

International Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Task 2. HRM Practices role in achieving goal domestically and internationally........................3
Task 3. Tools for the Global Talent Management.......................................................................7
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
International Human Resource Management is the concept that is used by the
organizations that manage and operate their human resource activities at global level. It is the
method of hiring, training, evolving and compensating the employees in global and international
businesses. It helps the organization in achieving their goal and objectives by managing its
operations effectively internationally by its smooth working.
A global company is the one which has its subsidiaries outside its parent country but relies on the
expertise of the main parent company. It also follows the basic functions of management such as
recruitments and selections, development and training and compensations and performance
appraisal at an international level.
Tesco plc is a multinational supermarket company offering wide variety of goods and services
and is the major retailer of groceries. The company is the market leader in UK and is one among
the largest companies in the world.
This report explains the contribution of HR practices in achieving the Tesco's local and
international goal and evaluates the tools for global talent management and succession planning.
MAIN BODY
Task 2. HRM Practices role in achieving goal domestically and internationally.
HR practices are the principles through which Tesco's human resources professionals
formulate the leadership and other qualities in the other employees of the company. Generally,
by giving the extensive training programs and courses and motivational programs to the
employees . These practices are generally aligned with the Tesco business strategies such as cost
leadership, differentiation of products and focus on low cost strategy etc. HRM practices are
essential as these practices provide the consistency and structure to Tesco's activities (Alam and
Raut, 2019). They also allow compliance with the legislation of employment and communicate
and inform employees about their responsibilities and what are the expectations of Tesco from
them.
Importance of HRM practices to Business Strategy -
These practices if used or implemented correctly can be very effective for the company.
It is very essential tool which help Tesco in recognizing the evaluating the potential internal and
external threats and opportunities. HRM practices also helps in providing the clear vision for

the solid foundation for strategy. Sometimes, the managers at Tesco focus too much on the
strategic planning of regular activities that they forget the Tesco's core vision and values. The
HRM experts of the company be touch with the managers and facilitate discussions with other
department leaders to refocus on the company values and reignite the vision of Tesco. HRM
practices plays a great role by modeling the company's value that is helps while the changes and
creating new business strategies. HRM also plays crucial role in formulating the great culture in
the company and the culture of Tesco must be aligned and support its strategy (Otoo, 2019).
These HRM practices clearly recognize and articulate the people element of the business
strategy. With the help of practice and the HR experts Tesco's is able to hire the right talents
which ultimately helps the company with recruiting the best talents who further helps in growth.
These HRM practices are such which are tried and experimented from years and concludes as the
best practices which helped in smooth functioning of Tesco's Management. The following are
some best HRM practices that helps and contribute in the strategic management of Tesco -
Hiring Right and appropriate Talent – Tesco's HRM exercises the practice of selective hiring,
the main concept behind using this practice by Tesco's management is to bring those talents in
the organization who adds value in their company. Tesco cannot just hire any person. It needs to
hire an individual who is the right fit with appropriate skills set and eligibility for the vacant job.
Tesco looks for the exceptional talented graduates and experience and people who can add most
value (Manzoor and et.al., 2019). Hiring the right talents also give company a competitive edge
over its rivals. It uses the different recruitment tools to select the best person and also then tracks
their performance to know how well they are doing.
Effective and Self-Managed Teams – Tesco believes that teamwork is essential in attaining the
goals. The high performance teams in company are one the main reason in achieving the success.
HRM of Tesco follows the practice of forming the right teams which performs up-to mark and
give their best performance. These teams are formed of people who come from diverse
backgrounds to give some innovative solutions to Tesco for its growth and work for the mutual
growth. These innovative and unique solutions are adopted and implemented to achieve the
goals, sometimes the ideas to different individuals are combined to come up with the best results.
It is one of the crucial responsibility of HR to generate and nurture the high performance teams.

