Individual Project: HRM Strategies of Tesco - A Comprehensive Report

This report provides a detailed analysis of Human Resource Management (HRM) practices within Tesco, a leading UK-based retail supermarket. It begins with an introduction to HRM, emphasizing its strategic importance in managing employees and fostering a positive work environment. The report then examines Tesco's recruitment process, outlining the steps from application to final interview, and its motivation strategies, including identifying employee needs, addressing tensions, and providing feedback. Furthermore, it delves into Tesco's HR management practices, such as the roles and responsibilities of managers, legal frameworks, and HR planning, including planning, staffing, directing, and controlling. The report also describes specific HRM practices at Tesco, focusing on planning, staffing, directing, and controlling. Finally, the report concludes with recommendations for Tesco, drawing on the analysis of its HRM strategies. This report aims to provide a comprehensive overview of Tesco's HRM approach and its impact on the organization's success. It is an individual project that analyzes the recruitment process, motivation processes and HR practices of Tesco.

Humanity resource
management -
individual project

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
Recruitment process of the Tesco. ..........................................................................................1
Motivation process in the Tesco company...............................................................................2
HR management practises in the Tesco...................................................................................3
Descriptions of the HR practices at the Tesco.........................................................................5
Analysis of the HR practice at the Tesco. ...............................................................................6
Recommendations for Tesco....................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Humanity resource management refers to the strategic approach that provides effective
and efficient management of the humans in the organisation. It contains the whole process of
employing human power in the organisation, provide training to them , compensate them for
their work, developing policies and regulations which provides them healthy working
environment in respect to develop productivity. It is very important for an organisation to
regulate their functions in different departments. Having effective humanity resource
management in the organisation makes the employees satisfied with the fair treatment, equal
opportunities and good working environment. This report is being made in the context of Tesco
which a UK based retail supermarket selling grocery items. They are providing their services in
different countries also(Aboramadan and Karatepe, 2021) . The aim of this report is to highlight
the recruitment and motivation process in the organisational context. It also covers the processes
of the HR department with its policies and the management practises. Further in this report is
covers the in-depth analysis of the what strategies organisation adopted in the company or why
they have implemented the certain strategies.
TASK
Recruitment process of the Tesco.
Tesco is well known and establish company which is recognised as the no. 1 retail
supermarket in the UK. Its services are not only bounded in UK but they have various franchises
in the several other countries also. The reason behind its commendable services is their
productive staff which work best of their capabilities and generate much productive work in the
organisation. They have the best employees in the organisation and for that they are
implementing effective recruitment processes. The steps of the recruitment process are described
below:
 Application process- This the initial stage of the recruitment process. As firstly an
individual have to apply for the position for which they are capable of. The company
recruit the people who are best suitable for the task performance (Agarwal, 2021) . Tesco
recruit on the basis of first come first served.
 Diversity and inclusion- The stage includes everyone in the society as Tesco welcomes
the diversity in the organisation. The company knows how to treat everyone in the
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organisation equally. The company want the employees who possessed the different
quality which makes allows the different personalities and cultures in the organisation.
The company is inclusive workplace that actively involves in the process of building
diversity at the workplace.
 Check the application- The next step in the process of recruitment is checking the
application of the applicant that which employee is most suitable for the application. The
HR department of the company checks each and every application and then shortlist the
applicant based on qualification and the possessed skills.
 Telephonic interview- The manager of the HR professional take the telephonic interview
of the shortlisted applicants and then select the applicant for the next process. Generally
the time for the telephonic interview is 10 to 15 minutes and they ask about educational
qualification, experience, previous job and about the Tesco company.
 Final store interview- On the basis of the telephonic interview , the HR of the Tesco
selects some applicants and call them for the face to face interview in the organisation.
In the store they have ask several questions about the company and its services and the
employee capabilities towards the performing tasks. The final round decides the final
selection of the employee in the Tesco company.
Motivation process in the Tesco company.
In respect to generate the more and effective work from the employees in the organisation,
there is a need to motivate employee for better or enhanced productivity. Motivation is the
approach which always provide result in the positive ways. Motivate employee in the
organisation contribute in a more better ways and result in increment in the productivity,
profitability and the success(Ahmed and Moosafintavida, 2020) . Tesco is implemented
approaches in the organisation which makes the employee motivated and provide better
outcome. They have applied the process of motivation containing 5 steps in it, which are
discussed below:
 Identification of the unsatisfied needs and the motives of the employees- The first process
in the chain of steps is identification of what are the needs and motives of the workforce
that actively motivates or stimulate them to complete the work. This is describes as the
hunger of the employees internally that make them perform the tasks and responsibilities.
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In order to motivate the employees Tesco stimulate that need and motive which results in
enhanced productivity.
 Tension- Having unsatisfied needs in the individual creates the tension. Such tension can
be of four types physical tension, psychological tension, sociological tension and
emotional tension. In-depth evaluation of the such tension among the employees effects
their productivity in the organisation. In such scenario people needs the objects that
satisfy their needs and if the organisation is providing the same then it will definitely
affects positively both the Tesco and the employee.
