Leading & Managing HR Development: A Contemporary HRM Study of Tesco
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This report provides a comprehensive analysis of Human Resource (HR) development and leadership styles within Tesco Plc., a British multinational retailer. It explores the impact of globalization on HR practices, examining how changes in the global environment affect Tesco's strategies and policies. The report delves into Tesco's leadership style, emphasizing its democratic approach and its impact on employee satisfaction and performance. Furthermore, it includes a PESTLE analysis to evaluate the external factors influencing Tesco's operations, such as political, economic, social, technological, environmental, and legal aspects. The study also covers strategic planning processes, stakeholder analysis, unionization, and the competitive environment within which Tesco operates. Additionally, the report discusses the role of HR in organizational dynamics, conflict management, ethical practices, and Corporate Social Responsibility (CSR) initiatives at Tesco. Finally, the report includes a personal development plan, reflecting on the author's professional growth and future objectives. This document is available on Desklib, which provides a platform for students to access similar solved assignments and study resources.
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Running Head: HR DEVELOPMENT 0
Contemporary HRM, Leading and Managing HR Development
Anwar Ali
Contemporary HRM, Leading and Managing HR Development
Anwar Ali
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HR DEVELOPMENT 1
Anwar Ali
Anwar Ali
HR DEVELOPMENT 2
Table of Contents
TASK 1.......................................................................................................................................4
1.1 Introduction....................................................................................................................4
1.2 Question1.......................................................................................................................4
1.2.1 Globalisation............................................................................................................5
1.2.2 Leadership style in Tesco.........................................................................................6
1.2.3 Overview of business environment..........................................................................6
1.2.4 Methods of Evaluating HR practices (SWOT/PESTLE Analysis).................................8
1.3 Question 2....................................................................................................................10
1.3.1 Organisational context...........................................................................................10
1.3.2 Organisational Structure of the organisation (Tesco)............................................10
1.3.3 Stakeholder analysis and Environmental audit of Tesco........................................11
1.3.4 Unionisation...........................................................................................................11
1.3.5 Competitive environment......................................................................................11
1.3.6 Role of HR function in an organisation...................................................................12
1.3.7 Strategic Planning Process in Tesco.......................................................................12
1.4 Conclusion....................................................................................................................13
TASK 2..................................................................................................................................14
2.1 Introduction..................................................................................................................14
2.2 Question 1....................................................................................................................15
2.2.1 Leadership theories...............................................................................................15
2.2.2 Management at Tesco...........................................................................................16
Anwar Ali
Table of Contents
TASK 1.......................................................................................................................................4
1.1 Introduction....................................................................................................................4
1.2 Question1.......................................................................................................................4
1.2.1 Globalisation............................................................................................................5
1.2.2 Leadership style in Tesco.........................................................................................6
1.2.3 Overview of business environment..........................................................................6
1.2.4 Methods of Evaluating HR practices (SWOT/PESTLE Analysis).................................8
1.3 Question 2....................................................................................................................10
1.3.1 Organisational context...........................................................................................10
1.3.2 Organisational Structure of the organisation (Tesco)............................................10
1.3.3 Stakeholder analysis and Environmental audit of Tesco........................................11
1.3.4 Unionisation...........................................................................................................11
1.3.5 Competitive environment......................................................................................11
1.3.6 Role of HR function in an organisation...................................................................12
1.3.7 Strategic Planning Process in Tesco.......................................................................12
1.4 Conclusion....................................................................................................................13
TASK 2..................................................................................................................................14
2.1 Introduction..................................................................................................................14
2.2 Question 1....................................................................................................................15
2.2.1 Leadership theories...............................................................................................15
2.2.2 Management at Tesco...........................................................................................16
Anwar Ali
HR DEVELOPMENT 3
2.2.3 HR strategy and organisational performance........................................................16
2.2.4 HR strategies and their contribution to change management...............................17
2.3 Question 2....................................................................................................................17
2.3.1 HRM and HRD in different organisational contexts................................................17
2.3.2 HRM and Organisational Dynamics........................................................................18
2.3.3 Concept of Conflict Management..........................................................................18
2.3.4 Ethical function of HR Practices.............................................................................18
2.3.5 CSR practices in Tesco............................................................................................19
2.4 Question 3....................................................................................................................20
2.4.1 Personal development...........................................................................................20
2.4.2 Personal Development Plan (for next 6 months)...................................................20
2.5 Conclusion....................................................................................................................21
References..............................................................................................................................22
Anwar Ali
2.2.3 HR strategy and organisational performance........................................................16
2.2.4 HR strategies and their contribution to change management...............................17
2.3 Question 2....................................................................................................................17
2.3.1 HRM and HRD in different organisational contexts................................................17
2.3.2 HRM and Organisational Dynamics........................................................................18
2.3.3 Concept of Conflict Management..........................................................................18
2.3.4 Ethical function of HR Practices.............................................................................18
2.3.5 CSR practices in Tesco............................................................................................19
2.4 Question 3....................................................................................................................20
2.4.1 Personal development...........................................................................................20
2.4.2 Personal Development Plan (for next 6 months)...................................................20
2.5 Conclusion....................................................................................................................21
References..............................................................................................................................22
Anwar Ali
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HR DEVELOPMENT 4
TASK 1
1.1 Introduction
Every business organisation is influenced by different factors, which collectively form
business environment. These include economic, social, legal, technological, and political
factors. Business environment is thus total of all the external forces. The changes in the
global environment affect every organisation and their HR strategies, practices and policies in
the end. For the purpose of identifying, assessing, and evaluating the impact of the changes
on the working of the organisation, an analysis has been has been undertaken on the company
“Tesco Plc.” Global environment consist of major players or influencers in the market,
which might affect the smooth functioning and success of the organisation.
1.2 Question1
About Tesco Plc.
Tesco Plc. trading as Tesco founded in 1919 by Jack Cohen, is a British multinational
groceries and general merchandise retailer with headquarters in England, United Kingdom. It
is a public limited company, and has number of different stakeholders. Tesco is one of the
third largest retailers in the world in terms of revenues. The company carry out the operations
in 14 countries around the world, employs about 500,000 people, and serves millions of
customers every week. Tesco remains to be one of the well - known amongst highly valued
businesses in the world and continues to grow over time. Therefore, on a broader perspective,
the company has been successful in operating and running new growth markets in Central
Europe, and Asia.
Impact of changes in global environment on Tesco
The impact of changes in the global environment on any organisation can be analysed by
examining the role of various stakeholders of the organisation globally. In addition, the
changing nature of work and workforce are the major changes that lead to the revaluation of
HR strategies, policies, and practice2s. The major factors of change include demographic,
social, and economic factors, political factors. Thus, the study includes a PESTLE analysis of
the company to understand and evaluate the strategies to implement in the organisation.
Anwar Ali
TASK 1
1.1 Introduction
Every business organisation is influenced by different factors, which collectively form
business environment. These include economic, social, legal, technological, and political
factors. Business environment is thus total of all the external forces. The changes in the
global environment affect every organisation and their HR strategies, practices and policies in
the end. For the purpose of identifying, assessing, and evaluating the impact of the changes
on the working of the organisation, an analysis has been has been undertaken on the company
“Tesco Plc.” Global environment consist of major players or influencers in the market,
which might affect the smooth functioning and success of the organisation.
1.2 Question1
About Tesco Plc.
Tesco Plc. trading as Tesco founded in 1919 by Jack Cohen, is a British multinational
groceries and general merchandise retailer with headquarters in England, United Kingdom. It
is a public limited company, and has number of different stakeholders. Tesco is one of the
third largest retailers in the world in terms of revenues. The company carry out the operations
in 14 countries around the world, employs about 500,000 people, and serves millions of
customers every week. Tesco remains to be one of the well - known amongst highly valued
businesses in the world and continues to grow over time. Therefore, on a broader perspective,
the company has been successful in operating and running new growth markets in Central
Europe, and Asia.
Impact of changes in global environment on Tesco
The impact of changes in the global environment on any organisation can be analysed by
examining the role of various stakeholders of the organisation globally. In addition, the
changing nature of work and workforce are the major changes that lead to the revaluation of
HR strategies, policies, and practice2s. The major factors of change include demographic,
social, and economic factors, political factors. Thus, the study includes a PESTLE analysis of
the company to understand and evaluate the strategies to implement in the organisation.
