An Analysis of International HRM Practices at Tesco Company

This report provides an in-depth analysis of the international human resource management (HRM) practices employed by Tesco. It examines the importance of HRM practices to Tesco's business strategy, highlighting key areas such as training and development, employee engagement, compensation and benefits, conflict management, and strategic management. The report discusses the impact of these practices on the company's profitability, employee interactivity, and overall organizational performance. Furthermore, it explores the role of HRM in career development and management within Tesco, including objectives, career development programs, and career management policies. The report also includes a reflective essay discussing career development and career management within an organizational context.

INTERNATIONAL
HUMAN RESOURCE
MANAGEMENT

Table of Contents
Importance of HR practices to the business strategy..................................................................3
Books and Journal.....................................................................................................................12

TASK1
Covered in PPT
TASK 2
INTRODUCTION
International Human Resource Management is a term used for organisation that manages
activities at international levels. International human resource management is a process of
employing, training, developing and compensating the employees at the international and global
organisation. An international company which has a subsidiaries outside the home-country which
rely on the business expertise or manufacturing capabilities of the parenting company. In general
words, MNC's has a number of businesses in different countries and managed has a whole from
the headquarter, located in the one country. As per the current studies, the report is based on
Tesco Company, it is the largest retailing company of foods to fashion, headquartered in London.
U.K. It is a retail company engaged in retailing and associated activities and retail banking and
insurance services.
MAIN BODY
Importance of HR practices to the business strategy
Human Resources is the set of people who make up the workforce of an organisation,
business sectors, industry or economy. It is used to describe both the people who work for the
company or the organisation and the department and are responsible for managing all the
activities of employees. It is the most valuable resource of any organisation. Human Resource
practices are the means by which human resource personnel can develop the leadership of staffs
and it occurs through practices of developing extensive training courses and motivational
programs such as designing systems and assist management in performing ongoing performance
appraisals. Tesco is one of the largest multinational groceries stores and general merchandise
retailer, headquarter in Welwyn Garden City, England. Tesco was founded by Jack Cohen in
1919, and open first store in London. The multinational corporation has acquired 30 different
companies acrossing Europe and Asia. Tesco continues to grow their business interest through
organic growth and addition to the acquisitions. The main purpose of the Human Resource
Management is to embrace recruiting persons, guiding them, performance assessments,

motivating workers over and above workplace communication, workplace well being, and to a
large extent more. The main principle of this practice is to achieve the organisational goals.
Importance of HR practices in Tesco Company:
Human Resource Management emphasizes on advanced creation and most efficient exploitation
of the resources. This is helping in achieving goals and objectives of an organisation. To build up
individuality of workers, HRM arranges training and development programmes to develop their
competence for the job. This instructs and directs the way to make the best use of human beings
and non human assets.
 Training and Development- Training and development is performed by HR, and it is a
good policy that can be helpful in advancing the organisation towards its long term goal.
If an employee is struggling in some areas of performing, training and development can
be very helpful to grow their capabilities and increasing knowledges. Tesco has adopted
individual training which allows a large number of their employees to acquire the
necessary knowledge with a short time period. Such knowledge is then used to improve
the quality of work done in the organisation and such produce quality results. Tesco is
primarily aim to serve the customer. Training and development is based on the idea to
serve excellence of the services and perform all the relevant tasks inside or outside the
store in a professional manner. Tesco plans the activities and tasks in which growth of the
business leads and proper customer care will be served.
 Increase in profitability- Tesco has been particularly successful because of its powerful
brand. It has a reputation for value, low prices or for being customer focused. Tesco's
brand equity and associations have helped the company to expand their business and new
markets. Tesco has been seen first half profits rise by more than a quarter as customers
bought more food during the pandemic and online orders doubled. The company's profit
in the UK and the ROI raised by over 360 million pounds and came to 2.2 billion in
2019/2020.
 Interactivity within employees- HR managers are responsible for managing activities,
events, tasks or the celebrations which gives opportunities to teams and build strong
relations. Moreover, it enhances interactivity within employees and infuse a sense of trust

