Performance Management Strategies for Tesco: An Analysis Report

This report provides an analysis of Tesco's international human resource management (IHRM) practices, focusing on its performance management strategies. It examines the 'corporate steering wheel' method used by Tesco, assessing its advantages and disadvantages in evaluating employe...Read More

International Human
Resource Management and
Change

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Identification of the performance management strategies of Tesco...........................................3
Analysing the way performance management strategies have effect on organisational
performance.................................................................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
International human resource management can be defined as set of activities which are
executed with the intention of managing human resource at global level for accomplishing
desired business objectives. The main objective of international HRM is to assist an organization
in gaining the competitive advantage in global market.
The presentation will have focus on analysing the academic development of HRM in
rapidly changing global environment. Study will also include the theory in relation to the
application of HRM in an enterprise in context of Tesco.
MAIN BODY
Performance management can be referred to as systematic progress to ameliorate
organisational performance with improving individual’s effectiveness .Tesco is one of the
leading retailing organization located in UK. An enterprise is among oner of the third largest
retailer in terms of profitability. Tesco has approx, 6500 stores globally and team of 475000
employees working globally (Morgeson, Brannick and Levine, 2019). Strategic performance
management framework has been developed by Tesco which is recognized to be as Steering
wheel. Such performance management strategy has been adopted by an enterprise for aligning all
employees in order to accomplish desired business objectives (Chelladurai and Kerwin, 2018.).
Corporate steering wheel which is the performance management has enabled business entity to
make sure the implementation of strategy is monitored as well as managed (Berman, West and
Van Wart, 2019). . The main advantages of corporate steering wheel is that it provide HRM an
ease in evaluating the performance of workers at global level (Stewart and Brown, 2019).
Disadvantages of steering wheel approach is that there are high chances of biases in performance
management.
The steering wheel consist of consists of different perceptive these are finance, people,
operations, customers etc. Corporate steering wheel is the performance management strategy
which is utilized by Tesco for measuring the performance of employees ta international level.

Effectiveness of performance management strategies on employees engagement and
participation with an organisation.
The purpose of Tesco are fulfilled by its workers with the assistance of performance
management. It is basically a strategic technique which emphasizes on performance of company
as well as workers. Steering wheel performance management technique which has been adopted
by Tesco has assisted an organization in improving business performance. Specific performance
management technique has been adopted by Tesco considering business objectives, group as
well as individual performance. Steering wheel performance management technique has assisted
an organization in accomplishing their respective professional goals. Thus, employee performs
better by attaining a high level of productivity and motivation. More employee involvement will
identify more problems and then solve these potential problems. Steering wheel helps measure
the performance of all the departments.
Analysing the way performance management strategies have effect on organizational
performance
The steering wheel strategy which has been adopted by Tesco have positive effect on
business performance of organization. After the implementation of steering wheel method there
has been drastic improvement in the performance of Tesco. It is the approach which has
provided all the employees in an organisation a high level of satisfaction effect of which can be
seen on their as well as business performance of company. With the support of an effective
method of performance management, Tesco has been successful in accomplishing its desired
objectives in international market.
Analysing the way an organization should adjust when entering new market
In context of Tesco, the manager in an organisation is required to develop understanding
that the social as well as culture in international environment in which an enterprise operates
could have influence on HRM practices. For instances, monetary rewards might be valued
extremely in few cultures, while a greater work-life balance is given much importance in other
cultures. HRM is required to assess these cultural factors and match motivators accordingly. Ion
addition to this, they are required to make changes in the strategies as well as compensation
policies developed by them.

RECOMMENDATIONS
The following are the recommendation to Human resource manager in Tesco :
 Human resource manager in Tesco is required to provide the training to employees , as
it will assist an organization in improving the performance at international level.
 Other suggestion is that Human resource manager in tesco should develop the policies as
well as procedures considering the culture as well as law prevailing in the nation. As it is
the tactics which will aid an enterprise in eliminating the legal or ethical issues that could
have adverse effect on the business performance of company at global level.
 It has been recommended that human resource manager that they should establish the
reward system as it will be helpful in order to motivate employees for improving their
performance at workplace
 manager in Tesco is provided with suggestion to set quality standards which could be
beneficial for firm in relation to improving the performance at international level.
CONCLUSION
It has been concluded from the above report that selection of an appropriate performance
management strategy is very much essential, as this factor can have great effect on employees
behaviour and business performance of company.
An organization can utilize the balance score card method for measuring the performance
of employees at global level in the future.

REFERENCES
Books and Journals:
Chelladurai, P. and Kerwin, S., 2018. HRMin sport and recreation. Human Kinetics.
Berman, E.M., West, J.P. and Van Wart, M.R., 2019. HRMin public service: Paradoxes,
processes, and problems. CQ Press.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.