Tesco HR Process Analysis and Best Practice Evaluation Report

This report provides a critical appraisal of human resource (HR) processes, focusing on the case of Tesco plc. It examines the key HR functions, including recruitment and selection, reward strategies, and employee retention, with an emphasis on best practices. The report explores the impact of HR practices on corporate culture and strategies, analyzing how these practices influence organizational performance and employee engagement. It delves into specific strategies like internal and external recruitment, various selection methods, reward systems, and the application of Maslow's theory and Hezberg's equity model to retain employees. Furthermore, it assesses the influence of HR practices on corporate culture, encompassing aspects like diversity, team working, and the implementation of 360-degree feedback, flexible scheduling, and technology adoption. The report concludes with an overview of the strengths and weaknesses of the HR strategies discussed, offering insights into how these practices contribute to Tesco's overall business objectives and competitive advantage.

demonstrate knowledge of the
Human Resource process and
assess it against good best
practice examples To examine
the relationship between human
resource

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................4
Critical appraisal of process.........................................................................................................4
HR practices impact on corporate cultural and strategies............................................................7
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Tesco plc is a British multinational groceries company which is famous as general
merchandiser retailer. It is headquartered in Welwyn garden city, England, UK. It comes in third
position as largest retailer in the world which is measured by gross revenue. It also comes in
ninth position in the world which is measured by revenues. It offers worldwide services to
customer. Estimated 6,800 shops are operated in across the world (Nicole Long, 2017). Even
organization keeps wide variety product line clothing, food item, non-food item and accessories,
home accessories,k financial services and others. The number of employees estimate 450,000
offers their services in company across the world (Tesco's Competitors, Revenue, Number of
Employees, Funding and Acquisitions, 2018). Human resource department plays essential role
within company because they introduce strategy to manage employee within workplace. Tesco
has main firm in England, UK where HR department is more effective rather than other areas.
UK's human resource implements profitable strategy which helps company to upgrade their
potion with business market. While other HR departments which are established in various
countries they have role to manage employees performance as result achieve organization goals
over the period. Local HR department has goal to give high selling ratio to company. On the
other hand, central HR has goal to influence brand image in global market.
Critical appraisal of process
Human resource plays essential role in organization such as planning, organizing,
controlling and coordinating. Even they also plays various operation within organization such as
recruitment, motivation and retention of staff. Tesco has goal to meet employee objectives so
that easy to achieve long term goal over the period. Human resource applies recruitment and
selection strategies to recruit best talent for vacant position. For example recruitment method are
two type internal and external method (Obeidat and et.al., 2016). HR gives description about job
profile. To aware people uses social media and internet so that talented candidates apply for job.
Internal recruitment method is also good where HR offers opportunity to existing employees to
upgrade their position within workplace (Recruitment and selection, 2018). It is good strategy
because HR doesn't have to screen out population. They directly selects employee based on the

job performance. Another is external method where organization provides opportunity to outside
candidates such as collage and others (Murawska, 2017). This method helps human resource to
screen out best talent which is suable for job profile. On the other hand, selection procedure
keeps various methods such as aptitude test, group discussion and personal interview. It is quite
good strategy to elect talent for particular job profile (Stokes and et.al., 2016). The main strength
of recruitment and selection methods is that it helps company to lead high productivity of
employees within workplace as well leads high creativity. By the help of employees easily
enhance demand of products among the public.
The main weakness of the recruitment and selection strategy is that it is quite
long procedure. It requires more attention while recruiting best talent. Internal method is good
but it doesn't introduce innovative strategy which can help company to uplift organization's
position from existing position. External method is quite time consuming method which helps to
lead high talent but new candidates require more training session. Selection methods contains
three procedure i.e. aptitude test, group discussion and personal interview which supports
company to select eligible candidates for job position (Bisharat and et.al., 2017). It is also time
consuming procedures. It is long procedure which is completed within several months so that get
realistic employee who supports Tesco to lead sustainable growth at workplace.
Human resource introduces reward strategy within organization. The main goal of the
reward strategy to motivate employees within workplace so that they perform well. Rewards
strategy are two types recognition and money which is used by manager. For example HR
appreciates employees who gives high effort to redeem their performance which enhance their
self-esteem within workplace (Taipale, 2016). Organization applies both type rewards to
motivate employee which helps company to achieve long-term goal and short-term goals over
the period. Even organization offers profit sharing opportunity to employee which motivates
them to give high performance and earn extra profit except salary and incentives (Babilli, 2018).
Promotion and incentives strategy provides by human resource to motivate employee within
company. It is best method which is applied by HR that leads high profitability in minimum
time. Organization offers incentives and compensatory policies which motivates employees to
perform well within company. Even organization offers free platform to employee and
encourage them to create creativity which leads motivation in employees to do something
different. Skill and development program also organizes by human resource where allows

