Comprehensive Analysis of HRM Practices and Leadership at Tesco

This report offers an in-depth analysis of human resource management (HRM) and leadership practices within Tesco, focusing on project management, employee development, and team dynamics. It begins with an introduction to HRM and its significance, followed by a detailed examination of Tesco's current practices in acquiring, developing, and managing project teams. The main body provides specific recommendations to enhance HRM, including professional development plans, leadership training, and team-based approaches. The report then analyzes key aspects of leadership behavior, such as self-awareness, communication, and emotional intelligence, and explores various leadership styles, including transformational leadership and action-centered leadership models. The conclusion summarizes the findings and highlights the importance of effective HRM and leadership in achieving organizational goals. The report utilizes a case study approach to provide practical insights and recommendations for improving Tesco's HRM strategies and leadership effectiveness. The analysis provides a comprehensive overview of the company's approach to managing its human capital, emphasizing strategies for enhancing employee productivity, reducing costs, and fostering a strong brand image, while also addressing the importance of financial and intellectual growth within the organization.

HUMAN RESOURCE
MANAGEMENT
ANALYSIS BASED ON
CASE STUDY

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Recommendations to improve the HRM practices and leadership behaviour for the project.....3
Analyse the aspects of leadership behaviour and human resource management:.......................4
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is a process that refers to practices that includes hiring,
distribution and management of employees in order to manage work appropriately within an
organization. It has been designed in a manner which enables the firm to enhance employee
performances. In this report, the concept of HR planning project team acquisition, development
and management of team members will be done. Apart from this, the study will also highlight the
leadership behaviour presented by project leaders along with certain recommendations will be
covered.
MAIN BODY
Recommendations to improve the HRM practices and leadership behaviour for the project
Human resource management plays a vital role within any organization and thus also in
Tesco as well. It has specifically important in order to enhance the overall productivity of the
firm by increasing the performance level of employees. The perfect HRM within an organization
refers to the actions that supports attracting well-trained and skilful employees by providing
them proper training as well as guidelines to improve their efficiency level of the work force and
thus the whole organization (Arasli and et.al., 2020). In context of Tesco, the HRM practices that
has been utilized while acquiring, development and managing the project people consider certain
modifications so that the firm will not face issues that has been faced by them while handling the
projects. Such as:
 Creation of professional development plans: This plan is developed by the managers
who are working closely with the team members in order to document goals and specific
objectives of the task. It highly requires abilities as well as competency improvement to
fulfil assignments properly. It includes preparation of planning in appropriate manner in
advance even before starting the project will enable the managers of Tesco to perform
better and guide the team members in most relevant manner.
 Leadership training and development: Managers are the ones who perform significant
tasks by encouraging and empowering their team-mates by motivating them in order to
perform better. The procedure will start with offering them effective training and
development by enjoying their strengths and identifying the areas in which they can

perform effectively (Rodjam and et.al., 2020). It helps the Tesco to identify efficient
leaders at the very beginning stage.
 Understudy training: It adopts certain actions which enables the managers to provide
their team members an opportunity to detect and get involved in daily responsibilities that
are included their job. This procedure helps them to assume the responsibility either as
substitute or may be sometimes as replacement. This action helps the Tesco in adverse
situations to run their project tasks without any error or delay.
 Managers should adopt team based approach: This includes comprehensive
management which is about more than handling performance reviews as well as
workflows (Pucik, Evans and Björkman, 2017). Managers must be provided with the
right tools to help develop their team's strengths. This enables the Tesco managers to
identify potential future leaders while doing the tasks.
Analyse the aspects of leadership behaviour and human resource management:
Human resource management is heart of any organization, HRM focus on recruitment
and management of human capital (Storey, 2016). HRM makes strategic plan to improve the
productivity of their employee, shift in labour market in modern times pushed the management
team to hire right people at right job. In today's intense labour market, it is become more
complex to select right workforce at right workplace. Tesco and their human resource
management team is open mind and are ready to shift their human capital which make them
more competitive. Certain skill set is required in planning HRM strategies. Management team of
Tesco tend to hire more talented people. There are various importance of human resource
management:
Improve productivity: hiring the best employee will increase the overall productivity of the
organization, an organization can increase its productivity in various ways but the best ways is to
improve the existing or to hire new talents (Arvanitis, Seliger and Stucki, 2016). The human
resource management team not only recruit right employee at right job, but they also pick out
best of the talent from the employee. The human resource manager of Tesco tend to build 'rock
star' menu to attract new motivated and productive employees.
Reduce cost: cost in organization is vast term, cost in human resource management is different
as compared to other part of organization. The organization have to cover the employee cost and
keep the turnover favourable, HRM keep the turnover low. They produce various surveys to rank

