Role of Information Technology in HRM for businesses: A case study of Tesco

This report explores the relationship between information technology and human resource management, with a focus on the role of IT in HRM for businesses through a case study of Tesco. It covers the impact of IT system on recruitment and retention, strategies to increase employee participation with the help of IT systems, and more.

Business report

Table of Contents
PART 1: INTRODUCTION............................................................................................................1
Overview of the role of IT in HRM in 21st century................................................................1
HRM in the 21st century................................................................................................1
Role of Information Technology in HRM for businesses.............................................1
Identify an organization and briefly describe the following points........................................1
Purpose..........................................................................................................................1
Size................................................................................................................................2
Target customers...........................................................................................................2
Recent organizational performance..............................................................................2
IT system used by Tesco for human resource management.........................................2
PART 2: IN TESCO, THE IMPACT OF THE INFORMATION TECHNOLOGY SYSTEM ON
RECRUITMENT AND RETENTION............................................................................................2
Tesco's recruiting and retention methods are discussed.........................................................2
Discuss the recruitment process used by Tesco.....................................................................2
Examine how Tesco's IT system is utilised for recruiting and retaining employees..............3
PART 3: STRATEGIES TO INCREASE EMPLOYEE PARTICIPATION IN TESCO WITH
THE HELP OF IT SYSTEMS.........................................................................................................3
Tesco's tactics and techniques for developing and engaging its staff, as well as facilitating a
hybrid working environment, are discussed...........................................................................3
Examine if the Technology system for staff development and satisfaction is successful, and
how it has benefited Tecso workers' performance.................................................................4
PART 4: CONCLUSION................................................................................................................4
References:.......................................................................................................................................6

