Tesco PLC Human Resource Management: Presentation and Analysis of HR

This presentation analyzes the human resource management practices of Tesco PLC, a multinational corporation, highlighting the differences between domestic and international HR. It identifies factors such as taxation, cultural contexts, and decision-making approaches. The presentation explores the impact of HR on business strategies and emphasizes the importance of a functional structure to enhance HR practices. It also discusses the integration of high and low-context cultures to promote diversity. The presentation concludes by emphasizing the significance of humanistic approaches in employee development and the value of employee contributions to business success. References include academic sources and Tesco PLC's official website, providing a comprehensive analysis of the subject matter.

STRATEGIC HUMAN
RESOURCE MANAGEMENT
OF TESCO PLC

Introduction
 This presentation is aimed at enhancing
the awareness of the readers regarding
the factoes, which underpins the
differences between the domestic and
international human resource
management practices. The example of
multinational corporation, Tesco PLC has
been taken for letting the readers to
relate the matters easily.

Factor 1:
 Taxation

Factor 2:
 Perspective

Factor 3:
 Indulgence into personal life of the
employees

Factor 4:
 Risk exposure

Factor 5:
 External influences

Factor 6:
 Cultural sphere

Factor 7:
 Coordination

Factor 8:
 Approach towards decision making

Factor 9:
 Institutional differences

Structure, culture and process
in domestic setting
 Culture- diversified; high power context
 Structure- Functional
 Process- Strategic management

Conclusion
 This presentation proves to be an effective source of
information for the businesspersons in terms of
preparing strategies to organize the human capital.
The information regarding the impact of HR on the
business strategies reflecrts the means of valuing the
investments made by the employees for achieving
success. Differences in the domestic and international
parameters need to be catered for exposing the
correct humanistic approach towards the professional
development of the employees. Functional structure is
effective for enhancing the standards of the human
resource practices. High context and low context
cultures merge for enriching the cultural diversity.

References
 Fletcher, L., Alfes, K. and Robinson, D., 2018. The
relationship between perceived training and development
and employee retention: the mediating role of work
attitudes. The International Journal of Human Resource
Management, 29(18), pp.2701-2728.
 Hughes, C., 2018. Conclusion: Diversity intelligence as a core
of diversity training and leadership development. Advances
in Developing Human Resources, 20(3), pp.370-378.
 Larsen, H.H., 2017. Key issues in training and development.
In Policy and practice in European human resource
management (pp. 107-121). Routledge
 Tescoplc.com 2019. About us. Available at:
http://www.tescoplc.com/ [Accessed on 9th Jan 2019]
 .