Various tools such as project management, communication software, goal setting software and
feedback tools are used by teams to facilitate the teamwork and achieve the best results for Tesco
(Veth and et.al., 2019).
Providing training in relevant skills – Tesco should focus more on this HRM practice which
will be very beneficial for its company. Company must prepare a good budget and invest heavily
on training of employees and also provide enough time for the training of its employees.
Whenever the new and inexperienced fresher joins the company, Tesco provides them training
but company should also provide re-training and make some changes its training module which
lower the chances of errors when the employees work in actual work environment, they should
be familiarized so that there are no chances of being uncomfortable. Tesco should also organize
the development programs and new training opportunities for its existing employees if it adopts
any new technology (Buller and McEvoy, 2016). As this technology will help the company to be
more productive and by using that technology, employee will also develop.
Creating flat and equal or fair company – This HRM practice is adopted by the Japanese
management of egalitarian practice. Every employee should be given fair opportunities of
promotion and growth. While selecting the right candidates, Tesco gives equal opportunity of
being selected and do not be bias and discriminate on any part and follows the precise guidelines.
The HRM practice shows that every employee in the company deserves equal respect and
provide equal opportunity of sharing and promoting ideas.
Fair and performance based compensation – Contingent compensation is related with the fair
and compensation and benefits. Company hires the best and right talent and also compensates
them above average if the individuals adds good value in the Tesco. This practice also adopted in
order to pay them fairly for their efforts put for the organization. One of the key disadvantage of
compensating or paying the above average is that is discourages the non efficient or bad
employees to leave the company. So, HRM should consider some factors before compensating
its employees but should compensate the hard-working high performing employees fair enough.

Providing enough security to employees – One of the best HRM practice adopted by Tesco is to
provide the employment security to all its employees. As the company understand the fact that
life is unpredictable and the work is a constant factor that is very essential factor for most of the
employees. Many people dream to join Tesco because of its famous practice of providing
employees for them and their families. The basic idea behind choosing this practice was to retain
its talent, there has been a situation where there has been restructuring and lay-off Tesco has
faced immediate ripple in its company. As the company invest lot of money in the process of
hiring, training and development of the employees and when they leave company has to pay the
price losing a talent.
Performance management – It is the practice used by the human resource management of Tesco
of identify and measure the performance of employee or talents that they have hired. HRM with
the help of department manager monitor and evaluates the performance (Bayo, Galdon and
Martinez, 2020). The employees who are doing well are motivated more with the help of rewards
and bonuses and this practice also motivates other employees to give their best by looking at
their colleagues who are being rewarded. With the help of this practice, HRM also gets to know
the employee who are not performing up to a standard level, then they discuss and identify the
reason behind those and if needed they also provide the re-training to those employees.
Making information easily attainable to those who require – This also one of the essential
HRM practice as through the help of this practice, Tesco have the practice of open
communication about its financial, operations and strategy which creates the culture that people
employees also feels that they are trusted by the management of Tesco. With the help of this
practice, employees become more focused and dedicated towards company. The other reason
why this practice is essential is that if Tesco wants people to share their ideas it needs to provide
or give all information and space to their employees so that the willingly come up with good
ideas.
By following these HRM practices company easily manages its workforce and there activities
and constantly tries to improve and adopts that practices which helps in making good business
strategies and help in achieving its goal efficiently.

Task 3. Tools for the Global Talent Management.
Career development and career management plays an important role in development of my
career in an organized way. Career development is the process of developing the career by
getting self-knowledge, exploration, improving skills, taking decisions related to the career, etc.
Career management can be defined as a structured planning of one's own career (al-Shammari,
2020). Global talent management is the best strategy to attract, select, develop and retain the best
employees. Succession planning is the process of identifying potential leaders, who can replace
the old leaders when they leave (die or retire). Every employee like me is career conscious and
stick to organisation only when it finds greater career opportunities to showcase their talents and
grow themselves. It is the crucial responsibility of Tesco to provide the development and
management opportunities to its employees which will help the company in its turnover and will
be able to retain the best to talents (Li and et.al., 2017). Tesco is famous for giving such growth
opportunities that attract the candidates and company also benefit from this . Employee joins the
organization which fulfil all its growth requirement and make efficient and developed in such
manner which leaves good impression on society.
The various tools or software for the global talent management and succession planning which
can be implemented in Tesco are as follows:
SAP
SAP is known as the best leader in the human capital management software. Tesco can use this
software in career development and career management of employees, as it has very interesting
features in it (LeCounte, Prieto, and Phipps, 2017). This software helps in finding the accurate
position for the employees in respect with their skills and interests. It helps in guiding
recruitment plans for the employees.
Advantages of SAP:
Flexibility- This software is flexible because it allows companies to set their own rules and
regulations.
Disadvantages of SAP:
High purchasing cost- This software includes high cost of purchasing, including labor costs and
consultants (both external and employees).
Succession wizard

