Talent Management in Tesco PLC: Challenges and Strategies

This report analyzes talent management in Tesco PLC, including challenges and strategies. The report includes a literature review, project management plan, primary and secondary research, findings, and recommendations. The report focuses on the importance of talent management in an organization, the challenges faced in implementing talent management, and strategies for effective talent management. The report also includes a reflection on the talent management of Tesco PLC.

Unit 6
Managing a Successful Business Project

Table of Contents
Introduction......................................................................................................................................3
Company Introduction.....................................................................................................................3
Project Aim and Objectives..........................................................................................................4
Literature Review............................................................................................................................5
Plan of the Project Management..................................................................................................6
Work Breakdown Structure (WBS).................................................................................................6
Layout of the Project Plan............................................................................................................7
Gantt Chart...............................................................................................................................7
Secondary Data............................................................................................................................7
Review of Critical success factors, challenges and obstacles in talent management...............7
Review of The SAGE Handbook of Contemporary Cross-Cultural Management..................9
Primary Research...........................................................................................................................10
Part 2..............................................................................................................................................15
Findings and Discussion................................................................................................................15
Conclusion.....................................................................................................................................16
Recommendations..........................................................................................................................17
References......................................................................................................................................18
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Introduction
Talent management is one of the essential tasks for any management to successfully run the
organisation. Talent management provides great benefits to the company as well as to the
employees of the companies by motivating them with various methods of appraisal. In the
following report a detailed analysis of talent management will be done for the organisation of
Tesco PLC. With the help of a shirt research the findings will be provided as to what skills and
management strategies are needed or required to conduct proper talent management within the
organisation of Tesco PLC. The report in the following content will mainly have two different
parts, in the first part the aims and objectives will be mentioned along with proper small-scale
research on talent management to gather various information. Whereas, in the second part
meaning conclusions will be drawn with help of various subsections of the second part. Along
with that a reflection on the talent management of the organisation of Tesco will be provided to
represent the personal point of view in the issue of talent management.
Company Introduction
Tesco Plc is a British company and the largest grocery store in the UK. It is one of the largest
retailers in the UK and the third largest retailer after US Wal-Mart and French Carrefour. He sells
about 4,000 groceries. Tesco started out with groceries, but now sells desktop computers, health
and beauty products, kitchen utensils, clothing, household appliances, kitchen utensils, and
seasonal items such as barbecues and garden furniture during the summer (Wood,2017). Tesco's
net worth for 2020 was £ 21.06 billion. Tesco operates in 13 countries and has 3,275 stores,
including 2,318 in the UK; the largest geographic market. It works in various store formats
including Extra, Express, Metro, Supermarket and Supermarket. Tesco has its valuable, natural
and preferred products for various groups of income consumers (Mollah,2014). Tesco was
founded by Jack Cohen in 1919. It was named after Tesco founder Sir Jack Cohen and associate
of the tea company Cohen worked with, T.E. Stockwell.
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In addition to groceries, Tesco sells non-food items including home appliances, home
entertainment equipment, stationery, clothing, health and beauty products, tableware, upholstery,
and seasonal items such as barbecue and garden furniture during the summer(Tesco,2014). The
company is now one of the largest independent gasoline retailers in the UK.
Project Aim and Objectives
The reason for the project is very straightforward as the report will help to analyse and evaluate
various skills required and managerial issues related to the talent management. Therefore, the
aim of the project is to evaluate “The key challenges and obstacles facing different business
sectors in terms of talent management”. There will be various objectives of the content which
will help to meet the demand of the project and achieve the aim of the project with more
effectiveness. The objectives can be to assess the skills required for talent management with the
help of primary and secondary research on a small-scale. The primary research of the report will
focus mainly on the interviews of people related to the business and the secondary data will be
collected with the help of various articles available which will allow the research conductors to
find valuable and related information for the project.
