Analysis of HRM Practices at Tesco PLC: Talent, Skills, and Objectives

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco PLC, a multinational grocery and general merchandise retailer. It explains the purpose and scope of HRM in resourcing talent and skills to fulfill business objectives, evaluates the effectiveness of key HRM elements within the organization, and analyzes internal and external factors, including employment legislation, that influence HRM decision-making. The report also applies HRM practices in a work-related context, examining different approaches to recruitment and selection, including internal and external methods, and discusses their respective strengths and weaknesses. It further explores the 'Best Fit Model' and 'Best Practice Approach' in relation to Tesco's HRM strategies, differentiating between Hard and Soft HRM models and their application within the company's democratic leadership style. The report concludes by highlighting the importance of effective HRM policies in managing Tesco's vast and culturally diverse workforce across its global operations.

HUMAN RESOURCE MANAGEMENT
1

Table of Contents
Introduction......................................................................................................................................3
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing in
your chosen organisation with talent and skills appropriate to fulfil business objectives...............4
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization...................................................................................................................................10
LO3 Analyse internal and external factors that affect Human Resource Management decision-
making, including employment legislation....................................................................................13
LO4 Apply Human Resource Management practices in a work-related context..........................16
Conclusion.....................................................................................................................................23
Reference List................................................................................................................................24
2

Introduction
The term ‘Human Resource’ refers to the people working for the organization and helping them
attain the organizational growth and development. Since they contribute significantly to the
development of the organization and the success of the company depends on the workforce it
recruits and possesses, they are termed as a ‘resource’. The term was first introduced in the late
1960s when the labor relations with the management started developing in the job scenario,
globally, and the concepts like organizational behavior, employee motivation and recruitment of
candidates based on their qualification rather their identity and societal position evolved and
came to the forefront.
TESCO PLC is a multinational general commodities and grocery retailer, which was founded in
the year 1919, in the city of London. The organization is headquartered at Welwyn Garden City,
Hertfordshire, England (Tesco.com, 2018). The subsidiaries of the company includes Tesco
bank, Tesco Mobile, Tesco Stores and Tesco family dining Ltd. among the numerous others, this
reveals the spread of the business in the global market. The CEO of the company is Dave Lewis,
who overtook his office from September 2014. There are above 6,500 stores and supermarkets
owned by Tesco globally and the annual revenue, as per reports of 2017, was close to 56 million
Euros. The number of employees working for the organization is around 476,000, which
necessitates the existence of appropriate HRM policies in the organization, in order to assist the
management to handle such a vast and culturally diverse workforce, in stores all across the
globe.
The project aims at studying the effective HRM functions and policies existent in Tesco as well
as analyzes the strengths and weaknesses of the recruitment policies as resorted to, by Tesco Plc.
The organizational structure of the company is hierarchical, since the size of the business is huge
and so is the number of workers who need to be effectively managed. There are different layers
of management governing the functions of the organization and the various department within,
which makes the decision-making process slower and requires the employees to act as per the
instructions of the administration. This brings down the innovation quotient of the company but
ensures delivery of impeccable services to the customers, since the workers are under constant
monitoring process.
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LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing in
your chosen organisation with talent and skills appropriate to fulfil business objectives.
Explain the purpose and the functions of HRM, applicable to workforce planning and resources
in your chosen organisation [P1, M1]
The term ‘Human resource Management’ encompasses all the practices that are resorted to by
the management of the organization, in order to recruit the appropriate personnel for all the
functioning departments of the organization and to manage the organizational human assets
(Marchington
et al., 2016). The main areas of focus for the human resource management division
of the organization are recruitment of appropriate candidates, planning for the compensations
that are to be delivered to the employees and training the employees adequately so that they are
able to perform all the functions. The other focus areas include maintaining effective employee
and management relations as well as working towards the development of the organization,
while ensuring the safety and security of the employees at work (Wild, 2017).
Purpose and function of HRM applicable to workforce planning at Tesco
The process of workforce planning refers to the analysis of the future needs of Tesco like the
staffs that would be required at the organization and the stores and recruiting them accordingly,
ensuring the needs are adequately met. The training of the newly recruited staffs, to orient them
as per the needs of the departments they are recruited for, is also another function carried out by
the HRM at Tesco. There are numerous departments in the organization like the marketing
department, accounts and finance department, customer service department and several others;
all the departments needs dedicated staffs, so that they are able to contribute to the growth and
development of the organization in a much better way.
