The Role of Line Managers in Employee Development at TESCO/Brent Cross

This research project investigates the crucial aspects of employee development and well-being within TESCO, specifically at the Brent Cross location. The study explores the significant contributions of line managers and leaders in fostering employee growth and ensuring a positive work environment. The research delves into the existing practices employed by TESCO to enhance employee well-being and identifies various strategies that can be implemented to further promote development. The methodology encompasses a literature review, outlining the roles of managers and leaders, current practices, and potential strategies. The findings and discussion sections analyze research findings, applying appropriate analytical tools, and critically evaluating the data to provide justified recommendations. The report also considers the merits, limitations, and pitfalls of data collection and analysis approaches, culminating in conclusions, recommendations, and reflections on the research process.

Research Project
(Research Topic: The role of line managers and
leaders in employee development and well-being.)

Contents
Contents...........................................................................................................................................2
Topic - To determine various strategies that can be used by TESCO /Brent Cross, to promote
employee development and well-being...........................................................................................4
Chapter 1:0 Introduction..................................................................................................................4
1.1 Research of the Aim:.............................................................................................................5
1.2 Objectives of the research:.....................................................................................................5
1.3 Rationale................................................................................................................................5
1.4 Significance of the Research..................................................................................................6
1.5 Research Question.................................................................................................................7
Chapter 2: Literature Review...........................................................................................................7
2.1 Introduction............................................................................................................................7
2.2 Body.......................................................................................................................................8
2.2.1 Role of managers and leaders within a workplace..........................................................8
2.2.2 The current practices used by organisation for employee wellbeing and development.....9
2.2.3 Strategies related to employee development and wellbeing within a workplace.........11
2.3 Conclusion...........................................................................................................................13
Chapter 3: Methodology................................................................................................................13
3.0 Research philosophies..........................................................................................................13
3.1 Research Approaches...........................................................................................................14
3.3 Research Methods and techniques.......................................................................................14
3.5 Sampling methods................................................................................................................15
3.6 Ethical Issues.......................................................................................................................15
3.7 Data Analysis and Interpretation.........................................................................................16
Chapter 4: Findings and Discussion..............................................................................................16
Introduction: ..............................................................................................................................16
Analysis research findings and Data, applying appropriate analytical tools.........................16

Present the research finding logically and coherently to audience, identified stakeholders,
demonstrate and align with research objectives.....................................................................18
Critically analyse the findings and make valid justify recommendations.............................27
Discuss merits, limitations and pitfalls of approaches to data collection and analysis..........28
Chapter 5: Conclusion, Recommendation and reflection:.............................................................30
5.1 Conclusion...........................................................................................................................30
5.2 Reflection.............................................................................................................................30
References and Bibliography:........................................................................................................32

Topic - To determine various strategies that can be used by TESCO /Brent
Cross, to promote employee development and well-being.
Chapter 1:0 Introduction
Employee development and well-being are said to be the two crucial aspects in today’s
business environment. It has become mandatory for the companies to develop different policies
and follow various procedures as well to increase the productivity of their employees who are
performing at national or international level. On the other hand, it has been observed that high-
performance organisations specifically require to enhance the productivity level of their own
through considering work behaviour equations (Kim and Beehr, 2018).
This is the reason in excess of 75 percent of high-performing organizations overviewed
as of late said they routinely measure wellbeing status as a part of their risk the executive’s
technique. Under this investigation, company that has been taken into consideration is TESCO
and the particular area supermarket is considered is Brent Cross. This company was found by
Jack Cohen in the year of 1919 and since then it is continuously offering customers with low
price based quality products and services. Away with this, it is mandatory to understand the
concept of wellbeing and employee development, which will impact positively on productivity
level of organisations in much effective and in efficient manner. It is also analysed that, line
managers and leaders to plays an important role when it comes to attain desired goals and it is
essential for an organisation like TESCO to take right decision in correct time to enhance their
productivity level.
Background of the research:
Employee development and well-being has been the two crucial terms over the last few
decades for the organisation working at both national and at international level. The training and
development program depends on the plan to offer brilliant types of assistance to the clients and
play out all the important undertakings inside or outside the store in an expert way. Another
direction of this program prompts the development of business since proficient exercises and
appropriate client care are the vital components to draw in the clients. Clients are the main
element in business premises that is the reason client assumptions can change the business
system of association. The client's assumptions, for example, as and despise, various requests,
secure and sound air and great administrations offer certainty to the clients and satisfy them

