Contribution of HR Practices to Strategic Management and Achieving Goals

This document discusses the contribution of HR practices to strategic management and achieving business goals. It explores the importance of training and development, recruitment and selection, flexible working options, performance appraisal, reward systems, and creating an effective working environment. It also evaluates tools for global talent management and succession planning. The case study focuses on Tesco plc, a British multinational retailer.

International Human
Resource Management

Contents
INTRODUCTION...........................................................................................................................1
TASK 2............................................................................................................................................1
Evaluate the contribution of HR practices to strategic management and achieving goals..........1
TASK 3............................................................................................................................................5
Explore and evaluate tools for the global talent management and succession planning.............5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is an activity of managing the employees, activities and operations
of a company so that business of the firm can operate and run in effective manner. It is also
responsible to frame plans, rules and policies for organisation so that workforce performs their
roles and responsibilities in systematic and appropriate manner. HR manager of the company
effectively perform all HR practice like training and development, recruitment and selection,
performance appraisal and many more so that employees feel encourage do their work in proper
manner (Linehan, 2019). It will help the company in operating its business at local and national
level in adequate way. This document is based on Tesco plc which is a British multinational
groceries and general merchandise retailer. This firm was incorporated in 1919 by Jack Cohen
and is headquartered in Hertfordshire England. This report will discuss about importance of HR
practice to business strategy and contribution to strategic management and attaining business
objectives. Further, will explain about evaluation of tools for the global talent management and
succession planning.
TASK 2
Evaluate the contribution of HR practices to strategic management and achieving goals
Human resource practice refers to that activities and strategies through which HR function
of the company manage, lead and develop its staff. These activities and essential and important
for the company because with the help of them, organisation can develop its workforce, attain its
goals and operate its business national and local level in proper manner. There different human
resource management practices and the brief description of them as below with their importance
in term of strategic management and accomplish business objectives.
Training and development- It s the main HR practice which is crucial for the company like
Tesco because with the help of it, the company can conduct different training, learning and
development session that are crucial to make development in employees. With the help of this
activity, the workforce of the firm can make improvement in their existing skills and gain
knowledge about new things like technologies, strategies and many more that are beneficial to
perform their work or accomplish their set business objectives (Suutari and et. al., 2018). This
HR practice is important because when employees aware about new things and have improved
skills then, the management can make change in term of adopting new technology which help in
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growth and success of the firm. For, by offering different kind of training like online training,
coaching, different types of courses etc., Tesco can make development in employee’s knowledge
and competencies. It will help the company in strategic management and attaining the goals and
aims of local and international business. If the enterprise will not organised these kind of
sessions and programmes then employees will not be aware with latest technology and other
things or if company use new techniques in its business then they will not make their effective
contribution in its growth and development.
Recruitment and selection- It is another effective HR practice that is crucial for the
development and success of the company. Basically, it is an activity of hiring and choosing
skilled, knowledgeable and well quailed individual (Carbery and Cross, C. 2018). In recruitment
and selection process people are hired for specific job role that are able to fulfil job role
requirement. By using different selection tools like interview, group discussion, aptitude,
personality test and many more, the form hire candidates for filling the vacant positions of job
role of a particular department. In Tesco, the management of the company recruit skilled
employees through internal and external requirement activity in form of hiring applicants by
providing notification by using marketing channels or in internally transfer and promote workers
to upper position by determining their capabilities. This HRM practice is beneficial to the
company because with the assistance of it company hire skilled people which is beneficial for the
success of firm. If company has knowledgeable workforce then employees perform their roles
and responsibilities in effective manner of attain their aims and objective in set time duration
which help in attaining local and international business objective of venture in proper way. If the
company will not use effective tools and techniques in recruitment then it will not select skilled
individual and organisation will not attain its desired success.
Flexible working option- This HRM practice highly contributes in success of the firm and
accomplishing its national and local level business goals. It mention to the flexibility of working
hours and way of working so that employees can make work life balance. In Tesco, by offering
flexible working option, in form of work according sift, work from home, part time work and
many more, the firm can create an effective working environment that is crucial for the
development and success of the company (Boella and Goss-Turner, 2019). For example, with the
help of this option, the employees who are not able to come to office, they can complete their
work through work from home. It is also beneficial to company because it help in minimising
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absenteeism rate and gets rid to seniors from load of work. So that they can effective do their
work and contribution in success of the firm. This HR practice is effective because it helps in
motivating employees and with the assistance of it; they can spent their time with family. If the
firm will not adopt this option then, it negatively affect the business and growth of the firm
because when employees have not any option then, they will be demotivated and also will not
doing their work in proper way (Collings, Wood and Szamosi, 2018). It will also affect the
business operations of the company at global and local level or impacted attainment f the aims
and objectives.
