HRM Report: Leading, Managing and Human Resource Development

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, leadership approaches, and organizational development, using Tesco PLC as a case study. It examines various aspects of HRM, including the development of HR strategies, the link between HR strategy and organizational performance, and the role of different concepts in creating high-performing organizations. The report delves into the nature of leadership, its significance in fostering high performance, and the aims, objectives, and practices of HRM and HRD. It also explores organizational dynamics, HRM strategies, the changing role of HR, ethical considerations, and personal and professional development. Furthermore, it addresses organizational change, barriers to change, and the contributions of leadership, management, and people development to strategic organizational change. The report emphasizes the importance of clear management, measurement, collaboration, and performance management in achieving organizational goals, alongside the significance of leadership qualities such as communication, motivation, and conflict resolution. This detailed analysis offers valuable insights into the effective management of human resources and the creation of high-performing organizations.

Leading, Managing and
Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1.1: Describe the different approaches in developing HR strategy.............................................4
1.2: Identify the links between HR strategy and organisational performance............................5
1.3: Identify the role of different concepts in creating high performing organisation................5
TASK 2............................................................................................................................................6
2.1: Identify the nature and approaches to the study of leadership.............................................6
2.2: Explain the significance of the leadership role in creating and sustaining high performing
organisation.................................................................................................................................7
TASK 3............................................................................................................................................8
3.1: Identify the aims, objectives and practices of HRM and HRD............................................8
3.2: Understand organisational dynamics...................................................................................9
3.3: Formulate strategies in different functions of HR Management and Development..........10
TASK 4..........................................................................................................................................10
4.1: Describe the changing role of HR function in an organisation..........................................10
4.2: Explain the ethical approach to HR functions...................................................................11
4.3: Analyse and reflect on personal learning, professional development and practice...........12
TASK 5..........................................................................................................................................12
5.1: Identify the organizational change and barriers.................................................................12
5.2: Explain the contribution of leadership, management and development of people to
strategic organisational change.................................................................................................16
CONCLUSION..............................................................................................................................16
REFERENCES .............................................................................................................................17

INTRODUCTION
HRM is a activity which is conducted by HR of organisation for hiring and development
of employees in the company (Heller, 2019). HR set goals and targets for each individuals who
are working in company in best effective way. Job roles, training and development and
employee’s engagement, recognition these are some of different activities which is majorly
conducted by HR into the organisation. In the report the company which has been selected for
discussion of HRM practises is TESCO Plc, it is a retail company which is associated in banking
and insurance services. The report will provide discussion HR strategies and approaches which
are used by business organisations. Moreover, it will describe about nature of leadership and its
contribution to individual, group and organisational development. Also, it will analyse
contribution of HRM and HRD functions. Furthermore, link between organisational performance
and aims, objectives of leadership in TESCO company will be elaborated. Ethics and approaches
of HR, barriers faced by leaders in the organisation. At last, it will provide information on
promoting flexible working environment and effectiveness of change management practices.
TASK 1
1.1: Describe the different approaches in developing HR strategy
Human resource manager of the business enterprises uses different approaches and
follows various ways in order to develop effective HR strategy so that organisation can grow in
better manner. In context to TESCO, it can be said that its human resource manager is required
to emphasize their structure, cost, size in order to fulfil needs of business (Kumar, 2019). Some
of the main approaches that are being used by HR manager are described as below:
 Align business with HR needs: In this, Human resource manager of TESCO emphasize
on meeting tracking business needs with HR policies so that their better execution can be
done in direction.
 Developing HR strategy: The HR manger of TESCO need to focus on HR strategies
which helps in understanding of business goals and objective. It will aid to identify
potential opportunities and threats in quality as well as quantity of HR which is required
by company. Through HR strategies TESCO management team which can able make
innovative strategic plan for development of business also for growth of employees.

