Analysis of HR Services Management Strategies at Tesco

This report provides a comprehensive analysis of HR services management at Tesco, a prominent multi-store retailer. It covers various aspects, including conducting surveys to gauge customer satisfaction, implementing effective communication strategies between operational managers, and developing proposals for training and development programs aimed at enhancing employee skills and minimizing turnover. The report also explores ways to enhance knowledge within teams, utilizing platforms like LinkedIn for knowledge sharing and adhering to a strict code of ethics that promotes transparency and integrity. Furthermore, it addresses the importance of maintaining anonymity in feedback collection to foster a more open and honest environment for employees. The report also briefly overviews Sainsbury’s code of conduct. This detailed analysis aims to provide insights into how Tesco manages its HR services to achieve business objectives and maintain employee satisfaction. Desklib provides past papers and solved assignments for students to enhance their understanding of similar topics.

Manage HR Services

INTRODUCTION
Managing HR services in business is having prominent role in managing business and
implemented policies in such a way that this could intensify functions and operation of that
business. HR services include providing training and development sessions to employees and
new joiners so as to give them business insights and enhance their skills. Furthermore
implementation of code of conduct and HR policies are also role of HR head. This report
includes those entire concepts with background of Tesco. Tesco is a multi-store retailer and
operating their business at worldwide level and known to be a prominent retailer in UK (Hu and
et. al., 2016) .
PART A
TASK 1
Develop a survey
This survey is about taking out level of satisfaction attained by user and customer of
Tesco. This helps the management to initiate those strategies which are highly beneficial for the
customer and other stakeholders.
Questions are to be answered on a scale of 1 to 5.
Question 1 Rate your experience with Tesco.
Question 2 Are you aware about policies of Tesco.
Question 3 How much you feel involved in policies of Tesco.
Question 4 How well services and products of Tesco are used by you.
Question 5 Rate your level of satisfaction with the quality offered by Tesco.
Question 6 How much you rate product offering of Tesco.
Question 8 Rate the level in which policies made by Tesco are deemed to be customer centric?

Question 9 From how many years you are taking services of Tesco
Question 10 How much you prefer Tesco among all other supermarkets rate out of 5.
TASK 2
Conversation between operational managers
Steve: Candidate
John: Operational manager

John: Good morning Steve I am operational manager of Tesco.
Steve: Good morning John. How may I help you.
John: Being a new person I am required to understand working at operational department.
Steve: Ok I will let you know about production schedule so as to make you comfortable with
this new position.
John: How many suppliers we are having for our factory?
Steve: We have huge number of suppliers and majorly are from UK.
John: How quality of input materials is checked?
Steve: We have separate quality team to check product’s quality.
John: What is the procedure to deliver products to customer.
Steve: We have a team who is truly responsible for delivering products to customer on time.
John: What HR policies are followed by Tesco?
Steve: There are several policies which are followed by Tesco and which includes Employment
laws applicability. This ensures high level of employee satisfaction to them.
John: Thank you so much for sharing information with me. Thanks a lot for helping me out.
Steve: Anytime John I am always willing to help you out (Fisher, 2016).
TASK 3
1. In order to collect feedbacks from respondents’ direct questions were asked to them
through questionnaires’. This method is helpful in taking out actual responses in many
dimensions. By this proper feedback was gathered from respondents which is helpful for
Tesco to modify their functional strategies in prominent manner.
2. In order to store feedbacks Tesco is firstly categorising them in such a manner that
positive and negative feedbacks can easily be differentiated. Then root cause is analysed
by them so as to understand value to the customer. And in the last past collected data is

being compared from current data in order to find out specific and appropriate
implementation.
The final step is to prepare report so this step is executed with the help of conclusive software
so as to deduce appropriate results. This software enables Tesco to take out proper results to
them so as to make appropriate strategies regarding HR personnel working in company and
other stakeholders (Barsade and O)’Neil, 2016).
TASK 4
Develop a proposal
1. Background information: The major purpose of providing training and development
sessions to employee so as to enhance their learning and bring diversity in organisation.
This is having high positive implications on job satisfaction by which employee
turnover can be minimised. For this major step taken within survey is unbiased survey
and accumulation of accurate information so as to have business benefits in future.
2. Program goals: The goal of the program is to provide training sessions to employee so
as to enhance their skills so as to make them efficient to deal with any business
complexities. This is going to help the business in achieving long term success along
with high brand image and employee satisfaction.
3. Scope: The scope of the program is to provide new insight to employee so as to make
them capable to deal with any business complexities. The major required resource is the
funds and person who are responsible for research. These are known to be prominent
resources for Tesco as these are most advantageous for them to complete their task and
achieve their business objectives (Bailey and Burch, 2016).
4. Responsibilities of contract consultants:
 Development of insurance regulator within contractual filings.
 Efficient entry responsibilities over excel regarding every project and plan.
 Final setup of negotiation for taking approval on projects
 Preparation of detailed proposal letters for clients.
 Analysis of source of information so as to provide project specifications.
 Arrangement of providing responses to internal and external customer as well.

