Managing Human Resource

This report provides an overview of the strategic approach of managing human resource in organizations, using Tesco as a case study. It discusses the advantages and disadvantages of this approach, addresses specific learning styles among employees, and explores internal and external factors that impact implementation. Examples of successful implementation in other organizations are also provided.

Managing Human Resource

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
A general overview of this approach and typical activities that might be included within it 1
The advantage that this approach might offer to the organisation.........................................1
How might this approach address specific learning styles amongst employees?..................2
Any disadvantage or risk approach might present.................................................................2
Any budgeting consideration that should be borne in mind...................................................2
Any internal or external factors that may impact on implementing this approach................2
Examples of how other organisation use this approach successfully.....................................3
A brief summary of the key reasons for adopting this approach............................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Managing human resource is the strategic approach that is applied by the company within
the company to achieve the objectives of the business in timely manner that helps to gain the
continuous success and development (Armstrong, 2020). This report is based on the Tesco that is
the British multinational retailers of merchandiser and groceries. It was founded by Jack Cohen
in the year 1919 and having headquartered in Welwyn Garden City, Hertfordshire, England, UK.
This report includes the different approach and the activities that could be used to provide the
training and development to the employees. There are some advantages, disadvantage that
address the learning style among the employees. There are some internal and external factors that
have huge impact on the implementation of the approach.
MAIN BODY
A general overview of this approach and typical activities that might be included within it
Training and development is an approach that is used by the Tesco in order to improvise
the working behaviour of the employees and to motivate them that further enhanced the
performance of both employee and company. As from this approach the profitability of the
company will get developed and in this the employee will get trained that enhanced their skills,
ability, knowledge and experience (Banfield, 2018). There are some of the different activities
that are included in the training and development as like the orientation of the new employee, to
develop professional skills, technical training, sales and marketing training, customer service
training and many others as well.
The advantage that this approach might offer to the organisation
There are different advantage of the training and development approach that must be
apply by the Tesco to satisfy the requirement of the employees and it is as defined below as:
 Increases the satisfaction and the morale of the employees by which they could perform
their functions and assigned worked with more efficiency.
 It also motivates the employee by which they could have that positivity to achieve their
task within the particular period of time.
 It enhances the efficiencies of the working process by which the financial stability of the
company will get enhanced that helps to maintain the sustainability for the longer period
of time.
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 It helps to innovate the different products and services by which Tesco gets the support to
diversify the services and boost the zeal in the employee by which they could imparts the
better strategies within the company (Collings, 2018).
How might this approach address specific learning styles amongst employees?
All the people have the different learning style and it depends upon the ability of an
individual and there is some specific approach to learning that is as defined below as:
 Video: It is the approach in which the training will be provided to the employee in the
form of video lessons. As it is most effective learning because videos will go to remain in
the mind of the employees for the longer period of time.
 Audio: In this the learning will be provided to on the basis of audios in which the
graphics and the different handouts will be provided by which the employee get better
understanding of the different information (Denhardt, 2018).
 Kinaesthetic: It includes the readers that are more focused and get learned from the all
the different aspect and always be very much attentive by which they could develop
better learning.
Any disadvantage or risk approach might present
There are some different disadvantage of the training and development that are as defined
below as:
 Wastage of time and money: Sometime the training is needed and employee also
doesn’t show their interest thus it has higher cost to the Tesco.
 Time requirement: It is typical to manage the time or the training that must lose the
interest from the daily objectives of the company.
Any budgeting consideration that should be borne in mind
There is the need of the budget as well, as it includes both type of cost as like indirect and
the direct cost as like the trainer cost, material cost, and availability of the resources, making of
design, implementation of training, evaluation of the training and development (Meyer, 2018).
Any internal or external factors that may impact on implementing this approach
The internal factors that have the direct impact on the implementation of training and
development are as follows as:
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 Labour: The employees and the other staff are more important for the training as they
are it is conducted for them.
 Finance: It includes the different funds that are induces in the different activities that are
performed within the training process of the Tesco.
 Technology: It is the different advancement that are used by the Tesco to manage the
training in effective manner (Nankervis, 2019).
The external factors that have the direct impact on the implementation of training and
development are as follows as:
 Trainer personality: It is the behaviour of the trainer and its approach that they applied
to provide the training to the employees. It the behaviour of the trainer is not positive
then it hard for the employee to meet the better understanding.
 Intellectual factor: It is the factors that define the mutual understanding of both the
trainer and the trainee. It helps to make strong thoughtful by which employee learn if
sufficient manner.
Examples of how other organisation use this approach successfully
Tesco must uses the training and the development in beneficial manner by making the
better relationship with the employee and understand their requirement and as per that try to
enhance the performance of them (Stewart, 2019). This could be done by identifying the skill
gap, by selecting the better time, follows through the complete action of the training.
A brief summary of the key reasons for adopting this approach
The training and developed will be adopted by the Tesco in order to satisfy the employee
and to build more confidence in them by which the productivity and profitability will be
achieved by them in systematic manner. As employee didn’t feel well in the company that
increases the turnover ratio thus by providing the adequate training Tesco develops the interest in
the employee.
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CONCLUSION
It has been concluded from the above report that company is facing the troublesome in
order to satisfy the need and demand of the employees. For this the company might adopt the
different methods of training and development by which the employee could measure the higher
productivity and performance in their working behaviour.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
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.
Denhardt, R.B., Denhardt, J.V., Aristigueta, M.P. and Rawlings, K.C., 2018. Managing human
behavior in public and nonprofit organizations. CQ Press.
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.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
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