HRM: Objectives, Change Management, Ethics & Organizational Impact

This report examines the crucial role of Human Resource Management (HRM) in contemporary organizations, focusing on how HR functions deliver organizational objectives and adapt to evolving business landscapes, using Tesco as a case study. It delves into major theories of effective change management, including Kotter's, ADKAR, and Lewin's models, and how these are implemented and evaluated to overcome resistance to change. The report highlights the business case for managing HR in a professional and ethical manner, emphasizing the importance of aligning HR practices with ethical guidelines to maintain integrity and foster a positive work environment. Furthermore, it explores different ways in which HR objectives are delivered, how the HR function varies across different sectors and organizational sizes, and the main criteria and methods used to evaluate the contribution of HR functions. The report also presents research evidence linking HR practices with positive organizational outcomes, and analyzes the impact of high-performance working and investment in human capital on organizational practices. Desklib offers a platform to access this and many other solved assignments contributed by students.

MANAGING AND CO-
ORDINATING THE HUMAN
RESOURCES FUNCTION

Contents
Introduction......................................................................................................................................3
1.1 Organizational objectives that the HR function is responsible for delivering and how these
are evolving in contemporary organizations................................................................................3
1.2 The major theories of effective change management and how these are implemented and
evaluated......................................................................................................................................4
1.3 The business case for managing HR in a professional, ethical manner.................................6
2.1 Different ways in which HR objectives can be delivered in organizations...........................7
2.2 How the HR function varies between organizations in different sectors and of different
sizes..............................................................................................................................................8
3.1 Main criteria and methods used to evaluate the contribution of the HR function.................9
4.1- Research evidence linking HR practises with positive organisational outcomes...............11
4.2- High performance working an investment in human capital impact on organisational
practises......................................................................................................................................13
Conclusion.....................................................................................................................................14
REFERENCES..............................................................................................................................15
s

Introduction
Human resource management is the most important part of the organisation that has some basic
functions of planning, directing, controlling and organising the companies activities and ensuring
the utilisation of workforce, staffing and recruitment. this functions help company to achieve
success within the business by accomplishing the goals and objectives of their business.
This report will cover case study of Tesco latest British multinational company who are selling
varieties of product and providing varieties of services to their customers including groceries,
Supermarkets, hypermarkets etc (Andreeva, and et.al., 2017). This company was the third largest
retailer in all over the world on the basis of gross revenue collected by them and having a good
reputation within the market.
This report will Discuss about the purpose and key objectives of the entire function in the
commentary organisations, it will include theories of change management that can help company
to overcome from the resistance of change. This report will explain the different ways in which
HR objects can be delivered in organisations and it will also analyse how the HR function are
different in different size of organisation and sectors. This report will discuss the main criteria
and methods used to elude the contribution of HR functions. in the end of this report will identify
any validity research evidence linking HR practises with positive organisational outcomes. it will
also include how high performance working and investment in human capital impact on
organisational practises.
1.1 Organizational objectives that the HR function is responsible for delivering and how these
are evolving in contemporary organizations.
Aligns the values and mission of the company-
HR of Tesco has helped them to evolve and establish their structure and form it in such a
manner that they can find ways that are effective so that they can promote their brands in a better
way. They have worked up their strategies as per their mission and vision so that they can recruit