Purpose and function of HRM applicable to resource planning at Tesco
The resources like the finances and the finished goods for the sales needs to be distributed to
individual stores effectively, which is overseen by the HRM department. The human resources,
like the quality of talents that are hired, also needs to be distributed in the stores as per the
requirements. For example, when a new store opens in an area where huge competition exists in
the market, the best of the staffs must be appointed in that outlet so that they are able to win over
the staffs and please them with their services.
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Best Fit Model
The ‘Best Fit Model’ states that the human resource policies of the organization must be aligned
with the strategies of the company, in order to help the company achieve the organizational
objectives (Jackson
et al., 2014). Another tenet of the best fit model is that only such candidates
should be recruited who would be able to contribute in the development of the company. The HR
manager at Tesco is responsible for recruitment of the candidates strictly after examining the
suitability of the candidate for the post and the skill sets that are possessed by them.
Best Practice Approach
The ‘Best Practice Approach’ refers to the policies and practices that are followed in the
organization, in order to satisfy the employees and assist in attaining competitive advantages in
the market, irrespective of the setting the organization is in (Furnham, 2017). The practices like
rewarding the employees, providing all kinds of security to them and training them adequately
for the purposes are included in this approach and followed by the HR manager at Tesco. The
best fit approach are preferred by most of the HR Managers since it makes them level-one
partners in strategy and decision-making process of the organization.
Hard and Soft Models of HRM
There are two different models of HRM, which identifies two entirely different approaches for
human resource management. The Hard HRM approaches utilizes the employees and treats them
as a resource of business while the Soft HRM practices treats the employees as the nost
important asset of the organization (Kaiser
et al., 2014).
The Hard HRM model recognizes the needs of the work force and executes the recruitment and
the training processes accordingly while the Soft HRM model focuses on the needs and
motivational requirements of the employees like rewards.
While the Soft HRM practices can be executed in organizations where the democratic kind of
leadership is followed, the Hard HRM practices can be executed in organizations with autocratic
leadership styles (Lawter
et al., 2015).
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TESCO is an organization where the democratic kind of leadership is followed, hence the
employees are appropriately motivated by the leaders to perform their assigned job roles and
their hard work is recognized and rewarded generously, by the management of the organization,
which leads to employee satisfaction.
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Using examples from your chosen organisation, explain the strengths and weaknesses of
different approaches to recruitment and selection [P2, M2]
Recruitment refers to the process of establishing effective connection between the applicants
applying for the job and employers who seek for employing people while the process of
selection
refers to screening and choosing of candidates, based on their talents and experience to meet the
requirements of the vacancy in the concerned organization (Bamberger
et al., 2014). The
importance of recruitment lies in the fact that the process helps in creating a talent pool in the
organization, by attracting numerous individuals (with the image of the company and its
establishment in the market) and recruiting the best candidates. The process of selection is
important because it helps in selecting the most suitable candidate for a given job position in the
organization, out of the most promising ones.
Difference between processes of recruitment and selection
Recruitment Selection
A contact is established between the employers
and the candidates in this process
The most competent employees are selected for
a particular post in the organization in this
process
The process is simple and encompasses a
positive approach
The process is complicated, consisting of
multiple steps and is a negative approach
The method is economical and comparatively
less time is required for the process
The method is costly and comparatively more
time is required
The process of recruitment comes first,
followed by the process of selection
The process of selection comes after the
process of recruitment
Table 1: The difference between recruitment and Selection (Created by author)
Being a HR manager at Tesco, there are two different approaches that can be resorted to, for
recruiting and selecting the candidates for the positions available in the organization, the internal
and the external process of recruitment and selection. According to the external process of
recruitment and selection, the candidates are recruited from outside the organization, while in the
process of internal recruitment, the employees are selected from within the organization. In case
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of external recruitment, the news of recruitment is published on televisions and newspapers,
while in case of internal recruitment, the candidates are promoted from one position to the other.
The external process of recruitment relies on the merit and the qualification of the candidates
while the internal process of selection relies on the merit and seniority of the candidates working
in the positions (Bratton and Gold, 2017). Training is not required in case of internal recruitment
and selection process while in case of external selection and recruitment, training and induction
is a necessary process.