The succession wizard helps in simplifying the process of succession planning. Tesco can use
this software to identify the succession gaps, and also to take assistance for future staffing needs.
It has user friendly interface yet so powerful. It is the most effective and efficient way of
workforce planning. It is one of the important tools used for career development and career
management.
Advantages of Succession wizard:
No need for consultants- This software doesn't require any consultants to configure the software,
no need to purchase additional hardware. This software can install in minutes after downloading.
Disadvantages of Succession wizard-
Narrow approach- This majorly focuses on development of employees within the organization
and not outside the organization. This must be good for career development of employees inside
the organization but its not best for company's interests.
Cornerstone on demand
The Tesco uses this HR software to ensure right people for the right role and also increases
bench strength by avoiding talent vacancy costs. It is simplest solution that company follows to
monitor and take insights about their staffs (Okoro, 2020). The Tesco uses this system right from
the selection of employees to succession, as it covers whole life cycle of employees.
Advantages of Cornerstone:
Fast integration- The system under cornerstone is straightforward and easy. It helps in enhancing
the data instead of replacing it on the platforms which are already being used by Tesco like
organizational planning, human resources data warehouses and billing systems. This system
helps in improving reliability and flexibility.
Disadvantages of Cornerstone:
Lots of customization- This software involves lots of customization, which sometimes becomes
hectic or manageable for admins to work with efficiency.
Plum
Plum is one of the important tool that Tesco must plan to install to bring productivity in the
organization(Okwakpam, 2019). This tool is generally two centered that is half artificial
intelligence centered and other half is psychology powered. It always entitles the organization to
achieve success by placing the right people at the roles. It provides employees amazing
experience by upgrading their skills or prioritizing them.

Advantages of Plum:
Better hiring decisions- This tool bridges the gap between traditional methods of screening the
applicants. By using this tools for hiring employees, Tesco can reduce the chances of taking
biased decisions and can select the best candidate that fits the best position.
Disadvantages of Plum-
Security- This types of tools must be systematically secured to secure the confidential and
sensitive content related to Tesco. It requires so many departments to manage or protect the data
and timely monitored and maintained.
Talent guard
The Tesco can use this tool for career development and career management for employees in
better and efficient way. This tool helps in identifying key roles of the employees, potential
employees, that can fit in the roles and also expedite the development of skills required to
become a successful organization. This system or tool will also be helpful for Tesco to get a 360
degree feedback of employees, individual development planning and also tracking the
certification.
Advantages of Talent Guard:
Timely recognition- Giving recognition is on the major part in human resource management, as
it is rightly said appreciated employees work more productively (Talpoş, Pop, Văduva, and
Kovács, 2017). This software or tool ensures that employees will get recognition from time to
time. It brings motivation among employees to work more efficiently and effectively.
Disadvantages of Talent Guard:
Tricky: This software or tool sometimes gets little bit tricky to navigate things. It takes some
time to get familiar with the content.
Hello Talent
It is one of the best tool of global talent management that is used for increasing the recruiting
efficiency and saves time. This tool or software has many benefits like easy collaborations, job
opportunity promotions, etc. It is the best for maintaining candidate relationship management.
Tesco can use this for talent management of employees for effective working.
Advantages of Hello talent:
Free plans available- It offers some few plans that helps in getting more better opportunities and
talent management.