Anwar Ali
HR DEVELOPMENT 5
1.2.1 Globalisation
Primarily, the impact of globalisation on Human resource management states that the roles
and responsibilities of the personnel or HR department have undergone changes, with the
globalisation of economies. Human resource management is one the vital function in every
organisation. It helps the manager or the personnel department of an organisation to recruit,
select and retain the best employees in the organisation. HRM focuses on the manager’s
ability to provide training, and motivation of the employees for their development in the
organisation. It helps the organisation to supply the required and competent work force to
accomplish organisational goals (Southampton, 2018). Ensuring employees regarding their
pay i.e. wages, benefits, recognition, motivation and job security. Globalisation means the
integration of world economies, playing a significant role in improving the operations and
functioning of any organisation.
Impact of Globalisation
Globalisation symbolizes free flow of capital and resources (physical, financial and human
resources) across nations fostering growth thereby presenting a dynamic and competitive
business environment. It improves the hiring practices inculcating diversification into the
organisation. Globalisation strategies help in bringing and managing cultural diversity in the
organisation. In addition, it ensures flexibility in the working of the organisation with the
workplace and the workers. Coping with flexible working hours, as when a company runs on
a global level, they require their employees to work at different time zones, which is not
possible for them to work in a traditional manner. Globalisation affects the few HRM
activities of Tesco such as Recruitment and pay revision, training, and development,
providing health work environment. Strategic management in an organisation like Tesco
plays a major role in the achievement of goals and objectives and establishing best HR
practices.
Globalisation and Internationalization
Moreover, globalisation and internationalization go hand in hand. Internationalisation means
the process of enhancing the involvement of the enterprises in the international markets. As,
Tesco operate in three countries around the globe namely, UK, Europe, and Asia, the
company has been operating through a wide area which can ensure growth prospects and
increasing opportunities (Gravett, 2013).
Anwar Ali
1.2.1 Globalisation
Primarily, the impact of globalisation on Human resource management states that the roles
and responsibilities of the personnel or HR department have undergone changes, with the
globalisation of economies. Human resource management is one the vital function in every
organisation. It helps the manager or the personnel department of an organisation to recruit,
select and retain the best employees in the organisation. HRM focuses on the manager’s
ability to provide training, and motivation of the employees for their development in the
organisation. It helps the organisation to supply the required and competent work force to
accomplish organisational goals (Southampton, 2018). Ensuring employees regarding their
pay i.e. wages, benefits, recognition, motivation and job security. Globalisation means the
integration of world economies, playing a significant role in improving the operations and
functioning of any organisation.
Impact of Globalisation
Globalisation symbolizes free flow of capital and resources (physical, financial and human
resources) across nations fostering growth thereby presenting a dynamic and competitive
business environment. It improves the hiring practices inculcating diversification into the
organisation. Globalisation strategies help in bringing and managing cultural diversity in the
organisation. In addition, it ensures flexibility in the working of the organisation with the
workplace and the workers. Coping with flexible working hours, as when a company runs on
a global level, they require their employees to work at different time zones, which is not
possible for them to work in a traditional manner. Globalisation affects the few HRM
activities of Tesco such as Recruitment and pay revision, training, and development,
providing health work environment. Strategic management in an organisation like Tesco
plays a major role in the achievement of goals and objectives and establishing best HR
practices.
Globalisation and Internationalization
Moreover, globalisation and internationalization go hand in hand. Internationalisation means
the process of enhancing the involvement of the enterprises in the international markets. As,
Tesco operate in three countries around the globe namely, UK, Europe, and Asia, the
company has been operating through a wide area which can ensure growth prospects and
increasing opportunities (Gravett, 2013).
Anwar Ali
HR DEVELOPMENT 6
1.2.2 Leadership style in Tesco
Management and leadership styles interconnected to the strategic decisions of the
organisation. The company follows ‘Democratic style’ of management/leadership, which
ensured equal participation of the employees in their decision making process. Management
at Tesco believes that the success of a leader or the organisation depends on maintaining the
workforce satisfied by ensuring their job security and effectively utilising their potential and
rewarding them. Thus, Tesco aims at assuring the employee and the customer satisfaction
equally.
In addition, leadership in Tesco motivates the employees by giving them rewards and
benefits that ensuring implementation of effective HR practices. The managers at Tesco
direct their employees and treat them as business partners. Thus, it defines roles and
responsibilities of every employee in the organisation ensuring higher performance. Due to
the global operations of the company, there is an impact on the company’s external trade
policies. These include the impact on the tariff and the import substitution policy. The policy
consists of the measures, which tend to control, prohibitions such as import quotas and high
tariffs that restricts the imports of a country. There is an impact of the government policies on
the political and the legal factors of the company such as tax, and the fiscal policy of the
company.
The company ensures employees benefits and with respect to the formation of trade union
membership trends, the company states that they respect the decision of their employee and
give them right to choose; they wants to be the part of the union or not. As a global retailer,
the company buy and sells the products through their operations and store network interacting
to the millions of people. Therefore, they have the obligation to respect and comply with the
human rights and the acts such as the Universal Declaration of the human rights. Considering
the essence of globalisation, the company has emerged as the leading retailer and the foreign
company ownership policies states about multinational corporations, which operate in more
than one country indulging into long-term investments. Therefore, the role of globalisation,
human rights policies, management or leadership styles, and the diversity in the company
leads to the improved performance and the organisational success in the end (Cherry, 2018).
1.2.3 Overview of business environment
Business environment is a set of political, economic, social, and legal forces that are outside
the control and influence of the business that can have positive and negative impact. Several
Anwar Ali
1.2.2 Leadership style in Tesco
Management and leadership styles interconnected to the strategic decisions of the
organisation. The company follows ‘Democratic style’ of management/leadership, which
ensured equal participation of the employees in their decision making process. Management
at Tesco believes that the success of a leader or the organisation depends on maintaining the
workforce satisfied by ensuring their job security and effectively utilising their potential and
rewarding them. Thus, Tesco aims at assuring the employee and the customer satisfaction
equally.
In addition, leadership in Tesco motivates the employees by giving them rewards and
benefits that ensuring implementation of effective HR practices. The managers at Tesco
direct their employees and treat them as business partners. Thus, it defines roles and
responsibilities of every employee in the organisation ensuring higher performance. Due to
the global operations of the company, there is an impact on the company’s external trade
policies. These include the impact on the tariff and the import substitution policy. The policy
consists of the measures, which tend to control, prohibitions such as import quotas and high
tariffs that restricts the imports of a country. There is an impact of the government policies on
the political and the legal factors of the company such as tax, and the fiscal policy of the
company.
The company ensures employees benefits and with respect to the formation of trade union
membership trends, the company states that they respect the decision of their employee and
give them right to choose; they wants to be the part of the union or not. As a global retailer,
the company buy and sells the products through their operations and store network interacting
to the millions of people. Therefore, they have the obligation to respect and comply with the
human rights and the acts such as the Universal Declaration of the human rights. Considering
the essence of globalisation, the company has emerged as the leading retailer and the foreign
company ownership policies states about multinational corporations, which operate in more
than one country indulging into long-term investments. Therefore, the role of globalisation,
human rights policies, management or leadership styles, and the diversity in the company
leads to the improved performance and the organisational success in the end (Cherry, 2018).
1.2.3 Overview of business environment
Business environment is a set of political, economic, social, and legal forces that are outside
the control and influence of the business that can have positive and negative impact. Several
Anwar Ali
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HR DEVELOPMENT 7
tools or techniques are used to evaluate the impact of changes in the global environment on
HR strategies. These include using SWOT or PESTEL analysis framework in the
organisation. Pestle analysis refers to the framework or tool used by the marketers that helps
in monitoring the macro environmental factors.
External environment
In context of the company Tesco, the macro changes include the changes in the tax policy,
Demographic changes, government laws and policies, and trade barriers. This includes
Elements like political, economic, social, technological, environmental, and legal
(MarketingTutor, 2018).
Political factor: It states about the government policies affecting the trade and
operations at Tesco, by defining the degree of intervention in the economy. Tesco
might have to deal with the British and the Columbian government regarding coffee
supply. For example, import duty on goods can affect the Tesco, as there are some
inventory imports from the countries like China and East Asia. The economical factor
affects the changes in the economic structure of the company including the changes in
taxes, interest, and exchange rates.
Social factors: These can also affect the demand of the firm’s products or services and
the availability of the individuals to work in the organisation. For example, obesity
has been the major issue as the customers are more concerned about their health.