the satisfaction of their employee, this ways HRM can control the retention. Training and
monitoring is another retention method, human resource manager Tesco cross train their team
member to take control of an employee if they are on leave, this way company reduce the cost.
Strengthen brand: powerful companies attract powerful people, such companies not only hire
talent, but they also create powerful team out of such talent. Human resource management team
ensure that employee remains productive and never quit their job. Tesco have brand image
because of their powerful team, some of them are brand ambassadors of the company who
promote and recruit more talent people in the organization. HRM of Tesco keep in mind balance
all staff without hurting anyone feeling.
Financial and intellectual growth: in an organization, human resource able to plan strategies
and executive them by building organizational capacity. This crucial role cannot be outsourced,
it is inside knowledge of organization's strategies and capabilities (Greer, 2021). HRM maximize
employee performance to complete the requirement of the company's strategic objectives, they
calculate the overall employment turnover and make strategies accordingly. It is very important
for an organization to cover all the cost related to employment and training of the staff. Human
resource management team of Tesco tend to cover all the cost of their employee.
Manage change: human resource team faces intense pressure in the time of change, employee
become more concern about their job security. Change in organization create many issues and
these issues are mainly managed by human resource management department. An organization
must be adaptable enough to accept the market shifts, HRM team of the Tesco understand the
impact of the change to the employees, they tend to create effective communication with their
staff.
Leadership behaviour
Leadership behaviour is a characteristic of a leader that motivate and encourage the
employee of the organization and influence them to do work and guide them towards achieve the
organization goals and objective. Every leader have their own mind set and charisma to present
themselves in-front of their employees (Diebig, Poethke, and Rowold, 2017).
There are various effective leadership behaviour which uses by Tesco such as;
Self awareness: self awareness is the most important factor in leadership. This involves both
internal and external factor of the self awareness. In internal evaluation of the individual and
understand the strength and weakness. In external seeing other who do better work and adapt

from them. Tesco, they train their employee and make them self realize towards the leadership
goals.
Good communication: a good leader must have perfect communication skills to understand
their workers because communication is the key for understanding anything therefore it is
important to reach people of the organization connect with them, build their trust through
communication. In Tesco their leaders have good communication skills and ability to influence
other and encourage the employee of the company to do their work effectively.
Emotional intelligence: every company should train their employee about emotional
intelligence. This is also a important trait of good leadership. With this leader have to know
about their strength and weakness, and they see the opportunities. Therefore, they are able to
delegate the work accordingly. With the help of training leaders also avoid making impulsive
decision in the organization. This type of leaders have great negotiation skills, and they easily
grasp the people emotions and understand them. In company, they adapt this behaviour of the
leadership in their leaders with that they can easily connect with their employee and build the
understanding between company and the employee (Sultan, 2020).
In Tesco, they focus on the group influence and responsibility therefore, they adopt the
Transformational leadership theory: transformational leadership theory let leaders works with
their subordinate far off their self-interest, this helps them to identify the needed change. This
change evaluates the maturity level of the employee (Northouse, 2021). This type of behaviour
of leader help them to inspire their employees to work far off their capabilities, they inspire
employees to achieve remarkable results. This leadership style help employee to develop by their
own and gives authority after they are fully trained. Transformational leadership style can be
found at every level of the organization such as team, departments or organization. Leader of
Tesco are visionary, inspiring, risk takers and creative thinkers. They tend to follow charismatic
appeal but Tesco understand that charisma is not sufficient in changing operation of the
organization. They know to bring major changes, the transformational leaders of Tesco need to
understand these factors such as:
Inspirational motivation: the main purpose of transformational leadership is promoted
consistent vision and mission of the staff members. The leaders have compelling vision, they
understand what is required from every interaction. Leaders of Tesco guide their employees by