Disadvantages of Talent guide:
One document per candidate- It offers only one document per candidate for free plans user,
which is one of the cons for this software.
Hiretual
It is the best talent management system that is used for recruiting professionals. This software
uses machine learning system for candidate selection with a clean and modest user interface. It
provides each and every information at first glance. Tesco can use this software for recruiting the
candidates in an effective way.
Advantages of Hiretual:
Artificial intelligence based- This software is based on artificial interface which helps in
sourcing the candidates from 40 or more platforms.
Disadvantages of Hiretual:
No pricing package- This software does not allow pricing package for multiple number of
recruiter.
Peoplestreme
This is the tool or the software that can be used by the Tesco to review the best performance and
monitoring the 360 degree feedback. This tool is provided by a global human capital and payroll
organization, who specializes in development of technological tools which support HR initiatives
such as employee recognition, learning and improvement and incident management (Björkman,
I., and et.al., 2017). The best part of this tool is its customizability and simple to use.
Benefit -
This tool can easily manage excessive recruitment workload.
It also ability to customize responses to candidates who apply.
Disadvantage -
It provides the top-quality reporting features but that limited to soaring plans.
It faces some inability to find out same candidate twice.
Bullseye Engagement
This is the tool which helps Tesco in providing the facilities like 360 evaluation and review of
employee, compensation planning, pulse surveys, talent matching and goals management. The
tool is simple and satisfying provides notifications to users, comments and notes, access
employee history etc.

Benefits:
Provides streamlined performance evaluation and check-in.
Provides the facility of changing languages, currencies and locations.
Demerit:
Difficult to find pricing information.
Also, hard to find pages related comment and chats.
CONCLUSION
The following report above address the key significance to the business strategy of Tesco. It
analyses the share of HR practices to strategic management and attaining company's goals at
local and international levels by following the best HRM practices. Further, this report explains
the tools that are used by Tesco, and that should be used by Tesco for the planning and managing
its workforce and global talent management tools. These tools provide Tesco benefits in its HRM
practices and ease its level of global operations. Being a multinational company there is high risk
of mismanagement this tools provide help and facilitate its experts with its brilliant services.

REFERENCES
Books and journals
Manzoor, F., and et.al., 2019. An examination of sustainable HRM practices on job performance:
An application of training as a moderator. Sustainability. 11(8). p.2263.
Veth, K.N., and et.al., 2019. Which HRM practices enhance employee outcomes at work across
the life-span?. The international journal of human resource management. 30(19).
pp.2777-2808.
Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational
performance. Employee Relations: The International Journal.
Buller, P.F. and McEvoy, G.M., 2016. A model for implementing a sustainability strategy
through HRM practices. Business and Society Review. 121(4). pp.465-495.
Bayo-Moriones, A., Galdon-Sanchez, J.E. and Martinez-de-Morentin, S., 2020. Business
strategy, performance appraisal and organizational results. Personnel Review.
Alam, S. and Raut-Roy, U., 2019. Evaluating the Effectiveness of Reward Strategy at Tesco:
Evidence from Selected Stores in UK. Indian Journal of Industrial Relations. 55(1).
al-Shammari, M. I. S. A., 2020. Succession planning and its impact on the development of the
career path of employees Applied research in The Middle Euphrates Company.Journal
of Administration and Economics. (123).
LeCounte, J. F., Prieto, L. C. and Phipps, S. T., 2017. CEO succession planning and
organizational performance: A human capital theory approach.Journal of Leadership,
Accountability and Ethics.14(1).
Okoro, C. and Iheanachor, N., 2020. Talent Management and Succession Planning in Traditional
Igbo Businesses. In Indigenous African Enterprise. Emerald Publishing Limited.
Okwakpam, J. A., 2019. Effective succession planning: A roadmap to employee
retention.Kuwait Chapter of the Arabian Journal of Business and Management
Review.8(2). pp.1-10.
Talpoş, M. F., Pop, I. G., Văduva, S. and Kovács, L. A., 2017. Talent management and the quest
for effective succession management in the knowledge-based economy. In business
ethics and leadership from an Eastern European, transdisciplinary Context(pp. 65-73).
Springer, Cham.
Li, H., and et.al., 2017, August. Prospecting the career development of talents: A survival
analysis perspective. In Proceedings of the 23rd ACM SIGKDD International
Conference on Knowledge Discovery and Data Mining (pp. 917-925).
Björkman, I., and et.al., 2017. Talent management in multinational corporations. The Oxford
handbook of talent management. p.461.
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