Thus, Tesco should focus towards changing behaviour and demand for organic food
(Pestle analysis, 2014).
Technological factors: These include the production of goods and services using new
technologies to sustain and regain customer trust in the market. In addition, Tesco
initiated the use of RFID technology (Radio frequency identification), to increase in-
store experiences for the customers. In addition, the company has established their
own online mobile payment system, PayQwid and the online shopping has been the
major factor causing technological change.
Anwar Ali
tools or techniques are used to evaluate the impact of changes in the global environment on
HR strategies. These include using SWOT or PESTEL analysis framework in the
organisation. Pestle analysis refers to the framework or tool used by the marketers that helps
in monitoring the macro environmental factors.
External environment
In context of the company Tesco, the macro changes include the changes in the tax policy,
Demographic changes, government laws and policies, and trade barriers. This includes
Elements like political, economic, social, technological, environmental, and legal
(MarketingTutor, 2018).
Political factor: It states about the government policies affecting the trade and
operations at Tesco, by defining the degree of intervention in the economy. Tesco
might have to deal with the British and the Columbian government regarding coffee
supply. For example, import duty on goods can affect the Tesco, as there are some
inventory imports from the countries like China and East Asia. The economical factor
affects the changes in the economic structure of the company including the changes in
taxes, interest, and exchange rates.
Social factors: These can also affect the demand of the firm’s products or services and
the availability of the individuals to work in the organisation. For example, obesity
has been the major issue as the customers are more concerned about their health.
Thus, Tesco should focus towards changing behaviour and demand for organic food
(Pestle analysis, 2014).
Technological factors: These include the production of goods and services using new
technologies to sustain and regain customer trust in the market. In addition, Tesco
initiated the use of RFID technology (Radio frequency identification), to increase in-
store experiences for the customers. In addition, the company has established their
own online mobile payment system, PayQwid and the online shopping has been the
major factor causing technological change.
Anwar Ali
HR DEVELOPMENT 8
Legal factors: Legal factors explain about the legal environment of a concern. There
have been significant legal changes in the UK, which have an impact on the firm’s
behaviour. These include certain laws such as consumer law, employment law, health
and safety laws and rules. Tesco must conduct the operations in accordance with the
Food Retailing Commission (FRC) strict code of practice.
Environmental change: These are the factors affecting the business strategies of the
Tesco, defines the encouragement by Tesco, for the consumers to shop at tesco.com
as the Tesco van drivers not only fuel-saving routes but also ensure collecting
unwanted plastic bags from customer for recycling. Tesco’s commitment towards
using renewable resources and promising to minimize the carbon footprint by 50%
assures environmental protection.
1.2.4 Methods of Evaluating HR practices (SWOT/PESTLE Analysis)
The other tools or techniques used for the evaluation of external environmental forces include
STEEP analysis, the assessment of the environmental, social, technological, political,
economic factors. The Steep analysis is similar to the PESTEL framework. One of the mostly
used tools to measure the impact of environmental influences is SWOT analysis. The
framework facilitates in analysing the strengths, weaknesses, and the future opportunities of
the company.
STRENGTHS WEAKNESSES
Wide and diversified customer base, serving
the requirements of drilling contractors,
equipment brokers, and some of the oil and
gas companies.
Tesco hold patent license agreements for the
developing technologies that proves to be
beneficial supporting Tesco, to attract
companies for many projects
Tesco has a strong product portfolio in the
top drive segment providing services around
The weaknesses of the Tesco, states about
the controversies faced and the concentrated
operations as Tesco majorly operates in
North America and over 45% of the
revenues contributed by the US, Canada,
Mexico.
The concentrations in the operations can
have an impact on the business during the
economic slowdown.
Anwar Ali
Legal factors: Legal factors explain about the legal environment of a concern. There
have been significant legal changes in the UK, which have an impact on the firm’s
behaviour. These include certain laws such as consumer law, employment law, health
and safety laws and rules. Tesco must conduct the operations in accordance with the
Food Retailing Commission (FRC) strict code of practice.
Environmental change: These are the factors affecting the business strategies of the
Tesco, defines the encouragement by Tesco, for the consumers to shop at tesco.com
as the Tesco van drivers not only fuel-saving routes but also ensure collecting
unwanted plastic bags from customer for recycling. Tesco’s commitment towards
using renewable resources and promising to minimize the carbon footprint by 50%
assures environmental protection.
1.2.4 Methods of Evaluating HR practices (SWOT/PESTLE Analysis)
The other tools or techniques used for the evaluation of external environmental forces include
STEEP analysis, the assessment of the environmental, social, technological, political,
economic factors. The Steep analysis is similar to the PESTEL framework. One of the mostly
used tools to measure the impact of environmental influences is SWOT analysis. The
framework facilitates in analysing the strengths, weaknesses, and the future opportunities of
the company.
STRENGTHS WEAKNESSES
Wide and diversified customer base, serving
the requirements of drilling contractors,
equipment brokers, and some of the oil and
gas companies.
Tesco hold patent license agreements for the
developing technologies that proves to be
beneficial supporting Tesco, to attract
companies for many projects
Tesco has a strong product portfolio in the
top drive segment providing services around
The weaknesses of the Tesco, states about
the controversies faced and the concentrated
operations as Tesco majorly operates in
North America and over 45% of the
revenues contributed by the US, Canada,
Mexico.
The concentrations in the operations can
have an impact on the business during the
economic slowdown.
Anwar Ali
HR DEVELOPMENT 9
the world.
OPPORTUNITIES THREATS
Along with the strengths and weaknesses,
the company exploits some of the
opportunities also; these include the
investment made by the company in
research and development plans, and
formulating strategies to look for the global
top drive market.
Tesco has opportunities based as the strong
position in the market satisfying all the
needs and requirements of the customers.
Every organisation undergoes some
environmental changes, which brings both
opportunities and threats that affect the
working.
The threats in the company Tesco, accounts
for the changes in the global economic
environment, which are uncertain. The
substantial threat related to the risks in the
oil and gas industry.
Hence, considering the impact of all the changes in the global environment on Tesco, there
are positive and negative influences on the working of the organisation in the long run, it can
higher the performance and revenues. The positive impact in the long-run leads to the
effective strategic position in the market.
Anwar Ali
the world.
OPPORTUNITIES THREATS
Along with the strengths and weaknesses,
the company exploits some of the
opportunities also; these include the
investment made by the company in
research and development plans, and
formulating strategies to look for the global
top drive market.
Tesco has opportunities based as the strong
position in the market satisfying all the
needs and requirements of the customers.
Every organisation undergoes some
environmental changes, which brings both
opportunities and threats that affect the
working.
The threats in the company Tesco, accounts
for the changes in the global economic
environment, which are uncertain. The
substantial threat related to the risks in the
oil and gas industry.
Hence, considering the impact of all the changes in the global environment on Tesco, there
are positive and negative influences on the working of the organisation in the long run, it can
higher the performance and revenues. The positive impact in the long-run leads to the
effective strategic position in the market.
Anwar Ali
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HR DEVELOPMENT 10
1.3 Question 2
1.3.1 Organisational context
The organisational context refers to understanding of the internal and the external aspects of
the organisation. It studies about the structure, resources, functions, and the culture of an
organisation. Therefore, the above term states relates to the overall scenario of the
environment in a business organisation.
Types of Organisational Context
Different organisational context includes the types such as private, public, and voluntary
organisation. Private organisations refer to the businesses controlled by the individuals. These
include the operations in the areas such as IT, mining, transportation, and manufacturing.
Public sector consists of the businesses owned and managed by the government. These
include the companies related to the Health, agriculture, banking, and insurance sector.
Voluntary union or an organisation refers to a group of individuals who enter into an
agreement usually as volunteers to form a body with the aim to accomplish a common
purpose (Key differences, 2015).
1.3.2 Organisational Structure of the organisation (Tesco)
Organisational structure is defined as the manner in which the activities of task allocation,
coordination, and the supervision are directed towards the accomplishment of the
organisational goals and objectives. A strong organisational structure represents the effective
allocation and management of duties, and responsibilities of the employees in the
organisation.
Organisational structure at Tesco is highly hierarchical in nature that reflects the large size of
the business. Even in the store level, there are more than four layers of management. The
organisational structure of the company, Tesco at the store level is represented as below
(Dudovskiy, 2016).