employee to show their talent and learn new skills (Al-Sarayrah and et.al., 2016). Such kind
strategies applies by Tesco to motivate staff at job place. The major strength of the these
strategies is that it develops curiosity in staff's mind to work hard and earn more profit by
achieving large number of task within workplace.
It requires high maintenance which is major weakness of these strategies. For example
rewards strategy can motivate employees for short period but can't expect it keeps them motivate
prolong time (Deshmukh, 2016). Apart from this, profit sharing opportunity is good but it can
enhance liability ratio within company because they have to share their profit with employees
and investors. It is time consuming strategies which requires changes time to time (Gutierrez-
Gutierrez, Barrales-Molina and Kaynak, 2018). It is realistic strategies which is applied by
organization to motivate employees within workplace.
Human resource applies Maslow's theory model for retaining employee's within
workplace. Maslow's theory is totally based on the human needs. It contains five type needs such
as physiological, love and relation needs, safety needs, self-esteem needs and self-actulization.
Physiological needs are working condition, sitting arrangement and air-conditioning etc. it is
most essential needs for human being because they expect where they offer their service that
place should be facilitative for them (Harrison and Bazzy, 2017). Human resource encourages
team working at workplace so that they work well and manage their well-being within
workplace. Organization offers health insurance policy which makes employees satisfy from
their job as well their family. HR introduces 360 feedbacks strategy within workplace where
gathers feedbacks from employees about organization working condition, strategy and culture. It
is best strategy which keeps employee happy from their job as well company (Aust, Matthews
and Muller-Camen, 2019). Even human resource applies Hezberg equity model which is also
known as two factor theory framework. It keeps balance between input and output. HR offers
strategies to maintain employees well-being in return gets large number of task achievement. To
give values of employees involves them in decision-making process and listen them properly
which appreciates employees to retain within company prolong time. Thus, overall strategies are
applied by HR in Tesco to retain talented employees in high scale.
There are two type frameworks Hezberg equity model and Maslow's theory are used to
satisfy employees that automatically leads high retention within workplace. These theory helps
company to lead high turnover of employees within workplace but reducing competitive

advantage (Hmoud and Laszlo, 2019). Apart from this, organization can get success in these
framework when employees also shows their engagement. So, it can consider in a weakness. HR
applies 360 feedback strategy to retain employees within company but it is not possible on
regular basis. It requires another management who gather feedbacks from employees about
organization. It is long procedure because each framework keeps different phases. By following
overall phases step by step can achieve desirable outcomes. It is realistic strategies and
framework which is implemented by HR to retain employee's within company.
HR practices impact on corporate cultural and strategies
Human resource management plays essential role within organization because it helps
company to achieve their mission over the time. HR applies various practices such as recruitment
and selection, motivation, retention and implement profitable strategies. Human resources
conduct recruitment and selection strategy to recruit large number of employees. It gives directly
impact on organization culture because manager recruits best talent either candidate from local
country or different country. It leads diversity within workplace which helps company to create
sustainable growth in competition market (Organizational Culture Paired With HR Strategies,
2019). Apart from this, Hezberg equity model applies by manager to motivate employee. So
manager keeps fair treatment while task assigning and premotion strategies that motivate
employee to give honest performance. This model creates productive culture within company.
To influences team working gives challenging task to employee in group. Team working
enhance well-being of employees and creates healthy environment within company. HR
conducts skills and development program for employees as result it enhances innovative culture
with company (Veluchamy, Krishnan and Harikumar, 2016). Human resource applies 360
feedbacks strategy. The main goal of the strategy to gather reviews about employees
performance from customers and other department. Based on the reviews analysis easily
determines weak area of employees which can improve by offering extra training classes. As
well collects reviews of employees about strategy which helps HR to examine effectiveness on
organization performance (Madera and et.al., 2017). HR aligns their practices on the basis of
corporate culture so that easy gain competitive advantage in competition market. HR conducts
various program such as personal development program and skills development program to
enhance engagement of employees because it helps to improve culture of company. To achieve
success in program offers opportunity to employee to be part of these programs and to do

improvement in their personality (Okoniewska, 2019). Organization provides open session
program for employees while HR implements this strategy within organization. By the program
allows employees to share their issues which is related to salary issues, work load or any type of
discrimination within workplace. Human resource management listens them properly and try to
resolve within minimum time. By the open session program also updates employees about new
policy or changes in existing policy that automatically builds good relation between employees
and management.
HR implements outsourcing agreement with IBM payroll which is most effective
strategy. It is not only helps company to promote their business across the world but also offers
opportunity to employee to shows their talent in other countries by performing well.
Outsourcing agreement raises good will of company in global market as well attract different
talent to apply for job. Flexible scheduling and telecommunication polices also introduces by
manager to retain employee prolong time within company (Liu and et.al., 2020). It gives positive
impact on corporate culture because they get success in large number of task before deadline that
directly improves organization performance. On the other hand, employees gets opportunity to
spend time with their family while working at home. It improves satisfaction level of employee
from their job as well make them more responsible for their job. Technology adaption is new
strategy which is applied by manager to improve working efficiency of staff. It directly gives
impact on corporate culture (Paauwe and Boon, 2018). For example organization becomes more
global and team have to give more efforts across the different culture, geographical and time
zones. Thus, technology can supports company to better align other departments and staff.
Human resource creates mission of company and sets objectives to achieve mission.
Human resource involves employees while implementing decision and understand them
importance of objectives. To give values of employees allows them to keep their suggestion
which can enhance effectiveness of objectives (Vasilaki and et.al., 2016). HR implements non-
discrimination policies within workplace so that each employee give high efforts in their
performance rather than concerning about bullying and others. It creates fruitful environment
within workplace and leads high productivity of employee. Performance management system
emerges by human resource management to develop brand image in business market. Employees
performance is crucial for organization because they are backbone which leads growth and
development of organization (Ling, Kothe and Mullan, 2019). Performance management helps

employees to improve their performance by overcome their weakness. Thus, HR practices gives
impact on corporate culture and their strategies that directly improves profitability of company.
CONCLUSION
It can be concluded role of central and local HR within company. Examine strengths,
weaknesses, timescales and realistic motivation frameworks is used by organization for
recruiting, motivating and retaining of key staff has been summarized in report. Human
resources activities such as recruitment which is related to the corporate culture and strategy of
the organization can be concluded in report. Human resources challenges such as recruitment,
hiring, diversity, attitudes towards diversity etc. faced by organisation currently has been
summarized in it.

REFERENCES
Books and Journals
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Online
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