providing knowledge and meaning of the challenge which they are going to face, they work more
productively and benefits the team as a whole.
Intellectual stimulation: leaders encourage their employees not just to work but to be more
innovative and creative. Leaders never criticize their employee in front of other employees for
the mistake they made. Leaders of Tesco focus on problem rather than blaming the employee,
they help employee to find innovative and creative idea for problem.
Idealized influence: leader can influence their employees only when they know and have
practice of the work. Leaders are role models of their members, employee depends on and learn
from the leaders, such leaders can easily win the trust of their staff (Hansbrough and Schyns,
2018). Tesco leaders place their employee need over them which make them to gain respect of
their employee in the organization.
Individualized consideration: leaders are mentors of their employees, they keep employees
motivated by rewarding them for their innovative and creative idea. In Tesco, leaders treat their
employees according to performance and talent, they encourage their employees affords and
empowered them to make decisions. Leaders also provide support to their employee in
implementation of their decision.
In the company and judgment, a leader must be able to arrange the resources well in the
organization for systematic information and productive result of the work. Leadership model
apply by a company is action centred leadership which denotes influence power of the leader
(Buys, 2019). The company apply an autocratic style that is characterized by a philosophy. This
type of leaders understand the authority they have, and they subordinate their work in perfection
way. These type of leaders not interested in the other opinions and decision they take their own
decisions. This help in improve the efficiency of the productivity of organization. For effective
work these type of leaders create a deadlines for their workers and subordinates the work they
delegate to their team members. Company also apply Democratic style that describe the type of
leaders share there ideas and with their team member or group. It encourages them to do work
efficiently and in this the leader acts as spokesperson and ensure their team members about he
decisions leader made.

CONCLUSION
In this report we have discussed human resource management of Tesco. Human resource
management help organization to manage their employee, management team ensure that every
employee is productive in their working. HRM teams make various strategies to help
organization to grow and make effective use of their employees and to increase their
productivity. Later in this report we have discussed various leadership behaviours such as self
awareness, effective and good communication and emotional intelligence. This report provide
details of transformational leadership style and its factors in the organization.

REFERENCES
Books and Journals
Arasli, H., and et.al., 2020. Human resource management practices and service provider
commitment of green hotel service providers: Mediating role of resilience and work
engagement. Sustainability, 12(21). p.9187.
Arvanitis, S., Seliger, F. and Stucki, T., 2016. The relative importance of human resource
management practices for innovation. Economics of Innovation and New
Technology. 25(8). pp.769-800.
Buys, H., 2019. Development of an ethical leadership behaviour scale(Doctoral dissertation).
Diebig, M., Poethke, U. and Rowold, J., 2017. Leader strain and follower burnout: Exploring the
role of transformational leadership behaviour. German Journal of Human Resource
Management.31(4). pp.329-348.
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
Hansbrough, T.K. and Schyns, B., 2018. The appeal of transformational leadership. Journal of
Leadership Studies. 12(3). pp.19-32.
Northouse, P.G., 2021. Leadership: Theory and practice. Sage publications.
Pucik, V., Evans, P. and Björkman, I., 2017. The global challenge: International human resource
management.
Rodjam, C., and et.al., 2020. Effect of human resource management practices on employee
performance mediating by employee job satisfaction. Systematic Reviews in
Pharmacy. 11(3). pp.37-47.
Storey, J., 2016. Human resource management. Edward Elgar Publishing Limited.
Sultan, A., 2020. Effective leadership and its impact on organisational performance: retail
industry (Tesco) (Doctoral dissertation, University of the West of Scotland).