HRM Issues at Tesco: Analysis & Practices

This assignment delves into the Human Resource Management (HRM) challenges faced by Tesco, a leading UK retailer. It critically examines globalisation, environmental shifts, technological advancements, and the importance of equality and diversity in HRM practices. The report outlines job descriptions and person specifications, fundamental to recruitment and performance appraisal. A template for a Marketing Manager position at Tesco is provided, along with an exploration of 360-degree feedback as an effective performance appraisal method.

ISSUES IN HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. a) Emerging issues in Human Resource Management............................................................1
1. b) Critical analysis of four challenges in organisation............................................................2
2. a) Evaluation of job description, person specification and performance appraisal methods to
analyse performance on Marketing manager..............................................................................4
2. b) Designs and significance of job description, person specification and performance
appraisal methods of organisation...............................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Issues of Human resource management are the common problem which is faced by
almost every enterprise. It helps the management in analysing changes of business and business
environment. The report will outline four emerging issues of human resource management faced
but manager of Tesco. Tesco is one f the leading retail organisation of UK, that details various
consumer goods like, baby products, grocery, food item, home and kitchen appliances,
electronics etc. Besides, it will outline critical analysis of emerging issues which ill help in
developing understanding over pros and cons of emerging changes. Thus, the report will outline,
appraisal method used by organisation to evaluate performance of marketing manager and it will
recognise design and significance of specification and job description.
MAIN BODY
1. a) Emerging issues in Human Resource Management
With continuous changes in business world, there are numerous issue faced by human
resource management of Tesco, the leading retailer. The increasing impact of globalisation, and
advancement in technology is the major challenge because due to globalisation the company in
UK are increasing which has interrupted labour supply. Apart from this, increasing technological
uses has reduced the meed of manual work (Briscoe, Tarique and Schuler, 2012). On the other
hand, changing environment and promoting cultural and diversity in retail business are the
another emerging issue which has been impacting human resource functioning of company. The
emerging issue of HRM in Tesco are discussed below:
 Globalisation: The major concept behind increasing globalisation to reduce intensity of
competition. Increasing globalisation in UK has led to diversity recruitment where the
manger is focusing on recruiting people from different culture, background etc. This
process is beneficial for implementing innovation in services but on the other it increases
chance of conflicts, mismanagement of work etc. (Armstrong and Taylor, 2014).
Globalisation has become HR issue for Tesco because the firm has to emphasize on
training staff in order to develop formal relation to encourage work effectiveness.
Cultural differences is the biggest challenge which come across human resource manger
with increasing globalisation and multinational organisation.
 Technological Advancement: Advancement in technology is another HR issue which
has increase the need of training because with changes in technological tool, it is
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important for the retailer to make employees awe about appropriate use of technology.
Apparently, the major limitation of technological advancement for Tesco is increasing
distraction at work. Like use of smartphones not for office purpose and for social media
accessing is the foremost issue of human resource management. Thus, another problem
arise with advancement is high maintenance cost, increasing laziness among workers and
impact of work place professional relationships (Bamberger, Biron and Meshoulam,
2014). Nevertheless, implementing use of technology reduces working abilities of
employees and also involves high cost maintenance.
 Changing environment: Changing environment is the core issue which hinder business
operations. It comes with various environmental, organisation and individual challenges
in Tesco. Like the responsibility of human resource management is to ensure the
company has complied with all the regulations with regards to employees. In addition,
communicating workers about all the changes in policies and plans is mandatory. Apart
from this, the common issue faced by HR of Tesco is changing employees policies as per
changing regulation like, health and safety, worker compensation, equality and diversity
etc.
 Equality and diversity: Promoting equality and diversity in retail is the biggest
challenge with HR. In this the person faces issue in coordinating and cooperating with
employees altogether. It is the situation which increases chance of conflicts among
workers that hinder working productivity (Bloom and Van Reenen, 2011). People from
diverse culture have different way of working and different languages which makes
difficult of HR, in establishing communication among workers. Challenging changes in
cultural difference is the issue which is complex and makes difficult for HR to manage
effectiveness of professional relationship among employees.
1. b) Critical analysis of four challenges in organisation.
