Strategic HRM and Training Approaches in Tesco

This assignment discusses the strategic HRM practices and training approaches in Tesco, including the challenges faced by employees working abroad and the HR practices to overcome them.

Strategic human resource management-
Assignment-2

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................8

INTRODUCTION
Strategic HRM signifies functional activities that are adopted by business organisation to
accomplish objective and to execute different function in proper way. All this activity and
functions are adopted to accomplish favourable results. The organisation can execute appropriate
practices related to HRM during the period of time. It is helpful approach related to HRM as it
assists in handling operations and adopting this kind of operation as per need and want. In
context of this, the assignment is based on company named as TESCO. It is determined as an
international company that is executing its activities at UK. They focus on providing different
kind of product and services according to their needs that help them in satisfy them. In present
assignment, it is necessary to bring changes in working atmosphere of company in an appropriate
manner. These are connected to execute function that offer different kind of strategy as well as
approaches in context of preparing it. It assists in providing training to its subordinate in order to
perform different work around various locations. They also provide discussion regarding
prominent or appropriate challenges of subordinate that perform their work abroad and confront
various difficulties during the period of time (Ceric, 2017).
MAIN BODY
Explain different approaches which is helpful in context of providing training to employees who
work at overseas locations as well as also suggest best approach
The most important aspects related to organisation that it categorised as training provided
to subordinate. They focus on reducing or decreasing chances related to mistake as well as error.
It is significant that company focus on providing training to it subordinate. A superior training
program and session can increase skill and knowledge of subordinate. It offer framework to its
subordinate in order to accomplish a different task in an appropriate manner and also in timely
manner. Technology is important in providing training to its subordinate during the particular
phase of time period. In addition to this, the organisation focuses on implementing latest
technology that assists to its subordinate to finish allotted work in a proper manner without any
kind of error (Cristiani and Peiró, 2019). There are different kinds of technological system that
helps Company in saving time and use time in significant area that require more attention. In
context of Tesco, there are various kinds of training methods which is a used by organisations
and they select the most appropriate or proper source in order to provide training to subordinate.

The proper training will assists its subordinate of organisation to increase level of competition as
well as motivation. It is also used in enhancing knowledge base that assists subordinate to handle
different kind of work with stability. The management team of Tesco focuses on increasing
performance level of subordinate and achieve it and also offer appropriate training as well as
development facility to them.
Training it is determined as a method that helps in increasing knowledge as well as skill
of candidate for achieving task and goal in timely manner. Organisation adopts video, seminar,
speeches in order to offer training to subordinates. Training is delivered in different way or in
formal and also informal. Then if it is talked regarding Tesco, it is determined as an organisation
in which training is provided by instructor directly. This kind of training is appropriate for
organisation as it provides assistance to subordinate to increase their understanding regarding
production and increase productivity level in future period of time. The superior part related to
instruction that is depend upon training that it offers attention of individual person and increases
their knowledge to perform their work in proper way. And they focus on asking direct question
in reference of any kind of query occur during the particular phase of time period (Lim,Wang
and Lee,2017).
Task rotation or job rotation in this specific method, the subordinate are instructed to
rotate work or job on monthly basis a daily basis as well as weekly basis. In this method, the
focus is on increasing their learning regarding improvement during the particular phase of time
period. It provides allowance to subordinate to support them to grab innovative opportunity and
identify area related to interest. In reference of Tesco, the subordinate are flexible and the
management focuses on allotting job rotation as well as tasks rotation in order to adjust different
kind of function in proper way. The subordinate required to use innovative area as well as
environment for successfully achieved this kind of rotation during the period of time.
Conferences are determined as a medium by which subordinate can increase their
engagement level with another individual person in industry and outside industry. Conferences
help in increasing enthusiasm of subordinate and also assist in increasing confidence level during
particular phase of time period. In Tesco, there are different kind of conferences are organised in
organisations that provide motivation to its subordinate to take participation in them that help in
utilising exposure to them. It helps subordinate of organisation to increase knowledge and skill

that is helpful in performing different task in an appropriate manner. It has been analysed that
increasing participation level in conferences increase knowledge of subordinates within
organisation and offer them opportunity that must be grab and they need different kind of
experiences from individual person in specific industry during the particular phase of time
period.
Coaching is a kind of approach that helps person to focus on coach in which subordinate
focuses on performing different work and also trained them to increase their knowledge as well
as skill. In reference of Tesco, there are different coaching program and many subordinate
increasing their involvement in this program for brush up their knowledge as well as skill. In
addition to this, it is determined as a most important kind of approach in context of learning
aspects. The employee increase their education and learning by using coaching approach within
business organisation.
On the job development herein, the subordinate focuses on increasing their skill related to
specific job. And, the subordinate focuses on grab opportunity in which they want to improve
themselves. In context of TESCO, the organisation can focus on adopting this kind of method to
improve skill of employees who requires additional attention from organisations. And the
subordinate is required training and also need direction related to specific job that has been
selected for this kind of training session. Tesco can offer this kind of method related to training
provided to individual person who needs to increase their working skill. In context of this, the
method is adopted by organisation in order to better use of resources that help in enhancing
productivity of subordinate within business organisation (O'Donohue and Torugsa, 2016)
Career planning is determined as an approach by which business organisation can offer
assistance to work in providing shaping to career in future period of time. In this method, the
subordinates get comfortable along with organisation in disclosing aspiration as well as
expectation from job. This kind of information derived from subordinate that can assists
organisation to provide responsibility align with expectation related to career of subordinates.
This approach is used by Tesco Company to increase satisfaction level of subordinate to perform
their work within an organisation and to sustain them in company for maximum time period.
Therefore, the superior approach that is adopted by organisation is job rotation as it assists in
working subordinate of organisation to grab innovative opportunity during particular phase of

