Tesco Talent Management: A Management 11 Report (2019)

This report provides an executive summary and in-depth analysis of talent management strategies implemented at Tesco, a leading UK-based multinational retailer. The report begins with an introduction to talent management and its significance, followed by a literature review that defines talent from an employment perspective and explores key concepts such as human capital theory and workforce planning. The analysis delves into the talent management practices of Tesco, examining the role of the HR department, leadership development, and employee skills. The report then outlines the talent management model, including stages like workforce planning, recruiting, onboarding, performance management, training, succession planning, and compensation. It also discusses the benefits and challenges of talent management systems. The report concludes with recommendations for Tesco to enhance its talent management practices, emphasizing the need for a strategic approach to hiring, employee development, and retention to improve business value and competitiveness. The report also includes an implementation plan for training process.

Management 1
Talent Management

Management 2
Executive Summary
This report has been described the several effective strategies related to the talent management
adopted in Tesco organization. The talent management system is very much beneficial for the
overall organization and it improves the several work skills in the organization. Tesco
organization has been selected in the report that describes the impact of talent management in the
business of Tesco. The report has been described the several reviews related to the talent
management system. The overall model has been described in the report that is used to gain the
benefits in the business activities. The use of talent management is to hire the best employees
that improve the work quality in the organization. This method has been described in detailed in
the overall report and its impact on Tesco is also discussed.

Management 3
Contents
Introduction......................................................................................................................................4
Literature Review............................................................................................................................5
Conclusion and Recommendations..................................................................................................9
References......................................................................................................................................11

Management 4
Introduction
The report relates to the talent management that is used to hire a best talent in the organization to
manage the several businesses in the organization. Tesco Company is selected in this report to
analyze the effective talent management practice that is done by the HR department of an
organization. The Tesco works in the UK in the field of supermarkets as it is included in one of
the best supermarkets in UK. Tesco is a British multinational groceries retailer and it includes as
the third largest retailer in all over the world. This company is running in across seven countries
of Asia and Europe. There are several employees’ works in the company and it is approx.
450,000 workers employs in the specific company.
The total revenue of the company in the year 2019 is £63,911 million and net income in the year
2019 is £1, 320 million. Apart from supermarkets, Tesco also works in different fields of
organizations. Leadership development is the key aspect of the talent management and Tesco
adopted the leadership practices to manage the leadership development in the particular
organization. To select the talent in the organization, the leadership qualities are identified which
is every essential in the overall organization (Rabbi, et al., 2015). The talent management is used
by the HR department of the company and employs the best employees that work for a long time.
The report will be discussed about the several reviews of the talent management.

Management 5
Literature Review
Talent is the ability of the employees used to solve problems in the company and also includes
the ability to do the job faster, easier and better. The employees with the talent perspectives,
improves the work process and different operations of the company. As per the strategic
perspective, talent management is a part of the human resource planning to recruit the talented
employees in the organization and help to attain the better growth of the organization. The
strategies used by the HR are really very effective in finding the best talents for the
organizational development (Sparrow and Makram, 2015). The workforce planning is also used
in this process of the talent management.
Tesco also focuses on the talent management to hire the best employees with great talent as
compared to the normal employees (Collings, et al., 2015). Talent management plays an
important role in the Tesco organization and helps to achieve better growth in the competitive
market. The human capital theory is also related with the talent management process as the
theory defines that how the education improves the productivity and efficiency of workers by
increasing the human capability (Lauder, 2015).This theory is closely related to the study of
human resources management in the business management. The human capital theory also helps
to analyse the training activities of firms.
This theory defines the several benefits achieved by the organization by using the employee’s
talent. The employee skill development is also included in the human capital theory. The skills
can be improved by the use of proper training and development (Benitez-Amado, et al.,
2015).The employee need to give the description regarding their talents at the time of the
recruitment. The employee define their talents by giving the description of the skills, traits and
several characteristics (Orlova, et al., 2015).The employees need to describe their skills for
expression their talents in the overall organization.
The talent management describe the various skills that employees need to have that includes
lifelong learner, self-starter, ability to work with minimum supervision, role specific, technical