Strengths and Weaknesses of Internal Recruitment
Strengths
Weaknesses
 The process is inexpensive and quick
 The candidates are selected on the basis
of their merit and seniority
 Training and induction processes are
not required
The choice of candidates is limited
The process employs only such candidates who
are already n the payrolls of the company
Strengths and Weaknesses of External Recruitment
Strengths
Weaknesses
 The process has a great scope and assists in
selection of the most qualified and suitable
candidate for the position available in the
market
 Quite many options are available
 The candidates are selected on the basis of
the qualification as well as merit
 It is a lengthy process and its costly too
 Training forms an essential part of this
process of recruitment since the candidates
selected might lack some of the essential
skills required for the execution of the tasks
assigned to them
At Tesco, both internal as well as external methods of recruitment are relied upon, for recruiting
the best candidate as well as the reward the ones who have been associated with the company for
a long time. The internal recruitment are carried out for such posts like the chief accounting
officer, the financial consultant and offices as such, which employs the candidates based on their
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experience, merit as well as seniority. The promotions help reward the senior employees as well
as ensure that jobs requiring more responsibilities are handed over to the senior staffs of the
organization (Cascio, 2018). This acts as an effective way of satisfying the employees. The
external recruitment process helps in employing the most suitable external candidate for the
positions that are vacant in the organization. The HR manager at Tesco needs to recruit and
select the suitable candidates as well as train them for handling the tasks rendered to them. The
cost incurred for the advertisement processes for the interviews of the external selection and
recruitment process also acts as a promotional venture and thus, helps in promoting the name of
the company further.
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LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization
Explain how different HRM practices benefit the management and employees of your chosen
organization [P3, M3].
The practices of Human Resource Management assist in pacifying the employees and motivating
them to work for the attainment of the organizational objectives. A number of HR practices play
a major role in establishing effective relationships between the management of the organization
and the employees working therein like career management, performance appraisal, rewards
system and several others.
Motivating the employees and pacifying them, by recognizing andrewarding their efforts serves to be beneficial for the management of the organization as well,
since the employers are able to retain the employees for longest time and the increased trust and
loyalty of the employees towards the organization helps in boosting its performance further
(Purce, 2014).
Theory relating to the motivation of employees at Tesco
The theories of motivation are followed by the administration of Tesco, in order to satisfy the
employees and motivate them effectively, to perform for the achievement of the organizational
objectives. There are numerous motivational theories like Maslow’s Hierarchy of needs,
Herzberg’s two-factor theory and McGregor’s X-Y Theory, which are followed by the eminent
organizations, in order to motivate the employees adequately. According to
McGregor’s X-Y
theory, the management of the organization needs to have a clear understanding of the mentality
of the employees working therein, so that they can plan for effective management systems, to
motivate and influence the employees to work collaboratively and lead to realization of the
objectives of the company. There are two facets to this motivational theory,
theory X and Theory
Y. Theory X assumes that the employees of the organization lack the interest to work in projects
and needs to be supervised in each and every step, during the execution some assigned tasks, in
order to ensure that they execute the tasks properly. On the other hand, theory Y assumes that the
employees are all motivated and interested to work for the growth and development of the
organization while shouldering all the responsibilities that are bestowed upon them. The group of
employees belonging to the category X belongs to organizations with vertical or tall
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organizational structure and thus, they have no freedom of their own, which leads to low
motivations. The employees belonging to category Y belongs to organizations with a mixed or
horizontal (flat) organizational structure, where the employees are encouraged to innovate and
work freely, participating in the executive decisions of the organization. In Tesco, the employees
are all free to innovate and are motivated to participate creatively, in the development of the
organization. This fact supported by the theory helps the HR manager at Tesco to strategize for
the effective leadership techniques that needs to be followed in the organization and the
respective departments.