(Inceoglu and et. al., 2018). To satisfy the over client's assumptions, there is an unequivocal need
to prepare the staff and to accomplish the business focus also. The fundamental motivation
behind preparing and improvement program isn't just to fulfil the clients yet to help business
development also.
1.1 Research of the Aim:
The aim of this project is: To examine the contributions of line managers and leaders in
employee development and wellbeing in TESCO /Brent Cross.
1.2 Objectives of the research:
 To assess role of leaders and managers in employee development and wellbeing in
TESCO/Brent Cross.
 To analyse the current practices of employee well-being and development in
Tesco/Brent Cross.
 To determine various strategies that can be used is used by TESCO /Brent Cross, to
promote employee development and well-being.
1.3 Rationale
The main reason that came in front for conducting investigation on this particular subject
can be stated as the personal interest of the researcher. The research has been conducted in order
to provide solutions to the existing human resources concerns of the established organisation i.e.
Tesco PLC. Being a renowned multinational organisation, Tesco needs to facilitate its operations
at a global level. In order to operate at such a wide level, it is essential for the company to
concentrate and manage the human resource development process in an excellent manner.
Various complications and issues may arise in the human resource and operational teams while
carrying out business services. These complications and implications can have adverse effects on
the functioning of the respective business entity (Ogbonnaya and Messersmith, 2019).
They can also hinder the performance of the employees as well as impact their growth
and development in the concerned business institution. The proposed research has been taken
into consideration in order to identify the roles and responsibility of the line managers and
leaders in enhancing the development and the overall growth of the employees in the
organisation. The research also wants determine the welfare measures undertaken by Tesco in

order to promote the interest of the workers catering their services in favour of the business firm.
The are several benefits associated with the conduction of the proposed research.
The first and foremost benefit that can be derived from the research can be stated as the
identification of the attributes and characteristics that need to be in a manager and leader’s
personality to guide and manage the workforce in the right and appropriate direction. The second
benefit that can be associated with the researcher can be considered as the the determination of
the practices that need to be adopted by organisations working at such a global level in order to
encourage employee overall development in order to validate the business growth and expansion
possibilities. The last benefit can be termed as the evaluation of the effectiveness of the
development strategies and the measure of the extent to which they are able to make an impact
on the employee development. Overall it can be stated that the purpose behind conducting the
respective research is very clear and validated (Ripp, Peccoralo and Charney, 2020).
The research is likely to provide all the relevant and authenticated answers to all the
research questions formulated in order to do justice to the topic of research. The proposed
research report will open the door for new opportunities and dimensions for the assessment of
the role executed by the line managers and the leaders. The research will able to determine the
scope of line manager and leaders in the near future. It will also lead to acknowledgement of the
contribution and dedication delivered by line managers in the respective organisation.
1.4 Significance of the Research
Stakeholders: In relation with organisations, the significance of this research is that
promoting wellbeing and employee engagement are said to be the most important aspect for
improving the productivity level in much effective and in efficient ways. On the other hand,
significance in context with researcher is that it will help them in understanding what actions are
required to be taken for better wellbeing in near future while working in an organisation or
launching a new business.
Away with this, in terms of academics this research will help readers to improve their
decision making through looking at different issues and aspects which are going to be presented
in this research. On the other hand, significance behind conducting investigation on this
particular topic is to understand the role of leaders and line managers at the time of improving
organisation’s productivity. Basically, a lot of organisations are going through a different range
of issues where development of employees and wellbeing are said to be the two crucial elements

that needs proper attention from company’s side whether it is working at international or national
level.
Tesco, which is coming under big 4 supermarkets, this organisation is also going through
various difficulties and in order to improve them, it can be said that it is mandatory to improve
the some of the different areas like wellbeing and employee development as well. It incorporates
a few different destinations identified with current practice which is received by Tesco for
representative's development. This help individual to upgrade the information and understanding
identified with a specific point. It helps in building up the employee development in particular
subject. Furthermore, it helped in recognizing the few techniques identified with development so
an association fulfilled their staff members. This examination helps in acquiring the information
in much effective and in efficient manner (Weiss and et. al., 2018).
Including this, examination may also help in creating proficient advantages identified with
different roles and responsibilities of leaders and line managers as well for representative
development and well-being inside Tesco/Brent Cross. The significant point of choosing the part
of line managers along with the leaders as well inside an association is that it helps in building up
the expert profession which is profoundly fundamental to get the beneficial outcomes actually.
Directing this exploration is helpful in light of the fact that it jumps the few sorts of information
and abilities identified with prosperity of individuals. It is profoundly successful for empowering
the individual and expert development.
1.5 Research Question
1. What are the role of line manager and leaders at workplace of Tesco/Brent Cross?
2. What are the current practices used by Tesco/Brent Cross for employee wellbeing and
development?
3. What are the strategies related to employee development and wellbeing within a
workplace of Tesco/Brent Cross?
Chapter 2: Literature Review
2.1 Introduction
The managers and leaders of the organisation play a very major function in encouraging
the performance as well as the development of the employees working under the organisation.
They establish various strategies and action plans for the employee welfare and sustainability in

