Human Resource Management Strategies Analysis

This assignment requires students to analyze human resource management strategies using case studies from various sources such as the 'Journal of Management', 'Academy of Management Journal', and 'Human Resource Development Review'. Students will evaluate HR practices, employment systems, turnover rates, change management, high-performance work systems, and their impacts on organizational performance.

Importance of achieving congruence
between an organisation's strategy,
structure and HRM practices

Human resource management is essential for each and every sort of organisation as this
will help them into their growth and development in an effective manner. By managing them,
company will attain their coveted targets and objectives within limited period of time. To
improve work effectiveness of staff members; manager will provide training to them. Present
assignment is based on Tesco which is a supermarket chain and providing their services into
various nation. They have more than 50000 workers who are recently working with them. It is
essential for superior to set some strategy for their business as it works as a guidelines for
employees. They will follow them to complete their task in an effective and efficient manner.
Association is following hierarchical structure; so that, duties and responsibilities will be divided
to each person appropriately and firm will run their operations in a smooth way. Apart from, this,
there are many HRM practices are following by company to improve skills and knowledge of
staff members. This will aid them to enhance their profits and along with market share
adequately.
According to Anderson (2013) it is fundamental for an association to formulate their
mission, vision, goals, objectives, core competencies and many more. As it is considered as a
guidelines which need to be follow by manager to attain desired targets within limited period of
time. Tesco wants to acquire long term success and growth. Therefore, it is required for them to
accept modifications into their business. They need to adopt new and unique methodologies into
their business which aid them to attract more clients towards their products and services. It is
essential for manager to formulate effective and efficient strategies for business as this will help
them to compete their competitors at competitive place.
Vision of Tesco is to provide best quality goods and services to customers as this will
help them to gain their trust as well as loyalty. As indicated by Aswathappa (2013) company
wants to operate their business in across the world. If they run their organisation in distinctive
nations then, there are lots of opportunities which will be taken by them. Enterprise wants to
utilize new and unique inventive thoughts into their firm; thus, they will capture attention of
numerous individuals. As a result, they can improve their profits and along with market share in
an effective and efficient way. As stated by Barney and et. al. (2011) to improve quality of goods
and services, manager will provide training to their workers. It will reduce unwanted cost and
wastage, which will enhance revenues.
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Mission of Tesco is to produce qualitative items for people to accomplish their needs and
wants. This will aid them to take benefits from their competitors at competitive world. For above
stated purpose, they need to set up more functional areas within firm. Therefore, entire targets
and objectives will be achieved within limited period of time.
According to Batt and Colvin (2011) mission statement of company will define goals
which need to be accomplished by company. Vision of enterprise must be adequate as this will
provide motivation to workers and in addition inspire stakeholders. If it is formulated effectually
then, organisation will satisfy needs and wants of clients in a proper manner. Apart from this, it
is needed for superior to evaluate and control working execution of staff members. For above
stated aim, they will utilize key performance indicators.
Fundamental aim of Tesco is to be a Zero carbon business by 2050. strategies which are
formulated by manager is much effective; so that, employees know about their roles and
responsibilities which need to be accomplished by them. Along with this, their purpose is to
enhance client loyalty and trust. As indicated by Brewster and et. al. (2016) to provide best
services and in addition products to buyers, they improve their current items on regular basis.
Additionally, they launch new goods for people, which aid them to gain attention of numerous
individuals. Manager will conduct research to know about needs and wants of people; thus, they
will fulfil it within limited time span.
To achieve competitive advantage it is must for Tesco to set some values for their
business. They treat each and every person similarly without any kind of discrimination. This
will caters them growth and success which is needed to survive at marketplace for longer period
of time. According to Choi and Ruona (2011) they fulfil overall CSR activities in an appropriate
way which assist them to increase their market share and profits. It is must for them to reduce
wastage; therefore, they can protect environment from harm.
Strategy is like a plan of business which assist employer to attain coveted targets
effectually. It is necessary for them to use resources in an appropriate manner. Enterprise wants
to create their brand value at international level. As they are providing their items as well as
services at global market which aid them to enhance their market share. It is must for firm to
prepare some strategies for business; thus, they will complete their work in a systematic manner.
Tesco is a British Multinational retail company which dealing in grocery and general
merchandise. It is third largest profit generating company and also operate their stores in various
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countries to get better results. Tesco is an diversified brands in international market. For this they
required strong management within their operational activities to improve their structure. With
the help of this they easily maintain consistency in their organization which leads in attaining
higher success at market place. Mainly Tesco follow a particular hierarchical management
system to perform their business activities in smooth manner and also enhance their efficiency in
most effective manner. As indicated by Choi (2011) human resource management play important
role in managing entire activities of the firm in order to get positive results in systematic manner.
With the help of this company enhance their productivity at market and also invite large number
of customers.