time period. It will also assist organisations in using alternative of specific position of job. The
employer focuses on assessing different kind of skill as well as flexibility by using this approach.
It is determined as a method that help workforce to perform their work in an appropriate manner
during particular phase of time period.
Hofstede theory of culture
Power distance index this is a primary function that for accomplishing objective by
executing function in proper way. It helps in providing equal distribution related to power in
order to execute different function in proper way. In reference of chosen organisation, this is
determined as there are different functions that must be executed for handling it.
Collectivism vs. Individualism it is necessary to provide discussion regarding different
factor that is connected to execute an activity of business organisation that help in achieving goal
in timely manner. In context of company, they focus on implementing different function by
assessing proper system that imposes direct effect on performance related to various factor as
organisation focuses on providing support to collectivism in company other than individualism
that help in increasing productivity level and accomplishing objective in timely manner.
Uncertainty avoidance index this index assists organisation in adopting appropriate
system that helps in accomplishing goal of business organisation by adopting avoidance of
uncertain events that is connected to a company. Therefore, it is assessed that selected
organisation can adopt this kind of function as per need that assists in accomplishing objective
and performing different functions in proper way. It also help in getting appropriate results by
executing different work in better manner during particular phase of time period
(Presbitero,Roxas and Chadee, 2016).
Femininity vs. masculinity herein, it is necessary to provide discussion regarding role of
male as well as female worker. The business organisation focuses on function that must be
followed in order to launch different things within company and execute function as per need as
well as requirement.

Discuss the prominent challenges which employees face in working abroad and also describe the
HR practices that help in overcoming from the difficulties
There are different kind of changes that must be confronted by subordinate for achieving
objectives of business organisation and execute different function in proper way. It is important
for a company to accomplish better result for executing functions or activity in proper way. All
those kind of function that is adopted by selected organisation that is going to be mentioned
below:
Language barrier this is determined as a major issue which is confronted by individual
person while performing their work which is far from native place. There is different kind of
language differences which is adopted in present environment of organisation. This is connected
to alteration within business organisation that imposes direct effect on performance of
subordinates that results in mismanagement related to work (Su, Wang and Chen, 2020).
Reaction towards new environment it has been assess that there is a alteration within
business organisation is determined as issues and challenges faced by management team. It is
necessary to adopt proper system that is connected to functioning related to business organisation
that assists in achieving objective in timely manner. Herein, there are different kinds of
subordinate who confront hindrances due to bring change related to working that imposes direct
effect on productivity level of organisation. In context of chosen organisation, the management
team provide facilities like flexible working atmosphere and so on in order to satisfy its
employees during the period of time.
Ineffective recruitment this is determined as a major issue which is confronted by
subordinate while they alter working atmosphere. There are different kinds of function that must
be executed by business organisation for meeting objectives. This is connected to performance
level of function of organisation and using this activity for achieving goals as well as objective in
timely manner (Song, GU and Wang, 2019).
There are different kinds of approaches which can be adopted by organisation that is going
to be mentioned below:

Polycentric approach this approach is adopted to accomplish objective of organisation
that is connected to perform function in proper way. This is appropriate method that helps in
achieving objective by executing different function according to need as well as requirement.
CONCLUSION
On given report, it is assess that strategic HRM signifies functional activities that are
adopted by business organisation to accomplish objective and to execute different function in
proper way. All this activity and functions are adopted to accomplish favourable results. The
organisation can execute appropriate practices related to HRM during the period of time. It is
helpful approach related to HRM as it assists in handling operations and adopting this kind of
operation as per need and want. These are connected to execute function that offer different kind
of strategy as well as approaches in context of preparing it. It assists in providing training to its
subordinate in order to perform different work around various locations. They also provide
discussion regarding prominent or appropriate challenges of subordinate that perform their work
abroad and confront various difficulties during the period of time.

REFERENCES
Books and journals
Ceric, A., 2017. E-HRM challenges: An Australian perspective. Electronic HRM in the Smart
Era, pp.201-220.
Cristiani, A. and Peiró, J.M., 2019. Calculative and collaborative HRM practices, turnover and
performance. International Journal of Manpower.
Lim, S., Wang, T.K. and Lee, S.Y., 2017. Shedding new light on strategic human resource
management: The impact of human resource management practices and human resources on the
perception of federal agency mission accomplishment. Public Personnel Management, 46(2),
pp.91-117.
O'Donohue, W. and Torugsa, N., 2016. The moderating effect of ‘Green’HRM on the association
between proactive environmental management and financial performance in small firms. The
international journal of human resource management, 27(2), pp.239-261.
Presbitero, A., Roxas, B. and Chadee, D., 2016. Looking beyond HRM practices in enhancing
employee retention in BPOs: focus on employee–organisation value fit. The International
Journal of Human Resource Management, 27(6), pp.635-652.
Song, Z., Gu, Q. and Wang, B., 2019. Creativity-oriented HRM and organizational creativity in
China. International Journal of Manpower.
Su, Z.X., Wang, Z. and Chen, S., 2020. The impact of CEO transformational leadership on
organizational voluntary turnover and employee innovative behaviour: the mediating role of
collaborative HRM. Asia Pacific Journal of Human Resources, 58(2), pp.197-219.