the organisation (Gilbert and Kelloway, 2018). In the respective research project, the role and
functions performed by the line manager and the leaders of Tesco will be examined in order to
identify the practices adopted by the same in leveraging the performance standard of the
employees working in the respective business institution. It highlights upon the practices
optimised by the Tesco PLC to enhance the employee welfare. It also details about the strategies
that can be implemented by the business organisation in order to maintain the performance levels
of the employees to the standard performance objectives set formulated by the organisation.
2.2 Body
2.2.1 Role of managers and leaders within a workplace
According to Day and Nielsen, (2017), there are a range of roles and responsibilities are
carried by leaders and manager at a workplace. In context with Tesco, some information in
relation with the roles and responsibilities of line managers and leaders are presented underneath:
The roles of managers of Tesco are:
 Recruitment: The basic function of a manager is to recruit talented and competent
candidates who can contribute in the achievement of the organisational objective. The
managers of Tesco recruit new candidates by strategically planning the recruitment
process and by effective implementation of the plan. The company have a defined
criterion, where the managers recruit new talents for the organisation. This decision taken
by the company may effectively lead who will be beneficiary for the business.
 Leadership: A manager acts aa a leader within an organisation and focus on guiding and
leading the team to the right direction to achieve the overall competitive advantage of the
organisation. Manager must encourage employee's which will help them to improve the
performance of the employee's. Manager should recognize and appraise the involvement
of employees towards the achievement of organisation goal. The managers of TESCO
focus on leading and guiding their employee's to the right direction, so that the employees
are aware about the roles and responsibilities of their jobs and can perform their best
(Caesens and et. al., 2017).
 Resource allocation: A manager must focus on effective and optimum utilisation of
resources. Planning all the activities and allocating all the resources of the organization is
the task of the manager. Tesco manager focus on allocation of the resources which help

the company to effectively and efficiently utilise all the resources to achieve the
competitive advantage.
 Monitoring: The basic function of a manager is to scan and analyse the environment and
monitor the necessary factors which can create an impact on the organisation. A manager
must analyse the internal and external environment through which they can understand
and analyse the factors which can impact the organisation. The managers of Tesco,
monitor and control all the tasks and activities that are performed by the company.
Managers of the company analyse the internal and external environment which can affect
the company and take necessary steps for the overall productivity of the business.
 Spokesperson: As a spokesperson, a manager delivers his message to various groups
who can create an impact on the organisation with the help of different tools like email,
as a spokesperson, a manager represents the business and states the goals and objectives
of the organisation. It is important for an organisation because managers are the one who
specifically directs other individuals working at the workplace. Tesco’s managers acts as
the representatives of the company and aims to deliver the objective off the organisation
to the people (Audenaert and et. al., 2019).
 Negotiator: A manager acts as a negotiator of the organisation, they make all the
negotiations on the behalf of the company. Negotiation is the integral part of the job of
the manager. The managers of Tesco also perform as negotiators on the behalf of the
company.
 Problem solver: A manager acts as a problem solver in the organisation, as the manager
focus on maintaining healthy environment in the organisation. A manager focus on
maintaining conflict free organisation which will help them to enhance the performance
of the employee's and of the overall organisation. Tesco managers focus on maintaining
healthy environment by solving the conflicts and encouraging employees to work as a
team and build better understanding by effective two-way communication.
2.2.2 The current practices used by organisation for employee wellbeing and development
As per the information given by Miao and Cao, (2019), human capital is the important
asset to any organisation. It contributes to the day to day functioning of the organisation and
achieving overall organisation objectives. Human resource department looks for retaining
employee and maintaining the workforce to improve the sustainability of the organisation. To

