Strategic Human Resource Management (SHRM) Assignment - TESCO

Added on - Jan 2021

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STRATEGICHUMAN RESOURCEMANAGEMENT
Table of ContentsINTRODUCTION...........................................................................................................................1MAIN BODY..................................................................................................................................1Analysis of HR Policies and Practices...................................................................................1External forces and their effect on HR decisions...................................................................3Analysis of organisation of HR function and delivery of HR policies and practices withinTESCO...................................................................................................................................4CONCLUSION................................................................................................................................8REFERENCES................................................................................................................................9
INTRODUCTIONStrategic Human Resource Management (SHRM) refers to the procedure that isundertaken by a company to build a strong connection between human resources of theorganisation with its objectives and strategies. It is quite an important aspect of an organisationwhich wants to achieve a competitive advantage in the marketplace (Sikora and Ferris, 2014).The report below is based on TESCO Plc, which is one of the biggest retail organisations in theUK. It briefly includes HR policies and practices and impact of external forces on HR strategicdecisions within the company. The report also analyses organisation of HR function and howpolicies and practices are delivered.MAIN BODYAnalysis of HR Policies and PracticesThere is a huge workforce working in TESCO and there are various levels of employeesoperating within the company.Moreover, there are various concepts that govern the operationsof Human Resources within the company. These concepts are necessary to be applied in order toget the best outputs of the employees. Below is the analysis of HR policies and practices withinTESCO against Hight Commitment HRM (HCHRM) (Best Practice and High CommitmentHRM,2018).High Commitment HRM are those aspects and practices of Human Resource, that arefocused towards enhancing performance of the organisation. The emphasis of this managementis on increasing labour turnover, improvisation of employee behaviour, enhancing customerservices and so forth. The best practices under this approach of TESCO are mentioned below:Selective Hiring:Every company needs to hire employees that promote to their growth and long-termestablishment in the market. For this purpose, it is necessary that a firm must conduct effectiverecruitment and selection methods to hire employees. Within TESCO, there are rigorousprocedures for hiring employees and they have to undergo various tough selection process beforesuccessfully making it into the company. However, the firm instead of being lenient in hiringemployees, must selectively hire employees for their firm. Precise techniques, structuredinterviews and effective work simulators must be employed by the company to hire effectiveworkforce for the TESCO organisation. For example: The specific of selection process of1
TESCO company is that in the first stage Tesco selectors will look carefully at each candidatesresume. As resume summarizes the applicant job history and education to date. Therefore a wellwritten and positive resume help the TESCO to make proper analysis about the candidate ,whether the applicant matches the person specification for the job or not. In addition to thiscompany also render 'job type match' tool on its careers web page, so the individual interested inworking for TESCO can look upon whether they might fit for a specific job or not beforeapplying. After after screening, a applicant who passes screening attends an assessment centre,which take place in store and are run by managers. Therefore it helps to render consistency inselection process. In addition to this during assessment test applicants are being given withvarious exercises like problem solving exercise, team working activities etc. After the candidatesare approved by internal assessment centre then they have an interview. Thus, line manager forthe job on offer take part in interview process in order to be sure that the candidate selected mustfit as per the job requirement.Promoting Teamwork:Where performance enhancement and effective problem solving is concerned, it is imperativethat the firm promotes teamwork which provides creative problem solving and innovativesolutions for each of the organisational problems. Within TESCO, there are various activities andtask that require collaboration and effective teamwork of employees. HCHRM requires the firmto provide training to employees in a way that they become indulged with each other and formeffective and competent teams to achieve the activities. In addition, they must also communicatethe benefits of working as a team in a way that teamwork provides satisfaction to the employeesof TESCO.Effective Compensation Policy:There are two aspects which must be considered for such practice, these are averagecompensation and performance related rewards which are concerned of rewarding the employeeson the basis of their higher contribution in the organisation (Taylor, Doherty and McGraw,2015). This is one of the major policies in TESCO and it awards its employees for their higherperformance in the organisation. The agenda of the firm in implementing this policy is todevelop higher satisfaction and better commitment in the employees for the firm. Thus, for itslong-term success, it is imperative that the firm continue this policy within the organisation.2
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