Anwar Ali
1.3 Question 2
1.3.1 Organisational context
The organisational context refers to understanding of the internal and the external aspects of
the organisation. It studies about the structure, resources, functions, and the culture of an
organisation. Therefore, the above term states relates to the overall scenario of the
environment in a business organisation.
Types of Organisational Context
Different organisational context includes the types such as private, public, and voluntary
organisation. Private organisations refer to the businesses controlled by the individuals. These
include the operations in the areas such as IT, mining, transportation, and manufacturing.
Public sector consists of the businesses owned and managed by the government. These
include the companies related to the Health, agriculture, banking, and insurance sector.
Voluntary union or an organisation refers to a group of individuals who enter into an
agreement usually as volunteers to form a body with the aim to accomplish a common
purpose (Key differences, 2015).
1.3.2 Organisational Structure of the organisation (Tesco)
Organisational structure is defined as the manner in which the activities of task allocation,
coordination, and the supervision are directed towards the accomplishment of the
organisational goals and objectives. A strong organisational structure represents the effective
allocation and management of duties, and responsibilities of the employees in the
organisation.
Organisational structure at Tesco is highly hierarchical in nature that reflects the large size of
the business. Even in the store level, there are more than four layers of management. The
organisational structure of the company, Tesco at the store level is represented as below
(Dudovskiy, 2016).
Anwar Ali
HR DEVELOPMENT 11
1.3.3 Stakeholder analysis and Environmental audit of Tesco
Stakeholder analysis is the process by which the stakeholders are likely to be affected by the
organisation and to what extent they affect the organisation’s goals and objectives. Tesco
undertakes the analysis following three steps. Firstly they identify, who their stakeholders
are, assessing the interests and their needs and then mapping the needs and expectations of
those stakeholders. Auditing the environmental impact of the organisation refers to the tools
that a company can use to assess the environmental impacts. Tesco identifies the harmful
impact of the environment and evaluate the methods to monitor and control them.
1.3.4 Unionisation
Unionisation refers to the process of organising the employees of a company into a labor
union acting as an intermediary between the employees and the company management. Tesco
unionised in the UK believed that union membership is a matter of choice.
1.3.5 Competitive environment
The study of the competitive environment of Tesco observed by analysing the competitors
and their strategic importance. Tesco is a large UK grocery firm, and the retailer facing
increasing competition from the heavyweight challengers such as ASDA, Sainsbury’s and the
Morrison’s, collectively called as the ‘Big Four’ in the United Kingdom. Tesco has been
accounted as the UK grocery market leader with the market share of 28.4% followed by the
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1.3.3 Stakeholder analysis and Environmental audit of Tesco
Stakeholder analysis is the process by which the stakeholders are likely to be affected by the
organisation and to what extent they affect the organisation’s goals and objectives. Tesco
undertakes the analysis following three steps. Firstly they identify, who their stakeholders
are, assessing the interests and their needs and then mapping the needs and expectations of
those stakeholders. Auditing the environmental impact of the organisation refers to the tools
that a company can use to assess the environmental impacts. Tesco identifies the harmful
impact of the environment and evaluate the methods to monitor and control them.
1.3.4 Unionisation
Unionisation refers to the process of organising the employees of a company into a labor
union acting as an intermediary between the employees and the company management. Tesco
unionised in the UK believed that union membership is a matter of choice.
1.3.5 Competitive environment
The study of the competitive environment of Tesco observed by analysing the competitors
and their strategic importance. Tesco is a large UK grocery firm, and the retailer facing
increasing competition from the heavyweight challengers such as ASDA, Sainsbury’s and the
Morrison’s, collectively called as the ‘Big Four’ in the United Kingdom. Tesco has been
accounted as the UK grocery market leader with the market share of 28.4% followed by the
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HR DEVELOPMENT 12
competitors. Despite the strong competition, Tesco continues to grow and take market
portion, revenues, and the profitability in the UK. Tesco is battling with the competition in
the international market due to the global operations (Hstreasures, 2018). The company seeks
to set up effective presence with the support of local houses and the stores. Thus, the
company enjoys a sustainable competitive position in the market.
Cost leadership strategy in Tesco
In order to gain competitive advantage in the economy, Tesco aims to differentiate the
products and service from the other competitors in the market. The focus is on achieving
differentiation being the low cost operator in the industry. Achieving maximum customer
satisfaction, through implementing the strategies helps to gain competitive advantage.
1.3.6 Role of HR function in an organisation
The roles of the HR function in any organisation states about the management of the human
resource. It relates to the recruitment, training and appraising employees, and compensating
employees, managing employee benefits and records in the organisation. The politics of
management and the change agenda states about the change management strategy of Tesco,
change management refers to the structured approach to transition the individual’s team and
organisations from current state to the desired future state. Tesco is adaptive to all the
changes in the environment and effectively follows the change management approach
(Cameron and Green, 2015).
1.3.7 Strategic Planning Process in Tesco
Talking about the strategic planning process in any organisation, it relates to the series of
systematic planning process, which identifies the company’s status and the ability to higher
the performance level in the future. Along with identification of the current strategic position,
it evaluates the company’s mission, vision, and goals for the future needs and requirements.
Being a leading supermarket Tesco changed the strategy to increase customer loyalty, which
included some offering such as stamps for exchanging cash or goods. The Tesco’s strategic
background was enveloped by the title of the Cohen’s biography “Pile it high and sell it
cheap”. Tesco made strategies described with the four parts i.e. a strong UK core business,
non-profit, retailing services, and international.
They reduced their prices considering the capacity of the low-income group.
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competitors. Despite the strong competition, Tesco continues to grow and take market
portion, revenues, and the profitability in the UK. Tesco is battling with the competition in
the international market due to the global operations (Hstreasures, 2018). The company seeks
to set up effective presence with the support of local houses and the stores. Thus, the
company enjoys a sustainable competitive position in the market.
Cost leadership strategy in Tesco
In order to gain competitive advantage in the economy, Tesco aims to differentiate the
products and service from the other competitors in the market. The focus is on achieving
differentiation being the low cost operator in the industry. Achieving maximum customer
satisfaction, through implementing the strategies helps to gain competitive advantage.
1.3.6 Role of HR function in an organisation
The roles of the HR function in any organisation states about the management of the human
resource. It relates to the recruitment, training and appraising employees, and compensating
employees, managing employee benefits and records in the organisation. The politics of
management and the change agenda states about the change management strategy of Tesco,
change management refers to the structured approach to transition the individual’s team and
organisations from current state to the desired future state. Tesco is adaptive to all the
changes in the environment and effectively follows the change management approach
(Cameron and Green, 2015).
1.3.7 Strategic Planning Process in Tesco
Talking about the strategic planning process in any organisation, it relates to the series of
systematic planning process, which identifies the company’s status and the ability to higher
the performance level in the future. Along with identification of the current strategic position,
it evaluates the company’s mission, vision, and goals for the future needs and requirements.
Being a leading supermarket Tesco changed the strategy to increase customer loyalty, which
included some offering such as stamps for exchanging cash or goods. The Tesco’s strategic
background was enveloped by the title of the Cohen’s biography “Pile it high and sell it
cheap”. Tesco made strategies described with the four parts i.e. a strong UK core business,
non-profit, retailing services, and international.
They reduced their prices considering the capacity of the low-income group.
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HR DEVELOPMENT 13
To Offer better facilities to every store (small or large) equally.
Providing and supporting them with good saving offers and increasing the purchase at
the end. Tesco used a “brand image” strategy that states the company uses their name
and offer goods at reasonable rates. As the company has diversified the operations in
various sectors, therefore the brand image strategy helped Tesco, carrying the varied
operations at wide scale.
Core Competencies
Strategic management planning and the HR functions in an organisation help to develop and
achieve core competencies in the end. The achievement of the core competencies brings
effectiveness and ensures customer care. There are two issues in Tesco as the core
competencies, which relates to first, the employees and the customers. Tesco has achieved
about 17% of the ‘customer spontaneous usage’ and used the club card activity. In addition,
Tesco has learned to adjust and develop marketing strategies to meet their customers’ needs
and expectations that is one of the crucial core competency of Tesco.
