Human Resource Management and Outsourcing in the Organisation

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Resourcing the
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
Define flexible working and outline the reasons why organisations are increasing flexibility of
working patterns..........................................................................................................................1
CONCLUSION................................................................................................................................3
INTRODUCTION...........................................................................................................................3
Critical evaluation of outsourcing as a practice with two examples in context with
organisation.................................................................................................................................4
Various aspects of human resourcing with respect to human resource management theories.. .7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Resourcing relates with adding value into organisation to convert plans and goals into
actual outcomes. Strategic planning considered with just a plan which requires to be
implemented. Resources in the organisation involves with people,technology
equipment,machinery related to any projects and raw materials having appropriate amount of
finance approach in it. These resources are necessary in turn the ideas into actual outcome
through adding their value in this strategic planning. Leaders and senior authority have to
determine how this gap will be successfully meet after utilizing the appropriate resource in place
of that aspects. This process of gap analysis can applied to all categories of resources. Below
report is based on TESCO a British multinational retailing industry involves in groceries and
general merchandise, having their headquarter in Welwyn Garden City, England. This report is
based on topic meaning of flexibility and their approaches works in Tesco, reason for increased
in flexibility of working practises , define outsourcing and practical examples of outsourced HR
activities.
Define flexible working and outline the reasons why organisations are increasing flexibility of
working patterns.
TESCO is a British multinational retailing industry which works on groceries and general
merchandise retailers, having their headquarter in Welwyn Garden City, England. This retailing
industry are considered to be third largest retailers, measured by gross revenue in the world.
They are operating in almost five countries across Europe and having the image of market leader
of groceries in UK. This multinational retailer of groceries and merchandise involves with
retailing product like clothing, electronics, furniture, toys, gas station, furniture and relates with
internet services too. As this industry are operating in large retailing operations, they are having
large number of employees working in their particular business activities approx 405500 as per
2021 records. Area of serving considered with United Kingdom, Ireland, Hungary, Slovakia and
others. As this retailing organisation are working on global platform they are inducing with lots
of department activities which are carrying on large scale from operations to logistics this
multinational retailer generating their brand name in the international market of retailing
industry. So here are the flexibility which are concerned in the process of large operation value
of Tesco retailers is that:
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Flexibility relates with capabilities and ability of the organisation to adapt the change or
adapt the value of something new adding into business in quite quick manner. An organisation
will considered flexible if they are capable of dealing in multiple responses to its environment.
Because changing over from one response to another needs proper cost setup that will assist in
making the organisation more flexible. Flexibility refers to process of adopting the change in
respect of making quick decision regrading the operation of business. The ability of organisation
will depends upon their workforce which will attain the value of flexible nature of business.
Flexible organisation will going to accommodate the employees needs and schedules, which
directly relates with healthier work-life balance, this will provides them with great satisfaction to
their employees for their particular job role(Treem, Barley and Leonardi, 2020).
In order to setup the flexibility approach in the business, organisation have to trust their
employees in order to develop the retain factor in the business. In the context of retailing
industry like Tesco they are operating in flexible working hours and starts the operation of work
from home in the pandemic situation of Covid-19. To develop the trust of their employees,they
worked on each and every aspect that shows flexibility value considered under organisation.
Tesco relates with large operation of its retailing activities like research and development process
which allows employees to work according to their capabilities and posses this ability directs to
its working. As this industry are working on large scale, they have to put much efforts in
converting their flexible strategy into reality is that converts into actual outcome, due to their
operations in different countries , organisation will take time to adopt these changes as execution
of any plan will require time to set their position accordingly(Meloncelli, Barnett and de Jersey,
2020).
Tesco provides with extra benefits in their flexible approaches to their employees by
giving them assistance of diverse shifts patterns is that by part time working, working on a
particular number of days a week, by job sharing with colleague, working from home facilities,.
They are also starting partnered with Timewise and signed up to their retail pioneers programme
which having an aim to maximise workplace flexibility benefits. Tesco works on their working
hours pattern by giving relaxation to their employees through providing work form home
facilities, they are achieving the numbers of flexible benefits like by this working pattern for
employees organisation will leads to adopt the quality and higher productivity by making
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employees more reliable on the organisation working pattern. Some of the reason for increased
flexibility of working practises which is having an important aspects in the Tesco :
By enabling the employees for better results, tesco due to their large operation of activities
which concerns with retailing approach needs to fulfil by the human resource who are working in
this organisation with a view to attain the probability ratio during their continuous working.