 Accumulation of contract related entire information (Matuska and Niedzielski,
2018).
5. Budget
Training and development 15000€
Advertising 10000€
Appointment of trainer 9000€
Rent 10000€
Total 44000€
6. The cost profit analysis: This is analysis of profit which is drawn from the
corresponding activity.
Return on investment: Profit/ investment *100
This is the method by which profit is being calculated which helps Tesco to calculate
overall profitability of the proposed project.
7. Key parts of SLA
SLA includes service, management and delivery of services. In the context of presence of
SLA between business and consultants this includes:
 KPI
 Communication plan
 Metrics of escalation
 Mitigation plan of risk
 Termination terms of contract
8. Implementation of program:
Within this effectiveness of program is being checked with the help of several indices such
as KPI, benchmarking and many more. In the context of Tesco they are using KPI so as to
check out level of effectiveness between their activities so as to level up and enhance overall
effectiveness of the proposed plan.
TASK 5
Within this stage a consultant is being selected who is highly responsible for arranging
sources and way to provide best services to further people. For this the selection criteria for

consultant is the person who is having apt communication skills so as to communicate all the
plans and policies in effective manner. Furthermore the person is required to have ample
knowledge of excel and customer perception so as to take out survey in the best possible
manner. For ensuring appropriate services to the clients feedbacks are received on regular
manner so as to enhance their experience and to provide required services in prompt manner
(Reilly and Williams, 2016)
PART B
TASK 1
Ways in which knowledge can be enhanced of individual and team
There are various ways which could be used by Tesco as in enhancing knowledge of
their teams and to retain HR knowledge. Some of them are enumerated as under:
1. Conductive conversation: In order to enhance knowledge of individual and team
effective conversation is to be initiated between team members, leaders and managers.
This is helpful for Tesco in taking out effective feedbacks from their employees by
which any sort of physical space can be eliminated that may lead the company to attain
high business efficiency (Law and Law, 2016).
2. Incentivise training methods: This method can be used in business so as to enhance
knowledge and skills within personnel and team. Within this training method are
initiated in business and with the help of that knowledge can be shared in business and
this provides high end skill set in employees.
3. Prepare proper environment to share information: The major aspect of the business
is to create ample and comfortable environment in business by which employee feel
comfortableness and ease to share information with others. This provides high end
business benefits to Tesco in enhancing knowledge and proper skills.
TASK 2
LinkedIn discussion group

With the help of LinkedIn discussion group various people are get connected with each
other by which highly valuable knowledge were being shared that is helpful for business to find
out new employees and this renders manager get their own choice in business that makes the
organisation highly compatible for facing new challenges. These groups enable employee to
share their thoughts and ideas in a better way.
Within this group research can be performed by people as this could help company in
takeout emerging ideas and concepts. This may bring high concentration in order to introduce
newly efficient and capable person. LinkedIn is known as generation channel by which
optimised scenarios can be created and this propounds high business opportunities and growth
options in future. This is known as HR resources by which HR in the business can be managed
and this may give enhancement of HR skills (Armstrong, 2016)
TASK 3
Code of ethics are defined as enhancing honesty and integrity within professional so as
to outline mission and business objectives in a better way and problem can be solved within
business by critical method. Some of the major behaviour is included in code of conduct which
is elaborated as under:
1. Transparency: For making efficient code of conduct in business transparency is the
major aspect of code of conduct. In business professionalism is expected form HR
manager and other persons. So all the policies and rules are made according to that so as
to make their organisation capable of handling good relations with their employees and
other stakeholders.
2. Purpose oriented: Another characteristic within code of conduct is to be centralise on
purpose. HR manager is the person who is highly concerned about mission and purpose
of making code of conduct by which personal level interaction can be boosted and
actions can be taken as per alignment of business objectives.
3. Versatility and adaptability: These are the two factors which helps the organisation so
as to align HR within organisational structure. HR manager in a business is considered
high in human interaction and versatility by which all the staff can be managed in an
effective way.

