HRM's Impact on Tesco: Sustainable Performance and Development

This report examines the role of Human Resource Management (HRM) in creating sustainable organizational performance within Tesco, a major UK-based retail company. It explores key areas of HRM, including employee productivity, retention, brand recognition, change implementation, and recrui...Read More

HUMAN RESOURCE
MANAGEMENT
Student Name:
Student ID No:

PRESENTATION OVERVIEW
 Table of Contents
 INTRODUCTION
 P1 Explain the main areas of HRM in their contribution to creating
sustainable performance. 1
 M1 Compare areas of HRM to create sustainable organizational performance
 P2 Review the effects of the changing nature of organizations on human
resources skills and knowledge.
 M2 Examining Human resource management in relation to the changing
nature of modern business organizations:
 P3 Review practices of HRM that relate to the recruitment and retention of
employees with the motive of achieving business objectives :
 Evaluate the use of human resource management practices in the process of
retention and recruitment
 P4 Investigating the internal and external aspects affecting the decision-
making of human resource management to support the development of the
organization:
 M4 Key internal and external factors that affects the decision-making process
of HRM with suitable examples illustrating the way in which it supports
organizational development :
 CONCLUSION
 References:

INTRODUCTION
Human Resources management can be stated as the practise that
includes the recruitment and the deployment process as their main
functions. Other than that the HRM practices also includes the hiring
and is responsible for keeping the environment calm and easy. The
organisation taken in to consideration is Tesco. . They are the biggest
retail giant based in UK. In this report the impact of the role of HRM in
creating sustainable organisational performance and contributing to
business success will be understood (Zhao and Zhou, 2021). Also the
effects of the changing nature of organisations on human resources
skills and knowledge will be known.

P1. EXPLAIN THE MAIN AREAS
OF HRM IN THEIR CONTRIBUTION
TO CREATING SUSTAINABLE
PERFORMANCE
The human resource management is something that
could have a huge hand in creating a sustainable
performance in the organisation. The organisations
should be implementing the right Human resource
practises to make sure that the organization is run
well and the environment stays stable.
• Employee productivity
• Employee retention
• Brand recognition
• Change implementation
• Recruitment & Hiring

CREATE SUSTAINABLE
ORGANIZATIONAL
PERFORMANCE.
The development and the performance of the organisation provide
platforms for the people and the organisation top successfully grow
with proper enhancement. The company Tesco could use these
areas to grow with their businesses and formulate their strategies
properly. The sustainable performances do require the
implementation of the right strategies in the organisation (Soltis,
Brass and Lepak, 2018). The areas of the HRM could be used to
create the proper sustainable performances in the organisation and
could help in increasing the productivity.

P2 Review the effects of the changing nature of organisations
on human resources skills and knowledge.
 The human resources can have great impacts on the changing
behaviours that undergoes in an organisation. This can also be
the way the human resources skill and knowledge can be tested
in an organisation and by that they can evaluate the proper
ways of the effect on their performances . The organisations
have been changing in the behaviour patterns forever now and
that gives the assurance that the people should be ready for the
changes and their impact on them.

M2 Examining Human resource
management in relation to the
changing nautre of modern
business organisations :
 HRM function was not considered as an important function in
the previous business entities. The evolving business has
given information about the need of human resource
management in the business and its importance. It was not
even a business functions before a few decades. There was
a monopoly in the market and the consideration was given
on analysing product / services that can be hit in the market
and does not have any competition.

P3 Review practices of HRM that
relate to the recruitment and
retention of the employees with
the motive of achieving business
objectives :
 Legislation aspects :
 While recruitment of new individuals
 At the time of hiring
 Job security :
 Workplace flexibility :

M3 Evaluate the use of human
resource management practices
in the process of retention and
recruitment
The recruitment is basically defined as the procedure which
is utilized by the department of HR within organization. In
this procedure the main function of HR is to hire the talented
candidates within firm for running their activities smoothly. .
But in aspect of retention it is defines as the procedure of
sustaining the productivity and performance of previous
employees within company. For retaining the employees
within firm the top level management utilized various
strategies or tactics. For example identifying the real
problems which is faced by them quickly and also providing
all types of resources to their workers for accomplishing their
task in time.

external aspects affecting
decision making of human
resource management to support
the development of the
organisation :
Human resource management is a complicated business
function that have a lot of responsibilities that are needed to
be followed. It has the power of making different important
decisions of a company.
 External factors :
 Use of technology
 Cultural and social
 Internal factors :
 Corporate objectives
 Operational strategies

factors that affects the decision
making process of HRM with
suitable examples illustrating
they way in which it support
organisational development :
The decision making process of HRM is influenced by
a variety of factors. Human resource management
should take into account all of the influencing factors
make decisions that are beneficial for the
organization (Chaudhary, 2018). The corresponding
section must select the appropriate technological use
for the firm to ensure completion of tasks, external
factors like technology play a significant role in
decision making of HRM.

CONCLUSION
 From the above report it has been concluded that HRM is a
business function that plays a vital role in the outcomes of
the company. There are different areas of the function and
internal and external factors like – technology and objectives
that affect the decision making process of the company.
Main responsibilities of the related function is to hire
individuals and maintain their performance.


REFERENCES
 Zhao, H. and Zhou, Q., 2021. Socially responsible human
resource management and hotel employee organizational
citizenship behavior for the environment: A social
cognitive perspective. International Journal of Hospitality
Management. 95. p.102749.
 Al-Swidi, A.K., Gelaidan, H.M. and Saleh, R.M., 2021. The
joint impact of green human resource management,
leadership and organizational culture on employees’
green behaviour and organisational environmental
performance. Journal of Cleaner Production. 316.
p.128112.
 Santana, M. and Lopez‐Cabrales, A., 2019. Sustainable
development and human resource management: A
science mapping approach. Corporate Social
Responsibility and Environmental Management. 26(6).
pp.1171-1183.