Expecting by each employee to reach at certain level every time is quite difficult. A flexible
working hours and schedule in this retail industry is must which enables the employees to work
accordingly when and where they are most productive. For creating the flexible job environment
its necessary to work on the welfare of employees through getting the high morale of their
employees, providing with proper job satisfaction, efficiency in working hours and this will leads
to overall probability of the business like Tesco(Marasigan, Doshi and Fung, 2020).
CONCLUSION
From the above report it is been concluded that in a business organisation to achieve success
there must be efficient use of resources and all necessary resources should be available within
the company. While doing outsourcing as the company hires another company so it may happen
that they will lose control over all activities so companies must ensure that all business
operations are managed in an effective so that no future conflicts get arise. It is also been
concluded that as per the concept of human resourcing and various theories they all should be
kept in mind because it may happen that while performing the employees require motivation so
that they becomes more passionate towards their company and lead to growth in that particular
sector.
INTRODUCTION
Resources are needed in every change scenario in organisation in respect to deal differently
in operations activities. By ensuring work units are resourced adequately, by ensuing what
resources are required to achieve the plans which are to be implement after resources value will
decided. Gap analysis will used to compare what should be needed in place of what
resources(Livne-Tarandach and Jazaieri, 2020). Outsourcing and its practice involved with
better attentiveness of working as with this possibility to attract potential candidates is enhanced
with adequateness. Outsourcing is defined as an agreement which involves the practice of hiring
an another company who will be responsible for all activities whether it is existing or a planned
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one and it also includes transfer of employees as well as assets from one company to another.
The report below comprise of various outsourcing practice that is used by an organisation to
advance its working capability and its efficiency as well.
Critical evaluation of outsourcing as a practice with two examples in context with organisation
. It is been analysed that companies use the concept of outsourcing because they want to
cut labour costs and salaries. It is also used by organisations to focus on specific elements of
business. There are many benefits of outsourcing and it is been explained as below:- Cost advantages:- Through the concept of outsourcing cost is being saved. As in
different countries costs are also different so with regard to outsourcing costs gets saved.
Costs are used in such a way that it shows high quality as company hires another
company so they ensure that their quality is also good. Increased efficiency:- It is very important for business to increase their efficiency as well
as productivity. So, through outsourcing all projects are been transferred and with respect
to that productivity gets increased(Susánszki, 2020).
Evaluation of outsourcing:-
In context with concept of outsourcing it has both risk as well as it contains value also.
By proper evaluation organisation has to critically manage all risks and they must be able to
create some value for them. There are different components on the basis of which both risk and
values are considered. The risk and values are been explained as below:-
Components Risk Value
Operational  Due to operational risks
organisation face certain
difficulties with respect to supplier
team as well as business processes.
 It may also lead to failure in not
implementing business operations.
 The risk is also there as per the
need of initiating new skills.
 The operational components
provides access to all type of
world class capabilities.
 If any problem arises then
through the proper
management in operations
team then it can be easily
solved.(Schneider, Bullinger
and Brandl,2020)
Strategic  There is less control over all  With the help of strategic
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decisions that a business
organisation makes.
 If there is a problem regarding IT
then employees should have proper
knowledge regarding that so if
they will not have such knowledge
then it will be a risk to them.
outsourcing organisation can
gather resources from outside
environment also which will
be beneficial for them.
 As company hires another
company and they takes all
responsibilities so it
improves company in
providing more focus.
Results  There is a risk in terms of poor
management strategy. If there will
not be effective strategy then it
will create a risk for them also
because by hiring another
company the management system
should be good.
 The value gets increased
because of improving
quality. When quality of
products gets improved then
service also gets better and
efficient.
Transactional A risk is there that there may be many
conflicts with regard to cause as well as
convenience(Teerikangas, Turunen and
Välikangas, 2020).
Due to effective process as well as
costs it creates a value for
management and as per the
component of transactional all risks
that they face will be shared.
Financial There are some costs which are unplanned
as it may be a sudden requirement so it
creates a risk for management.
The organisation get more funds as
compared to the investment they will
be doing. It is been value because
organisations are getting more funds
rather than investment(Wiggins,
Derickson and Jenkins, 2020).