Customer care – Quality, Innovation, and creativity
Innovation and creativity linked together; as Tesco started new pioneer innovation that
mainly focus on improving the technology and information system. Tesco has built
innovation system, and the most important one is the replenishment application system,
which controls the Tesco’s inventory management system. Besides, innovation and others
such as oracle retail warehouse management system, club card. Hence, Tesco is one of the
most valuable brand and has successfully linked the HR strategies and practices with the
organisational performance.
1.4 Conclusion
To conclude the above discussion, it is analysed that the environmental forces have both
positive and negative influence on the working of any organisation. Tesco, in the
organisational context has been growing and developed as the leading retailer in the world.
The various parameters, and the competencies developed by Tesco helped in achieving the
target market share and better performance. Tesco aims to attain the best management of their
operations and follows leadership in the organisation. With the implementation of cost
leadership strategy Tesco has achieved a higher competitive position, which has been the
major factor towards long-term success and growth in UK.
Anwar Ali
To Offer better facilities to every store (small or large) equally.
Providing and supporting them with good saving offers and increasing the purchase at
the end. Tesco used a “brand image” strategy that states the company uses their name
and offer goods at reasonable rates. As the company has diversified the operations in
various sectors, therefore the brand image strategy helped Tesco, carrying the varied
operations at wide scale.
Core Competencies
Strategic management planning and the HR functions in an organisation help to develop and
achieve core competencies in the end. The achievement of the core competencies brings
effectiveness and ensures customer care. There are two issues in Tesco as the core
competencies, which relates to first, the employees and the customers. Tesco has achieved
about 17% of the ‘customer spontaneous usage’ and used the club card activity. In addition,
Tesco has learned to adjust and develop marketing strategies to meet their customers’ needs
and expectations that is one of the crucial core competency of Tesco.
Customer care – Quality, Innovation, and creativity
Innovation and creativity linked together; as Tesco started new pioneer innovation that
mainly focus on improving the technology and information system. Tesco has built
innovation system, and the most important one is the replenishment application system,
which controls the Tesco’s inventory management system. Besides, innovation and others
such as oracle retail warehouse management system, club card. Hence, Tesco is one of the
most valuable brand and has successfully linked the HR strategies and practices with the
organisational performance.
1.4 Conclusion
To conclude the above discussion, it is analysed that the environmental forces have both
positive and negative influence on the working of any organisation. Tesco, in the
organisational context has been growing and developed as the leading retailer in the world.
The various parameters, and the competencies developed by Tesco helped in achieving the
target market share and better performance. Tesco aims to attain the best management of their
operations and follows leadership in the organisation. With the implementation of cost
leadership strategy Tesco has achieved a higher competitive position, which has been the
major factor towards long-term success and growth in UK.
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HR DEVELOPMENT 14
TASK 2
2.1 Introduction
An organisation’s success depends on the effective management and leadership in the long-
term. Organisational leadership is a dual focused management approach that aims to decide
and work what is best for both the individuals and the organisation. In other words, it is
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TASK 2
2.1 Introduction
An organisation’s success depends on the effective management and leadership in the long-
term. Organisational leadership is a dual focused management approach that aims to decide
and work what is best for both the individuals and the organisation. In other words, it is
Anwar Ali
HR DEVELOPMENT 15
described as the attitude and the work ethic to lead organisation roles and position. The
theory of leadership applicable in any organisation depends on the nature of the organisation
contributing positively to the organisational performance. The contribution of leadership in
the management leads to initiation of change management approach in the organisation
directing the efforts of individuals towards a common goal.
2.2 Question 1
2.2.1 Leadership theories
Leadership style or theories have a direct cause and effect relationship with the organisation’s
success. Leaders in the organisation determine values, culture, change tolerance, employee
management, and motivation. Leadership theories vary according to the nature of
organisation, shape institutional strategies including their execution and effectiveness. There
are various leadership theories including Trait theory, Behavioural theories, situational or
contingency theory, Behavioural, transactional and transformational theory.
Trait Theory of Leadership
Trait theory of leadership, defines that there are certain traits from birth that makes a person
well suited for the leadership roles. These qualities include intelligence, creativity, and the
sense of responsibility. According to this theory, ‘Leaders are born not made’, the theory
focussed on assessing the mental, physical, and social factors to gain an understanding about
the common features among leaders (Eba, 2018).
Behavioural theory of leadership
Behavioural theory of leadership states that the traits are acquired which affect the way they
behave in the organisation. Situational or contingency theory of leadership focuses on the
identification of certain variables related to the environment that determine the leadership
style to be applied in the situation. Transactional theory of leadership, bases the leadership on
the rewards and punishments dependent on the performance of the employees.
Transformational leadership
Transformational leadership is the style of leadership wherein the leader or the manager in an
organisation work with teams to identify the change required in the organisation. Leaders
motivate and inspire employees by transformational leadership, which enhance morale,
motivation, and the productivity of the followers.
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described as the attitude and the work ethic to lead organisation roles and position. The
theory of leadership applicable in any organisation depends on the nature of the organisation
contributing positively to the organisational performance. The contribution of leadership in
the management leads to initiation of change management approach in the organisation
directing the efforts of individuals towards a common goal.
2.2 Question 1
2.2.1 Leadership theories
Leadership style or theories have a direct cause and effect relationship with the organisation’s
success. Leaders in the organisation determine values, culture, change tolerance, employee
management, and motivation. Leadership theories vary according to the nature of
organisation, shape institutional strategies including their execution and effectiveness. There
are various leadership theories including Trait theory, Behavioural theories, situational or
contingency theory, Behavioural, transactional and transformational theory.
Trait Theory of Leadership
Trait theory of leadership, defines that there are certain traits from birth that makes a person
well suited for the leadership roles. These qualities include intelligence, creativity, and the
sense of responsibility. According to this theory, ‘Leaders are born not made’, the theory
focussed on assessing the mental, physical, and social factors to gain an understanding about
the common features among leaders (Eba, 2018).
Behavioural theory of leadership
Behavioural theory of leadership states that the traits are acquired which affect the way they
behave in the organisation. Situational or contingency theory of leadership focuses on the
identification of certain variables related to the environment that determine the leadership
style to be applied in the situation. Transactional theory of leadership, bases the leadership on
the rewards and punishments dependent on the performance of the employees.
Transformational leadership
Transformational leadership is the style of leadership wherein the leader or the manager in an
organisation work with teams to identify the change required in the organisation. Leaders
motivate and inspire employees by transformational leadership, which enhance morale,
motivation, and the productivity of the followers.
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HR DEVELOPMENT 16
2.2.2 Management at Tesco
Management at Tesco adapted the democratic style or the participative theory of leadership in
the organisation. The theory demonstrates the participation of employees in the decision
making process of the organisation. The managers in the organisation motivate their
employees through facilitating the communication, and encouragement of employees to share
their ideas and thoughts. Tesco operates in a decentralised manner, maintaining the flow of
information from the higher level of management to the lower level employees in the
organisation. In other words, we can say there is a downward flow of communication.
There are advantages and disadvantages both to the participative/democratic leadership,
people feel more valued and supported in the organisation, and they do not require
supervision. In addition, it makes them more concentrated and committed towards achieving
the goals and objectives of the organisation.
2.2.3 HR strategy and organisational performance
There is a positive link between the people and the performance, at both the individual level
and the organisation. It means that the effective HR strategies implemented leads to higher
performance in the organisation. Effective HR strategies establish the link between people
and the performance, which is considered as the best practices in the organisation.
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2.2.2 Management at Tesco
Management at Tesco adapted the democratic style or the participative theory of leadership in
the organisation. The theory demonstrates the participation of employees in the decision
making process of the organisation. The managers in the organisation motivate their
employees through facilitating the communication, and encouragement of employees to share
their ideas and thoughts. Tesco operates in a decentralised manner, maintaining the flow of
information from the higher level of management to the lower level employees in the
organisation. In other words, we can say there is a downward flow of communication.
There are advantages and disadvantages both to the participative/democratic leadership,
people feel more valued and supported in the organisation, and they do not require
supervision. In addition, it makes them more concentrated and committed towards achieving
the goals and objectives of the organisation.
2.2.3 HR strategy and organisational performance
There is a positive link between the people and the performance, at both the individual level
and the organisation. It means that the effective HR strategies implemented leads to higher
performance in the organisation. Effective HR strategies establish the link between people
and the performance, which is considered as the best practices in the organisation.
