Organisation Development: A Case Study of Tesco

This report provides a case study of Tesco's organisation development practices, HR practices, and best practices. It covers the benefits of team building, flexible organisation structure, employment security, and selective hiring. The report also highlights the best practices of just-in-time and corporate social responsibility. The report concludes with suggestions for improvement.

Organisation development

Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Conclusion.......................................................................................................................................3
References .......................................................................................................................................4

Introduction
The organisation development is effort which focuses on improving organisation
capabilities by aligning strategy, structure, people, rewards and management process. This is
long-range and systematic process for driving organisational effectiveness. OD have focus on
developing organisation ability to assess current functioning and attaining goals (Blower, 2021).
The aim of OD interventions is to create activities which change leadership styles, organisation
structure and behavioural patterns etc. For the report Tesco is being considered. The report
covers OD practices, HR practices and Best practices of organisation. In addition, understanding
and suggestion are provided to organisation for attaining business objectives.
Main Body
Organisation details
TESCO is British Multinational groceries and general merchandise retailer which is
headquartered in Welwyn Garden City, England, UK. The company was founded in 1919 by
Jack Cohen dealing in products of supermarket, Hypermarket, superstore and convenience shop.
It is market leader of groceries in UK.
OD practices
The practices of organisation development provides successful change tactics to
organisation to meet goals. The OD interventions are planned activities which is design for
improving the functioning through participation of organisation members in context to TESCO.
 Team building- It is considered as best practices of OD in Human process intervention.
The effective team building helps in strengthening collaboration and avoids internal
competition within TESCO (Fischer, Martin, and Straubhaar, 2021). The productive work
culture is foster by developing rapport among team members. It defines activities which
assist team members to improve way they achieve tasks.
 Organisation structure- TESCO has flexible structure by implementing the OD
practices. TESCO can develop new structure to carry action plans that can be realistic for
employees and customers. It is method through which organisational activities are
divided, organised and coordinated. It is shown in organisation chart which comprises
types of structure such as divisional, functional, matrix etc.

HR practices
It involves the strategic operations of HR which form the guidance for managing
employees of company. The HR practices perform by organisation helps in increasing business
performance. Following are the HR practices in context to TESCO.
 Providing security to employees- The employment security is best HR practice which is
perform by TESCO. There is formal and informal contract between employee and
employer. The employee security benefits organisation in retaining its employees and
invest in training, selection of employees (Golwalkar, 2019). This HR practice will help
in reducing liabilities, compensation and other social security expenses which is to be
paid by company to stakeholders leading to increase of business revenue.
 Selective hiring- It is considered as effective HR practice which enables organisation to
bring in employees who add value. It is required by organisation to build structured and
fair selection process. It involves the hiring of right people in context to Tesco by using
different recruitment tools in order to have right selection. TESCO also take use of
several selection instruments such as structured and unstructured interviews, IQ tests,
work test etc.
Best practices
It refers to set of guidelines, ethics and ides which stand for efficient course of action in
given situation of business. The best practices are established by authorities like regulators, other
governing bodies. It serves as roadmap for the organisation in context to TESCO on how to do
business and offers best way in order to deal with issues that arises. Following are the best
practices which is perform by organisation in context to TESCO are as follows-
 Just-in-time (JIT)- It is best practices for TESCO which offers solution by focusing on
inventory which seek to align materials that are ordered from suppliers. This practices
helps in ensuring efficiency and waste is reduced by only receiving materials when
required.
 Corporate social responsibility (CSR)- It is consider as the best practices in TESCO
which is related to practices and policies that is undertaken to have positive influence. It
brings value to community and positive impact is generated (Khan, and Hayat Khan,
2019). TESCO performs several CSR practices such as providing good working

conditions, promoting inclusivity etc. The practising of CSR activities leads to positive
business reputation, increase of customer loyalty and better financial performance.
Understanding
From the above discussion, it can be understood that by having several practices in
organisation leads to the development that helps in attaining business objectives. With deploying
practices such as selective hiring, team building, organisation structure helps in implementing
effective strategies and policies. This leads to improvement of business performance and
employees are retain in organisation in context to TESCO along with employee security is also
provided.
Suggestions
It is being analysed from the above that, TESCO can implement several practices which
will help in improving its performance of organisation. In order to determine OD change
initiatives, the strategic goals can be align which helps organisation to keep workforce working
towards the company goal (Photiou, 2019). The effective culture of organisation in context to
TESCO will help in encouraging employees to take responsibility for attaining business goals.
To provide workplace safety is consider an important HR practice for employees. It can be
practised by circulating air regularly, limit access to share spaces such as break room. The
change in employee development program leads to employee growth by encouraging them as
skills of employees are improved.
Conclusion
From the above report, it is being concluded that having effective practices leads to
organisation development. The OD is used for initiate change of system in organisation which is
achieved through shift in communication process or supporting culture. Organisation
development leads to increase of productivity along with continuous development is ensure by
improving strategies of company which are developed & implemented.

References
Books and Journals
Blower, E., 2021. A critical study of managers in practice and their contribution and influence on
the overall knowledge and business impact in an organisation (Doctoral dissertation,
Northumbria University).
Fischer, P.A., Martin, R. and Straubhaar, T., 2021. Interdependencies between development and
migration. In International migration, immobility and development (pp. 91-132).
Routledge.
Golwalkar, K.R., 2019. Managing the Organisation. In Integrated Maintenance and Energy
Management in the Chemical Industries (pp. 15-35). Springer, Cham.
Khan, E.A. and Hayat Khan, S.M., 2019. Factors affecting employee attrition and predictive
modelling using IBM HR data. Journal of Computational and Theoretical
Nanoscience, 16(8), pp.3379-3383.
Photiou, C.A., 2019. How the Line of Sight (LOS) concept enhances our understanding of the
impact of HR practices on employee outcomes: an investigation conducted within the
Cypriot banking sector (Doctoral dissertation, University of Newcastle upon Tyne).