Merits and Demerits of outsourcing:-
Merits Demerits
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Outsourcing is beneficial because with the help
of this things get done very fast because there
are less employees due to which operations are
also done fast.
Through the concept of outsourcing the
company loses some control because they hire
another company and responsibilities are given
to them due to which control does not remain
in their hands.
Risks can also be shared because when
company hires another organisation the risks
are also shared because it is the responsibility
of their campaign also so they also had to deal
with them(Banks and et.al, 2021).
By using the concept of outsourcing all
financial pressure is also been shared. As there
are certain terms and conditions according to
which financial risks had to be shared.
With the help of outsourcing organisation can
reduce their overall cost also because they do
not need to hire employees for whole
organisation so their time as well as costs get
reduced.
The company can lose their focus as the work
which they send may not get effective focus
which they deserve(Mankevich and Svahn,
2021).
Practical examples:-
The practical example in context with TESCO is been explained as below:-
 TESCO has enhanced an IT outsourcing agreement in relation with Xansa with respect to
18 million which will initiate them to just focus on their retail business as well as
increasing customer satisfaction to lower down costs. Both companies have been working
together since two decades and has established a relationship on the basis of three year
contract. Xansa has been always considered as a valued partner which has provided
expertise in relation with application management and delivered core outcomes.
 TESCO also set up IT services as well as certain business processes which is now
moving their jobs to India. The subsidiary in relation with company is known as TESCO
Hindustan service centre which will have staff of around 770. The company decided to
standardize its IT platforms which is also known as TESCO in a box. With respect to
company Bangalore business operations they are working on a data warehouse tool which
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is considered as a retail ERP application(Act, 2021). As per their outsourcing many
labour unions happened but company didn't expected such protests as they were at the
stage of fast growth. So, they decided to have their wholly owned subsidiary instead of
outsourcing local companies. The company also decided to outsource some of their work
to Indian companies like Wipro Ltd, Infosys Technologies Ltd. So, with respect to this all
companies will offer TESCO a business continuity support which will require particular
skills that might not be economic in terms of developing their own centre.
Various aspects of human resourcing with respect to human resource management theories
There are different aspects and theories of human resourcing and it is been explained as
below:- Organisation behaviour theory:- This theory focuses mainly on improving performance
as well as increasing job stability. It is very important in business organisations to focus
on improving employee performance. With respect to that the aspect of human resourcing
is about training and development. So, while providing effective training to all employees
the behaviour with respect to improving performance also gets improved. So, in context
with TESCO, they also focused on following a structured approach with respect to
providing training in order to ensure growth in their sector. So, they provided both on the
job and off the job training. In relation with organisational behaviour they also focused
on effective decision-making and following a democratic style of leadership. With
respect to that they improved their organisation culture also(Trickey and et.al, 2020). Motivation theory:- This theory means to create a passion towards all employees so that
they achieve goals and objectives and continues to grow their organisation. With respect
to this theory, the human resource concept of performance management was evaluated.
As employees get more passionate towards their goals when they get different type of
rewards for their performance and ensure that all employees are effectively been
motivated and is doing their work with full passion. In context with TESCO, they also
managed employee performance by enhancing a corporate steering wheel through which
companies ensured that all strategies which they made in order to improve performance
were effective. Resource based theory:- It is based on the assumption that organisation has full use of
materials, information and data as it is very important for organisation. All resources
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which are necessary must be provided to all employees also. With respect to that the
human resource aspect in relation with working conditions as well as certain elements
should be provided. All employees in the organisation must be provided with basic
facilities because its a basic requirement for them. In context with TESCO, they provided
all amenities to their employees in order to create a effective culture for them. They
initiated a clean and provided top facilities to all workers due to which each employee
were passionately came to office everyday(Watts and et.al,2020).
 Human capital theory:- This theory is defined as the concept of people's investment been
done in themselves. It is believed that people who are more educated leads to better
productivity as they earn more income in comparison with other people. In relation with
this theory, the aspect of human resource management is in terms of recruitment and
selection. While doing recruitment and selecting employees companies should ensure that
those employees should be selected who will lead to better productivity as per their
education level. In context with TESCO, the whole human resource management team is
used to guide each employee and ensure that for achieving growth they are providing a
effective path to their employees with respect to innovation and always think about better
ideas(Rodrigues, Antunes and Matos, 2020).