Anwar Ali
HR DEVELOPMENT 17
2.2.4 HR strategies and their contribution to change management
Every organisation needs to revise their policies and strategies, in order to gain a competitive
edge and growth in the economy. Organisation are working towards expansion in their
operations and achieving excellence in the processes, implementing innovation and attracting
the competent workforce for the organisation. This all requires change management approach
to be followed in the organisation.
Change management
Change management approach or the process explains about introducing change in the
operations in an organisation. With the specific reference to the change management
approach in Tesco, there is a need for the change in the management of the organisation. To
win competitive advantage, as Tesco always desired to maintain an edge by creating more
value from the resources over other companies such as Sainsbury, which led to the opening
up of stores at various places (Rigby, 2014). Core competencies, aims to provide an extra-
ordinary advantage to the companies by making differentiation in their products or services.
To capture market, to ensure efficiency, innovation, and to facilitate this the company
provided an online shopping facility. As the employees resists to the organisational change,
there is a strategic role of the HR and the leadership strategies to implement change
management. To communicate the change management process to the organisation, HR
strategies are crucial to every organisation.
2.3 Question 2
2.3.1 HRM and HRD in different organisational contexts
Discussing about the concepts such as HRD and HRM in different organisational contexts, it
can be stated as Human resource development is a part of the Human resource management.
Human resource development consists of imparting training to the employees in the
organisation, and providing them opportunities as benefits for future prospects. Development
of human resource is essential for every organisation, to achieve efficiency and productivity,
in order to survive and grow in the changing business environment. Unlike other resources,
human resource has potential capabilities, to enhance productivity. Therefore, a number of
HRD techniques have been implemented that includes certain principles to carry out the
activities of human resource development. An organisation faces some ethical issues leading
to the implementation of ethical strategies. These issues include cash and compensation
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2.2.4 HR strategies and their contribution to change management
Every organisation needs to revise their policies and strategies, in order to gain a competitive
edge and growth in the economy. Organisation are working towards expansion in their
operations and achieving excellence in the processes, implementing innovation and attracting
the competent workforce for the organisation. This all requires change management approach
to be followed in the organisation.
Change management
Change management approach or the process explains about introducing change in the
operations in an organisation. With the specific reference to the change management
approach in Tesco, there is a need for the change in the management of the organisation. To
win competitive advantage, as Tesco always desired to maintain an edge by creating more
value from the resources over other companies such as Sainsbury, which led to the opening
up of stores at various places (Rigby, 2014). Core competencies, aims to provide an extra-
ordinary advantage to the companies by making differentiation in their products or services.
To capture market, to ensure efficiency, innovation, and to facilitate this the company
provided an online shopping facility. As the employees resists to the organisational change,
there is a strategic role of the HR and the leadership strategies to implement change
management. To communicate the change management process to the organisation, HR
strategies are crucial to every organisation.
2.3 Question 2
2.3.1 HRM and HRD in different organisational contexts
Discussing about the concepts such as HRD and HRM in different organisational contexts, it
can be stated as Human resource development is a part of the Human resource management.
Human resource development consists of imparting training to the employees in the
organisation, and providing them opportunities as benefits for future prospects. Development
of human resource is essential for every organisation, to achieve efficiency and productivity,
in order to survive and grow in the changing business environment. Unlike other resources,
human resource has potential capabilities, to enhance productivity. Therefore, a number of
HRD techniques have been implemented that includes certain principles to carry out the
activities of human resource development. An organisation faces some ethical issues leading
to the implementation of ethical strategies. These issues include cash and compensation
Anwar Ali
HR DEVELOPMENT 18
plans, race, gender and flexibility, some employment issues and privacy issues. Some ethical
strategies are essential to create ethical business. These include setting the ethical standards,
setting up an ethics committee, building ethical awareness, measuring and monitoring ethical
issues, taking action (Pay per vids, 2016).
2.3.2 HRM and Organisational Dynamics
Human resource and organisational dynamics are related to each other. An organisation
operates in a dynamic environment, and faces numerous challenges such as technological
changes; therefore, they need efficient system to survive in the marketplace. In other words,
organisational dynamic can refer to the process to strengthen resources and enhance
organisational behaviour. Organisational dynamics include groups and the group dynamics,
which represents the change in the behaviour or attitude of the group towards the
organisational practices (Civil Service India, 2018).
Job design
To manage different organisational activities job design contributes in an effective manner.
Job design helps an individual to gain an understanding of the roles and responsibilities to be
performed. Job design is concerned with the individual’s job, work environment, and
enthusiasm, and developing good behaviour in the organisation. It includes several processes
or techniques such as job rotation, job enlargement, self-managing teams. In the organisation,
Tesco the group strategy team is at the forefront, of the huge transformational changes in the
industry.
2.3.3 Concept of Conflict Management
Flexibility in the organisation leads to the disputes in the culture or the functioning of the
organisation. Thus, the concept of conflict management is studied in the organisational
context, conflict management relates to the practice of recognizing and dealing with the
disputes in a rational, balanced and effective manner. Tesco undertakes conflict resolution, by
implementing the practices to build effective communication system, leadership qualities, and
increasing employee involvement in the organisation (Currie. et al., 2017).
2.3.4 Ethical function of HR Practices
HR and ethic function can together contribute to the organisation, and help in developing
employee incentive system as a reward for their ethical behaviour. Ethical behaviour relates
to the professional ethics, and the CSR practices in an organisation. Tesco describes that their
code of business conduct includes setting down the minimum expectations, for all employees
Anwar Ali
plans, race, gender and flexibility, some employment issues and privacy issues. Some ethical
strategies are essential to create ethical business. These include setting the ethical standards,
setting up an ethics committee, building ethical awareness, measuring and monitoring ethical
issues, taking action (Pay per vids, 2016).
2.3.2 HRM and Organisational Dynamics
Human resource and organisational dynamics are related to each other. An organisation
operates in a dynamic environment, and faces numerous challenges such as technological
changes; therefore, they need efficient system to survive in the marketplace. In other words,
organisational dynamic can refer to the process to strengthen resources and enhance
organisational behaviour. Organisational dynamics include groups and the group dynamics,
which represents the change in the behaviour or attitude of the group towards the
organisational practices (Civil Service India, 2018).
Job design
To manage different organisational activities job design contributes in an effective manner.
Job design helps an individual to gain an understanding of the roles and responsibilities to be
performed. Job design is concerned with the individual’s job, work environment, and
enthusiasm, and developing good behaviour in the organisation. It includes several processes
or techniques such as job rotation, job enlargement, self-managing teams. In the organisation,
Tesco the group strategy team is at the forefront, of the huge transformational changes in the
industry.
2.3.3 Concept of Conflict Management
Flexibility in the organisation leads to the disputes in the culture or the functioning of the
organisation. Thus, the concept of conflict management is studied in the organisational
context, conflict management relates to the practice of recognizing and dealing with the
disputes in a rational, balanced and effective manner. Tesco undertakes conflict resolution, by
implementing the practices to build effective communication system, leadership qualities, and
increasing employee involvement in the organisation (Currie. et al., 2017).
2.3.4 Ethical function of HR Practices
HR and ethic function can together contribute to the organisation, and help in developing
employee incentive system as a reward for their ethical behaviour. Ethical behaviour relates
to the professional ethics, and the CSR practices in an organisation. Tesco describes that their
code of business conduct includes setting down the minimum expectations, for all employees
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HR DEVELOPMENT 19
wherever they are based. Each employee has to follow the law, rules, and the predefined
ethical guidelines, compliance with the business laws, dealing with the clients and third
parties with honesty and diligence. In addition, the public communications at Tesco are made
in fair, accurate, timely, and understandable manner. Compliance with the accounting
standards and procedures, health and safety measures for their employees, consumers, and
keeping the confidentiality of information (Ethics Monitor, 2018).
2.3.5 CSR practices in Tesco
Ethical strategies also include the CSR practices in an organisation. Corporate social
responsibility in an organisation refers to the commitment of a business towards attaining
sustainable economic development and maintaining healthy relationship with employees,
customer, local community, and the society. The approach to CSR at Tesco is stated by the
company’s commitment to satisfy their customer, creating social support for children
community based programs. Moreover, the company promotes the health of the customers
through the effective management of customer’s choice. Tesco provides sufficient training
and development programs to employees to enhance career opportunities. Therefore, these
are used as ethical strategies or practices in Tesco for gaining long-term competitive
advantage (Tesco Plc., 2018).