and respect among peers. Tesco implemented the ”Colleague Engagement Programmes”
where the leaders engaged the employees over one-hour interaction.
 Conflict Management- When an organisation going through conflicts arises between
employees and employers, HR has a responsibility to clear out disputes and
miscommunications. HR must ensure that the conflicts and issues are resolved
effectively, approaching the problem with an unbiased attitude and encouraging effective
communication to reach a solution. Moreover in regards of Tesco, it is even important
for the company to overcome and manage the conflicts for better productivity. Tesco
used certain strategies for organisation to reduce the negative impacts that effects
employee turnover and productivity too.
 Strategic Management- Strategic Management provides the overall direction by
developing plans and the policies designed to get set goals and allocating resources to
implement plans. Changes in business world will require organisations to constantly
assess their strategies for success. Tesco is used their famous 'Club Card Strategy' to
retain their customer. It retains customer base by meeting the changing customer needs,
through lowing prices, good range of products, promotion techniques, customer service,
changing labelling and many more.
 Compensation and benefits- Compensation and benefits are the key parts of HRM. It
refers to the benefits a firm can give to their employees for exchange their labor. Tesco
provides holiday pay, sick pay, maternity pay, 'all employee share scheme such as Buy as
you earn and Save as you earn', annual colleague bonus plans offering 7.5% of the basic
salary, tea points on each floor to make free drinks and many more.
Impact of HR practices in the Tesco company
HRM functions includes the enhancement of the employees skills, commitment and
efforts with a view to enhance company's productivity and performance. HRM practices
influences immaterial satisfaction which positively impacts organisational performance. It has a
direct effect on financial outcomes, may be because a low cost strategies implies the use of
certain HR practices.
1. In addition to hiring, training and firing employees, a HR manager is responsible for
performing administrative tasks, creating a company culture, a employee handbook,
employee benefits, managing payrolls and taxes, maintaining legal risks and many more.

There are two main objectives behind Tesco' training and development program is to
expand and diversify the business. The training of employees helps to carry out the jobs
effectively based on correct knowledge, skills, understanding and resources.
2. By providing securities, compensations, bonuses to employees, the company is aiming
to make them feel safe and secured where the employee work. A employee who feel
secure in their jobs and their level of jobs will work effectively to achieve the set
objectives. When an employee feel underappreciated derives with low level of job
satisfaction. This may also lead to discontent among co-workers and put a dent in
workplace morale. Poor compensation introduced low productivity. There is less
motivation for employees to strive for excellence. As per the research, Tesco pays an
hourly rate of £9 for all workers. Alongside, the pay deal, Tesco will continue to offer
premium payments of time and a quarter of shifts completed on Sundays or bank
holidays.
3. By providing accessible informations who needs it makes a firm base strong and
there will be less chances of miscommunications and conflicts. Tesco's “Clubcard”
builds relationships on additional dimensions through the option to collect 'Clubcard”
points through transactions with other retailers; the option to use reward points with a
range of leisure and associated outlets, and the e-loyalty element of the scheme accessible
through the internet.
4. One of the negative impact of adding HR department is that it requires relinquish control
regarding how a business operates. Other individuals have the responsibility for making
important decisions in key areas like hiring and personnel relations. If a company brings
outsiders into the company it will bring risk factors like leaking confidential
informations, breaking of policies, rules and regulations. Tesla encourages employees to
innovate, to support continuous improvement of the business. It empowers its workforce
to search ideal solutions that makes business our stand.
5. It takes time to successfully implement a human resource department. It will likely take a
while to hire staff or to locate the right person to right jobs. Tesla uses new recruitment
strategies to recruiting staffs, as per recent studies, focusing on hiring part-time sales
delivery workers. This allows the company to save costs, because part-time employees
have fewer benefits and Tesla does not have to supply them with cellphones and laptops.

