HRM Report: Employee Engagement, Performance, and Learning Culture

This report delves into the critical aspects of Human Resource Management (HRM), focusing on the relationship between employee engagement and organizational performance, particularly within the context of Tesco Plc. It explores the significance for aspiring line managers to evaluate this relationship and possess a systematic understanding of people management theories to solve organizational problems. The report also examines the importance of selecting appropriate management practices for diverse teams and the potential for practicing good people management to improve competitive advantage. Furthermore, it analyzes the role of a true learning culture in fostering employee engagement, organizational sustainability, and competitive advantage. It assesses the benefits and challenges of line managers' proactive roles in continuous employee development, and provides a critical analysis of line managers' likely reactions to these responsibilities, concluding with recommendations.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Why is it important for aspiring line managers to be able to critically evaluate the relationship
between employee engagement and organisational performance?..............................................3
Why it is important for aspiring line managers to have a systematic knowledge of people
management theories to identify and solve problems related to organisational performance?...3
Why is it important for aspiring line managers to be able to select appropriate management
practices for the effective leadership of diverse teams and networks?........................................4
Explain the extent to which you think that you will be able to practice good people
management and improve competitive advantage in the specific business environment in
which you aspire to work? Why?................................................................................................4
PART 2............................................................................................................................................5
An explanation of why a true learning culture is key to employee engagement, organisational
sustainability and competitive advantage....................................................................................5
A succinct assessment of the benefits and potential difficulties of line managers taking a
proactive role in encouraging the continuous development of a diverse group of people to
ensure high levels of organisational performance, sustainability and competitive advantage....6
A critical analysis of whether line managers are typically likely to react positively or
negatively to their role in facilitating the continuous development of their people....................7
Recommendations........................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Human Resource Management can be explained as the process of recruiting, training,
enhancing the skills of an individual for the purpose managing day to day affairs within the
business entity. It is one of those particular process which can simply allow the organisation to
enhance their performance for the purpose of accomplishing the goals within the given time
period. It is necessary to understand that Human Resource Management is one of those
department which give opportunity to organisation to deal with any of the situation with the help
of effective training. The chosen organisation for this report is TESCO Plc which is one of the
British Multinational organisation dealing in different part of the work. Organisation was
established in the year 1919. There are different topics which will be discussed within the project
why true learning culture is essential and many more. Role of line manager for the purpose of
encouraging the continuous development along with critical analysis on different external factor
with their positive and negative effect.
PART 1
Why is it important for aspiring line managers to be able to critically evaluate the relationship
between employee engagement and organisational performance?
Employment Engagement can be explained as the process in which organisation tries to
determine about the passion and dedication which they have towards their work. In any of the
organisation if any of the employee is able to perform at their best then there will be very less
opportunity of mistakes and errors which improve organisation’s performance (Viitala,
Kultalahti and Kangas, 2017). Line manager can easily use Management by objective for
evaluating the relation between employee engagement and organisational performance. It is
necessary to conduct evaluation on a regular basis because it is only the way through which
improvement can be brought within the weaker area. In present scenario, it is necessary for any
of the aspiring manager to conduct the evaluation before taking the charge of team because they
can easily find the area where they are needed to work for further improvement.
Why it is important for aspiring line managers to have a systematic knowledge of people
management theories to identify and solve problems related to organisational performance?
Systems management theory is one of the key people management theory. This theory
allows to bring multiple people together at the time of making decision which allows the

organisation to improve its performance on a regular basis. Here, manager can easily take the
help of subordinates that how they are required to work in any of the situation and according to
that they can easily allow themselves to resolve the problem. There are some of the manager
who lacks the interest in aspiring and developing a systematic knowledge because of the lack of
available knowledge about people management theories (Budhwar and Mellahi, 2018). It is
necessary for aspiring line manager before taking the responsibility of team leader because it
simply allows him to take effective decision with the help of different theories which directly
helps in attaining the goals.
Why is it important for aspiring line managers to be able to select appropriate management
practices for the effective leadership of diverse teams and networks?
Diversity is explained as the dimension which allows to distinguish among the people
when they are working within the group. The five different types of diversity within the
employee group is physical ability and disability, cultural background, citizenship status, age and
gender identity. Inclusion is defined as the state where any of the person is included within the
team or group for the specific purpose. Inclusion of disable or unskilled people within the
contemporary business environment creates issues for the business because it do not allow to
perform work at a greater speed. In context of the organisation, talent optimisation and talent
retention are the two management practises which are connected with effective leadership of
diverse teams for aspiring the line managers.
Explain the extent to which you think that you will be able to practice good people management
and improve competitive advantage in the specific business environment in which you aspire to
work? Why?
The organisation which is worthy in present scenario is Jaguar Land Rover Plc. In order
to take competitive lead within the market company is able to introduce some of the advanced
technologies within their motor vehicle which is allowing them to sustain within the market. It is
because they have well developed Human Resource Management and the line manager which
listen to each and every problem as well as solution so that better business decision can be taken
(Weller and Gerhart, 2018). There will be higher possibilities to practice people management
because all of the rules and regulations are being followed and even different department heads
also get the opportunity to express their viewpoint. As everyone gets equal opportunity within