 Organisational development: Manger of TESCO company need to focus in
development to increase business skills, hence individual skills and team work will aid to
achieve high level in organisational which ultimately increase worker performance
effectively.
1.2: Identify the links between HR strategy and organisational performance.
Growth of every organisation completely rely upon performance of its employees which
can only be compliance of all HR strategy in the company. It has been analysed that business
organisation which gives priorities to its employees are more successful in comparison to those
companies which does not emphasises on needs and requirement of employees. Furthermore, it
has been observed that training of employees, employee participation and empowerment are
considered as the best HRM practices which contribute in the enhancement of employees growth
and satisfaction which ultimately results in improvement of organisational performance (Kumar,
2019). SHRM is seen as the connection of organisation's human resources with its aim, strategies
and objectives. The main aid of SHRM is to enhance productivity of company by accepting
innovations. It also supports them in gaining competitive advantage within the same company.
Moreover, it can be said that if company develops effective SHRM policies then they ultimately
enhances chances of its performance. This improvement can be seen in terms of enhancement of
productivity, reduction of employees turnover, improvement in quality of services and financial
performance of company. This shows the relation as well interdependencies between HR
strategy and policies over organisational performance.
1.3: Identify the role of different concepts in creating high performing organisation
Leaders and employees both collaboratively plays an essential role in enhance
performance rate of the company. It is essential for HR manager as well as top management team
of TESCO to place efforts in order to attain customer focused goals. For this, they uses below
mentioned methods:
Clear management: HR manager of TESCO prefers to uses clear management while
assigning job role to employees. This helps them in minimising chances of confusion at the time
of performing work (Theodoulides, Kormancová and Cole, 2019).
Measurement and Feedback: HR manager also personally takes regular based feedback
from all employees so that there issues can be identified. They also prefers to measure
performance of each and every employees in order to check their growth.

Collaboration: Collaboration is considered as the an effective method used by HR
manager so that performance of company can be raised effectively. This is mainly done by HR
manager enhancing employee engagement and employee participation within the TESCO.
It can be said that by following all of these methods HR manager of TESCO can easily
attain its financial as well as non financial goals within the time duration of five years.
Implement an effective performance management process that place emphasis on
developing transparent reward system in the company so that employees work effective in the
team and objectives and goals can be achieved in proper time (Bratton and Gold, 2017). The
merit system which should be adopted by TESCO company through which performance rates
can be allotted according to performance of individual. Building empowerment which increase
trust and accountability of staffs. Encouraging leaders and their capability which will help to
achieve vision of company.
As per above mentioned detailed design of performance of HR which will improve the
company growth and development and more over TESCO human resource management team
which can adopt some of these performance which will increase growth of organisation.
TASK 2
2.1: Identify the nature and approaches to the study of leadership
Leadership refers to the capability of individual which influences them to perform the
work of their own choice (Turner, 2019). It simply makes the followers work in one common
direction with their own willing and also contribute in attaining organisational goals and
objective within the provided time frame. Some of the core nature of leadership are described as
below:
 Leaders is a personal quality, leaders which are not made they are born which said by
many authors and hence qualities which a leader is having is guiding the team and
encouraging staffs in effective manner so that goals and targets can be achieved.
 If there are no followers there will be no leader, this statement which is a true sentence
and it is important that for every leader there should be followers to follow the
instructions and guidelines which are been given by main person of team that is leader
(Sanchez and Garcia, 2019).