 Action to satisfy needs and motives- The tension in the employee creates strong desire
to call for the immediate action. The individual find and engage in the activities that
satisfy the needs and minimizes the tension. For this Tesco have presents several
choices and alternatives in front of the employee. This can be action in more hard work
and the result can be in earning more money for that.
 Goal accomplishments- The action by the Tesco to satisfy needs and motives helps in
accomplishing the goals. It can be accomplished through the process of reward and the
punishment. Reward is the most effective way to achieve desired goals and punishment
can only result in one time achievement of the goal. Tesco beliefs in the rewarding
system more than punishment system. But both the process results in ultimate
achievement in the goals.
 Feedbacks- This stage in the motivation process is most important stage as it determines
the information and improvement in the needs and motives of the employees. On the
basis of how the goal is achieved the needs and the motives of the employees modified.
Changes or fulfilment of the desires changes the essentials and priorities of the
employees(Alam and Raut-Roy, 2019) . And determining the ability o the employee,
favourable environment to work and the motivation process generate more effective
performance. So, generating feedback provides information to stimulate employee again.
HR management practises in the Tesco.
The HR practises in the Tesco are very calculative as they policies are implemented after deep
evaluation on the needs and goals of the organisation. Human resource department planning
enhances different areas in the organisation. In the management of the Tesco company HR plays
a very essential role. Some of the management process are mention below:
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 Roles and responsibilities of the manager- The department of the human resource is
designed the designation and power of the manager that align the employee working the
organisation store. The manager make sure that he takes correct decision in respect to
their co-workers and that helps customers also (Alam and Raut-Roy, 2019) . The
department of the human resource handles the whole management of the organisation
through implementing duties on the manager.
 Legal and regulatory framework- Tesco is working in an economy and following the
rules laid by the government becomes mandatory. These laws can be applicable in the
different manners in the various department in the organisation such as labour law, safety
law, security law are the laws that impact the working of the HR departments. The HR of
the Tesco mostly focused on the employees as they are the foundation of the
organisation. The government of the UK laid the several laws and rules in respect to the
workers of the country . The company make the alignment with all laws in respect to treat
them equally and follows all the legal procedure of the Human Resource by the UK
legislation.
 Human resource planning- This the most important aspect in the organisation which
assess the requirements of the organisation. They follows all the rules and use possible
resources. Firstly in the organisation they assess human resources in respect to their
skills, knowledge and the talent. Then they forecast the demands of the organisation in
respect to desired goals. After demands HR forecasts the supply which involves the
economic and industry environment. Making balance between the demand and supply
results in appropriate profit and less inventory management (Conejo, Gasparini and da
Silva Hounsell, 2019) . The final process is the Action plan which is the strategic
execution of all the plans as per the planning and providing relevant training to the
employees, so the performing tasks become easy for employees.
 Regulation of the effective reward system in the company- In the Tesco company
effective works generates from the different policies and the procedure in the
organisation. These policies includes the motivation techniques by the company which
enhances the work of the employees. Tesco implements the reward system in the
company which provides pay for the company employee for their hard work and the
behaviour. The reward process can be implemented in the organisation in the form of
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progression, promotion, compensation, businesses, relocation according and trips. The
success of the Tesco is highly depend on the effectiveness of the reward procedure of the
company.
Descriptions of the HR practices at the Tesco.
Human resource management is the a function of the organisation which includes recruitment,
selection, training of the human resource. Human resource tries to manage the conflicts and
guide the employee in order to generate competitive advantage. There are various internal and
external factors that affects the HRM practices (Moore and Brannen, 2018) . The purpose of the
Human resource department at the Tesco involves in many practises such as planning, staffing,
directing and controlling. The detail analysis of the process of the human resource are discussed
below:
 Planning- The human resource management are accountable for maintaining effective
planning in the organisation which not only generate the future growth plans but also
make the plans in accordance to the individual ability to perform the tasks. Each and
every plan has certain hidden agendas which are on the basis of the goals and objectives.
Tesco makes the plans and strategies for every aspect of the organisation which includes
training of the employees, implementing latest technology, enhancing business plans and
making increment in the productivity in accordance to the market needs.
 Directing- It the process of proving guidance to the employees of the organisation in
respect to achieve the goals. Tesco implements the plan and then providing the guidance
about each plans. The managers and the Tesco supervise the plan and activities of the
organisation in order to ascertain the overall performance of the employees and for that
they guides the employees.
 Staffing- This the process implemented buy the Tesco which comprises the hiring of the
desirable candidates for the specific positions. The management of the Tesco is the
continuos process having different stages which includes finding an appropriate
candidates, selecting and evaluating the qualities in the applicant , developing
relationships with the existing and future employees of the organisation.
 Controlling- It is the process which is implemented by the Tesco company in respect to
manage the plans and activities. It the measure implemented by the company which
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analyse the expected result and the real outcome and then generate the variations and the
area where organisation is lacking (Rosedi and Mat Jaafar, 2018) . Controlling make sure
that there is effective and efficient utilization of each and every resources in order to
achieve the planned goals. The human resource department in the Tesco controls all the
leading services and the processes of manufacturing, packaging, promoting ad selling.