PART 1: INTRODUCTION
Overview of the role of IT in HRM in 21st century
HRM in the 21st century
It is described as the employees working in the teams and getting engaged in the strtaegic
decision making process in business. It mainly focuses on the adding value of employees by
encouraging their skills, competence, abilities and job experiences (Omar, 2020).
Role of Information Technology in HRM for businesses
Information technology provides the human resource information system which provides
guidance and direction to the workforce. This is done to meet the organizational demands with
talented staff which supports the organization strategically (Galanaki, Lazazzara and Parry,
2019).
How is IT being utilised in firms to improve overall talent
management?
It improves networking and collaboration among talents. It aligns the compensation and
rewards with employee performance and business objectives. It also predicts future situations
and also realign the tactics by evidence based actions with proper employee engagement (Ahmed
and Ogalo, 2019).
Identify an organization and briefly describe the following points
Purpose
Chosen organization is Tesco which is one of the leading international retail supermarket
company established in 1919 and headquartered in United Kingdom. It deals with the products
and services like groceries, food items, electronic products, home appliances, financial services
and many more. Its purpose is to be the champion for customers by serving the customers every
day in a more better manner.
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Size
It is one of the largest food retailers in the world which is operating around 2318 stores
and employing over 326000 people.
Target customers
Cost conscious individuals are the target customers who are interested in bargains and
sales, value and variety.
Recent organizational performance
Turnover of Tesco is approximately 55 billion British pounds and its revenue is 6476
Crores GBP.
IT system used by Tesco for human resource management
Employee information system is used by Tesco for human resource management.
PART 2: IN TESCO, THE IMPACT OF THE INFORMATION
TECHNOLOGY SYSTEM ON RECRUITMENT AND RETENTION
Tesco's recruiting and retention methods are discussed.
There are several recruitment strategies used in Tesco such as they treat candidates like
customers, they nake use social media, Tesco implements an employee referral program by
creating compelling job descriptions and making use of sponsored jobs to stand out. Moreover,
they check resumes posted online and also considers past candidates by claiming Tesco page and
attending industry-related meet ups. Retention strategies used are such that they focus on
competitive nature of salary and benefits offered to employees. Moreover, they hire the right
person at the start and also reducing the employee pain by having leaders but not bosses. Also,
they keep an eye on the managers and tries to make employee engagement possible (Nguyen and
Kieuthi, 2020).
Discuss the recruitment process used by Tesco
There are total seven phases which are used by Tesco in its strategic recruitment process.
First phase is the identification of the hiring needs which analyse the requirements of the
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vacancies within organization. Second phase is preparation of the job description which means
that they create JD in an advertisement manner so that more candidates could get attracted
towards it and apply for the same. Third phase is the talent search which examines the talented
candidates applications. Fourth phase is screening and short-listing which means that HR
determines the all the talented applications and shortlist the same as per the needs and
requirements of the job profile. Fifth phase is interviewing in which personal interview is
conducted for the shortlisted employees. Sixth phase is evaluation and offer of employment in
which candidates are selected from the final stage and selected employees receives the offer of
employment which mentions all the details of employment. Seventh phase is introduction and the
induction of the new employee in which new freshers are being introduced with the company
and company is then being introduces with the freshers (Wandhe, 2020).
Examine how Tesco's IT system is utilised for recruiting and retaining employees.
Employee information system is used by Tesco for the purpose of recruitment and
retention within organization. Information systems helps in recording of the big data of
employees and save them in a secure and safe manner. Data of large number of candidates are
stored for better screening and short listing of the talented employees which includes the data
analysis and interpretation of the employee’s information. Retention strategies are also being
examined from the IT systems by framing the employment tactics and opinions from the
employees so that accordingly the strategies can be formulated for the recruitment and retention
(Puvada, 2019).
PART 3: STRATEGIES TO INCREASE EMPLOYEE PARTICIPATION IN
TESCO WITH THE HELP OF IT SYSTEMS
Tesco's tactics and techniques for developing and engaging its staff, as well as facilitating a
hybrid working environment, are discussed.
There are various strategies and techniques used in Tesco to develop and engage their
employees. Such as Tesco prefers upholding company's core values by carving out the relevant
career paths for employees. Tesco provides vast varieties of opportunities for growth to the staff
which also promotes the transparency by soliciting and using the feedback from the team. Tesco
hold employees accountable for any good or a bad thing so that engagement can be possible in a
good interaction and communication flow within organization. Moreover, Tesco conducts the
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employee engagement survey by forming the employee engagement committee. They also keep
their remote employees and distributed teams engaged by making the work more fun with
employee engagement activities. They mainly focus on the diversity and inclusion for better
engagement by providing incentives and perks to keep employees engaged. They boost
engagement with better work life balance with all recognition to the employees.
Hybrid working environment is defined as the flexible structure of work whwre some
staff work remotely and some work from the office. These are the different teams which are
managed in the hybrid work environment because of the differences in timings of working and
behaviour of employees. Tesco has implemented a hybrid business model by including all the
employees in the entire process of functioning of the company. It prepares to make it safe for the
remote workers by establishing an even playing field and properly communicating the plan.
Tesco has adopted ways to engage workforce in hybrid environment in such a way that by setting
the expectations and creating the virtual meetings on a frequent basis. Tesco has adopted the
culture of being flexible with work hours and collaborating in a different manner with employees
(Girisha and Nagendrababu, 2019).
Examine if the Technology system for staff development and satisfaction is successful, and how
it has benefited Tecso workers' performance.
Employee information system is used for the employee development and engagement
which is effective in nature within Tesco. EIS has the capabilities of the data analysis and
decision making along with the formulation of strategies of employee development and for
future considerations as well. That is why it is effective in nature. This has positively impacted
the performance of employees within Tesco. Employees were motivated in their job tasks due to
the development and engagement process adopted by the Tesco with the help of EIS. It has
increased the productivity of the organization and also supported in retaining the best talent in
the company (Altaf, Ur Rehman, Sandhu and Shahidan, 2019).
PART 4: CONCLUSION
It is concluded that information technology and human resource management are the
concepts which are highly important to learn and study so that its applications can be applied in
the real world organizations. This is because information technology is a framework without
which the survival of the business is impossible in today's era. Adopting advanced and secure
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information systems is highly beneficial for the organization. Talking about human resource
management, employees are considered as the greatest assets of the firm as they are only
responsible for the growth and development of the company. That is why employee management
is highly necessary which is performed by the human resource management. Both are the
departments within organization which are significant to collaborate for the strategic working of
the company in 21st century. Therefore, the above information is based on the relationship
between the information technology and human resource management. Hence, it is important to
analyse the human resource management in the 21st century, role of IT in human resource
management for businesses and how is it used to improve overall talent management in
businesses. It is necessary to determine the impact of IT system on recruitment and retention
which includes the recruitment and retention strategies, recruitment process and how IT system
is used for the purpose of recruitment and retention. It is essential to examine the strategies to
improve employee engagement with the help of IT systems which includes the strategies and
techniques used to develop and engage the employees and facilitate hybrid working environment
and analysing if the IT system used for employee development and engagement is effective and
how it can impact the performance of the employees. Hence, this report covers all such areas in
order to better understand the conception of IT and HRM.
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References:
Books and Journals
Ahmed, A. and Ogalo, H.S., 2019. From hrm to e-hrm: Contemporary developments from
scholarly work. Annals of Contemporary Developments in Management & HR
(ACDMHR)', Print ISSN, pp.2632-7686.
Altaf, M., Ur Rehman, A., Sandhu, M.A. and Shahidan, A.N., 2019. Electronic-HRM and Firm
Performance: Mediating Role of Information Communication Technology (ICT). Pakistan
Journal of Social Sciences (PJSS), 39(4).
Galanaki, E., Lazazzara, A. and Parry, E., 2019. A cross-national analysis of e-HRM
configurations: integrating the information technology and HRM perspectives.
In Organizing for digital innovation (pp. 261-276). Springer, Cham.
Girisha, M.C. and Nagendrababu, K., 2019. E-Human Resource Management (E-HRM): A
growing role in organizations. International Journal of Management Studies, 6(1/5),
pp.98-104.
Nguyen, D.T. and Kieuthi, T.C., 2020. New Trends In Technology Application In Education
And Capacities Of Universities Lecturers During The Covid-19 Pandemic. International
Journal of Mechanical and Production Engineering Research and Development
(IJMPERD), 10, pp.1709-1714.
Omar, K.M., 2020. Key Elements of the HRM Challenges in the Technology Era 21st
Century. Open Journal of Business and Management, 9(01), p.32.
Puvada, D.D., 2019. Linkages between Hrm Systems, Technology and Management
Relations. Acta Universitatis Danubius. Œconomica, 15(5), pp.88-101.
Wandhe, P., 2020. A Role of Effectiveness of Human Resource Information System (HRIS) in
21st Century. Available at SSRN 3718247.
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