CONCLUSION
The above report focuses on the importance on the HR practices used by Tesco
Company, and what are the negative and positive impacts of HR practices. A company who
starts their business in London, UK with only one store now have globally expanded their
business with different food items, clothes and many more. As a globalised company, Tesco
have to manage all HRM functions whether it is in a national or international boundaries. A
Human Resource Manager have the responsibility of hiring and recruiting the deserving staff in
the company, have to make sure to recruit right employee to the right position and also keep in
mind the concept of low cost of production with a high profits. And the above study, reflects all
the important points which have been used by a HR practitioner to achieve the company goals
with minimal costs and time.
TASK 3
Reflective Essay
Career Development or career development planning is a process an individual may
undergo to evolve their occupational status. It is a process of managing life, learning and work
over the lifespan. It may apply to everyone: children think about what they want to do as adults
and start to form ideas about work and adult life during their early childhood development.
Career Development is an ongoing organised and formalised efforts of an organisation
that recognises people as vital organisational resource. It is a formal approach taken by an
organisation to help its people acquire the skills and experiences needed to perform current and
future jobs. It is a positive aspect which is associated generally with the promotion of the
employees through trainings; pay rise and high level of recognition, status and motivation which
has a positive influence for the company's productivity. When employees are looking greater
opportunities for career development on the job and no formal opportunities exist, set up
informal ones such as informal mentoring, cross training, job shadowing, knowledge sharing and
many more.
Objectives of Career Development in the organisation is to improve the potentiality of an
employee as required by the organisation. By making sure the goals set are aligned with the five
smart criteria that is specific, measurable, attainable, relevant and time bound. It also helps to
understand thoughts, ideas, interests, abilities, aptitudes and strengths. It helps in reduction of

employees turnover. It aims to meet the immediate and future resource needs of the
organisation. Career development programmes improves morale and motivation level of
employees and also informs the organisation and the individual about potential career paths
within the organisation.
And now we are discussing about Career Management, this refers to conscious planning
of one's activities and engagements in the jobs one undertakes in the course of his life for better
fulfilment, growth and financial stability. It is a life long process of investing resources to
accomplish one's future career goals. This helps to move people into roles where their skills are
most suited and their aspirations are best met. By helping employees manage their careers and
providing opportunities for career development, the firm can ensure higher engagements and
productivity. For employees the aims of career management policies are to give them the
guidance, support and encouragement they need to fulfil their potential and achieve a successful
career with the organisation in tune with their talents and ambitions and to provide those with
promise a sequence of experience and learning. There are several ways to build career
advancement such as take a personal interests in employee career goals, promoting virtual
training and learning' rotating employee role, encouraging mentoring and job shadowing, also
supporting work life balance and many more. HRM can also play a significant role in enhancing
learning opportunities for employees. They will need to offer support to their employees due to
the implementation and formulation of their career plans. HR simply points the employee in the
right direction and assists in developing the plan used to get to the final destination. Investing in
oneself, when one can lack career direction could be one of the best ways to break out rut. One
way to do this is to focus on learning and developing professionalism. Our skills and knowledges
in the new activity increases over time and eventually you might find yourself good at it. When
we discover we can be good at something other than what we are paid for, it builds self-esteem.
Also, when confidence builds up, it helps in our overall self-image.
I am speaking out my experience of my life. I was working with a multinational
corporation named as Amazon. I worked there as a quality analyst, where I have the
responsibility for implementing a plan with errors being fixed. I have the responsibility to ensure
whether the plan is apt considering its performance, reliability, functionality and compatibility. I
should possess the knowledge of quality assurance tools. I was really fit for the position because
I am good at team work and I enjoy team atmosphere a lot, where I can connect with peoples,

