Strategic Human Resource Management: A Case Study of Tesco

BUSINESS STRATEGIC HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction...................................................................................................................... 3
Task-1.............................................................................................................................. 4
An analysis of HR policies and practices within the organisation(s) against selected
theoretical concepts, e.g. High commitment HRM (HCHRM), best fit HRM or hard and
soft HRM.......................................................................................................................... 4
Task 2.............................................................................................................................. 8
Analysis of external forces (Pestle Analysis) and its effect on HR stratetegic decisions in
an organisation.................................................................................................................8
Task 3:........................................................................................................................... 10
An Analysis of how the HR function is organised and how HR policies and practices are
delivered:........................................................................................................................10
Conclusion..................................................................................................................... 12
Recommendation...........................................................................................................13
Reference List................................................................................................................ 14
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Introduction
Business strategic human resource management is the process which focus on achieving the
objectives in terms of hiring and developing resources, improving the quality of work
environment and business performance as well as working in a collaborative manner in an
organisation. It provides a clear structure of an organisation. It also helps to find out the strength,
weakness, threats and opportunities. In addition to it this process helps in taking business
decision and formulating business strategies. The focus is to use various HR techniques for the
benefits of employees and organisation, to understand the competitors. The chosen company for
the following study is Tesco. This study will cover the HR policies and practices of organisation
as a whole and analysis of external forces and hr functions. This will also cover the effect of
Pestle analysis on HR strategic decisions. The study provides the utilities of Ulrich's model
which shows how policies and practices are delivered.
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Task-1
An analysis of HR policies and practices within the organisation(s) against selected
theoretical concepts, e.g. High commitment HRM (HCHRM), best fit HRM or hard and
soft HRM.
A successful policies and practices strategy can identify organisation's need as well as make it
more competitive using various advanced training, development and research program.
According to Ahmad (2015), the different human resource policies adopted by organisations
must be easily understood and followed consistently.
 Regulatory policies:
This policy includes the strict regulations and guidelines for employment, payment to employees
and overtime pay.
 Leaves and absence Policies:
There must be certain policies for granting leaves to employees which include the number of
leaves and their types must be followed.
 Flexible working hour policies
The kind of flexible working hours must be communicated to employees
 Reimbursement Policies
An organisation should create a clear policy when and the employees can get paid back.
Organisation must develop some HR practices to encourage the employees and people
outside the organisation:
 Communicate the interview process and tips.
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