Theory relating to the reward system at Tesco
Maslow’s Hierarchy of Needs pyramid explains the basic and the advanced needs of the
employees wherein the lower levels deals with the most basic needs of the employees like food
and shelter while the higher levels deals with the advanced needs like safety, motivation and
other psychological needs. The theory states that the employees do not feel motivated to work for
the development of the organization, until the time the needs at the lower levels are not fulfilled
by the organization (Armstrong and Taylor, 2014). For example, if the employees are not paid
well, then they will not be able to fulfill their requirements of food and shelter and thus, would
not feel associated with the company. On the other hand, if the employees are provided with
adequate pay and other facilities, which helps the employees to lead a happy and comfortable
life, then they feel associated with the company and strives to perform optimally for meeting the
organizational objectives and participating in the development of the organization. The higher
levels in the
‘needs pyramid’ deals with psychological and the self-actualization needs of the
employees, which encourage them to perform till those needs are not satisfied. An example is
that the employee strives to work hard until his/her efforts are not recognized adequately and
commended by the management of the organization (esteem needs).
The reward system at Tesco
as well as the good pay packages and other amenities that are provided to the employees,
working with the organization satisfies the employees effectively and is the reason behind the
success of the organization (Robertson, 2016). This is also another reason why the human
resource management systems of the organization are so successful in its endeavor.
The
rewarding system at Tesco also helps in fulfilling the esteem and the self-actualization needs of
the employees and thus, boosts the performance of the employees and the organization.
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Evaluate the effectiveness of different HRM practices in your chosen organization in terms of
raising organizational profit and productivity [P4, M4].
The rewarding system at Tesco is very efficient and recognizes every effort of the employees
that they put into the development of the organization. The performance of the employees is
evaluated at a regular basis in the organization and the employees are paid as per their job roles
and performance in the departments (Sparrow
et al., 2016). The system of incentives motivates
the employees to work harder and contribute to the success of the organization. The other
employees, who are not provided with any incentives, also draw motivation from their
colleagues and tries to perform in a better and improved manner. The departmental leader at
Tesco provides adequate freedom to the employees and considers their views while adopting any
executive decisions. The staffs are also left free to innovate processes that ease their work
function and improve their performance, while improving the work culture at Tesco. The actions
of motivation also promote a positive work environment and the employees feel associated with
the company, which, in turn, boosts the productivity and performance of the organization. The
employees are provided with adequate and appropriate amenities and facilities, which help them
lead a good life and feel like a part of the company family. This positive association encourages
the employees to perform with increased might and vigor, for the development of the company
and in increasing the profits earned by the company.
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LO3 Analyse internal and external factors that affect Human Resource Management decision-
making, including employment legislation
Analyse the importance of employee relations in your chosen organisation in respect to
influencing HRM decision-making. [P5]
Employee relation refers the relationship that is shared among the staffs, members and
employees of a business firm (Ali
et al., 2015). It is important that the employees must be
comfortable to work with each other so that the organization can have a positive work culture.
The HRM department of Tesco is responsible to maintain the employee relations and develops
certain policies that assist them in this context. Employee relation is necessary to increase the
communication among the internal stakeholders leading increased the productivity of
organization. The HRM provides training to the employees in order to increase their
communication skills and allow them to interact with other members of the firm. The training
and interaction helps the HRM in understanding the skills that are possessed by the employees
and they allot the tasks in a better and efficient way. The management of Tesco ensures to follow
all the important and beneficial legislation that will help in providing better services to the
employees.
HRM ensures to engage their employees in major decision-making process of the organization;
this step makes the employees feel valued and responsible. The opinion of the employees
enhances the decisions of the HRM (Tims
et al., 2015). As per the element of employee relation
it is necessary that a positive climate should be created that is agreeable for all the parties that are
involved in the organization. This will help in developing harmonious relationship and mutual
trust among them.
 There are certain strategies and practices that will allow the HRM of Tesco to improve their
employee relation. The strategies are:
 The team supervisor should interact with their employees on a regular basis in order to
encourage and motivate them to perform better (Wan and Wang, 2017).
 The company should provide employment benefits and rewards to their employees so that
they are loyal towards their company.
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 Define targets for employees so that they are motivated to work hard in order to achieve
them.
The employee relation will help the HRM in, making appropriate decisions about the market
procedures. The HRM can resolve any problem and issue within the organization in a more
efficient and appropriate manner with the help of employee relation.
