Managing Human Capital and Leadership

MANAGING HUMAN
CAPITAL AND
LEADERSHIP

Table of Contents
ABSTRACT....................................................................................................................................3
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
TASK 2............................................................................................................................................5
TASK 3............................................................................................................................................7
TASK 4............................................................................................................................................9
Classical Motivational Theories..................................................................................................9
TASK 5..........................................................................................................................................11
Characteristics of Effective Leader...........................................................................................11
CONCLUSION..............................................................................................................................13
REFRENCES.................................................................................................................................14

ABSTRACT
The report has discussed how human capital and leadership works as an important
business segment at Tesco where there are large number of employees working within all
departments and the innovation at all roles are highly valued effectively. Report had brought
analysis on various motivation theories which effective leaders can follow for bringing long term
proposition under functional position and how there can be high effective functioning delivery
among all roles.
INTRODUCTION
Managing human capital and leaderships is considered to be one of the most important
business concepts in developing long term committed workforce and in building high skilled
employees working within various teams in company. The function of managing human capital
and leadership comes under HR practices and board of directors of company to enables the
formation on strong innovative channels of leadership and relative synergy by which higher
production goals can be achieved. Tesco is one of the biggest retail company in UK industry
operating wide business functions and working with large number of workforce where
employees are considered to be the biggest asset onto which larger goals are functionally formed.
The report explains HR approaches which Tesco is working towards management of human
capital along with recruitment and selection procedures and further recommendations which can
aid in bringing more functional operations. The report has also discussed theories of motivation
and explanation on most practical theory which will develop value in company business
functioning and further description of effective leaders with various models to find best
justification which will enable in forming long term business value and high growth segments.
Human capital is one of the most important asset of company which enables to develop high
ethical leadership and varied business avenues to develop efficient functioning models (Kong,
Lucchesi and Cortini, 2019).
TASK 1
Tesco has been using various models and approaches to develop strong workforce where
all employees are given high opportunities to showcase their talents and new ides forward where
there is strong diversity encouraged among all departments. Management of human resources is

one of the biggest important functions of HR department as it is the foremost asset which is vital
to develop long term synergy of high efficiency for long term vital positioning. The various
models which enable to analyse company business functioning implications among employees
are as follows:
The 5P’s HRM model
Author Boon, Lepak, and Boselie, (2018) The 5ps HRM model is based on 5
constitutional aspects which enables on developing strong business strategies and high functional
structure of company for higher recognition along with high marketing factor of stronger
working patterns. The 5 aspects are purpose, principles, processes, people and performance
which enables in aligning and balancing 5 principles which will lead into company achieving
success.
 Purpose is based on company vision, mission and primary objectives
 Principles are defined as operational protocols set to leading a purpose
 Processes include company architecture, system and methods of operation
 People are the vital HR resource performing tasks in line with the varied appointed
principles and procedures
 Performance is the ultimate result which can be further measured by appropriate
standards
These aspects enable long term business continuity among employees where strategy
prompts high effective system and staff behaviour factors which will promote business function
and higher profitability factors. The model explains effective working details distribution among
teams of all human capital where factors are focused to keep high relative factors of gaining high
commitment from all human capital. Leaders need to be highly focused to gain strong
commitment and deploy best resources to train them as per company objectives onto higher
levels.
The Harvard model
Author Campbell and Kryscynski, 2019 explains the Harvard model as one of the most
significant and highly influential model of HRM which focuses operations on 5 significant
components: situational factors, stakeholder’s interests, HRM policies and HRM outcomes, long
term consequences which overall management and company goals are set to achieve highly. The
correlation between situational factors and stakeholder’s interests are strong parameters which