the organisation, even the management approach allows to perform any of the work freely which
can easily attract to any of the person.
PART 2
An explanation of why a true learning culture is key to employee engagement, organisational
sustainability and competitive advantage.
In present scenario, the culture of true learning is very essential as it allow the
organisation to perform better in any of the situation. True learning is one of those concept which
simply allow the management to share and collect different form of knowledge involved within
the organisation through which chances of attaining mission and vision increases automatically.
In context of TESCO Plc, they are among one of those organisation where concept of true
learning is being followed. It is directly or indirectly allowing the company to perform better for
accomplishing the goals.
Employment Engagement: In any of the company, employee plays the most crucial role
for the purpose of attaining the goals. In order to provide them the better ground to perform
better, the concept of true learning can be helpful. In context of TESCO Plc, their HRM
department can interact with the team for the purpose of motivating them. It is one of the most
essential concept which can be helpful (Kallio, Kallio, Tienari and Hyvönen, 2016). With the
help of true learning concept, they can easily provide them the essential training which can be
essential for detailing with any of the situation. Also, it will allow the employee to adopt any of
the changes which are required for taking additional advantage from the market.
Organisational Sustainability: Number of organisation are being commenced on a
regular basis but still they are unable to sustain within the market for longer time period. It is
mainly seen just because of the learning culture which has been adopted by the entities. In
context of TESCO Plc, they are among those entities which has been performing its business
activity since last 100 years which is itself an achievement. The concept of true learning can be
helpful for them to decide that how they are required to work in any of the situation and as
number of effective decision can be taken with the help of different suggestion (Ljungholm,
2016).

Competitive Advantage: It is necessary to understand that taking competitive advantage
form the market is very essential for attaining targets. In context of TESCO Plc, sharing of ideas
and views can plays the important role and that is only possible if company is able to work as per
the true leaning culture. It simply gives idea that how company can perform better and give
tough competition to rivalry firms.
In short, it can be said that the concept of true learning culture can allow the company to
perform better and take additional advantage from the market.
A succinct assessment of the benefits and potential difficulties of line managers taking a
proactive role in encouraging the continuous development of a diverse group of people to ensure
high levels of organisational performance, sustainability and competitive advantage.
In any of the entity, there is a huge role of line manager who works as mediator for the
company for the purpose of communicating all of the necessary information which are essential
for attaining the goals within the specific time period. In context of TESCO Plc, it is necessary to
understand that line manager can allow them to perform better in any of the situation
(Radjenovic, 2018). Line manager can simply guide the organisation to find out appropriate way
to encourage diverse group of people to work together. Still, there are some of the benefits as
well as difficulties which line manager of TESCO has to face at the time of encouraging to the
diverse group working within the entity. Below, there are some of the benefits of line manager
for taking proactive role has been mentioned:
 Line manager are those people who can help the diverse people working within the entity
to share their thoughts and ideas to the top level management.
 It can easily encourage the employee as well employer to take crucial decision where
working style might be easy for the management.
 They can easily advise the company about necessary training which are required to be
given the employees so that working environment can be easily for them.
 Also, they can easily find out the best possible solution which are required for the
purpose of resolving any issues and problems (Murphy, Torres, Ingram and Hutchinson,
2018).
There are number of drawbacks as well for line manager at the time of encourage the diverse
group of people and they are discussed below:

 It is not necessary that every time current form of information can be provided to either
side i.e., management and employees.
 It can be one of the lengthy process which sometimes do not allow the organisation to
take corrective measure to deal with emergency situation.
 It is one of the expensive process as well were its very difficult to satisfy each and every
customers as per the requirements.
These are some of the problem which line manager and organisation has to face during the
course of ensuring higher level of organisation performance, sustainability and competitive
advantage.
A critical analysis of whether line managers are typically likely to react positively or negatively
to their role in facilitating the continuous development of their people.
There is different situation where role of line manager increase and their advice or
decision can allow to obtain effective result through which goals can be obtained easily. If
organisation like TESCO Plc have hired skilled and knowledgeable line manager, then in that
particular situation they can find the effective solution to deal with the circumstances
(Domínguez-Falcón, Martín-Santana and De Saá-Pérez, 2016). Below. some of the external
factors have been discussed and the impact upon line manager has been included in it.
Political Factor: It is one of the external factor where company like TESCO Plc is
required to consider the decision which has been taken by the government. This types of decision
can have huge impact upon the organisation because their working style is required to be
changed which may incur unnecessary expenses. In this particular situation, it is necessary to
understand that the line manage of TESCO Plc can react positively for helping out the
management about the new plans and policies which are needed to be followed. On the other
side they can guide HR department about the necessary process which is required to be followed
for providing training to the employees.
Economical Factor: It is the factor which discusses about the changes in inflation rates,
exchanges rate and many more and their impact upon the organisation for attaining the goals. In
context of the TESCO Plc, their line manager can be effective in this particular situation because
they can react positively and try to find out the best possible manner to reduce the unnecessary

expenses which can directly help to enhance the overall profit percentage (Yadav and Yadav,
2017).
Technological Factor: It is among one of the most important factor which discusses
about the technologies which are very essential in current scenario. It is necessary for any of the
entity to use latest form of technology to give tough competition within the market to the rivalry
firm. In context of TESCO Plc, their customer’s expectation increases on a daily basic which can
allow them to a better experience at the time of purchasing any of the product from the entity
(Riccucci, 2017). In this particular situation line manager can suggest in positive as well as
negative manner both. Talking about the positive side, manager can guide employees about the
technologies and how they are required to be operated in any of the situation. On the other side,
the suggestion to the management might be expensive in some of the cases which may reduce the
percentage of revenue for the company. In short, line manager can simply allow the entity to
tackle some of the situation in the positive manner and some of them in negative manner too.
Recommendations
It is necessary to understand for any of the line manager that they have a huge role within
the business organisation because support and guidance can easily allow to develop effective true
learning culture. Here, line manager can guide should be able to give proper advice to the
employees so that they can perform better (Kerpershoek, Groenleer and de Bruijn, 2016). Not
only this, the line manager must allow the employees to engage within the decision making
process because it will simply uplift the working standards. Here, line manage must try to find
out the effective way so that employee can get motivated at the time of making decision through
which goals can be accomplished easily.
CONCLUSION
Form the above discussion, it is can be easily concluded that human resource management is
one of the most important process for any of the entity because they can easily hire the
employees who can be fit for the organization. Line Manager are those people who plays the
effective role who can provide guidance within the company to maintain employee engagement,
organizational sustainability and competitive advantage. There are some of the situation within
the company were support of line manager plays the crucial role because it does have positive or
negative impact at the time of accomplishing the goals.

REFERENCES
Books & Journals
Viitala, R., Kultalahti, S. and Kangas, H., 2017. Does strategic leadership development feature in
managers’ responses to future HRM challenges?. Leadership & Organization
Development Journal.
Budhwar, P. and Mellahi, K., 2018. HRM in the Middle East. In Handbook of Research on
Comparative Human Resource Management. Edward Elgar Publishing.
Weller, I. and Gerhart, B., 2018. Methodological challenges for quantitative research in
comparative HRM. In Handbook of Research on Comparative Human Resource
Management. Edward Elgar Publishing.
Kallio, K.M., Kallio, T.J., Tienari, J. and Hyvönen, T., 2016. Ethos at stake: Performance
management and academic work in universities. Human Relations, 69(3), pp.685-709.
Ljungholm, D.P., 2016. Organizational social capital and performance management. Linguistic
and Philosophical Investigations, (15), pp.108-114
Radjenovic, M., 2018. THE QUALITY OF HUMAN RESOURCES IN TOURISM AND
HOSPITALITY INDUSTRY IN MONTENEGRO. Transformations in Business &
Economics, 17(2).
Murphy, K., Torres, E., Ingram, W. and Hutchinson, J., 2018. A review of high performance
work practices (HPWPs) literature and recommendations for future research in the
hospitality industry. International Journal of Contemporary Hospitality Management.
Domínguez-Falcón, C., Martín-Santana, J.D. and De Saá-Pérez, P., 2016. Human resources
management and performance in the hotel industry. International Journal of
Contemporary Hospitality Management.
Yadav, M. and Yadav, V.K., 2017. A Study of Challenges and Practices Related to HRM in
Software Industry. Asian Journal of Management, 8(4), pp.1233-1236.
Riccucci, N.M. ed., 2017. Public personnel management: Current concerns, future challenges.
Routledge.
Kerpershoek, E., Groenleer, M. and de Bruijn, H., 2016. Unintended responses to performance
management in Dutch hospital care: Bringing together the managerial and professional
perspectives. Public Management Review, 18(3), pp.417-436.