people on the basis of that. With the help of this they are able to evolve and start up the right
initiatives to work on so that they can achieve growth in the market (Taylor and Woodhams,
2016).
Performance of Employees-
HR managers of the company look after the regular needs of the employees such as
keeping them motivated so that they are able to work up their performance and get the company
their expected results. For this they have used different methods such as offering them cars in the
form of incentives, they just expect that employees meet their target.
Adequate Staffing-
HR of Tesco understands the depth of the goal and assesses its requirement and first thing
is they observe is that the right amount of team is available with the company. This is because
they have an idea about the power of man power in the company. HR of the company makes sure
that in order to evolve in the market it is necessary that employees are trained with the new
methods and protocols of serving in the market. The role of HR is to compete in the market and
then find out the candidates that can match up to the vision and mission of the employees.
Effective Administration-
HR managers have to fulfill the role in the company that nothing must disrupt the flow of
work in the company. HR of Tesco keeps record of every employee so that they can assess their
reports and come to know who is performing well and who is lacking in which area. Also with
this they are able to meet the legal obligations that are guided by the law. The HR of the
company has set the rate of wages as per the minimum wage criteria set up by the government.
HR of Tesco has been working on making changes in their culture so that they can improve their
image in the market and evolve so that they can meet up with the level of competition.
With time the department of HR has evolved drastically as now they have advanced level
of technology available with them and various tools and platforms through which they are able to
work more efficiently. It is because of these evolutions that HR has been able to increase the
productivity of the business.

1.2 The major theories of effective change management and how these are implemented and
evaluated.
Kotter’s Change Management Model-
This theory has different stages such as increase in urgency so that they can motivate and
improve the process. Enable a team which works out best for them by having skills and
personalities that are different. This is how this theory is implemented and it helps them to bring
change in the market with different drivers. In order to work as per the vision it assesses the level
of creativity among employees. This helps them to achieve the objectives of the company. the
next stage is to communicate about change so that it can be implemented. By taking the support
and working on removing the obstacles they will be able to collect the feedback in a manner that
stays constructive. It is necessary to work on the goals that are small so that they can improve
their performance by working on them as this will help them to boost their motives and purpose.
With the help of this theory the company can make changes in their culture and reward them on
the basis of their performance.
ADKAR Change Management Model-
This model is suitable for those managers who can bring change and assess the gaps that
are in the process so that they can offer training that can be effective. The focus of this model is
to work on business oriented goals which helps them to bring the drivers of change easily in the
company. The five A’s are-
Awareness- is for spreading the need for change.
Desire- To welcome and bring the change.
Knowledge- contains information about driving the change.
Ability- to keep bringing change on regular basis.
Reinforcement- to keep the change implemented in the culture so that it can be reinforced later.
Lewin’s Change Management Model-
There are different stages in this model such as-

Unfreeze-
This is the stage for preparing where companies need to get ready with change. Also they
need to prepare with change. This way they will be able to overcome barriers to change (Ugoani,
2020). For instance- Leaders and managers of Tesco need to work as per the conditions of
market and figure out the change so that they can be prepared for it.
Change-
This is considered as the stage of implementation and in order for this to be successful it
is important that the leadership of company is good and they have maintained good relations
with their employees. At this stage the managers of Tesco will have to evaluate the team and the
resources required for implementation.s
Refreeze-
Till this stage employees in the company tend to accept the change and consider it as
their routine. It is up to the leaders of Tesco to make them explain in a better way so that change
can be implemented again so that objectives for change management can be achieved. At this
stage Tesco has to look for their employees and their approval so that those who are still not
agreed can be convinced.
1.3 The business case for managing HR in a professional, ethical manner.
Professional Manner-
In order to work it up with the level of professionalism it is in the hands of HR to add the
value so that they can present themselves with following the ethical code of conduct in the
market. The intent behind this is that it will help them to create their importance and HR will be
able to get more respect in their community. They assist companies such as Tesco at every stage
so that they can meet up with their goals and objectives. In order to meet up with the
professionalism they have to keep up with their high standards so that they can serve for the
company as per their competency on a regular basis. HR of Tesco is working on increasing their
knowledge so that they can assess the function of organization in a better way. This way they
will be able to evolve themselves and the employees of the company (NWAKPA, 2017). It is
important for the HR to act in a professional manner so that even other employees in the