It is significant for the management to manage all the employees at particular place as per
their capabilities because an able workers easily implement their task in favourable manner and
attain better results. Tesco follow tall hierarchical management structure in which all the
functions are divided in long chain command which is leads by higher authority of management.
Basically this structure is related with traditional nature which aid in assigning all the
responsibilities as well as roles to individuals. With the help of this management easily reduce
the chances of arising any confusion in employees mind. This type of organizational structure
define three level in which all the woks and command flows in effective manner and also aid in
achieving better results in appropriate time period. These level are top, middle and base level all
these assist in developing the better consistency within the organization.
As per Coff and Kryscynski (2011) it is fundamental for the Tesco to follow their
organizational structure in order to attain positive results. For this they provide better instruction
to their employees so that they easily perform their duties. In this manager play important role in
providing effective direction to their workers so that they complete their activities in most
effective manner and established better targets which leads in enhancing the overall performance
of the company at market place. In this aspect Tesco consider hierarchical organizational
structure which leads in attaining competitive advantage n market and also helps in developing
their growth in systematic management. One of the main advantage of using tall structure is to
maintain better coordination and efficiency along all the activities. In this all the maximum
power and responsibilities are held by the top level management and also they take entire
decision for their subordinates which aid in developing better coordination. With the help of this
company easily attain sustainability in their organizational process.
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According to Fine (2012) top level management include board of directors and president
of the company who is head of all the staff members and also execute all the power within their
organization. In this 9 people execute the particular committee in which they lead various
department are included. In this level all the members perform supervisory functions and also
take decision within the company to formulate all the task in most effective manner. The main
task of this level of members is to represent the company in front of international market. All
these strategic decision are taken by the top level management which is follow by all the
employees whose working in the Tesco. With the help of this they maintain better relation
among all the workers and get positive results which leads in enhancing the brand image at
market place.
As per Kehoe and Wright (2013) middle level functioning their activities between the
board of directors and base staff. In which they are responsible for functioning all the
organizational activities in effective manner which leads in maintaining better coordination to
attain long term goals and objectives in more effective manner. This level include managers who
consider all the policies and implement it effectively in lower level which helps in performing all
the task in most effective manner. The main function of this level is to provide better direction to
their base level workers and also improve their motivation so that they effectively perform their
task in most effective manner. In this managers are responsible for preparing effective policies to
complete all the organizational task in order to attain effective goals and objectives of the
company in most effective manner.
According to Marchington et. al. (2016) lower level include all the managerial people
who take all the decision about the stores and production process in order to attain end results of
the company is most effective manner. They are responsible for controlling all the activities in
order to attain organizational goals and objectives. They follow all policies of top level
management to execute their task and maintain better coordination within their workplace which
helps in improving their performance level. In this manager are responsible for motivating them
by providing them better training and development programs in which they easily enhance their
skills and knowledge. With the help of this they put their best efforts to completing their work in
most systematic manner.
According to Messersmith and et. al. (2011) Job Analysis is study of points that are
accountability related to occupation, what are actions that to be performed in particular task,
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duties, responsibilities and required skills. Process of job design includes in depth investigation
of all aspects. Criteria of this provides full knowledge about job and it is necessary for successful
accomplishment of task. Purpose of doing this activity evaluation is to describe that what an
employee need to deliver. An employer designs positions and covers all aspects that are required
for him to obtain goals. It is also essential for worker's purpose for their efficient working. Job
Design is important for Tesco so that they will attain desired results in an adequate manner and
this needs to be attain by newly appointed individual. It assists recruiter to place right person at
right designation at right time. As stated by Mossholder, Richardson and Settoon (2011) HR
managers of company consider this examination for setting payments and compensations that
will be add in his package. If things are not clear in investigation that will complicate HR
personnels task and make this evaluation unsuccessful. For achieving fixed target all points
included in this should be accurately stated in understandable language. When information is not
correct it will lead to inefficient working of corporate members who is hired on the basis of
wrong work examination.
As indicated by Ployhart and Moliterno (2011) Relationship between employer and
employees starts when recruiter of Tesco hires an employee. Building up strong connection
increases productivity of business as well as employee happiness. Association with workforce of
selected organization plays a vital role in regular growth of enterprise that will lead high rate of
success. Link can not be make on single hand it depends upon both parties of company because it
is mutual correlation of working member and studied corporation. Recruiter must ensure that
whatever he is saying that is to be clear his recruited person only when he will be able in getting
targets. When both have blurred bond that will bring discrepancy in information and it then
generate wrong output which will incur cost. Bond of employer and its workforce is nothing
without their reliance in each other and creation of that much trust depends on two of them. This
interconnection can be made by employer with generating romantic relationship with his
subordinates on every level of his association. Connection can be made by showing interest in
juniors life because of it they will feel motivated to their work. Relationship of boss and its team
varies from company to company and relies on organizational culture.