There are main approaches regarding to leaders but the important approach which should
be implemented into the organisation in context to TESCO, manager is Situational approach this
leadership style which focuses on different situation which leader use to face. Situational
Leadership was introduced by Ken Blanchard and Paul Hersey in the year 1969. This approach
simply states that leaders of company are required to transform or mould their style according to
the requirements of level of employees or followers so that they can place maximum level of
efforts towards the same.
Furthermore, it has been identified that Action oriented leadership is mainly adopted by
HR manager of TESCO as the model of leadership. This is because, it provides them guidance
about how they can become effective and influential leader by adapting it. Action oriented
leadership simply states that leaders are required to develop sense of immediacy as it helps them
out in focusing on the work and taking right decision towards the same.
2.2: Explain the significance of the leadership role in creating and sustaining high performing
organisation.
Leaders are required to develop their communication skill in order to reduce level of
conflict occurrence at workplace. They are required to use clear and concise communication so
that conflict situations can be avoided.
For higher performance which is effectively working for group work. High performance
in regard to team work which is having combination of purpose to achieve goals and enhance
talents and skills and ethics, performance, incentives, conflicts, motivation and many more.
Some of point which helps to create high performance in organization which are as follow:
Incentives, motivation: A good leader which encourage and motivate their followers in
effective manner which will enhance the growth of business. Monetary and non-monetary
system which helps staffs in proper way. Over all team's goals which is needed to be impacted
in performance. More over leaders need to set goals and objectives for all individual which is
working in team inside the organisation (Zulkarnaini Shaari and Sarip 2019). In context to
TESCO, leader in this company have to distribute roles and duties of every individual in group,
need to be encouraged and motivated so that better output can be expected.
Conflicts and communication: Inside organisation there are many conflicts which take
place but for that leaders need to take initiative step to overcome them. Have to resolve the staffs
conflicts and flights for better development. Open communication with the teams is necessary so

that they can directly resolve their issues. Hence leaders should communicate their targets in
such way that they can easily understand their roles and duties which need to be conducted inside
the company. Leader of TESCO company which also should more focus on communication and
so that employees or teams and a group can achieve their goals which will increase productivity
of company.
Norms and standards: Another important role of leaders and their team members is
understanding rules and behaviour according to which norms need to be followed by team
members for development of company . Norms regarding to high performance and resolution for
conflicts and supporting team environment, strong work ethic that will increase results and
higher production.
Performance management: HR manager of TESCO uses performance management
system for measuring performance of each and every employee and contribute in the growth of
the company. In this, they follows three common steps such as planning, coaching and reviewing
or monitoring employees performance. Mainly performance management is consist of three
different stages such as coaching, corrective actions and termination (Chaudhary, 2019). It can
be said that at first stage that is coaching HR manager provides training to employees in order to
motivate them. At Corrective action, the HR manager emphasises on guiding employees about
their weak areas and also telling them that how these can be overcome. At the last stage of
performance management, the HR terminates those employees who are not improving their
performance even after providing proper training and guidance.
In TESCO company leaders need to resolve conflicts from inside the company then only
employees can work effective. More over staffs which is need to set goals and objective through
goals can be achieved.
TASK 3
3.1: Identify the aims, objectives and practices of HRM and HRD.
HRD main aim is to work for development of employees and enhancing their capabilities
to performance according to their job role. Also to maintain high motivation level among
employees. The main objective is to put efforts to develop potential workforce including
management. Hence the main aim of HRM is to utilize people to attain specific objective and
goals of organisation. This includes personal and payroll function which helps to hire employees

and update employees about information of management. HRD practises is to create
opportunities to all employees in maintaining career planning, promotional activities and more
over conduct training and development sessions for enhancing skills of employees.
HRM practise is monitoring employees, analysing performance of employees by
improving and helping employees in effective manner. Human resource management which
mainly look after recruitment and selection process, Skills monitoring and training employees
(Mangla and et. al., 2019). In context to TESCO human resources management and development
play an important role for making employees in effective manner.
3.2: Understand organisational dynamics.
Organisational dynamics is a process of strengthening resources and enhancing
employees performances. More over it is a continuous way of enhance employees performance
in effective manner. Organisational learning to be implemented in effective manner with
strategic and multi corporate learning which is needed in external and internal challenges. For
making business practices and strategic management organisation learning which play an
important role for growth of business. Hence it delivers leadership capability in side the
company. By understanding organisational behaviour which helps leaders capability in effective
manner and also manges employees and worker.
Organisation dynamic is divided into two part that is internal forces and external forces
which determines by organisational strategy which are as discussed below:-
Structure: Organisational is highly hierarchical structure which play leadership and
management which defines organisation from top to bottom. So organisational is need to develop
its structure in effective manner. In context to TESCO company it has various structure which is
designed in their organisation and also helps to distribute authorities and duties according to
roles of individual (El-Sholkamy and Fischbach, 2019).
History: Organisational dynamic which pay an effective role in creating history about the
company. Hence it also refers as prospectives of company its profit margin and many more for
hiring employees and create goodwill of company.
Culture, Politics and process: These three factors which is necessary for creating
organisation in effective manner. In context to TESCO these factors play important role for
development.

