Strategic HRM: Workforce Plan for Sustainable Growth at Tesco

This report provides a comprehensive analysis of Tesco's strategic human resource management (HRM) practices and workforce plan. It critically evaluates how change management models support HR strategy, enabling Tesco to effectively adapt and improve its processes. The report also assesses how HR management contributes to sustainable business performance and growth by focusing on hiring the right people and optimizing core competencies. Furthermore, it monitors and evaluates the success of HR strategies in meeting sustainable business objectives, emphasizing employee training, performance management, and work simplification. The report concludes with recommendations for applying specific techniques to monitor and evaluate the impact of the workforce plan on sustainable performance and growth, including the use of HR analytics and a strategic approach to workforce analysis and action planning. This analysis highlights the importance of aligning HR strategies with business objectives to achieve long-term success and sustainability.

Strategic Human Resources
Management (Part 1) Strategic
Workforce Plan (Part 2)

INTRODUCTION
Strategic human resource management is defined as strategies which are framed in the
concern of human resource management. Tesco is the British multinational groceries
and general merchandise retailer which provides the services and facilities to the
customers.
Thus, the presentation analyses that change management models supported HR strategy
which helps in increasing the scales of how effectively and in appropriate manner Tesco
is taking concern of the aspects. Further, evaluation of HR management can support
sustainable business performance and growth in an appropriate manner.

MAIN BODY
Critically evaluating how the change management models can support HR
strategy
Change management is the method in which company describes and
implements the change within both the internal and external processes at large scale.
Change management is the systematic approach and application of knowledge,
resources and tools to deal with change at large scale. There are aspects as to how
the change management is advantageous for the HR strategies which are in support
at large scale.

The HR strategies are supported in the manner that the older strategies are
reframed and are constructed for the betterment of how the changes and are
analyzed. There are the major concerns as to how effectively and in appropriate
manner there are changes which are taking place and are concerning to reframe the
practices to be followed by the employees so that there are aspects of growth and
enhancement of productivity being seen in the employees which is helping to
encourage the organizations working and is initiating the success at large scale.

2. Evaluation of how the HR management can support sustainable business
performance and growth
HR management can support sustainable business performance and growth which
helps in understanding that how effectively and in appropriate manner the HR
management of Tesco is supporting the business performance and growth. Tesco
is focusing on certain important factors which are contributing to the sustainable
business performance and these are described as –
 Tesco is focusing on hiring the right people and that they are able to create value
of how effectively and in appropriate manner the individuals and people are hired
and are selected for the roles and responsibilities to be delivered effectively at
large scale.

This is how the management can support sustainable business
performance and growth which helps in indicating the major concerns of how
effectively and in appropriate manner the company is concerned and is preparing the
strategies for sustainability to be achieved at large scale. Tesco is preparing the
employees and is creating value for the organization to help enhance the ways in an
appropriate and proper manner.
Tesco is also strategizing its major concerns and is creating ways through
which the management is also supporting it and with the help of this there are major
concerns as to how effectively and in appropriate manner the company is concerned
of how there are major possibilities of growth and development at large scale.

3. Monitoring and evaluating the success of HR strategy in meeting sustainable
business objectives
The HR strategy which Tesco has framed is employee training,
performance management, work simplification and efficient utilizing the core
competencies of all the employees. It is very important that the company is
considering and evaluating the aspects of how effectively and in appropriate manner
the success of HR strategies which are framed in meeting the sustainable business
objectives are considered at large scale. With the help of the HR strategy in meeting
sustainable business objectives there are concerns of how the company is
considering and creating value of how effectively there are major concerns of
creating valuable business objectives.

By monitoring and evaluating the success of HR strategy in meeting
the sustainable objectives the company is managing its finances which helps in
considering all effectiveness of how appropriately and in positive manner there
are major concerns which are helping in the growth and development of the
company at large scale. The HR strategy of Tesco is showing that how the
business measures are linked with performance management.
The company is taking immense turns of how effectively they can
grow and develop the scales of profits and sales in the company. There is an
effective path of business which is being considered as high and the company is
working effectively in the direction to save provide the customers with the best
services and facilities at large scale.

Therefore, there are major concerns which are important and are in
consideration with how effectively and in appropriate manner there are aspects of
growth and development by increase in the business at large scale. The strategies
which are framed for the company are helping the business to achieve achievements
and the perspectives of how the business can be formed. The success is achieved to
the Tesco and its employees by evaluating and analyzing the aspects of growth and
development. This is the major concern of how the company is creating value and is
converting failures into the success.

4. Recommendations for applying specific techniques for monitoring and evaluating
specific impact of the workforce plan for sustainable performance and growth
There are certain recommendations which are to be implied for monitoring and
evaluating specific impact of the workforce plan for sustainable performance and
growth and these are described and mentioned as follows –
 Proper organizational strategy should be framed such that it helps in determining the
major concerns and aspects of growth and development at large scale.
 The techniques which should be used are – HR analytics and reporting which will help
the company in measuring and evaluating the concerns of how the workforce can be
planned.
 There should be total compensation and analytics benefits and analysis which helps in
serving the best to the customers and the employees and takes concern of the workforce
planning at large scale.

There are six steps which are concerned and are considering the aspects growth
and development which are –
Setting the strategic direction, analyzing the workforce, identifying the
skills and gaps by conducting the workforce analysis, developing the action
plan, implementing the action plan, monitoring, evaluating and reviewing the
action plan are the major concerns as to how effectively the company is
considering the major concerns of growing and developing the company growth
at large scale. Therefore, these are some of the major techniques which should
be used.

CONCLUSION
Thus, it is concluded from the above presentation that change management models
supported HR strategy which helped in increasing the scales of how effectively and in
appropriate manner Tesco was taking concern of the aspects. Further, evaluation of HR
management can support sustainable business performance and growth in an appropriate
manner. Moreover, monitoring and evaluation for the success of HR strategy in meeting
sustainable business objectives were considered appropriately. Finally, recommendations
were applied for the specific techniques for monitoring and evaluating impact of the
workforce plan was analysed.