The company has some top performers which are highly marketable as per their skills and
knowledge as well as in relation with social capital. In context with TESCO they also followed
certain human resource aspects which is been explained as below:- Employee engagement:- In terms of relation and employee engagement the company
used different strategies for motivating their employees so that they can develop listening
skills also. The company became successful because of effective employee engagement
and relation among them. The company enabled many strategies to solve all problems
and maintain a good relationship(Enshassi, Saleh and Sundermeier, 2020). Health and Safety:- TESCO provided all important amenities to their employees which
enhanced their credibility. They also gave training to their employees with respect to
health and safety management. They also had treatment facilities within their company
which was beneficial for everyone.
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 Equality:- The company has never did discrimination against the aspects of religion,
gender and many more. They followed all rules with respect to equality so government
never stopped their business operations.
CONCLUSION
It has been concluded from the above report that there are various aspect that is followed
by an organisation in order to conceptualise working tendency and its proficiency in better
manner. For this working standards and its capability both get advanced over a regular period of
instance. To enhance the credibility and understanding of understanding with respect to human
resource aspects it has been analysed that organisation raised their financial aspect through bank
lending as well as capital markets and also provided components for managing risk.
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REFERENCES
Books and Journals
Act, C.S., 2021. Resourcing Inclusive Education.Autism,71, p.72.
Banks, J., and et.al, 2021. Resourcing Inclusive Education.
Enshassi, A.A., Saleh, N. and Sundermeier, M., 2020. A Review of Resourcing Approaches in
Post Disaster Housing Reconstruction.International Journal of Sustainable Construction
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Rapid Community Emergence in a Temporary Organization.Academy of Management
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Mankevich, V. and Svahn, F., 2021, January. Resourcing Digital Competence in Product
Development: A Computational Study of Recruitment at Volvo Cars. InProceedings of
the 54th Hawaii International Conference on System Sciences(p. 5861).
Marasigan, K., Doshi, S. and Fung, S., 2020. Pharma Collaboration for Transparent Medical
Information (phactMI™) Benchmark Study: Results of Organizational Structure and
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Meloncelli, N., Barnett, A. and de Jersey, S., 2020. Staff resourcing, guideline implementation
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Zealand Journal of Obstetrics and Gynaecology,60(1), pp.115-122.
Rodrigues, F., Antunes, F. and Matos, R., 2020. Safety plugins for risks prevention through
design resourcing BIM.Construction Innovation.
Schneider, A., Bullinger, B. and Brandl, J., 2020. Resourcing Under Tensions: How frontline
employees create resources to balance paradoxical tensions.Organization Studies,
p.0170840620926825.
Susánszki, B., 2020. Exploring partnering opportunities in the Spanish project resourcing
market: a case study.
Teerikangas, S., Turunen, M. and Välikangas, L., 2020. Resourcing intuition in practice.
InHandbook of Intuition Research as Practice. Edward Elgar Publishing.
Treem, J.W., Barley, W.C. and Leonardi, P.M., 2020. Resourcing expertise: How existing
schemas and communication processes shape the meaning of expert work in a global
organization.Communication Monographs, pp.1-26.
Trickey, A., and et.al, 2020. Has resourcing of non‐governmental harm‐reduction organizations
in Ukraine improved HIV prevention and treatment outcomes for people who inject
drugs? Findings from multiple bio‐behavioural surveys.Journal of the International
AIDS Society,23(8), p.e25608.
Watts, J.R., and et.al,2020. Community Mental Health Resourcing. InSustainable Community
Health(pp. 239-269). Palgrave Macmillan,
Cham.<https://www.computerworld.com/article/2569104/u-k--retailer-tesco-to-move-
hundreds-of-it--support-jobs-to-india.html>
Wiggins, B., Derickson, K.D. and Jenkins, G.S., 2020. Resourcing Community Partnerships
Through Academic Libraries.Journal of Higher Education Outreach and
Engagement,24(3), pp.115-124.
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ONLINE
Riberio, 2005. U.K. retailer Tesco to move hundreds of IT support jobs to India,[Online].
Available Through:<https://www.computerworld.com/article/2569104/u-k--retailer-
tesco-to-move-hundreds-of-it--support-jobs-to-india.html>
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