Figure 1:HR Practices
Source: HR Practices, (2020).
Performance appraisal- It is an activity of determining and evaluating the performance and
execution of employees at global and local level business operation. In context of Tesco, it is a
process of measuring the execution of employees of the firm who make by them regarding
completion of effective task and work or attaining the objective of particular project. In
respective company, the management of the firm can conduct this activity within the firm
annually and half yearly basis to monitor that employees are performing well or not (Cooke,
2018). If the administration analyse they performing good then company rewarded them for their
good work so that they can work in efficient and effective way or accomplish their desired and
expected growth. If they are not doing well then, the management organise training and learning
sessions so that they can make development in their competencies and cognition for doing their
work in effective manner. It will help in improving their skill base and providing knowledge
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about new things. This HR activity is important for the company because with the help of it
company can analyse its skilled and qualified employees so that if it work on any important
project then it aware about its knowledgeable person and involve them in performing the task
and attaining set objected in granted time duration. If the company will not conduct process of
performance appraisal process then it will not get information its skilled workforce and the
employees who are not doing well and need or training (Brewster, Mayrhofer and Farndale,
2018). It will also affect the development of the company because unskilled workers will not
perform well and not provide productive results in form of maximisation of sales, improvement
in profit, enhance of productivity and many more.
Reward system- It refers to an activity of motivating employees in term of rewarding them
in form of monetary and non-monetary. This makes an effective contribution in growth and
success of an organization like Tesco. When employees performing well then management of the
company rewarded them for their good exception so that they feel motivated and continuously
make this kind of contribution in development of venture. It is not only beneficial for the firm
but also effective for the employees because it encourages them and do their work more crucial
way. The administration of respective company rewarded its employees in form of financially
and non-financially. In monetary term, the firm provide bonus, incentive, compensation and
many more. In non-monetary term, the firm offer training, food vouchers, trips, extra vacations
and many more. So that people feel empowerment and do their work in proper manner or make
contribution in success of the company. With the help of this human resource practice, firm
effectively manage all the employees because if the workforce administrate in systematic manner
then the performance of each person can be determined in effective manner and rewarded on the
basis of that. If the company will not conduct this activity in efficient manner then employees
feel demotivation and will not do their work properly. It affects the business operations and
activities of venture. Apart from it the company will not attain its set local and national business
goals in set time duration. The organisation also not manages, coordinate and control its strategic
management and workforce adequately.
Effective working environment- By creating a healthy and friendly workplace a company can
make success in its business (Meyer and Xin, 2018). In Tesco, the management of the company
offering a safe and healthy working environment to its employees so that workforce can feel safe
or secure and do their work in proper manner without facing any kind of issues. This HR practice
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is good for employees as well as development of the company, because when employees
working in a safe and friendly workplace they feel motivated and do their work in effective way
or complete it in set time duration. The administration of respective company follow all the
employment act so that it can offer a discrimination free working environment so that within it
workers can execute their allotted task and work in effective way or in granted duration. It will
make contribution in strategic management and attaining the goals of local level business of this
organisation (Barrena-Martínez, López-Fernández and Romero-Fernández, 2019). This human
resource activity also helps in making effective relation among employees and management
because at this kind of workplace, company follow open communication which helps in sharing
individuals issues and problems with administration or providing effective solution so that
complexities can be minimised at the time and it would not affect the firm in upcoming time. If
the company will not properly follow this HR practice then issues can be arise in completion of
work and accomplishment of set objective and aims. If, the firm will not provide healthy and
friendly workplace then people will not do their work in effective manner that affect success and
growth of the enterprise.
The above mentioned HR practices are crucial to the business strategies because these
activities also work as business plan of action. For example, if the company will not providing
training and learning then they will not development their skills and will not enable to attain
goals of business. So HR practices are crucial for effective management and attainment of goals
of local and international business of the firm.
TASK 3
Explore and evaluate tools for the global talent management and succession planning
Career management and development consists those personal developments that an individual
undertakes to attain a personal career plan. It is an activity of creating and implementing aims,
plans and plan of action to enable the company to satisfy employee necessities while permitting
people to attain their career objectives and goals. The process of career development is start with
the entry of the employee when the person is hire for filling the vacant position (Armstrong and
Taylor, 2020). In reference to Tesco, when the management of the company hire individual for a
particular job role then, the activity of career development start with induction, orientation and
training programs so that the person will aware about the roles and responsibilities of job role,
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organisation culture, policies and plans and many more. Successful career management needs
effort for both employee and the company. The employers and seniors play their part by offering
growth options to workers to grow both at a personal as well as professional extent. Hiring the
right person and giving them impetus to develop with the company’s objective simultaneously
would impact proceedings immensely (Nankervis, Baird and Shields, 2019). Providing workers
a platform to improve their careers can influence turnover rate, customer service and can also
direct to maximise profit for the company.