maintain the human capital and to attain the competitive advantage, management uses various
practices in order promote employee wellbeing. Some practices used by Tesco for employee
well-being are as:
 Training and development: Training and development refers to developing the skills
and abilities of employees in order to attain efficiency in work. Tesco’s manager offers
training opportunities to new employees in order to maintain the high work standards.
Training and development activities also leads to specialisation of work which aid to
effectively achieve the different range of tasks at workplace. The employees also feel that
there they are been valued and their skills are brushed (Tuzovic and Kabadayi, 2020).
 Innovative policies: Tesco implements innovative policies like extending leaves for
employees, investing in health benefits etc., (Arnold, 2017). in order facilitate the
workforce to work effectively and coordinate ether efforts for appraising employee
performance
 Monetary incentives: Tesco renders meaningful monetary incentives apart from the
monthly salaries to the employees to motivate the employee. A motivated employee will
feel more encouraged to work and put maximum efforts in order to achieve monetary
benefits (Manganelli and et. al., 2018).
 Decision making: At the workplace of Tesco, staff members working at different
departments can be encouraged by giving them the power of taking decisions by their
own. This may not only motivate the staff members but also improve the productivity
level of staff members.
 Reward System: Tesco renders rewards and appraisal to the employees who are
performing very well to motivate them. On the other side, employees also become able to
cope up in order to get appraisals and rewards. This will help to enhance the productivity
and timely achievement of the given task and target.
 Special training programs: Management of Tesco specifically focuses on providing
staff members with special sort of training programs for those individuals (employees)
who are going through various issues like meeting their daily targets and so on. Including
this, it has also been found that this service is also given to the staff members at the time
when launching a new technology at workplace. This will lead them to improve their own

sustainability process in much effective and in efficient manner (Haslam and et. al.,
2017).
 Ethical working culture: An ethical working culture will engage the employees to retain
the loyalty in the work culture. In Tesco, employees behave in an ethical code of conduct
in order to maintain the professionalism and team spirit in the organisation.
 Equality: In Tesco, all the employees are being treated equally, be it higher authority or
the employees working in lower departments. It has been observed that, all the employees
are given the equal recognition so that employees feel sense of equality in the
organisation and they can put their needs across.
 Effective communication: Management is Tesco promotes effective or two-way
communication so that all the employee in an organisation feel a sense of cooperation.
Communication promotes coordination and friendly working relationship in the
organisation (Nishii and Paluch, 2018).
2.2.3 Strategies related to employee development and wellbeing within a workplace
According to Ogbonnaya, Tillman and Gonzalez, (2018), there are numerous strategies
available with the business firm in order to alleviate the process of employee development in the
concerned organisation. Employee welfare play a prominent role in the success and growth of
the business organisation as well. Some of the strategies adopted by Tesco for the development
of the workforce or staff members are as follows: Training: In order to facilitate employee development, the organisational firm should
concentrate on implement training programs. The training programs will help the
employees working in Tesco to upgrade their skills and competencies which in turn can
result in higher productivity in worker performance in the respective enterprise. There are
numerous types of training methods and procedures in the market environment. Tesco
can utilise on the job as well as off the job training methods in order to enhance the
current level of skill set of the individuals working under the multinational business firm. Mentoring: Mentoring is a procedure wherein the senior personnel of the organisation
helps and guides the new recruits or their juniors to enhance their current skills set. Tesco
can capitalise on this strategy and can appoint a senior mentor in various teams in order
to complete the assigned task effectively and with productivity (Cronin and Allen, 2018).

Mentoring can help Tesco to in providing a more collaborative and friendly environment
to the employees so that they can communicate their problems and concerns with their
mentors freely without any hesitation. E-learning: E learning is a method of learning which takes place on the online platform.
Tesco is a global enterprise and operates worldwide. Hence, Tesco can carry out E
learning practices in order to train and educate the employees about the tactics and
technique that need to be learned and acquire in order to deliver maximum performance
in the given tasks. It can be considered as trending technique as most of the multinational
enterprise are relying towards the online learning platforms for uplifting the quality
standards of the performance exhibited by the business enterprise. On the job development: On the job development technique can be characterised as one
of the most beneficial strategies for the business firms. The respective strategy focuses on
the professional development of the staff members at the place of work on a regular basis.
This technique can help Tesco to ensure that the duties and tasks are completed on time
and meanwhile the training and development is also provided to the employees. On the
job development method is very feasible to the organisation and less expenditure will be
incurred in the implementation of the same in the business setting. The cost advantage
can also be derived from the respective method of development. Time management can
also be facilitated with the utilisation of this strategy more time will be save while
developing the employees on the job workplace (Skinner, Leavey and Rothi, 2021). 360-degree performance review: It is a concept which involves gathering feedback about
an employee’s performance from his/her colleagues and peers in order to appraise the
same in the respective organisation. Tesco can adopt this strategy in order to receive the
most adopt and reliable feedback. 360-degree performance review will also provide the
company an overview about the areas that are lacking behind due to poor performance of
the employees. It can also help Tesco to determine the scope for improvement in the
organisational employees. Job rotation: It can be characterised as a mechanism wherein the respective job profiles
of the employees are rotated in order to enhance their flexibility and adaptability to the
new areas of management. The respective practice can help Tesco in enhancing the
overall development of the employee as they will be well skills to perform various duties