Emerging issues are the key challenges to HRM practices because every change in
business and business environment as its pros and cons like the advancement in technology is the
becoming challenging of HR of Tesco because Implementing use of technological tool assist the
firm in reducing manual work and increasing working efficient but on the hand the use of tools
make employees lazy due to which the individual start losing interest in work which hampers
productivity (Boxall and Purcell, 2011). The manger allows employees to access their hones
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during working hours in order to provide them flexible working and easy contacts with family or
immediate guardians but workers use phones when working and access social media which is the
biggest distraction for workplace that hinders performance of employees. Therefore, the
dilemma between implementing and not implementing technology at work place is the
challenging for HR of Retail. However, implementing advanced tools in organisation assist in
improving communication, encouraging innovation and creativity and most importantly helps in
saving time. Apparently, changing business environment is effective for HR as it indicates
future threats and anticipating growth opportunities (Chand, 2017). Changing surroundings is the
issue which is challenging for Tesco as it helps in keeping a check over market trends but on
other hand the changes of business environment are not completely reliable. It is challenging for
HR to implement the use of strategic approach but because of changing environment, changing
business strategy is risky approach and can environmental analysis is the situation which makes
HR decision cautious.
Equality and diversity at workplace is the situation which help the firm in managing
innovation and creative ideas because it promotes involvement of people from different cultural
backgrounds who own various idea of making innovation in services. The HR manager of Tesco
aims at promoting workplace diversity despite of the fact that is challenging coordinate and
cooperate efforts of employees altogether (Bratton and Gold, 2012). The firm encourages
diversity as it helps the enterprise in increasing range of services and adaptability of workers in
different environment with different people. Nevertheless, promoting equality and diversity in
Tesco is issue with HR, as it leads to communication issue which increases chance of conflicts
among workers. In addition, it also creates integration issue, increase in cost of training and
increasing competition among employees working at same level. Thus, it the cause of disrespect
at workplace among manpower which is the most disruptive part for manager in managing
human resource. Globalisation is the change which is effective for Tesco in improving labour
productivity. It is the factor which helps HR In promotion diversity in organisation that helps in
implementing innovation in products and services. Moreover, it helps HR, in managing labour-
intensive goods and labour-intensive techniques which is the best practice that assist in
improving business functions. Apparently, the increasing competition due to globalisation is
becoming challenging for HR as it interrupts labour supply. Like, increasing organisation
increases employment opportunities due to which it is difficult of HR to ensure adequate
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manpower in Tesco. Globalisation is ineffective for HR functions as in this process the firm
needs to redefine job functions as per changes in economy (CHUANG and Liao, 2010).
Executing recruitment according to multinational organisation is the biggest threat to Tesco
because in this the management needs to focus on recruiting highly qualified staff and providing
them training as per market changes and competitors plans and strategies. Similarly,
globalisation is curse to HRM, because it leads to adaption to various challenging cultural
differences which increases chance of conflict among employees.
2. a) Evaluation of job description, person specification and performance appraisal methods to
analyse performance on Marketing manager.
Job description and person specification are the base of appropriate and analysing
performance of any employee of organisation. Tesco evaluates performance of it managerial
individual with the help if detailed analysis to reduced the chance of biases appraisals. Like, in
case of marketing manager of Tesco the firm evaluates individual job description which
comprise information about responsibilities of marketing manager which helps in setting
benchmark for appraisals. The marketing manager of Tesco need to have knowledge and
experience of successful marketing campaigns, strategies to develop and maintain public
relation, and tactics to attract consumer towards products and services of firm (Dessler, 2016). It
is important for the manager to understand about engaging valuable and important content of
company and its products in order to attract buyers through website innovation and blog writing.
In addition, it is important for the manager to have knowledge regarding website analytics,
online marketing, taste and preferences of consumers for different commodity offered by Tesco.
Person specification is brief about educational qualification of marketing manager. Qualification
involves knowledge and study of marketing as subject, experience of at least working in
marketing team, writing and promoting products, ability of executing own innovation plan and
experience of working in business to consumer environment. The job specification and
description for every managerial roles are different and it is important for the organisation to
recruit, select and appraisal individual and their basis of their specification as it helps in
identifying their improvement. Knowledge over different marketing channels, PR techniques,
commercial awareness and customer relationship management. Skills which are required for
effective marketing manager of Tesco are, good communication skills, creativity in deriving
marketing material, managing formal relationships and efficiency to work on deadlines (Gruman
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and Saks, 2011). However, there are numerous appraisals methods which are used in Tesco to
evaluate performance of employees such as, rating scales where the performance is rated on
numeric scale on the basis of employees initiative, dependability, consistency, attitude of
working and attendance. Further, there is checklist method in which the firm keeps a check over
traits of employees like, requirement of training, administration and standardization. In addition,
there is 360 degree feedback method in which the performance of employees is analysed with the
views of different employees such, superiors, subordinate, peer. Generally, the firm implements
the use of rating scales to rate performance of workers but it is the appraisal method which is less
reliable because in this performance is appraised with the help of numbers (Guest, 2011).