company maintains discipline. The consequences of not following this will reflect in the culture
of the company which will make the work environment very lenient and affect their productivity.
Ethical Manner-
HR department have to serve their business case as per the ethical guidelines and with
that they will be able to be turn themselves as a role model for their employees. Also with this
they will be able to maintain the standards set by Tesco in the market. HR of the company guide
their employees to engage in every interaction by following the protocols and if they are new in
the company they can take the help of others for the guidance so that they can work as per the
ethical guidelines set by the company. HR of the company mentors and trains them to develop
their skills and present the employees to be those who are possessed with ethical skills in their
profession. It is important for them to act in an ethical manner because if the HR do not follow or
work with these practices then the results achieved of the company can be false which will affect
their growth and reputation in long term.
The importance of working in a just manner is that they help to maintain the integrity of
the company and keep their factors consistent.
2.1 Different ways in which HR objectives can be delivered in organizations
There are various methods through which HR of the company deliver their objectives to
companies such as Tesco.
 HR faces many challenges such as trying to find the right amount of employees. Once the
HR has fulfilled this objective it is necessary to retain them for a long period of time. it is
necessary then the focus must be shifted on forming the structure of the company. this is
necessary so that employees of the company can work with their potential and company
get substantial return on the money they have invested in the market. It is the duty of HR
to form the structure which is appropriate to the sector of business. This will help them to
deliver satisfaction for HR in the eyes of management of the company as they will be
able to serve in different environments (Miller and Davidson, 2019).
 It is important that HR of the company maintains interaction with their employees and
not work in isolation. If this is not followed then employees will have to suffer at the time

of completion of task. It is the duty of HR to assist them so that they can achieve the
goals of the company. it is up to the HR to prepare a structure which does not create gap
in the form of communication with different departments which does not let the business
of the company gets affected.
 It is the duty of HR to prepare a team for the company with which company is able to
attain competitive advantage in market. For that other than finding the right people they
need to pertain them with skills for the job. This will help the company to assess that they
are valuable and can help them make an place in the competitive market.
 It is necessary for the HR to change their methods of employment and evolve it. Also
with the basic changes they need to focus on the changes in the perspective of society
which can affect the methods and strategies of business. It is the objective of HR to
understand the changes upon technological, demographic and societal etc. for this
department of HR works on exploring new things through which they are able to retain
their employees for a long period of time and with this they will be able to deliver their
objectives to the company.
Tesco Benefit cosmetics
The HR of Tesco is far more superior
because of their high in skills and
experienced manpower which is why they
have been more efficient in their style of
working.
On the other hand Benefit cosmetics
is a relatively small scale company
than Tesco but they have achieved
rapid rate of growth because of their
activities of HR. Although when it
comes to the rate of delivery of
activities related to performance they
are far behind Tesco because they do
not have enough manpower.
2.2 How the HR function varies between organizations in different sectors and of different sizes
Lack of resources-
One of the differences between organizations that maintain their operations on small or
large scale is the amount of resources they have available with them. It is simple that small
businesses do not have much of it which makes their team of HR small in numbers and less
powerful. This way the small companies are not able to provide training to their employees and

build a policy that constraints them to work on an approach that is long term. This states that
they have the capability to only complete their responsibilities. This is what makes everything
different in the organizations that maintain their operations on small scale and large scale
(Merrick and Bilmanoch, 2016).
Recruitment and Retention-
This process is believed to be one of those methods that consumes most of the time for
HR people. But it differs in both small and large companies. Companies on big scale such as
Tesco hires employees have a process for recruitment as they take multiple rounds for interview,
take tests and check their background and other than this they also have the option to outsource
this job so that they can focus on other things. On the other hand small businesses have different
process and that is to get candidates from AI or cloud based computing etc. but if the scale of
retention is assessed then the small businesses have edge over large companies because they
maintain the relationship with their employees on a personal level (Kumar and Reddy, 2019).
Level of Responsibility-
Companies maintaining their operations on small scale face difficulties in work as their
responsibilities keep on getting overlapped with each other. This can happen in any field of work
for them such as budgets for HR, statements of finances and work on the payroll of employees.
Although companies such as Tesco have different people to work for these things which is
mainly considered the job of HR (Haak-saheem and Festing, 2020).
Structure of organization-
Companies such as Tesco have structure that is formal which maintains their hierarchy.
This helps the HR of the company to divide the load of work but the managers of the company
does not have a connection to the base roots of the company. On the other hand due to lack of
resources small businesses keep on doing their work client by client which is challenging. But
because they take every decision on their own they can make improvement at a good rate.
The most important aspects of HR have many differences in both the scales of
businesses. For instance small businesses have more work and role to offer but their methods are
complex and less technical but they work with flexibility. Large businesses have to cope up with