sharing my thoughts and ideas as I like talking with peoples, also I am always curious with other
people what they think, what they can do if they are at my position and so on. I like the Software
testing process and when team members work hand in hand with each other to reach the goal in a
specific time. I would like to tell little about the company amazon, it is a American multinational
technology company based in Seattle, Washington, which focuses on e-commerce, cloud
computing, digital streaming and artificial intelligence. It is one of the biggest 5 companies in the
US, information technology industry. Amazon distributes streaming and downloads of videos,
music, audiobooks through its prime video, amazon music and all. Amazon.com is a largest
internet based company that sells books, groceries, music, movies, housewares, clothes, toys,
shows, gifts and many more, either directly or as a middleman between retailers and their
customers. As a quality analyst, I have to understand all the angles and works with everyone to
provide positive results. I must make sure to put everyone in ones shoes, so that they will better
understand the how and why the agent actions, customer satisfaction and management
procedures. As I am a quality analyst, it plays a important role in software companies, from start
to end quality analyst will be a part of team working on project. I have assure clients
requirements with clear documentation, I have to analyse quality designs and improvisations,
removing defects, conducting external audit, checking the coding quality and many more things I
had to. Sometimes its very hectic and tiring to get things done on time given. Its not easy to take
all things together, make everyone work together or themselves, I had to listen every member
aspects so they can work willingly. I have learned that my role is to do work that makes
difference in people lives. I realized I have solid problem solving skills during my freshmen
year. I realized I needed to something more and grow my inner capabilities that can help me to
develop and build my career more, I had to manage and discipline the things that can promote
my career my job destinations. One of my best quality is to learn new things, I like to take
knowledges and sharing my ideas, as a job doer their I work for the intention of growing my
skills, and get promotions also for the raise in my pay scales. The company have their own
training and development programmes, every new designation there are trainings and developing
the skills accordingly. When I am the new joining in the company supports each and every
employee to build their personal growth and provide a workspace with respect and dignity. The
company is investing $700 million to provide free skills training to employees- helping them
further with their careers in high paying, in demand roles such as cloud computing. Amazon

always support employees personal growth. As a employee there in the company, amazon pays
95% of the tuition & fees towards a certificate or diploma in quality fields of work. To make it
easy for all new employees, company held many training and developing programmes at amazon
facilities. For every department, or designations, training and developing programmes held like
for information technology, transportation, healthcare, mechanical and skilled traders. As I
experienced, in Amazon, there are countless opportunities to develop skills, advance in current
career or get training career skills or career choice programmes for an in demand field. Firstly
Amazon has been focused on creating new jobs, but now they are investing in training and
developing programmes. I must appreciate the efforts, supports and understanding every level of
aspects of an individual. Throughout my developing programmes, all were communicate with
me, help me to resolve problems, I was directing good towards at my work. Otherwise it was
very easy to get confused at setting goals of career, like what you a want to see you at that
particular point, after five years what a person can see his position at that time and many more.
Overall I can say I worked very hard at all times, sometimes I failed, sometimes I mistaken
things but at same I learned the new things, I learned how to change accordingly, how to resolve
problems, how to interact with other employees, how to listen and understand what others want
to try to say, what they want from me. These all things helped me in developing my career and
managed things according to the needs and requirements. I learned how to set goals, analysing
things, evaluating aspects and give best outcomes from them. In future, this will help me a lot, I
am wishing to upgrading my designations that will develop career opportunities for me by which
I can raise my pay scales and knowledges as well as the company I work with also get benefits
from me.

REFERENCES
Books and Journal
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management in the Arab Gulf States–an institutional perspective. The International Journal of
Human Resource Management, 28(18), pp.2684-2712.
Farndale, E., Horak, S., and Beamond, M., 2019. Facing complexity, crisis, and risk:
Opportunities and challenges in international human resource management.
Adler, N. J. and Ghadar, F., 2017. 6. A Strategic Phase Approach to International Human
Resources Management. In International management research (pp. 55-78). de Gruyter.
Word, J. K. and Sowa, J.E. eds., 2017. The nonprofit human resource management handbook:
From theory to practice. Taylor & Francis.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Markoulli, M.P., Lee, C.I., Byington, E. and Felps, W.A., 2017. Mapping Human Resource
Management: Reviewing the field and charting future directions. Human Resource
Management Review, 27(3), pp.367-396.
Sparrow, P. and Cooper, C.L. eds., 2017. A Research Agenda for Human Resource
Management. Edward Elgar Publishing.