TASK 4
When any survey is collected in business then name of the respondents is kept secret so
as to avoid any conflict and rigidness. In this there are two HR people who tried to recognise
name behind anonymous feedbacks. Within this context this aspect HR manager is having role
to make those two HR person understand role of anonymous feedbacks. Anonymous are helpful
to make employees feel that they are being heard. This eliminates fear of being judged and
enhances retention rate of employees. With the help of anonymous feedbacks anxiety can be
eliminated of employees and this will remove barriers which are stopping employees to perform
in a better way. Furthermore employee engagement can be enhanced with this as this tends to
hear employee grievances in prominent manner which could lead employee to enhance their
level of job satisfaction and job settlement. Similarly anonymous feedback is the aspect under
which code of conduct can be altered in such a way that this may give positive benefits to the
business. So HR manager is having high end responsibility to make the workforce understand
for putting their focus on solving and hearing obtained feedback rather than searching name
behind those feedbacks (XIII, 2016).
PART C
TASK 1: Covered in PPT
TASK 2
Overview:-
Sainsbury’s is the second largest supermarket chain based out of UK. It was established in the
year 1869 and have existance in 1415 locations in UK. Below given are some of the published
code of conducts for Sainsbury’s:-
Code of Conducts:-
Equality: - Sainsbury is committed towards ensuring equal and fair treatment of all its
employees and to make sure that there is no ground for any kind of discrimination. HR group a
key role in ensuring this as it is they who at first place hires an employee. Therefore, they have

to be fair enough to implement a fair and equally treating environment for its and employees
and issuing the policies and guidelines relevant to that.
Fair Treatment: - They have clear guidelines and code of ethics issued across whole
organization for fair treatment of each employee. Every employee should be fairly treated with
respect to promotions, respect, recognition, motivation, discrimination etc.
Ethical Trade Initiative: - Sainsbury’s is founder member of Ethical Trade Initiative
(ETI). This requires an organization to work collaboratively with trade unions and NGO
towards various ethical trade programs.
Non-tolerance of Slavery and Human Trafficking: - Slavery in today’s generation is
a sin as well as curse and Sainsbury’s has defined codes and commitment against this. They are
committed towards freedom of every employee, stop abuse of recruitment fees from Employees
and human trafficking. HR group of Sainsbury has a major role to play towards this make sure
that these things do not occur with any person or employee and all the human rights are
protected.
Zero-Tolerance policy on Harassment and Discrimination: - Harassment can be both
sexual and non-sexual. Sainsbury is committed to zero tolerance of any kind of employee,
customer or supplier harassment. HR group have to make sure there are proper grievance
systems in application and all the issues raised by any employee are addressed in fair and
justified manner.
Continuous policy Reviews: - Every commitment has its own policies and guidelines.
Sainsbury too has process and practice of continuously reviewing and updating those policies
and guidelines towards all their commitments. HR group have to continuously take care of
human right related policies and circulate all around the organization to keep them updated and
spread human rights awareness among employees.
Protection of Human Rights: - Every organization has responsibility to protect human
rights of all its employees, customers and vendors and in light of this ethics; Sainsbury too has
their own way of protecting the same. They have clear and strict code of conduct to protect all
human rights of their employees and address all their grievances.

Healthy Environment Standards: - One of the important code of conduct for them is
to maintain a healthy environment both internally and externally. They are committed to protect
the nature and its environment and the fact that their activities should not cause any kind of
harm to nature and environment. This commitment allows them to maintain their position in the
market place for the long and to sustain in the marketplace for long run.
TASK 3
In order to implement code of conduct in a business following are the steps which are required
to follow:
Step 1: Gathering Information:
Step 2: Creating the Draft
Step 3: Reviewing the Draft
Step 4: Formally Adopting the Code
Step 5: Introducing the Code
Step 6: Enforcing the Code

Gantt chart

CONCLUSION
From the above report it can be concluded that HR professional is having effective role
in the business by which so many major task are completed. These are the roles which are being
completed by HR professional so as to give new business sight within marketplace. One of the
major roles of HR professional includes implementing code of conduct in the business so as to
create ease of working and operational efficiency. These roles works at prominent aspect and
can help employee to provide their feedback in such a manner that it could be heard and
modifications can be introduced in business (Westmarland and Rowe, 2018).

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