HR department
The role of HR department has been particularly impacted by the growing availability of
technology and the innovative human resource management practices. Tesco’s strong values
guide the HRM practices in business, facilitate in delivering their core purpose i.e. to create
loyal and valuable customers. Therefore, to attain long-term success and operate in a
competitive environment, the company revised their values to cater the new business
challenges, works through the people/employees. Tesco believed the customer satisfaction
that means understanding the customers’ needs. Working together as a team delivering
respect and value (Sendogdu, Kocabacak, and Guven, 2013).
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wherever they are based. Each employee has to follow the law, rules, and the predefined
ethical guidelines, compliance with the business laws, dealing with the clients and third
parties with honesty and diligence. In addition, the public communications at Tesco are made
in fair, accurate, timely, and understandable manner. Compliance with the accounting
standards and procedures, health and safety measures for their employees, consumers, and
keeping the confidentiality of information (Ethics Monitor, 2018).
2.3.5 CSR practices in Tesco
Ethical strategies also include the CSR practices in an organisation. Corporate social
responsibility in an organisation refers to the commitment of a business towards attaining
sustainable economic development and maintaining healthy relationship with employees,
customer, local community, and the society. The approach to CSR at Tesco is stated by the
company’s commitment to satisfy their customer, creating social support for children
community based programs. Moreover, the company promotes the health of the customers
through the effective management of customer’s choice. Tesco provides sufficient training
and development programs to employees to enhance career opportunities. Therefore, these
are used as ethical strategies or practices in Tesco for gaining long-term competitive
advantage (Tesco Plc., 2018).
HR department
The role of HR department has been particularly impacted by the growing availability of
technology and the innovative human resource management practices. Tesco’s strong values
guide the HRM practices in business, facilitate in delivering their core purpose i.e. to create
loyal and valuable customers. Therefore, to attain long-term success and operate in a
competitive environment, the company revised their values to cater the new business
challenges, works through the people/employees. Tesco believed the customer satisfaction
that means understanding the customers’ needs. Working together as a team delivering
respect and value (Sendogdu, Kocabacak, and Guven, 2013).
Anwar Ali
HR DEVELOPMENT 20
2.4 Question 3
2.4.1 Personal development
Personal development refers to the activity that improves awareness, developing talent and
potential, enhancing the quality of life; thereby achieving the personal goals and needs (HR
Zone, 2018).
2.4.2 Personal Development Plan (for next 6 months)
To create the personal development plan, for the next 6 months, there can be 9 steps
procedure which will help in achieving the personal goals and objectives. Personal goals for
the next six months are setting an appropriate strategy to “find a new job”, in the field of
management so that I can excel and improve skills and abilities, to attain success. These goals
can be growth oriented, skills oriented, or relationship oriented with respect to the different
goals. The plan is described with these steps mentioned below.
Steps towards Personal Development Plan
Defining future goals and objectives to be achieved - The personal goal or objective that
will determine my future performance is career opportunity related aspects, i.e. finding a
new job, which is related to business management in any reputed organisation.
Prioritize – Among the different goals set, which include losing weight, starting a new
activity and selecting a job. The major goal is the finding a suitable job for being a future
manager which would give me career prospects and future benefits.
Set a deadline – To find a suitable job, I will require essential skills such as interpersonal
skills, communication and motivation, mentoring, also the major skills are problem-
solving and decision making skills, Therefore, I will need to devote a specific time to
acquire all these skills, by setting a deadline thereby reaching target..
Understanding own strengths and weaknesses – After setting a deadline for achieving the
skills, I will analyse my strengths and weakness accordingly. As per the required job
position, my skills and qualities are flexibility, wise and divergent thinking, and effective
motivational and interpersonal skills.
Recognizing opportunities and threats – Amongst all the required skills and abilities to
acquire a job, there are some of my traits or habits, which will enhance the goal achieving
process, also some threats or limitations that will hinder the same process. These include
Anwar Ali
2.4 Question 3
2.4.1 Personal development
Personal development refers to the activity that improves awareness, developing talent and
potential, enhancing the quality of life; thereby achieving the personal goals and needs (HR
Zone, 2018).
2.4.2 Personal Development Plan (for next 6 months)
To create the personal development plan, for the next 6 months, there can be 9 steps
procedure which will help in achieving the personal goals and objectives. Personal goals for
the next six months are setting an appropriate strategy to “find a new job”, in the field of
management so that I can excel and improve skills and abilities, to attain success. These goals
can be growth oriented, skills oriented, or relationship oriented with respect to the different
goals. The plan is described with these steps mentioned below.
Steps towards Personal Development Plan
Defining future goals and objectives to be achieved - The personal goal or objective that
will determine my future performance is career opportunity related aspects, i.e. finding a
new job, which is related to business management in any reputed organisation.
Prioritize – Among the different goals set, which include losing weight, starting a new
activity and selecting a job. The major goal is the finding a suitable job for being a future
manager which would give me career prospects and future benefits.
Set a deadline – To find a suitable job, I will require essential skills such as interpersonal
skills, communication and motivation, mentoring, also the major skills are problem-
solving and decision making skills, Therefore, I will need to devote a specific time to
acquire all these skills, by setting a deadline thereby reaching target..
Understanding own strengths and weaknesses – After setting a deadline for achieving the
skills, I will analyse my strengths and weakness accordingly. As per the required job
position, my skills and qualities are flexibility, wise and divergent thinking, and effective
motivational and interpersonal skills.
Recognizing opportunities and threats – Amongst all the required skills and abilities to
acquire a job, there are some of my traits or habits, which will enhance the goal achieving
process, also some threats or limitations that will hinder the same process. These include
Anwar Ali
HR DEVELOPMENT 21
good interpersonal skills, which will help me getting opportunities in the market, and
weaknesses such as impatient behaviour and lack of time management skill. These factors
will either give me advantages of the opportunities for getting the job.
Developing new skills – In order to reach the target, i.e. to bridge the gap between the
position where I am today and where I want to go, refers to attaining the future job.
Therefore, I will develop new skills and abilities, such as strategic thinking and time
management skills.
Taking action – Action is necessary to be executed, to achieve the goals or development
plan for the next 6 months. Therefore I will attend training sessions, developmental
programmes, seminars, guest lectures, read business related books and magazines, that
will help me in getting awareness and knowledge about the job.
Get support from others – I will take supports and suggestions from the teachers, parents
and the mentors, who will guide me to understand the diverse nature of business
environment and job perspectives.
Evaluating or measuring progress – To achieve the persistency in achieving personal
goals, I will write down the effective changes observed and the skills acquired, through
performance charts and by doing self-revaluation. In addition, asking from friends,
mentors and the parents in this regard is other criteria (Investors in people, 2018).
2.5 Conclusion
To conclude the above discussion, the complexities in the business environment and the
changing nature of the human resource practices, leads to the development of the new styles
of learning and establishing development plan. An organisation’s success mainly depends on
the effective human resource management and their development. Leadership strategies play
an important role in every organisation, improving the overall efficiency of the organisation.
With the changing role of HR function, ethical behaviour is followed by every organisation.
Hence, an organisation should implement and continuously revise their strategies to meet the
changing needs of business environment to sustain effective position in the marketplace
(Mind tools, 2018).
Anwar Ali
good interpersonal skills, which will help me getting opportunities in the market, and
weaknesses such as impatient behaviour and lack of time management skill. These factors
will either give me advantages of the opportunities for getting the job.
Developing new skills – In order to reach the target, i.e. to bridge the gap between the
position where I am today and where I want to go, refers to attaining the future job.
Therefore, I will develop new skills and abilities, such as strategic thinking and time
management skills.
Taking action – Action is necessary to be executed, to achieve the goals or development
plan for the next 6 months. Therefore I will attend training sessions, developmental
programmes, seminars, guest lectures, read business related books and magazines, that
will help me in getting awareness and knowledge about the job.
Get support from others – I will take supports and suggestions from the teachers, parents
and the mentors, who will guide me to understand the diverse nature of business
environment and job perspectives.
Evaluating or measuring progress – To achieve the persistency in achieving personal
goals, I will write down the effective changes observed and the skills acquired, through
performance charts and by doing self-revaluation. In addition, asking from friends,
mentors and the parents in this regard is other criteria (Investors in people, 2018).
2.5 Conclusion
To conclude the above discussion, the complexities in the business environment and the
changing nature of the human resource practices, leads to the development of the new styles
of learning and establishing development plan. An organisation’s success mainly depends on
the effective human resource management and their development. Leadership strategies play
an important role in every organisation, improving the overall efficiency of the organisation.