3.3: Formulate strategies in different functions of HR Management and Development.
Human resource manager of business enterprises formulates various kind of strategies for
different HRM and HRD functions. Human resource management is considered as the process of
recruiting, finalising, orienting, training and development, appraisals, deciding of salary,
maintaining relationship between employer and employee and motivate employees in order to
maximise output of company (El-Sholkamy and Fischbach, 2019). In context of TESCO, HR
manager of this company develops some of the common strategies for both of them are described
as below:
Strategies for HRM functions:
Flexible working hours: In this, HR manager of TESCO provides flexible working
hours to employees so that they can place maximum efforts in organisational work. It will
increase satisfaction level of employees and boost productivity.
Performance appraisal: The HR manager initially monitors performance of employee
and then provides appraisals to them on the basis of their yearly performance. This strategy
motivates employees as they are getting additional monetary benefits from the company.
Strategies for HRD functions:
Training to employees: For effective development HR manager conducts regular based
training session for employees which enhances knowledge and skills of employees. This
ultimately contributes in their development (Theodoulides, Kormancová and Cole, 2019).
Revise rewards of employees: Rewards are generally provided to employees on the
basis of their extra ordinary performance in the company. This develops their interest towards
the company and also develops positive relationship with them.
TASK 4
4.1: Describe the changing role of HR function in an organisation.
Human resource is shifting and focusing on development of organisation, so HR is the
important person in the organisation. Hence the changing role of HR in the organisation can be
as a agent, strategic partner and administrative expert, more then that it helps in creating
advantages in sustainability in competitive market. Changing role of HR function can also be
seen in the form of human resource function that is transformation of traditional form of working
into modern methods. In tradition time main role of HR manager is to manage work of

employees, recruitment, organisational development, safety, succession planning, training and
development, motivating employees, conflict management. They also ensure that all
organisational objectives are attained effectively in the company without consumption of much
time. But, now a days, this role of HR functions has been converted into strategic direction (Dani
and Mhunpiew, 2019). In this, HR manager emphasises on performing their value added tasks by
utilising employees skills in strategic manner. Along with this, they emphasises on conducting
various employee programs so that their growth can be done in effective manner. Human
resource is the important factor for making strategies and implementing in the company. In
context to TESCO that HR of this company have different role according to situations and
circumstances which are been occurred during the time. So its is important that due to Morden
technology development human resource of the company need to make alterations and
modifications in organisation and have to work according to circumstances.
4.2: Explain the ethical approach to HR functions
HR manager of every organisation are required to execute their all practices in ethical
manner with the compliance of all legal responsibilities. In context of TESCO, it has been
analysed that the HR manager of this company is required to make tough decisions at workplace
so that their ethical values can be fulfilled effectively. Abidance of all ethical terms helps
company in fulfilling basic ethical needs of human being such as working with honesty and
being fair at the time of taking decision (Rajvanshi, 2019). Along with this, it can be said that
uses of ethics and moral in decision making influences interest of employees towards company
in positive manner as they are satisfied and happy that their company is using fair and ethical
practices at workplace.
Business ethics is important part of business development and more over HR function
deals in various ethical challenges which directly or indirectly deals with people in the company.
Some of the important ethics which are been discussed below :-
Keeping Employees Loyalty: It is important that every company should focus on this part
that is employee’s loyalty towards their roles and duties in workplace. Hence in TESCO, leaders
and employees need to loyal towards each other and also have to be loyal towards goals and
duties. (Mohammed, Hafeez-Baig and Gururajan, 2019).
Promoting Ethics Programmes: Another important ethical approach which HR should
function the organisation is ethical training programmes. Through which employees can