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Literature Review
Talent management is one of the important perspectives on human resources that helps recruit
new participants in the company. It is also useful to introduce skilled employees and keep them
longer in the company. It is believed that maximum companies always work with talented people
with work experience to take on different roles. There are very skilled people who can take on
different roles and responsibilities in the organization. But when the talents of these people are
not taken into account enough, the problem of being in business increases. Therefore, leaders
must take the appropriate role and responsibility to communicate and use their participation in a
targeted manner (Imrie,2014). There are rules and regulations set by the government, so there is
no monopoly and healthy competition in the market. The Consumer Act emphasizes the
protection of consumer rights and allows entrepreneurs to be competitive in the market. Under
EU law, companies with a high market share are considered dominant, the problem is that there
may be a compromise in product quality and the customer may pay higher prices for them. Since
Tesco has a significant market share, this has not been considered so far, but Tesco should take
this into account. Building approval is strictly regulated in the United Kingdom, and therefore
Tesco should consider these regulations as expansion is one of the methods used by Tesco.
Therefore, before Tesco opens a new store, it must check all planning permits and see if there is
any opposition due to the law or the opposition from the residents.Establishing strong
relationships with different employees is important, which will help increase the knowledge of
different people in the same workplace (Curtis,2018). This is the best perspective as an
organization easily knows that everyone should do well. In addition, you can also improve the
level of satisfaction so that you can easily set the duration for a longer period. With the help of
strong communication, it is easy to develop self-confidence so that you feel good in the
workplace. Empowering users is a key management strategy that enables employees to make the
right decisions. It adds value and is meant to keep people in the workplace (Guo,2019). Another
talent management strategy is honest recruitment assistance that helps attract talented people to
the company.
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Plan of the Project Management
There will be an extrinsic plan for the project to conduct the required research and gather the
essential information from the suitable sources to meet the aims and objectives of the project.
The plan will include various parts which will allow the researcher to conduct the project
according to that plan to achieve the objective one after the other. The project plan is as such that
at first an interview of the managers of various departments in the organisation of Tesco Will be
conducted as part of the primary data collection. After the primary data collection is completed a
secondary data collection will be done through reviewing two articles of similar topic and agenda
on talent management. From these two sections it will be easier to draw out the analysis and
evaluate the results of the research which will provide the project with proper findings and
achieve the aim of the project.
Work Breakdown Structure (WBS)
Work Breakdown Structure is the type of result that can divide the work into a specific structure.
This is done to plan and define the entire scope of the project. Also fragment structure as a visual
project manager who describes the project in detail. Therefore, best suited for large projects
involving multiple courses and multiple participants.
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Layout of the Project Plan
Gantt Chart
Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8
Introduc
ing and
Plannin
g
Primary
Data
Collecti
on
Seconda
ry Data
Collecti
on
Evaluati
on of
Finding
s
Achievi
ng the
Aim
Secondary Data
Review of Critical success factors, challenges and obstacles in talent management
This is one of the articles which focuses on the issues of the talent management that a business
organisation can face. The main purpose of this article as per the writers was to focus on the
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main obstacles and challenges that can be faced in talent management. This article was
conducted using a qualitative approach method to get accurate findings from the research
samples. The writers of the article mentioned the findings of the research into major four
categories which helped in accessing proper details within the article for the purpose of
collection of information from the same (Tafti et al., 2017). The article mentions various barriers
of talent management which included environmental challenges and its different barriers,
managerial challenges and its barriers and lastly the challenges related to the behaviours of the
employees as well as of the managers of an organisation. The framework of the article focuses on
three main structures which are environmental success factors, structural success factors and
managerial success factors. Global changes and various transformations related to it have
created many complexities and movements in different business locations, therefore, companies
need to recognize and develop their core competencies. Governance systems also create benefits
for the companies and maintain economic value and ensure sustainability of the competitive
advantage. Fierce competition made it possible to have competition along with its long-term
benefits. In contrast, the lifespan of new products and models are much shorter which must be
changed through constant innovation in businesses (Tafti et al., 2017). In addition, there must be
a change to the problem-based approach, rather the visual approach involves the recognition and
application of skills and abilities. The writers conducted semi-structure and thorough interviews
of the participants for the research of the article. The article has been analysed with a coding
method which sorted out the concepts and categories of the research and its related studies. The
methods used by the researcher for the article helped them to analyse the data collected through
it. From that article it can be observed that talent management is one of the very important yet
undermined issues in the organisation which needs constant focus of the human resource
department as well as the managers of the organisation (Taftiet al., 2017). The talent
management of any organisation must be done properly to motivate the employees working in
the organisation. This will enhance the productivity of the organisation as well as increasing the
quality control over the company’s production. This will allow the company to sustain in the
market for much longer time along with being on the top of the competition. From the article it is
also very imminent that the talent management at recent time faces a lot of barriers even if some
management wants to implement talent management in their company with proper effectiveness.