more creativity so that they can offer something new as they have made their culture positive and
structured.
3.1 Main criteria and methods used to evaluate the contribution of the HR function
Balanced Scorecard-
This aspect possess four dimensions such as the performance of the company in terms of
finance, service that they offer to their customers, its processes that are related to business and
their capacity to understand and achieve growth. It is necessary for the management of the
company to look out for these measures and keep a record of it. Also the financial terms and
position of the company helps to determine that focus of HR was on short term or long term.
Also with the help of this they will be able to determine the position that HR has set in terms of
management of man power and align them with the strategy of the company (Haak-saheem and
Festing, 2018).
Benchmarking-
This aspect evaluates the learning of employees and the practices they have learned
taught by the HR of the company. Other than this they compete it with their rival firms so that
they can compare to find out which one is better. This helps the company to bring change and
work with new methods (González-Sánchez, Suárez-González and Gonzalez-Benito, 2018).
Analytical Approach-
This approach works on the analysis of benefit gained on cost which is also known as
utility analysis. It is necessary to express the level of evaluations in the terms of economy which
helps the HR of the company to take better decisions. Activities for HR such as systems of
appraisals, hiring of employees, their training and their turnover all of these tend to get evaluated
from these. Although this method is acceptable by many companies it turns out to be difficult for
many of them. The level of difficulty it has limits the application of this method in only certain
conditions (Brien, Andrews and Savage, 2019).
Audit Approach-

This audit is a process of evaluating the functioning of HR on the basis of work that is
technical for a gathering that is systematic by the data analysis. Its policies, systems and
objectives etc. with the help of this approach companies such as Tesco can reduce the cost of HR
and they can improve the method of their evaluation. Apart from this they are able to align the
strategy of HR and the company and match it so that they can assess their path so if any changes
are required it can be made.
KPI –
With the help of KPI the HR of Tesco will be able to keep track of the performance of
employees as it is an indicator for performance. This way they will be able to evaluate in which
areas more focus and resources are required.
4.1- Research evidence linking HR practises with positive organisational outcomes
Human resource management of the Tesco completely huge role in creating a positive
organisation outcome. There are some practises managed and run by the human resource
Department of the company that help to increase the efficiency and effectiveness of the
employees and they give their best to achieve goals and objectives of the company.
The strategic HR performance has assisted in integrating the human resource with function of
HRM. The article has depicted about effective practices of HR has assisted in improving
performance of organization and also it has helped in retaining workers. The article has focused
on high-involvement work practices, which allow employees to participate in management
decisions as potential moderators of the integration of HR functions in strategic management and
firm performance. The article was really useful as it has increased knowledge related to how
adequate practices can assist company in growing.
reward management practises
reward management practises are important practises run by the human resource Department of
the Tesco company, it creates positive outcome and motivation of employees increase their
productivity and profitability both for the company. Leaders and managers of the Tesco have set
target for the employees that employees have to achieve. workers who are able to achieve those
target get the extra reward for their work (Latorre, and et.al., 2016). extra reward help to