Career development and planning is another key aspect of career management that
impacts retention of workforce in the company. It is crucial for a company to focus on planning
and developing of its employees. The importance of retaining workers cannot be over
emphasised, creating long and short term plans and improvement plan of action that monitor as
potential and meets workforce’s career aspirations can be aid in this goal. Career development is
a joint effort of both employees and organisation to develop worker’s skills set and abilities.
There are some tools that can be consider by the administration of Tesco in career development
and performance management. With the help of them people of the company can make
development in their career and performance or help in success of development of the company.
Providing employee assessment and career planning workshops- It is an effective tool
which makes contribution in development of employees in term of their career by growing its
personal and professional level. In Tesco, with the help of this people can develop their abilities,
skills, interest and values. They can also involve in planning activity where they explore the
company’s needs to monitor potential future chances and how to prepare for them. Then they are
ready for productive career discussion with their managers. This also enable in improving
employees performance because when people can make development in their skills with the help
of workshops then they can make planning of doing their allotted task and work in amended
manner.
Conducting career coaching workshops for managers- This is another effective practise of
career development and performance management (Bailey and et. al., 2018). In Tesco, by
adopting this career development tool, the management of the firm can make improvement in
employees skills and knowledge and support their efforts by becoming familiar with the career
assessment and planning activity, practicing career coaching techniques or tools, preparing for
different kinds of employee initiated career discussions and giving honest feedback. So that if
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employees need of making improvement in their skills and knowledge then they can develop
them by training and development. Because it help in developing their career by offering various
growth options and improving their performance in term of executing assigned work of the firm.
Establishing employee career centers- It is an important tool that highly contribute in success
and development of career of workforce of a company. In context of Tesco, the company can set
up internal career centers where employees can come for self assessment, confidential
counselling, carer management and resilience training, lunch and learn seminars and information
etc. It will help in developing their career like when people face any issue in the company then
they can go to these kinds of centers to get effective solution (Banfield, Kay and Royles, 2018).
This will help in doing their work in proper manner. If they feel lack of improvement in their
knowledge and skills then they cna come to these centers to gain knowledge and information
which help in doing their work in crucial manner and managing the performance within the firm.
Giving open business briefings- It is another effective tool and practice that help in career
development. To meet the workers halfway in planning their carers inside the firm, enterprise
like Tesco can openly discuss strategic decisions and plans that may affect jobs and skills that
will be needed in upcoming time. By using internet and different software, that are able to
provide effective information about strategic direction of the firm, employees can manage and
develop their career and performance. With the help of it, employees can aware that strategic
decision of the company that affect staffing because managers can use these way to provide
information regarding decisions of the company.
The above mentioned career development tools and techniques are crucial for the improvement
of the employees career in term of developing their skills and knowledge through different career
development practices of HR. Career development and management is crucial because
companies need effective career management to grow the skills and experience the business
needs now and in upcoming time (Stewart and Brown, 2019). When employees update their
competencies and skills then they perform their work in more crucial manner and it will help in
improving their performance and make contribution in their succession planning. By managing
their career with the help of mentioned tools, workforce of respective company also make
contribution in success and development of the firm as well as attaining its set business objective
in more crucial manner.
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CONCLUSION
This has been conclude form the preceding defined information that human resource
management is an effective activity of managing, controlling, organising and coordinating
employees and management of the firm. There are number of HR practice like training &
development, recruitment & selection, performance appraisal and many more that are crucial for
the effective running of business and accomplishment of the aims and objectives of the company
in crucial way. Different career development tools and practice are effective to retain employees
till long term and making development in their skills and knowledge. With the help of
assessment center, training and other activities, they well aware about the knowledge and ability.
By making development in them, they can improve their performance as well organisation.
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REFERENCES
Books and Journals
Linehan, M., 2019. Senior female international managers. Routledge.
Suutari, V. and et. al., 2018. The effect of international work experience on the career success of
expatriates: A comparison of assigned and self‐initiated expatriates. Human Resource
Management. 57(1). pp.37-54.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human resource management (pp. 1-23). Routledge.
Cooke, F.L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Meyer, K.E. and Xin, K.R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International Journal of
Human Resource Management. 29(11). pp.1827-1855.
Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P.M., 2019. Towards a
configuration of socially responsible human resource management policies and practices:
Findings from an academic consensus. The International Journal of Human Resource
Management. 30(17). pp.2544-2580.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
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Online
HR Practices. 2020. [Online]. Available Through : < https://bohatala.com/hr-practices-in-
australia/ >.
Career Management Best Practices. 2020. [Online]. Available Through:
<http://www.whatishumanresource.com/career-management-best-practices>.
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