Therefore, the importance of acknowledging talent management in the organisation of any
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company is very much important for the growth of the company along with its employees (Tafti
et al., 2017).
Review of The SAGE Handbook of Contemporary Cross-Cultural Management
This is one such article that may not be directly related to the topic of talent management, but the
inside information and the finding of this article will help to develop a detailed idea about the
talent management and working of human resources in an organisation (Scullion and
Mullholland, 2020). This will allow the report to achieve its objectives with much greater focus
on the issues of talent management. The writers of this article mainly focused on the career
transitions that people go through in their career. From the article we can collect the various
importance of the need for proper talent management when people go through career transitions.
Because when people go through career transitions, they tend to lose interest in learning new
things. So, it is very essential to pass those candidates through an on-the-job learning module
which will allow the candidate to learn about the new job and also the management of the
company will be able to acquire and evaluate the performances of such candidates to nurture
their talent that they already possess and also so that they can be trained with new skills to
acquire the new knowledge for the work (Scullion and Mullholland, 2020). This can only be
possible with proper implementation of the talent management in an organisation. The main
challenges and obstacles that the businesses face when implementing the talent management
within their organisation is that, although the process of implementation of talent management
may be perfectly correct but the managers who are the main and the last handlers of such
implementations must be capable enough to handle the talents of the company properly to
provide the company with proper growth and efficiency (Scullion and Mullholland, 2020).
Therefore, to implement the talent management within an organisation it is very much needed
that the organisation first trains the managers of each and every level and every department in the
company to handle the talents of their company. They managers must be aware of the concept of
talent management, then only it will be possible for the companies to move ahead with the
concept of talent management and perform the required tasks through that effectively for the
betterment of the company (Scullion and Mullholland, 2020).
Therefore, the talent management in the organisation of Tesco must also be implemented with
similar kinds of strategies. The managers of each and every department of the organisation must
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be trained well with the concept of talent management. They must be aware of the situation and
the knowledge needed to handle the talents within their organisation. This will allow them to
effectively carry out the process of talent management through day-to-day tasks of the
organisation and allow the company to grow gradually from within along with the growth of the
employees involved with the company.
Primary Research
Among the 10 participants, 70% has been deducted as male candidate. rest of the 30% candidates
among the participants are female employees of Tesco PLC.
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Among the different age group treaty of the participant has been detected between the age group
of 36 to 45 and 46 to 55. It is important to notice that this is group implies that majority of the
participants in the survey help the experience in working for a significant amount of time.
From the perspective of the employee it is important to find out the efficiency of the business
organisation in the talent management. As per the survey, majority of the participants have been
agreed that the business organisation Tesco Plc is efficient in talent management in the business.
Talent management in the business has a direct relation with the employees of the business this is
my understanding the viewpoint of the employees is important.
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The use of talent management he is a decision feature is made by the management of the
business organisation. As per majority of the participants of the survey the mean reason behind
using the method of talent management in Tesco Plc is maintaining the business growth as well
as ensuring the employee development. Also more than 50% employee has been agreed with the
fact that increasing the employee productivity is also another reason for using talent management
strategies.
The implementation of talent management is usually conducted by the medium of employees.
This is why the researcher has tried to find out if the employee of tesco plc faces any challenges
for using the talent management strategies. As per the survey and the answers provided by the
participants of the organisation Tesco Plc, it is important to notice that majority of the employees
has agreed with the fact that there are various issues and situation fees and needed to be faced by
them for using the talent management strategies in business organisation.
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In order to achieve the aim and objectives of the research it is important to find out the various
challenges which are faced by the organisation in order to implement the talent management
strategies in the business. As per the survey it has been found that lack of suitable leadership is
the basic reason for facing the challenges in talent management within the business. It is
important to remember that without the proper leadership it is difficult for the management of the
business organisation to implement the strategies in the business. Also because of the time
consuming process and the lack of employee engagement the implementation of talent
management strategies within Tesco Plc faces significant challenges.
In order to apply the talent management, it is also important to seek the talent in the business
organisation. As per the survey result it has been found that, the management of the business
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organisation prioritise the skill, the core competency, and the experience for seeking the talent. In
other words, it can be said that, the management of Tesco Plc try to recruit and retain the quality
talent in the business organisation to maintain the standard.