motivate employees and encourage them to give their best to achieve more rewards that can be
useful for them to satisfy their basic needs. employees get reward with their salaries that can be
used by them too purchase things they want.
Training and development
Training and development is another practise that helps to create positive outcome for the Tesco.
leaders and managers of the rescue company provide skill based training that helps to improve
the morale and skills within the employees (Jerónimo., and et.al., 2020). it is not only effective
and beneficial for the company but it is also helpful for the workers to develop their career as a
professional. they get a chance to develop new skills and improve their experiences. training and
development make employees more effective that increase the productivity and creativity of the
organisation and Co can achieve higher goals within their business.
Employee engagement
Employee engagementIs necessary thing for the Tesco to get a positive outcome for their
business. it is responsibility of the human resource management to ensure the employees
engagement at their workplace. They run group practises and communication practises that help
to create a good relationship with the employees and create trust between them. in a group they
help each other in the task and they also get chance to create relationships with each other which
increase the flow of communication and that is required to make business successful for the
Tesco company.
Human resource planning
Human resource management it's also run practises to manage and plan the human resource for
the Tesco company by recruiting and selecting the employees. HR manager of the company is
responsible to recruit skilful and talented employees at the workplace of the company who can
create positive outcome for the Tesco (Khan, and et.al., 2019). Planning of human resource it’s
an big responsibility that create out good outcomes for the company becausr having a strong and
powerful workforce can increase the productivity, growth an profitability of the company.
Work environment

Human resource Department is run various practises that helps to create a working environment
at the workplace of Tesco. They organise Fun activities where employees can enjoy their time
and take out sometime for their personal life as well. This kind of activities help too create
positive impact on the business of Tesco becauze employees can be motivated and they give
their best to achieve calls an objective of their business. Employees spend time with the other
staff members and where they supportively play the fun activities and these activities help them
to stay active in their work and employees get sometimes to enjoy their life as well.
4.2- High performance working an investment in human capital impact on organisational
practises
High performance working an investment in human captain can have huge impact on the work
practises of Tesco company and it will help them to achieve success within the market where
their operating their business (Pak, and Kim., 2018).The high performance working practises can
be defined as the practise is that helpful to improve the capacity and efficiency of the
organisation and also help to attract, retain and develop the high performance personals. There
are some benefits of the high performance working practises and investment in the human capital
on the organisational practises.-
Benefits of high performance working practises and human capital investment
Competitive advantages
Tesco company and take competitive advantages within the market where they are operating
their business by providing the high performance working practise as an investing in the human
capital. company and provide training and development that can help to improve the efficiency
and make employees more effective in their work that will provide huge benefits because
employees will get their best and they will able to achieve goals and objectives of the company
(Agarwal, and Farndale., 2017). And will provide competitive advantages to the Tesco and they
will able to show their presence as a emerging brand.
A better workplace environment
Human resource management can create a better workplace environment through the high
performance working practises like flexible working where employees can get more time to
spend with the family and friends. In this practise implies can go to their home after completing

their work on the time. this type of practises make employees more effective and they do their
work on time so company can be committed to their clients and create good image in the
customers mind. Is it how investing in the human capital can provide benefits to the company
and they can create a better working environment at their workplace.
Employees motivation through the rewards practises
Reward management is also a high performance working practises that help to continuous
improvement in employees. (Huang, Ma and Meng., 2018) It is also having a huge benefits to
the company because they will able to motivate their employees and employees give their best to
achieve those rewards set by the leaders and managers of the Tesco company. workers who are
able to achieve those target get the extra reward for their work. extra reward help to motivate
employees and encourage them to give their best to achieve more rewards that can be useful for
them to satisfy their basic needs. employees get reward with their salaries that can be used by
them too purchase things they want.
Powerful workforce
Hiring and recruiting the employees is also a part of high performance working and it is direct
investment in human capital for the Tesco company. Human resource management how the
company can recruit and select employees who are having skill and knowledge according to the
jobs available within the organisation (Caniëls and Veld., 2019). They take various test and
interviews that helped them to identify which candidate is desirable for the job role and how he
can help to achieve success for the Tesco company.
Conclusion
As per the report has been Discussed about the purpose and key objectives of the entire function
in the commentary organisations like Tesco, it has been concluded the theories of change
management that can help company to overcome from the resistance of change and the process
of implementation of change within workplace of Tesco. This report has beenexplained the
different ways in which HR objects can be delivered in organisations and it also has
beenanalysed how the HR function are different in different size of organisation and sectors.
This report has been discussed the main criteria and methods used to elude the contribution of