Management 6
and end user support and technical writing. All these skills are very important for the talent
management process of the organizations. Tesco recruit their employees by analyse all these
skills which are very effective in the better growth of organization (James Sunday, 2012). The
lifelong learner means the person who wishes to learn at the whole life and increasing their
learning capabilities as per their time. The other skill is self- starter who wiling to start the
activity by himself.
The main skill of the employee is the ability to work with supervision that increases the
productivity and profitability of the organization. The employee needs to have a specific role to
manage the several talents in the organization (Ahmadi, et al., 2012). The employees of Tesco
have different process that improves the overall management of the organization. The technical
support is also important for the organization so the employees need to have the technical
knowledge.
For the Tesco organization, the employees need to have the talent of the lifelong learner that
improves the several strategic activities of the organization. Tesco organization improves the
overall process by using life- long learner (Stahl, et al., 2012).The most of the companies have
many employees that have different talents in their organization.
The workforce planning is very essential in the strategic plan as it gives several benefits to the
plan of the organization, as workforce planning is very important in the overall organization. The
strategic workforce planning is very important as this divides the work in the planning process
and improves the overall process of the business plan. Talent management is an important aspect
that is used in the strategic plan that is very beneficial in the overall process of the organization
(Vural, et al., 2012).The talent management employs the better employment in the organization.
The talent management model is important for the organization. The talent management model is
very different in the overall process as it includes different activities.
1st stage of talent management Workforce Planning

Management 7
This is the 1st model of talent management which includes the process of analyzing, forecasting
and planning workforce supply and demand and analyze the interventions included in the talent
management (Beheshtifar, et al., 2012). It is a continual process to provide the needs of the
organization.
2nd stage of talent management Recruiting
Recruiting defines the overall process of attracting, shortlisting, selecting and appointing suitable
candidate for jobs. The selection of the candidates for jobs is included in the recruiting process of
talent management model.
3rd stage of talent management Onboarding
This process includes as organizational socialization in which the new selected employee’s
acquire the necessary, knowledge skills and behaviors to become a proper and effective members
of the organization. It is the third stage of the talent management and used to increase the
effectiveness in the organization.
4th stage of talent management Performance management
This stage is one of the important stages of talent management used to manage the performance
of the organization by including the review of the employees. The employee review is including
in this part of the performance management as their review helps to determine the overall
performance. It includes the set of activities and results that used ot achieve the goals of the
organization.
5th stage of talent management Training and performance support
This is also key tool of the talent management as the training and performance support used to
improve the performance of the employees and give them proper training. These two are
different solutions that are used by the organization for proper results.
6th stage of talent management Succession Planning
This is the stage of the talent management that includes the process for identifying and
developing new leaders who replace old leaders when they leave, retire or die. This increases the
experienced and capable employees.

Management 8
7th stage of talent management Critical skills gap analysis
This is also an important part of talent management in which the skill gap analysis in which
employees can complete their tasks without any difficulty. In this process, business identifies the
various skills in which employee fulfill its duties.
8th stage of talent management Compensation and benefits
This is the last stage of talent management that include the compensation and benefits. It defines
the several benefits of the employees that help in managing the overall talent in the organization.
There are several benefits of talent management system that help in the process of the
organization. The main benefits of the talent management systems are that it improves the hiring
techniques, easily develop the employees, and use the accurate data to take the smart decisions of
the employees, improve cultural connections and employee engagement and retain the top talent
(Swailes, 2013).
As per the benefits there are several challenges of the talent management system and these
challenges affect the overall HR practices (Kumar and Pansari, 2015). Main challenges occurred
in the talent management system are higher total compensation of demands, unappealing
company culture, increased employee turnover, lack of leadership and tightening of the talent
market (Bhattacharya, 2015).

Management 9
Conclusion and Recommendations
Thus, it should be noted that the vision of the organization is to attain quality human resource for
Tesco to increase the competence of the business. The company also needs to manage the talent
of the employees they need to adopt the talent management system to make the proper growth of
the organization and increases the overall benefits of the employees. Tesco has considered
several steps to improve the talent management system. The organization need to manage the
talent management by identifying the goals, sourcing and attracting the talent, recruiting and
selecting the talent, employee retention and promotion. The several rewards and management are
included in this overall process. The talent management improves several strategies of business
and increases the employee engagement in the business. It is recommended that Tesco needs to
adopt the talent management system to improve the value of the business in the market and hire
the talented employees.
There are several recommendations need to followed by the organization to maintain the talent
management in the business activities and functions. The Tesco needs to use the detailed aspects
of the talent management model to hire the employees and use each and every stage of the
respective model so that better talent can be easily searched out and it increases the skills in the
business and improves the value of the business and also attracts the several consumers towards
the business. This process is responsible to improve the profitability of the business.
From the above information, it has been analyzed that the talent management system is very
important for the overall business as it helps to hire the best employees that can improve the
overall workforce and their skills. The main skill of the employee is the ability to work with
supervision that increases the productivity and profitability of the organization. The employee
need to have a specific roles to manage the several talents in the organization. Talent
management plays an important role in the Tesco organization and helps to achieve better growth
in the competitive market.
The human capital theory is also related with the talent management process as the theory
defines that how the education improves the productivity and efficiency of workers by increasing
the human capability. The human capital theory is briefly described in the overall review of the