understand the important of ethics in organisations. Hence TESCO mangers should also conduct
such activities inside their organisation through which proper work place can be created and
employees growth can done and more over less conflicts will be there.
4.3: Analyse and reflect on personal learning, professional development and practice
Personal learning and professional development practices is necessary for growth of
business. HR must adopt changes so that company can grow effectively with much trouble. In
context to my own experience at the time of working in TESCO as a HR manager employees, I
have learned a lot from my working practices in the company. In this, I have learnt that it is
essential for me to select skilled and talented employees for attaining organisational goals and
objectives. From my own experience I have realised that only hiring skilled employees is not
sufficient for my job role as it is essential for me to conduct different learning sessions related to
growth and enhancing the skills and talents so that productivity of employees can be enhanced
in effective manner (Otoo and et. al., 2019). Along with this, I have identified that it is important
for me to develop my communication and conflict management skills as it is highly important for
the work of HR. In order to develop this, I will try to communicate with maximum people within
company as well as outside for improvising my communication skill. Also, conflict management
skill can be developed with proper guidance of superiors.
TASK 5
5.1: Identify the organizational change and barriers
The corporate business environment is turbulent and keeps on evolving. This gives rise to
the emergence of need for bringing about changes within the confines of organisational premises.
In this regard, there are various changes that may take place within an entity, such as
technological, structural, cultural, financial or any other proposed change. TESCO is a
multinational retail organisation which is proposing to bring about changes in its recruitment
procedure which earlier consisted of traditional techniques and methods (Sanchez and Garcia,
2019). The entity has proposed to develop its own online job portal whereby applicants would
now be able to apply for the vacant job positions. To execute this change in an effective manner,
the management of TESCO is considering to make use of 3 change management models.
Lewin’s Change Management Model

This model involves three stages, that are, unfreezing, changing and refreezing. This
process of change cis aimed at moving towards new behavioural pattern and norms within an
organisation. In context of change with TESCO, the 3 stages of this model are discussed as
follows:-
Unfreeze: This stage is associated with making preparations for getting ready to execute
the proposed change within a corporation. In context of TESCO, the change associated with
bringing a new method of recruitment is proposed to be executed. For this, it is essential that
management creates awareness about the need to implement this new online recruitment method
among the staff so as to gain facilitation from them (Zulkarnaini, Shaari and Sarip, 2019).
Changing: This phase involves the implementation of proposed change within the
confines of company. At this stage, TESCO will start the new online job recruitment portal with
a view to recruit and hire skilled professionals in a rapid manner.
Refreezing: This stage of Lewin's change management is concerned with bringing
stability within the company post the execution of proposed change within the entity. With
reference to TESCO, management will give training to HR staff so that they can make use of the
new method and acquire skilled and competent labour from market.
McKinsey 7 -S Model
This model which has 7S that are strategy, structure, system, skills, style, staff, share
values. These seven key internal elements help organisation to identify effective way to achieve
its objectives by incorporating changes. This model is discussed in context of proposed change
within TESCO as follows:-
Strategy: TESCO will make use of an effective leadership strategy so as to execute the
change in recruitment process within the company in a desirable manner.
Structure: TESCO would develop a change management team which would be
responsible for effectively executing the proposed change in recruitment (Turner, 2019).
System: The respective company will now make use of online recruitment and hiring
system for the selection of desirable candidates for vacant job positions.
Skills: TESCO is comprised of skilled, knowledgeable and competent employees which
can make use of online recruitment to select and hire candidates as per organisational
requirements.