Analysis of the HR practice at the Tesco.
It is been analysed that HR is very important in the organisation and there is growing
importance of HR in the UK. With the increase in the competition in the global economies there
is need to implement effective HR policies in every organisation. Tesco is the company who
have implemented very impactful HR policies and they are reviewing their HR policies time to
time. The company has integrated strategic HR policies into their business plan. The managers
of the company have making best utilization of the aspects of the HR in the process of decision
making. The human resource department of the organisation is showing high commitment in
order to gain acceptance from the workforce by providing them both the basic and extended
training. In the wide picture of strategic formation of the Tesco discussed and analyse with all
the employees of the company (Strenitzerová and Stalmachová, 2021) . This help in generating
high value for the company with that this also assure workforce that they are valued in the
organisation. The HR at Tesco have proactive in the strategic level and with that they are
increasingly making training priority for the HR practices. Human resource department of the
company is also emphasises on the long run growth and equipping the employees with the skill
and knowledge required to complete the task.
Recommendations for Tesco
It is been evaluate that the Tesco requires to generate new skills into their plans which enhances
their HR practices more in comparison to present scenario. The new approach based on the
increasing competition in the market will bring freshness in the operations and functions. Tesco
needs to make improvement in the certain area of the organisation such as there is need to
implement new technology, upgrade the approach of working and the patterns, need to improve
the training patterns and the most importantly they have to make promotion strategy which is
more impactful then before a well as economic (Tereza, 2020) (Zaid, Jaaron and Bon, 2018).
Its been also recommended to the human resource of the Tesco that they should focus more on
maintaining sustainability in the organisation and work a bit more towards environment building.
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CONCLUSION
From the above report is is been concluded that humanities practice is very important in the
organisation because it regularise the policies and the task. Having effective Human resource in
an organisation results in more and more profitability and success. The report is being prepared
in the context of Tesco company and their HR policies. This report evaluates the recruitment
process of the Tesco which comprises different stages in it which are Application process,
Diversity and inclusion, Check the application, Telephonic interview and Final store interview.
Then it explains the motivation process which is implemented by the company in respect to
generate more and more work from the workforce. There are certain steps which is taken by
Tesco to motivate their employees which are Identification of the unsatisfied needs and the
motives of the employees, Tension, Action to satisfy needs and motives, Goal accomplishments
and Feedbacks. Adding to that it describes the human resource policies and the management
practices of the Tesco that are Roles and responsibilities of the manager, Legal and regulatory
framework, Human resource planning and Regulation of the effective reward system in the
company. In the last sections of this report it evaluates what are the process of practice of the
human resource activities with the analysis of the different practices in the company. Further
there is recommendations for the Tesco company, so that they make some improvements in the
HR policies and procedure of the organisation.
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REFERENCES
Books and Journals
Aboramadan, M. and Karatepe, O.M., 2021. Green human resource management, perceived
green organizational support and their effects on hotel employees’ behavioral
outcomes. International Journal of Contemporary Hospitality Management.
Agarwal, P., 2021. Shattered but smiling: Human resource management and the wellbeing of
hotel employees during COVID-19. International Journal of Hospitality Management, 93,
p.102765.
Ahmed, J.M. and Moosafintavida, S., 2020. Why nabors industries (NBR) Acquired Tesco
Corporation (TESO) in an all-stock transaction: A case study. International Journal of Applied
Science and Engineering, 8(2), pp.147-154.
Alam, S. and Raut-Roy, U., 2019. Evaluating the Effectiveness of Reward Strategy at Tesco:
Evidence from Selected Stores in UK. Indian Journal of Industrial Relations, 55(1).
Alam, S. and Raut-Roy, U., 2019. Evaluating the Effectiveness of Reward Strategy at Tesco:
Evidence from Selected Stores in UK. Indian Journal of Industrial Relations, 55(1).
Conejo, G.G., Gasparini, I. and da Silva Hounsell, M., 2019, July. Detailing motivation in a
gamification process. In 2019 IEEE 19th International Conference on Advanced Learning
Technologies (ICALT) (Vol. 2161, pp. 89-91). IEEE.
Moore, F. and Brannen, M.Y., 2018. The anthropological comparative method as a means of
analysing and solving pressing issues in comparative HRM. In Handbook of Research on
Comparative Human Resource Management. Edward Elgar Publishing.
Rosedi, N.F. and Mat Jaafar, N.N., 2018. A study on the influence of Human Resource
Management (HRM) practices towards employee performance at Tesco Bandar Sungai Petani,
Kedah.
Strenitzerová, M. and Stalmachová, K., 2021. Possibilities of using machine learning in the
motivation process of university teachers. In INTED2021 Proceedings (pp. 1964-1973). IATED.
Tereza, B., 2020. Získávání a výběr zaměstnanců v organizaci Tesco Stores ČR, as (Bachelor's
thesis, České vysoké učení technické v Praze. Vypočetní a informační centrum.).
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production, 204, pp.965-979.
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