Strategic HRM Report: Trends, Factors, Theories at Tesco

This report provides a comprehensive analysis of Strategic Human Resource Management (SHRM) at Tesco, a multinational retail organization. It identifies key trends and developments influencing Tesco's HR strategy, including the increasing socialization of organizations, the shift towards a la carte benefits, and the fluid nature of feedback mechanisms. The report also examines internal factors like internal policies and employee relations and external factors such as competition, labor supply, and legislation that impact Tesco's HR practices. Furthermore, it applies relevant theories and concepts like employee training, performance management, and transaction cost theory to Tesco's SHRM. The report also touches upon how change management models support HR strategy and discusses methods for monitoring and measuring HR outcomes, evaluating the effectiveness of HR in supporting sustainable performance and growth. Desklib provides more solved assignments for students.

Strategic Human
Resource Management

Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
P1 Determine the key trends as well as developments that influence HR strategy of an
organisation............................................................................................................................3
P2 Analyse the several internal as well as external factors that has an influence upon HR
strategy and Practice...............................................................................................................4
Task 2...............................................................................................................................................6
P3 Apply relevant theories as well as concepts in context to the strategic Human Resource
Management in context to the specific organisation..............................................................6
TASK 3............................................................................................................................................7
P4 Evaluate the ways in which the suitable change management models support Human
Resource strategy in the application to a specific organisation..............................................7
TASK 4............................................................................................................................................7
P5 Discuss the ways in which Human resource outcomes can be monitored and measured in
context of the Primary organisation.......................................................................................7
P6 Evaluate the effectiveness of Human Resource Management and development that can
support sustainable performance and growth in order to meet the organisational objectives.7
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

Introduction
Strategic Human resource management is referred as the relationship between the human
resource of the organisation along with the strategy, goals as well as the objectives of the
organisation in a specific. The main motive of the strategic human resource management is to
ensure that the organisation is highly flexible in terms of innovation as well as the competitive
advantage. Further the goal of the organisation is to focus upon the development of a purposeful
organisational culture at the organisation along with the improvement of the business. The
concept of strategic human resource can be effective and a vital role is played by the Human
Resource department of the organisation (Greer, 2021).
Tesco is a United Kingdom based multinational organisation that is a part of retail sector
organisation. Tesco deals in groceries as well as general products. The organisation was founded
by Jack Cohen in the year 1919. The headquarters of Tesco have been established at Welwyn
Garden City, United Kingdom. The report revolves around the Strategic Human resource
Management of Tesco.
Task 1
P1 Determine the key trends as well as developments that influence HR strategy of an
organisation.
There have been several trends as well as developments that tend to influence the several
strategies formulated by Human resource department of an organisation. Several trends that have
been discovered in the concept of Strategic Human Resource Management have been discussed
below in detail (Cooke, Xiao and Chen, 2021).
 Organisations have become more social- In the present scenario, the organisations have
become more social and as a result more relaxed attitude has been prevailing in the
several organisations. The leaders of the organisation have analysed the importance of
socialisation but on the other hand they are aware of the several distractions that can take
place over social media. Hence the organisations tend to block several sites in order to
balance the socialisation of employees. It is essential for the organisation to keep a
balance as the unnecessary interference of the organisation can affect the productivity of
the employees at the organisation.

 Benefits go a la carte- In the past, health and retirement schemes or benefits were
considered as the most common benefits that were provided by the employers to
employees. In accordance with the present trend, the employees still consider the basic
salary as significant but they are more focussed upon the flexible as well as individual
benefits that can be grabbed by the customers. As a result, the organisations have decided
upon keeping their perks on the basis of the talent and performance which has led to a
competitive environment.
 Feedbacks have been considered as fluids- In the present scenario, the organisations have
adopted upon a quite flexible approach which is quite less formal in comparison to the
previous trends. Earlier the organisations used to rely upon the annual reviews in order to
assess the performance of the employees and further the feedback was provided. The
organisations, during the preset scenario have been focussing upon several software in
order to get the real time feedback without the structured reviews. The trend has shifted
from the number rankings to the assessment on the basis of the last two or three months.
This has helped in analysing several aspects including the workplace experiences. As a
result of this, the organisations have been able to emphasise upon the team work,
collaboration as well as the competitive spirit (Collins, 2021).
P2 Analyse the several internal as well as external factors that has an influence upon HR strategy
and Practice.
Human Resource strategies tend to plat a crucial role upon the mission, vision, goals and
objectives of the organisation. There are several internal as well as external factors that tend to
influence the human resource strategy as well as practice of the organisation. The internal as well
as external factors play a crucial role in order to maximise recruitment as well as retention and
further to decline the employment issues that can take place at the organisation. The several
internal as well as external factors that have an influence upon the strategic Human Resource
Management of Tesco have been discussed below in detail (Shaw, 2021).
 Impact of competition upon the recruitment- The level of competition in the industry
tends to have an impact upon the ability of the organisation to recruit the qualified work
personnel. Several industrial giants like Tesco tend to find the candidates that seek them
out. For an established retail giant like Tesco, it is not important for them to advertise for