HR functions. in the end of this report has beenidentified any valid research evidence linking HR
practises with positive organisational outcomes. it also has been included how high performance
working and investment in human capital impact on organisational practises Tesco company.
REFERENCES
Books and Journal
Agarwal, P. and Farndale, E., 2017. High‐performance work systems and creativity
implementation: the role of psychological capital and psychological safety. Human
Resource Management Journal. 27(3). pp.440-458.
Andreeva, T., and et.al., 2017. When the fit between HR practices backfires: Exploring the
interaction effects between rewards for and appraisal of knowledge behaviours on
innovation. Human Resource Management Journal. 27(2). pp.209-227.
Brien, B.O., Andrews, T. and Savage, E., 2019. Nurses keeping patients safe by managing risk in
perioperative settings: A classic grounded theory study. Journal of nursing management,
27(7), pp.1454-1461.
Caniëls, M. C. and Veld, M., 2019. Employee ambidexterity, high performance work systems
and innovative work behaviour: How much balance do we need?. The international journal
of human resource management. 30(4). pp.565-585.
González-Sánchez, D., Suárez-González, I. and Gonzalez-Benito, J., 2018. Human resources and
manufacturing: where and when should they be aligned?. International Journal of
Operations & Production Management.
Haak-saheem, W. and Festing, M., 2018. Human Resource Management in Dubai–A National
Business System Perspective. The International Journal of Human Resource Management.
DOI, 10(09585192.2017), p.1423366.
Haak-Saheem, W. and Festing, M., 2020. Human resource management–a national business
system perspective. The International Journal of Human Resource Management, 31(14),
pp.1863-1890.
Huang, Y., Ma, Z. and Meng, Y., 2018. High‐performance work systems and employee
engagement: empirical evidence from China. Asia Pacific Journal of Human Resources.
56(3). pp.341-359.

Jerónimo, H. M., and et.al., 2020. Going green and sustainable: The influence of green HR
practices on the organizational rationale for sustainability. Journal of Business Research.
112. pp.413-421.
Khan, Z., and et.al., 2019. The role of HR practices in developing employee resilience: A case
study from the Pakistani telecommunications sector. The International Journal of Human
Resource Management. 30(8). pp.1342-1369.
Kumar, K.S. and Reddy, M.L., 2019. Strategic human resource management: The calibrated
catalysts for Indian IT-SMEs performance optimization. SDMIMD Journal of
Management, 10(1), pp.31-42.
Latorre, F., and et.al., 2016. High commitment HR practices, the employment relationship and
job performance: A test of a mediation model. European Management Journal. 34(4).
pp.328-337.
Merrick, J.R. and Bilmanoch, S., 2016. Communication and Co-ordinating Roles of Hub
Organisations in Management of Environmental Issues: A Feasibility Study of Thailand.
KASEM BUNDIT JOURNAL, 17(2), pp.175-191.
Miller, A. and Davidson, S., 2019. Co-ordinating meaning within a gender identity development
service: What can the theory of the co-ordinated management of meaning offer clinicians
working with young people, and their families, exploring their gender identities. Clinical
child psychology and psychiatry, 24(2), pp.322-337.
NWAKPA, P.D.P., 2017. STRATEGIES OF HUMAN RESOURCE MANAGEMENT IN
UNIVERSITIES IN EBONYI STATE. STRATEGIES, 1(1).
Pak, J. and Kim, S., 2018. Team manager’s implementation, high performance work systems
intensity, and performance: a multilevel investigation. Journal of Management. 44(7).
pp.2690-2715.
Taylor, S. and Woodhams, C. eds., 2016. Studying human resource management. Kogan Page
Publishers.
Ugoani, J., 2020. Strategic Human Resource Management and Business Performance in Nigeria.
American Journal of Business and Society, 6(3), pp.128-137.