Moreover, it leads to substantial variance in informants which disrupts appraisal process. Thus, it
can be said that rating scale appraisal is time consuming process which takes time in final
execution. Hence, according to different method, retail firm can implement the use of 360 degree
feedback method to analyse performance of marketing manager. This method will help the
enterprise in managing time and making execution simpler, as in this the management just need
revolve form in one specific department.
2. b) Designs and significance of job description, person specification and performance appraisal
methods of organisation
There is specific job design and person specification design for every role in organisation which
is framed below:
Marketing Manager Job description
Marketing Manager Responsibilities
 Development of marketing campaigns and promotion plans.
 Implementing marketing strategies to compete with rivalries strategies of promotion and
marketing.
Job brief
The person to nee to good communication versatile in marketing practices and innovation plan
in order to attract consumers toward companies products and services.
Responsibilities
 Knowledge and experience of successful marketing campaigns
 Strategies to develop and maintain public relation
 Tactics to attract consumer towards products and services of firm.
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 Experimenting knowledge of different ideas and innovation plans.
 Strategy and ability to develop relationship with rivalries.
 Effective engagement with valuable and important content of company
 Skills over website innovation and blog writing.
Requirements
 Degree of marketing course
 Knowledge regarding website analytics, online marketing, taste and preferences of
consumers.
 Information about changing market trends
Person specification of Marketing Manager
Educational
qualifications
A+ level of English
Degree of marketing as core subject
Experience Minimum one year working in marketing team
Writing and promoting products
Minimum 1 year working in business to consumer
environment.
Communication Skills Ability to present information
High stand of interaction level with diverse people
Capability to develop and execute plan on spot
Practical & intellectual
skills
Ability of executing own innovation plan
Control over numerical figures
Computer skills over power point, excel sheets, and customer
relationship management software
Ability of working over mass online marketing
Disposition & attitude Confident to stand in pubic
Core access to social media buyers
Web analytics
Awareness about business environment
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Campaign Monitoring Platforms
Physical or sensory Keen eye over necessary information
Ability to work both indoor and outdoor op premises even after
working hours.
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360 – Degree Feeback Template
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STOP START CONTINUE
When is the appraisee most effective?
When is the appraisee least effective?
What do you value about the appraisee?
As per the template employees shares their view of specify person where STOP indicates
working practices which are suitable for business purpose and the person need to eliminate them
out of their work and behaviour. Start demonstrate practices which person need to change as per
work and attitude and working ability in order to enhance performance. Continue indicates
effective working strategy of ability which the person should continue for managing work.
Further, in feedback form every employee shares their views over appraisal of specific content.
Thus, at the end the vies and information is used by management to analyse performance keeping
job description and person specification as a base (Burr and Pearne, 2013.). Nevertheless, to
evaluate performance of marketing manager the company implements the use of 360 degree
feedback method which helps the firm in engaging all employees in appraisals of one person in
order to reduce chance of favouritism and wrong appraisals. For marketing manager, Tesco
regulates one appraisal form among department for appraisals which comprise self appraisal of
manager, appraisals is given to superior who marks performance of individual on same marking
grounds, appraisals by subordinate and peers. Thus, this method help to seek views of different
people on same grounds that helps in analysing individual working capabilities. The
management of Tesco implements the use of this technique as it helps in developing
comprehensive view over individual's performance of employees (Bamberger, Biron and
Meshoulam, 2014). The gathering ideas are effective as it helps in deriving accurate view and
appraisals of performance of employees. Thus, management of retail implements the use of this
method seek view of people who are engaged in same work in same department. Henceforth,
implementing use of appraisals method is the best technique which is used by Tesco to analyse
individual performnce.
CONCLUSION
The report summarized about issue of Human resource management which is common
problem faced by every organisation. It identified four emerging issue faced by HR manager of
Tesco the leading retailer of UK. HRM issue which were critical analysed are, globalisation,
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changing environment, technological advancement and equality and diversity. Beside, the report
outlined, Job description and person specification which is core of HRM recruitment and
appraisal practice. it comprises all the necessary information about specific employees. Thus, it
concluded with framing template for specification of marketing manager of Tesco and also used
of 360 degree feedback which is appraisal method which to evaluate performance.
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REFERENCES
Books and Journals
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Dessler, G., 2016. Human resource management. Prentice Hall.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp.123-136.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Burr,W. and Pearne, N., 2013. Human resource development -Learning curve theory and
innovation. 39(4).Brody, G. R. 2010. Beyond the basic background check: hiring the
“right” employees. Management Research Review. 33(3). pp.210–223.
Online
Chand S., 2017. Changing Environment of Human Resource Management (HRM). [Online].
Available through: <http://www.yourarticlelibrary.com/hrm/changing-environment-of-
human-resource-management-hrm/35523>.
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