The researcher has tried to find out the most difficult challenge among the different challenges of
Tesco Plc regarding the implementation of talent management in the business. As per the survey
result, majority of the participant has pointed out 3 particular issues the biggest challenges for
Tesco Plc regarding the talent management implementation. These three issues are - lack of
leadership, extremely high competition in the market and the shrink in talent market. Without the
broad scope in the talent market, especially in the highly competitive environment, it is difficult
for tesco plc to recruit the proper talent in the business organisation.
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It is clearly understandable that despite of different challenges and issues regarding the
implementation of talent management strategies in the business organisation, the higher
management of the business organisation is concerned regarding the talent management and the
implementation of the same in the business.
As per the above discussion it is clearly understandable that lack of employee engagement is one
of the most important challenges for tesco plc to implement the talent management strategies. In
order to improve the employee engagement, it is important to understand the expectation of the
employees from the same. As per the survey result it has been found that majority of the
employees wants a transfer performance appraisal in the business organisation for the purpose of
talent management. Also improving the remuneration factor, providing more scope to the
employees for the personal growth and development will help the employees of Tesco Plc in
feeling motivated for engaging in the talent management strategy implementation.
Part 2
Findings and Discussion
As far as the primary research is concerned, the researcher was able to identify the key
challenges that were faced by Tesco Human resource management in terms of Talent
Management. There are multiple factors which were found. The first and the foremost thing that
was found from the respondents were they all face some sort of challenges more or less. It is not
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that all of the respondents are challenges free. Despite their positions and the designations within
the department, they all face some sort of intricate challenges. From that survey it can be said
that the company is not challenge free and there are issues that need to be considered in order to
make the HRM comfortable with the recruitment, training, on boarding, screening and evaluating
as parts of talent management.
Referring to the answers of the participants in the survey, the respondents highlighted the key
challenges that the personally and universally face. The first respondent was not sure about the
personal challenges since it was difficult for him to consider which one was the most intricate
challenge that he was facing. On the other hand he was able to identify that false recruitment was
one of the issues which makes it difficult for everybody who is involved in the training and the
on boarding process. Moreover, the company HR becomes confused about the talent that they
will genuinely trust. There are a lot of candidates who make false papers, even if they come well
prepared for the interview to get a job. Once they go through the training process they find it
difficult to cope up with the pace and the burden of the responsibilities and the information. It
turns out to be very intricate for them to do the actual job at the right time. Therefore the
company finds it difficult to allot them into the certain sectors in the floor keeping in mind that
they would end up doing many faults. The second respondent highlighted one of the most
important challenges. He mentioned that there are many such candidates who pass the screening
tests and fail in the floor, and there are many such candidates who fail in the tests and do really
well on the floor. Therefore, it is difficult for the HRM to screen the employees through
performance evaluation tests off the floor. The third respondent mentioned that there are many
such incidents in which the employee turnover becomes challenging for the company in terms of
retaining the customers after a few months of recruiting.
Conclusion
The research that went in to complete the project is both secondary and the primary. One of the
most important benefits of doing both kinds of research is that the researcher is capable of testing
the authenticity and the previous research. It is not easy for a researcher to read and evaluate the
topic from just one particular secondary source. By doing that, the researcher would not be able
to justify the authenticity of the research that he had gone through. In other words comparing and
contrasting is very important when it comes to researching any particular topic. The researcher
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here had done an absolutely great job by finding two different scholarly articles from two
different sources. It helped to critically evaluate the results of the research. Besides that the
researcher was able to do a primary research that is a survey through which he could bridge the
gaps between articles and reality. Therefore, the research that went in to complete the project is
appropriately conducted and described here in the report.
Recommendations
It can be recommended that the company needs to be more reliable towards its recruitment
process since there are many such experiences in which the HRM faced false recruitment and
employee turnover and less transparency in the performance management. HR Tech can use
automation and machine learning to review resumes with appropriate experience, handle
qualifications tests, validate career status documents, and perform background checks to limit the
list of applicants. This way, Talent agents will spend more time strategizing than focusing on
hardcopy shortlisting resumes (Popli, 2018) . Many such automations can make it easy for the
recruiters to track the authenticity of the recruitment process. It will also be easier for the
company to track the performance of the existing employees and test their performances live
without any kind of extra effort in the classroom test. Technology can enhance the performance
of the HR executive and it can reinforce the recruitment process.
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References
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