Identify the key elements of employment legislation and the impact it has upon HRM decision-
making in your chosen organisation. [P6]
The government of UK has established a number of legislations that help in the decision-making
process of the HRM of Tesco. The government has implemented these laws so that the
employees can have certain benefits and freedom. The employees will be able to receive safe
environment, minimal holidays and wages with the help of these laws. Some of the basic
requirements and demands of the employees are considered by the organization due to the
legislations of the government. The legislations that are essential and have to be considered in
the decision making process of HRM of Tesco have been discussed below:
Data Protection Act 1998
The Data Protection Act 1998, helps in ensuring that the information that are submitted by the
employees in the organization are protected and kept confidential by the management of the
organization (No, 2017). The employee also commits to keep all the policies and important
business operations confidential. This law helps the HRM to maintain security of data of the
organization and the employees.Health and Safety Act 1992
The Health and Safety Act 1992, ensures that the employees of organization are provided with a
safe working environment (Holt and Allen, 2015). The HRM of Tesco ensure that basic first aid
kits, fire extinguisher and other such facilities are available in order to treat their employees
during any emergency situation. This act also helps in gaining the trust of the employees, as they
feel secure within the organization.Working Time Regulations 1998
The government of UK establishes the working time regulation Act 1998, the act states that the
working time of all the business organization operating in UK is required to be 8 hours per day
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(Berg
et al., 2014). The HRM of Tesco ensures that all their employees are working 8 hours and
are not exceeding the period.
Disability Discrimination Act 2005
Disability Discrimination Act 2005 is the Act that is strictly followed by the HRM of Tesco to
ensure that their organization is providing equal opportunity to disable individuals (Dryer
et al.,
2015). The HRM department provides equal job opportunities and responsibility to every
candidate that is working for their firm. This act is helpful for disable candidates as they are able
to get job opportunity due to this act.Equality Act 2010
The equality act is the act that has been implemented by the government of UK, it help the
employees in getting equal treatment within their workplace and protects them from any kind of
discrimination (Butler, 2016). As per this act the HRM of Tesco provides equal job opportunities
for males and females. This act also helps the employees in receiving a minimal wage for their
services. The acts essential as it protects employees from any unjust treatment or termination.
These acts allow the HRM of Tesco to provide their employees with all the necessary benefits
that are implemented by the government of UK. The acts are also beneficial in increasing the
employee relation of the organization. The HRM can use these legislations while drafting
contracts for their employees, as this will help them in maintaining their work as per the rules of
the country.
15

LO4 Apply Human Resource Management practices in a work-related context
Illustrate the application of HRM practices in a work-related context, using specific examples
from your chosen organisation [P7].
The HRM department of Tesco has decided to recruit marketing manager for their organization,
so that the promotional activity of the firm can be enhanced (Tesco-careers.com, 2018). The
HRM team will plan the recruitment process and advertise about the job vacancy through a
variety of medium that will allow them to reach out to potential candidates. The job specification
for the vacancies has been described below:
Job specification:
Designation: Marketing Manager
Company: Tesco PLC
Contract: Permanent
Shift: Day shift
Job responsibilities
1. Manage all the team members of the marketing department and guide them towards achieving
the marketing goals and objectives of the company. The manger should be able to conduct
market research for the organization
2. Develop a marketing strategy as per the goals and objectives of the company
3. Maintain all the marketing activity within the marketing budget of the organization
4. Publication and creation of marketing material in line with the marketing plan
5. Working in cooperation with designs agencies and assist in the launch of new products.
6. Organizing promotional campaign to create awareness about the brand and its services
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Criteria for candidate selection
Qualification and education
1. MBA in marketing
2. Bachelors degree in Marketing
3. Should be high school graduate with at least 60%
Experience and knowledge
1. 5+ years of experience in marketing and promotion in any well-known industry
2. Ability to work under pressure
3. Excellent decision-making and communication skills
4. Should possess knowledge about social media development strategies and online content
marketing
CV of interested candidates
John Hobson
105 Thomaston Road, Preston CT 06366
Mobile no.- 7078661353
Email- [e-mail]
--------------------------------------------------------------------------------------------------------
Date of birth: 26/12/19**
Gender: Male
Marital Status: Unmarried
===============================================================
Education:
Master’s in Economics in 2014
Diploma in English language
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Experience :
Sales executive at Jayson shop from 21st June 2017 till now
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Job role-
To maintain the sale of the organization and achieve the sale targets.