With the changing role of HR function, ethical behaviour is followed by every organisation.
Hence, an organisation should implement and continuously revise their strategies to meet the
changing needs of business environment to sustain effective position in the marketplace
(Mind tools, 2018).
Anwar Ali
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HR DEVELOPMENT 22
References
Cherry, K. (2018) Leadership styles and Frameworks. [online] Available from:
https://www.verywellmind.com/leadership-styles-2795312 [Accessed 22/07/18].
Civil Service India (2018) The dynamics of organisation behaviour: Job Design
(Organisational behaviour and Design). [online] Available from:
https://www.civilserviceindia.com/subject/Management/notes/the-dynamics-of-organization-
behaviour-Job-design.html [Accessed 22/07/18].
Currie, D., Gormley, T., Roche, B. and Teague, P. (2017) The management of workplace
conflict: Contrasting pathways in the HRM literature. International Journal of Management
Reviews, 19(4), pp. 492-509.
Dudovskiy, J. (2016) Tesco Organizational Structure. [online] Available from:
https://research-methodology.net/tesco-organizational-structure/ [Accessed 22/07/18].
Eba (2018) Trait Theory of Leadership and Its Key Characteristics. [online] Available from:
http://www.educational-business-articles.com/trait-theory-of-leadership/ [Accessed
22/07/18].
Ethics Monitor (2018) An ethics strategy is essential to create an ethical business. [online]
Available from: http://www.ethicsmonitor.co.za/An-ethics-strategy-is-essential-to-create-an-
ethical-business.aspx [Accessed 22/07/18].
Gravett, L. (2013) How Human Resources Can Help Build an Ethical Organization. [online]
Available from: https://www.paypervids.com/factors-influence-business-environment/
[Accessed 22/07/18].
HR Zone (2018) What are learning styles. [online] Available from:
https://www.hrzone.com/hr-glossary/what-are-learning-styles [Accessed 22/07/18].
Hstreasures (2018) Competitive Environment of Tesco. [online] Available from:
https://hstreasures.com/the-competitive-environment-of-tesco-in-the-uk-55842/ [Accessed
22/07/18].
Investors in people (2018) Employee development plans. [online] Available from:
https://www.investorsinpeople.com/employee-development-plan-everything-you-need-to-
know/ [Accessed 22/07/18].
Key differences (2015) Differences Between Public Sector and Private Sector. [online]
Available from: https://keydifferences.com/difference-between-public-sector-and-private-
sector.html [Accessed 22/07/18].
Anwar Ali
References
Cherry, K. (2018) Leadership styles and Frameworks. [online] Available from:
https://www.verywellmind.com/leadership-styles-2795312 [Accessed 22/07/18].
Civil Service India (2018) The dynamics of organisation behaviour: Job Design
(Organisational behaviour and Design). [online] Available from:
https://www.civilserviceindia.com/subject/Management/notes/the-dynamics-of-organization-
behaviour-Job-design.html [Accessed 22/07/18].
Currie, D., Gormley, T., Roche, B. and Teague, P. (2017) The management of workplace
conflict: Contrasting pathways in the HRM literature. International Journal of Management
Reviews, 19(4), pp. 492-509.
Dudovskiy, J. (2016) Tesco Organizational Structure. [online] Available from:
https://research-methodology.net/tesco-organizational-structure/ [Accessed 22/07/18].
Eba (2018) Trait Theory of Leadership and Its Key Characteristics. [online] Available from:
http://www.educational-business-articles.com/trait-theory-of-leadership/ [Accessed
22/07/18].
Ethics Monitor (2018) An ethics strategy is essential to create an ethical business. [online]
Available from: http://www.ethicsmonitor.co.za/An-ethics-strategy-is-essential-to-create-an-
ethical-business.aspx [Accessed 22/07/18].
Gravett, L. (2013) How Human Resources Can Help Build an Ethical Organization. [online]
Available from: https://www.paypervids.com/factors-influence-business-environment/
[Accessed 22/07/18].
HR Zone (2018) What are learning styles. [online] Available from:
https://www.hrzone.com/hr-glossary/what-are-learning-styles [Accessed 22/07/18].
Hstreasures (2018) Competitive Environment of Tesco. [online] Available from:
https://hstreasures.com/the-competitive-environment-of-tesco-in-the-uk-55842/ [Accessed
22/07/18].
Investors in people (2018) Employee development plans. [online] Available from:
https://www.investorsinpeople.com/employee-development-plan-everything-you-need-to-
know/ [Accessed 22/07/18].
Key differences (2015) Differences Between Public Sector and Private Sector. [online]
Available from: https://keydifferences.com/difference-between-public-sector-and-private-
sector.html [Accessed 22/07/18].
Anwar Ali
HR DEVELOPMENT 23
Marketing Tutor (2018) Pestle Analysis of Tesco. [online] Available from:
https://www.marketingtutor.net/tesco-pestle-analysis/ [Accessed 22/07/18].
Mind tools (2018) Learning styles. [online] Available from:
https://www.mindtools.com/mnemlsty.html [Accessed 22/07/18].
Pay per vids (2016) 5 factors that Influence Business Environment. [online] Available from:
https://www.paypervids.com/factors-influence-business-environment/ [Accessed 22/07/18].
Pestle analysis (2014) Pestle Analysis for Tesco discusses its Business Environment. [online]
Available from: http://pestleanalysis.com/pestle-analysis-tesco/ [Accessed 22/07/18].
Rigby, C. (2014) Tesco explains how it will put customers first as it looks to win in the
multichannel era. [online] Available from: https://internetretailing.net/themes/themes/tesco-
explains-how-it-will-put-customers-first-as-it-looks-to-win-in-the-multichannel-era-11465
[Accessed 22/07/18].
Sendogdu, A. A., Kocabacak, A., and Guven, S. (2013) The Relationship between Human
Resource Management Practices and Organisational Commitment. [online] Available from:
https://www.sciencedirect.com/science/article/pii/S1877042813039980 [Accessed 22/07/18].
Southampton (2018) Internalisation. [online] Available from:
https://www.southampton.ac.uk/humanities/about/internationalisation.page [Accessed
22/07/18].
Tesco (2018) Corporate Responsibility. [online] Available from:
https://www.tesco.ie/corporate-responsibility/about-tesco/ [Accessed 22/07/18].
Tesco Plc. (2018) Our Code of Business Conduct. [online] Available from:
https://www.tescoplc.com/about-us/how-we-do-business/ [Accessed 22/07/18].
Anwar Ali
Marketing Tutor (2018) Pestle Analysis of Tesco. [online] Available from:
https://www.marketingtutor.net/tesco-pestle-analysis/ [Accessed 22/07/18].
Mind tools (2018) Learning styles. [online] Available from:
https://www.mindtools.com/mnemlsty.html [Accessed 22/07/18].
Pay per vids (2016) 5 factors that Influence Business Environment. [online] Available from:
https://www.paypervids.com/factors-influence-business-environment/ [Accessed 22/07/18].
Pestle analysis (2014) Pestle Analysis for Tesco discusses its Business Environment. [online]
Available from: http://pestleanalysis.com/pestle-analysis-tesco/ [Accessed 22/07/18].
Rigby, C. (2014) Tesco explains how it will put customers first as it looks to win in the
multichannel era. [online] Available from: https://internetretailing.net/themes/themes/tesco-
explains-how-it-will-put-customers-first-as-it-looks-to-win-in-the-multichannel-era-11465
[Accessed 22/07/18].
Sendogdu, A. A., Kocabacak, A., and Guven, S. (2013) The Relationship between Human
Resource Management Practices and Organisational Commitment. [online] Available from:
https://www.sciencedirect.com/science/article/pii/S1877042813039980 [Accessed 22/07/18].
Southampton (2018) Internalisation. [online] Available from:
https://www.southampton.ac.uk/humanities/about/internationalisation.page [Accessed
22/07/18].
Tesco (2018) Corporate Responsibility. [online] Available from:
https://www.tesco.ie/corporate-responsibility/about-tesco/ [Accessed 22/07/18].
Tesco Plc. (2018) Our Code of Business Conduct. [online] Available from:
https://www.tescoplc.com/about-us/how-we-do-business/ [Accessed 22/07/18].
Anwar Ali
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