As stated by Tan and Nasurdin (2011) training and development is most significant HRM
practice. According to this, it is must for manager of Tesco to determine training needs; so that,
they can provide it to employees appropriately. This will help to improve work effectiveness of
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staff members. Along with this, they will utilize available resources in an adequate way which
aid them to reduce wastage. Henceforth, superior of company needs to organise this kind of
programs on regular basis. It will improve knowledge and skills of people which will help in
their career growth. Additionally, they can implement new techniques into their working process
in an effective manner. There are two types of training which will provide to employee, i.e. on
the job and another is off the job. This will aid to maintain quality of goods and services;
therefore, firm will maintain their customer base. By implementing new techniques they will
launch more items for their buyers; this will easily enhance profits of organisation in an adequate
manner.
As said by Anderson (2013) employee compensation includes salary, commissions,
wages of labour and incentives it is called as complete package offered to new hirings of
enterprise. A salary is a fixed amount that is payable at month end it gives on exchange of
service given to employee by analysed firm. Incentives are important part of worker's package it
works as motivation and drives efficient working to organization. It could be anything like
sharing in profit, extra pay above salary, cash incentives, bonuses etc. Bonuses could give on
basis of reaching set performance level and this is set enough that it should encourage people
who are working in Tesco. Profit sharing is pre decided pattern that it will be given on hitting
such targets and they are payable on yearly basis mostly. Tesco provides shares of them on
winning desired goals. Stock as bonus are provided specifically to top management or board of
directors. Other variant of compensation package is commission allows to give on specific target
achievement basis. It is most common way of remunerating workforce . Benefits could be
anything. It can be tangible or intangible or both. In tangible benefits bonus, commission, salary
etc. is included and in intangible recognition and work life development comes. Overall
compensation of company is single name of tangible and intangible benefits.
Instead of all this, according to Aswathappa (2013) it is essential for manager of human
resource to recruit best and suitable employees for their organisation. Therefore, they can attain
coveted targets and goals in a proficient way. Roles and responsibilities to staff members need to
be given by superior as per their knowledge, skills as well as capabilities. It works as a
motivation for them and they will complete their task within provided period of time.
It is a process of evaluation of effective working of workers in this business house that set
level of performance is going to be achieve or not. It examines performance of employees as
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well as organization too. It is necessary for successful completion of tasks that outcome is
favourable or unfavourable. According to Barney and et. al. (2011) performance management of
firm uses many tools and techniques for e.g. key performance indicator i.e. a measurable that
shows achievement of key objectives, performance appraisal, 360 degree feedback, management
by objectives i.e. when management depends upon small missions of venture. It can be done with
observation technique by monitoring day to day tasks of personnels and by assigning short
objectives to workers and evaluating them on that basis. PM itself is tools of ensuring success of
chosen undertaking and finding growth rate year on year basis. It is executed on both levels
individual levels and corporate level. Balance score card is widely used technique of evaluating
working of members of corporation.
From the above mentioned essay, it discussed about importance of achieving congruence
between an organisation's strategy, structure and HRM practice. As per this, one of the main
function of HRM is to manage all the organizational activities in effective manner which leads in
attaining competitive advantage in systematic manner. In this business strategies, structure and
HRM practice play important role in Tesco because all these helps in maintaining consistency
among all the activities which aid in improving organizational performance at market place. In
this manager of the company use various practice of HRM to enhance their workers productivity
by providing them training and development programs. By this they easily offer quality services
to their customers and attain higher profitability level at market place. Experienced employees
always contribute in overall success of the company in positive manner. In this, it is important
for the company to define their mission, vision, goals and objectives which leads in attaining all
the desirable target in appropriate time period. For this manager develop new and innovative
technologies as well as methodologies to invite large number of customers towards the company
and its profits. Along with this Tesco use various strategies to develop their activities and also
influence their employees towards the work and performance which aid in attaining competitive
advantage in market place. Furthermore, company use hierarchical organizational structure in
which company easily complete their target in systematic manner also maintain better
coordination among all the activities of the business. With the help of all these Tesco maintain
better consistency within their organization which leads in attaining higher success at
marketplace.
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REFERENCES
Books and Journals:
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Barney, J. B. and et. al., 2011. The future of resource-based theory: revitalization or decline?.
Journal of management. 37(5). pp.1299-1315.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Choi, M. and Ruona, W. E., 2011. Individual readiness for organizational change and its
implications for human resource and organization development. Human Resource
Development Review. 10(1). pp.46-73.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2).
pp.366-391.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
p.1105.
Mossholder, K. W., Richardson, H. A. and Settoon, R. P., 2011. Human resource systems and
helping in organizations: A relational perspective. Academy of Management Review.
36(1). p.33.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Tan, C.L. and Nasurdin, A. M., 2011. Human resource management practices and organizational
innovation: assessing the mediating role of knowledge management effectiveness.
Electronic journal of knowledge management. 9(2). pp.155-167.
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