Emily Bronte
Email- [e-mail]
Contact number: 8886656451
Address: 575 New London Turnpike, Norwich CT 06360
Personal details
I am capable of taking up new challenges and dealing with strenuous situation. I can come up with
creative ideas to resolve a situation and take charge
Education
Bachelor degree in Marketing from Bourneville University (2015)
Certificate in communication language
Work experience: Fresher
Hobby: Internet surfing, reading books and listening to music
DANIEL IOSIF
72 Cliff Avenue, New London CT 06420
E-mail- [e-mail]
Contact No.- 8675844327
Summery
I have the experience in managing a team of six to seven members. I have worked in France for 3 years
and can speak Spanish and French fluently. I am positive thinker, have mental stability to face any sudden
change in the work condition, and can control the work force and team members with my leading abilities.
Educational qualification
MBA in 2009 from University of Cambridge
Diploma in Marketing in 2010
Degree of computer application ( 1 years) in 2011
Work experiences:
1. Team Leader at Aldi ( 2012-2014)
Job role was to allot tasks to my team and ensure their progress, I had to motivate and encourage my team
18

members to improve their performance. I provided my team with the required guidance so that they were
able to achieve their goals and objectives.
Salary- £ 17,000 /- ( in hand)
2. Supervisor at Asda. (2015 to till now)
Job role is to manage my team members and keep my managers updated regarding the progress of the
tasks that are allotted to my team, ensuring to achieve the targets that are set for the day.
Salary - £ 32,000/-
Reason to leave is better opportunity from TESCO Plc.
Personal details
Date of Birth- 03/03/19**
Gender- Male
Interest- Travelling
Interview notes and preparation
After analyzing the interested candidates, the following factors have been identified
 John Hobson
 Qualification is good
 Good communication skills
 Have a sales experience
 Score: 6/10
 Emily Bronte
 Can take up new challenges
 Desired qualification
 Good internet knowledge
 Score: 7/10
 DANIEL IOSIF
 Desired education
 Excellent communication skills
19

 Good job experience
 Score:8/10
As per the analysis and the scores that are acquired it can be stated that DANIEL IOSIF, is the
most suitable candidate for the designation of marketing manager. His work experience in
previous companies will help him in adjusting with the work environment of Tesco and he will be
able to increase the business of the company.
20

Reasons for selecting the candidate:
The HRM department has decided to select DANIEL IOSIF for the position of marketing
manager for their organization as
1. He has the appropriate qualification for the position
2. He has a work experience, in which he managed a team
3. He has worked under pressure and is capable of managing changes in work situation
4. He has a diploma in computer application that will help him in maintaining all the records in an
appropriate manner
5. His communication skills and decision making skills are impressive as compared to other
candidates.
After the face to face interview the selected candidate will receive a job offer from the
organization.
Tesco Plc.
Email- [e-mail]
Contact no. – 08003234050
Job Offer letter
Dear DANIEL IOSIF,
We are glad to inform you that you have been selected for the designation of Marketing Manager
of Tesco PLC. This offer letter is from the management of Tesco and we would like to invite you
to join the Tesco family as soon as possible.
This offer letter is valid till 8th April 2018 to take the appointment letter. We will be glad if you
accept the offer and join the organization on the stated date.
N.B. - For any types of query contact – HR Manager of Tesco at [e-mail]
Thanking you
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Signature
HR manager
Tesco Plc.
Rationale
The HRM of the company has created a detailed job specification that will be posted on suitable
platforms so that potential candidates can access it. The interested candidates can send their
portfolio to the HR department of Tesco, the managers will then shortlist the candidates based on
their skills, qualification and work experience. The short listed candidates will be sending a
notification to attend face to face interview. After the individual interview session, the HRM
department will select the most appropriate candidate for the position
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Conclusion
The project provided a deep insight into the processes and systems for human resource
management that are resorted to, in eminent organizations like Tesco. The functions and the
purpose of Human resource management, as is set up in the companies, has been explored in
detail in this project. The roles of the human resource manager in Tesco and the practices that
s/he resorts to, to manage the employees effectively and motivate them to perform well for the
development of the company, has also been explored in this project. At Tesco, the employees
are rewarded generously, for their contributions to the company as well as granted access to
different facilities, which makes the life of the employees comfortable as well as makes them
feel associated with the company, which, in turn, boosts the performance of the company and
leads to its growth and development.
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