the purpose of recruitment as the candidates themselves are quite keen to work with the
organisation and they visit the website of the organisation for the purpose.
 Labour Supply as well as Labour compensation- The labour supply tends to drive the
amount of compensation that is required by a business in order to attract the several
employees. When the unemployment rate is high, this shows that there are more qualified
individuals in comparison to the job opportunities that exists within the industry as a
whole. When there are lesser job opportunities in comparison to the number of
unemployment candidates, then the amount of compensation is quite low as there are a
huge number of individuals competing for a specific job role (Lee, 2021).
 Impact of legislation- Legislation is an important factor that tends to have an impact upon
the Human resource management strategies. The legislation comprises of the federal
policy as well as the state policy that typically dictates upon the duration of the business
for which it can be into the operations. The federal and state policy focuses upon the
retention of the personnel records as well as the employee data that is required to be
stored by Tesco for a specific duration along with the way in which they need to be
stored. The Human resource management is required to safeguard the confidentiality of
the information in context to the employee and further ensure that Tesco has been
operating within the confines of the law (Hamid, Muzamil and Shah, 2022).
 Internal policies and employee relations- The internal policies as well as the procedures
are likely to have a huge impact upon the human resource activities of the Human
resource of Tesco. If Tesco focuses upon the promotion from within, then the Human
Resource department of the organisation is required to ensure that the employees receive
intact and appropriate training and development in order promote in the organisation. The
HR of Tesco is required to ensure potential replacements and further make sure that the
staff members are properly trained in order to cope with the loss of sudden resignation of
the employees.

Task 2
P3 Apply relevant theories as well as concepts in context to the strategic Human Resource
Management in context to the specific organisation.
The business strategy of Tesco states that the Human Resource plays an integral as well
as a leading role in order to take benefit of the competitive advantage in the industry. The Human
resource management department of Tesco focuses upon keeping the store employees liberal in
order to make them focus upon the customer service. There are several theories as well as
concepts in context to the strategic human resource management at Tesco which have been
discussed below in detail (Rees and Smith, eds., 2021).
 Employee Training- Employee training is a concept referred of Human resource
management that is being followed at Tesco. The concept has been introduced at Tesco in
order to enhance the technical skills, knowledge as well as the efficiency and further to
promote value creation at Tesco for performing several jobs at the workplace. Employee
training program at Tesco is performed at regular and periodic intervals. The employee
training facilitates the employees of Tesco to enhance the required set of skills which will
help in the development of an individual along with the overall growth of the
organisation.
 Performance Management- Performance management is referred as the concept that is
followed and promoted by Tesco wherein the tool helps the managers to monitor and
evaluate the work of the employees at the organisation. The goal of the performance
management concept at Tesco is to create an environment where people can perform in
the best possible manner while using the abilities in order to work in a highly productive
manner along with efficiency. The concept of Performance management is to focus upon
transparency as well as the accountability (Turan And et.al., 2022).
 Transaction cost theory- Transaction cost theory is an HRM theory which focuses upon
the concept of corporate governance as well as the agency theory. Transaction theory is
followed at Tesco and is based upon the theory that the cost arises when a third party is
asked to do something. Transaction cost theory states that the transaction cost occurs
when Tesco focuses upon searching information for example finding a supplier,
bargaining as well as decision costs which facilitates purchasing a components as well as

policing and enforcement costs in order to monitor the quality of resources at the
organisation (Jaillet, Loke and Sim, 2021).
TASK 3
P4 Evaluate the ways in which the suitable change management models support Human
Resource strategy in the application to a specific organisation.
(Covered in PPT)
TASK 4
P5 Discuss the ways in which Human resource outcomes can be monitored and measured in
context of the Primary organisation.
(Covered in PPT)
P6 Evaluate the effectiveness of Human Resource Management and development that can
support sustainable performance and growth in order to meet the organisational objectives.
(Covered in PPT)
Conclusion
It can be concluded from the report that strategic Human Resource Management is a
significant concept in every organisation. The main motive of the strategic human resource
management is to ensure that the organisation is highly flexible in terms of innovation as well as
the competitive advantage. The report has helped in analysing the several trends in context of
Human resource management at the organisation along with internal and external factors that
influence the human resource management decisions at the organisation. It can be analysed that
there are several human resource theories and concepts that are followed at the organisation.

References
Books and Journals
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
Cooke, F.L., Xiao, M. and Chen, Y., 2021. Still in search of strategic human resource
management? A review and suggestions for future research with China as an
example. Human Resource Management, 60(1), pp.89-118.
Collins, C.J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, 32(2),
pp.331-358.
Shaw, J.D., 2021. The resource-based view and its use in strategic human resource management
research: The elegant and inglorious. Journal of Management, p.0149206321993543.
Lee, S.H., 2021. An Attention-Based View of Strategic Human Resource
Management. Academy of Management Perspectives, 35(2), pp.237-247.
Hamid, Z., Muzamil, M. and Shah, S.A., 2022. Strategic human resource management.
In Research Anthology on Human Resource Practices for the Modern Workforce (pp. 1-
16). IGI Global.
Rees, G. and Smith, P. eds., 2021. Strategic human resource management: An international
perspective. Sage.
Turan, H.H. And et.al., 2022. A joint problem of strategic workforce planning and fleet renewal:
With an application in defense. European Journal of Operational Research, 296(2),
pp.615-634.