Management 10
talent management system. The model of talent management system has been described above
which shows the various stages used in the model and their effective purpose in the business.
Below mentioned is the implementation plan for the training process of Tesco:
 Coursework Purchase: purchase the courseware items so as to provide better training
services to new employees.
 Courseware Development: developing the coursework on the basis of trends present in
the environment
 Train the trainer: before training the employees, it is crucial to train the train about the
vision of the business and what Tesco wants the employees to learn
 Guest Faculty: invite guest faculty to provide additional information about the project
 Infrastructure Development: develop the infrastructure on the basis of requirement of the
employees to learn properly
 Consultation fee: consultation fee of senior consultants
 travel allowance: travel allowance give to trainer and employees during learning process
 content and talent acquisition: acquiring content to train the employees
 Hiring: hiring of prospective employees
 Instructor Fee: charges should be paid to instructor for their efforts
Items Ranking
Time Period (in
months) Amt.
Coursework Purchase Average 1
£
1,000.00
Courseware Development important 2
£
2,000.00
Train the trainer important 1
£
750.00
Guest Faculty Average 0.5
£
500.00
Infrastructure Development Low 2
£
2,500.00
Consultation fee Low -
£
1,000.00
travel allowance Average 1
£
1,500.00
content and talent acquisition
most
important 2
£
4,000.00
Hiring most 1 £

Management 11
important 2,500.00
Instructor Fee important -
£
550.00
TOTAL
£
16,300.00

Management 12
References
Ahmadi, A.A., Ahmadi, F. and Abbaspalangi, J., 2012. Talent management and succession
planning. Interdisciplinary journal of contemporary research in business, 4(1), pp.213-224.
Beheshtifar, M., Nasab, H.Y. and Moghadam, M.N., 2012. Effective talent management: A vital
strategy to organizational success. International Journal of Academic Research in Business and
Social Sciences, 2(12), p.227.
Benitez-Amado, J., Llorens-Montes, F.J. and Fernandez-Perez, V., 2015. IT impact on talent
management and operational environmental sustainability. Information Technology and
Management, 16(3), pp.207-220.
Bhattacharyya, D.K., 2015. Compensation and benefits program a mediating variable for talent
retention: A study of two century-old Indian organizations. Compensation & Benefits
Review, 47(2), pp.75-80.
Collings, D.G., Scullion, H. and Vaiman, V., 2015. Talent management: Progress and prospects.
James Sunday Kehinde PhD, A.C.A., 2012. Talent management: Effect on organizational
performance. Journal of management research, 4(2), p.178.
Kumar, V. and Pansari, A., 2015. Measuring the benefits of employee engagement. MIT Sloan
Management Review, 56(4), p.67.
Lauder, H., 2015. Human capital theory, the power of transnational companies and a political
response in relation to education and economic development. Compare: A Journal of
Comparative and International Education, 45(3), pp.490-493.
Orlova, L., Afonin, Y. and Voronin, V., 2015. Talent management and knowledge: theory,
methodology, models. Review of European Studies, 7(9).
Rabbi, F., Ahad, N., Kousar, T. and Ali, T., 2015. Talent management as a source of competitive
advantage. Journal of Asian Business Strategy, 5(9), p.208.
Sparrow, P.R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture. Human resource management
review, 25(3), pp.249-263.

Management 13
Stahl, G., Björkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright,
P., 2012. Six principles of effective global talent management. Sloan Management
Review, 53(2), pp.25-42.
Swailes, S., 2013. The ethics of talent management. Business Ethics: A European Review, 22(1),
pp.32-46.
Vural, Y., Vardarlier, P. and Aykir, A., 2012. The effects of using talent management with
performance evaluation system over employee commitment. Procedia-Social and Behavioral
Sciences, 58, pp.340-349.