Management Report: An Evaluation of Talent Management at Tesco

This management report provides an in-depth analysis of Tesco's talent management strategies. The report begins with an introduction to management and talent management, highlighting the importance of attracting and retaining skilled employees. The main body focuses on Tesco's talent management practices, including workforce planning, recruitment, training, and employee engagement initiatives. It explores how Tesco uses various programs to develop leadership, promote diversity, and improve employee retention. The report also examines the aims of talent management within Tesco, legal regulations such as the Fair Labor Standards Act and Occupational Safety and Health Act, and the associated costs and benefits, including the impact on data sharing and onboarding. The report provides a timescale for implementation and offers recommendations for continuous improvement, such as investing in training and fostering employee connections. The conclusion summarizes the key findings, emphasizing the importance of talent management for business success. Finally, the report includes a list of references to support the analysis.

Management report

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Management report on talent management.................................................................................1
CONCLUSION ...............................................................................................................................6
RECOMMENDATION ..................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The management is basically define as the certain set of principles that is related to
different functions as with this organising, planning, directing, controlling and implementation of
various aspects is considered as with this effective and efficient utilisation of resources is
implemented in ordinate manner. It is an administration processing as in this strategic
development and its coordination is induced as with this employee efforts is considered to
achieve standardised objectives (Ansoff and et. al., 2018). Talent management is a fundamental
practice that is implemented by the business so as to improvise its working credibility and
circumstances in which ability to gain higher competitive advancement also get developed in
systematic manner. The report below is based on the Tesco that is a multinational retailer and its
report based on talent-management. The report furthermore includes relevant operations, legal
regulation, cost and benefits as in order to deal with different issues.
MAIN BODY
Management report on talent management
Talent-management is a basic fundamental that is applied within the business as in order
to attain and retain its potential working employees by which productiveness also get advanced
over a regular period of instance. In this business make respective changes and alteration within
the business so as to maintain clear judgements about to attain higher amount of balance in
between working standards as with this long term sustainability is attained as skilled and talented
workers get remain within the business for a longer period of time. In relation to talent-
management ability and capabilities of the business is highly get recognised and with this
sustained level of responsiveness is processed that furthermore promote and advanced its
profitability and performance over a regular basis. It assist the business to gain higher
competitive advantage as in this working standards and performance of employee get advanced
and in addition they will also get retained within the business over a longer period of instance
(Hollensen, 2019). Talent management in Tesco is induced as per consideration of various
programmes and processes that seeks to cost effectiveness that induced over a continuous period
of instance as with this leadership quality and its abilities both get advanced. In this successful
strategies are implemented that consist of workforce planning, strategic planning, recruiting,
executing coaching, goal alignment and accomplishment, recognition of various programs,
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leadership development and improvisation, engagement, diversity and inclusion and employee
retention.
In this Tesco maintain clear focus and concern about to identify talent management as it
is directly get dependent over mission, vision, objectives, culture, working criteria and many
other factors as well. It is necessary to get explicit various types of knowledge, experience,
compassion, emotional intelligence and tactics through which employee felt more connected and
concerned about working standards and that in this different initiative is taken by Tesco that is as
explained below as:
 The management maintain clear consideration towards career development and its
offerings and for that offer continuous level of training and development that furthermore
develop sustained level of curiosity that also possess achievement of desirable outcomes
(Schermerhorn Jr, Bachrach and Wright, 2020). The better opportunities for career
advancement also get increases the turnover as it also get reinforced feeling and emotion
of employee towards business performance and productiveness. In this employee’s get
cater their ambition that also get increases job satisfaction.
 The business also get higher skilled and talented employees as by identifying sustained
goals and objectives as with this both short and long term target is achieved with better
durability. In this ability of Tesco employee get required and it assist to seen significant
growth and development. In addition to this management also ensure to promote deep
awareness about culture by which all the employee those belongs from different religion,
culture, race and colour get connect with each other by which working nuances also get
promoted and advanced systematically.
 As all the employee wants to get prioritise the task and overall experience of employee as
with this overall process of liking and advancing is promoted in effective manner. In this
Tesco and its management offer flexibility and autonomy to its workers as with that they
felt more valued, improvised and respected and with this job satisfaction is enhanced in
terms of productiveness (Taylor, 2018).
 In this talent and hard work is advanced as with the hiring of staffing and in this suitable
perseverance along with strong commitment is introduced over a continuous period of
instance. For this willing of business and employee to perform both soft and hard skills is
advanced. In this sustained effort is induced within business and for this adequate training
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and development is offered with better adequateness. In this Tesco provide suitable
position and recognition to the workers as with this employee get appreciated that
increases the internal motivation and encouragement successfully. The management of Tesco always get ensure to create and develop a healthy working
surround as with this balanced level of surety is induced under which positive and healthy
working is promoted. It is required to get maintain an engaged, happy, connected and
productive working surround under which loyalty of employee towards their work is also
get advanced that always produces beneficial impact over Tesco’s success, growth and
development. The successful implementation of talent as per dependence of structure,
culture and goal get advanced as with this workforce ability also get promoted in
improvised manner (Gupta, V., 2019).
Aim of talent-management
In order to induce talent management Tesco maintain clear focus and concern about to
enhance working consequences of business as with this long term sustainability is maintained
over a continuous time period. In this Tesco is able to achieve its standardised goals and
objectives as employee has putting up all its hard work. As with this working sufficiency and its
effectiveness get promoted successfully over which rate of accomplishment of task and its
objectives is addressed over a regular basis.
Aim: “To intensify the working criteria and ability to retain and attract its potential
employees over a longer period of instance”.
Legal regulation
As per concern of talent management, Tesco make and design suitable policies that are
continuously processed with support of adequate guidelines as in this effective intend to adopt
higher working standards is promoted systematically. For this management get oversees all the
basic and fundamental components that advance effectiveness among talent management as with
this succession and performance management both get advanced. In this different legal
regulations is followed and that is as explained below as:
Fair labour standards act: It is an act that regulates on the basis of fair wages and
working hours as along with this family and medical leaves also get offered as with this
employee get worked over 40 hours in a week.
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Occupational Safety and Health Act: In this act management of Tesco offer workplace
safety as with this dealing of different situation is managed as per safety laws. For this better and
hygiene surround is provided by business that creates and develop safe surround and induces
long term sustainability in effective manner.
Cost and benefits for organisation to deal with this issue
In order to deal with this issue management of Tesco induce better level of investment
through which employee working and its productiveness both get advanced. In this sustained
cost is included that also get consist of training and development, equipment cost, machinery
cost, compensation and other benefits as well but these all is dependent on the rate of profit that
is attained by Tesco over a certain period of time. It offers various benefits to Tesco and that is as
explained below as: Connecting and sharing data: The adequate talent management requires suitable level of
integration as with this accurate level of alignment is processed. In this information is
collected and stored as with this reach of employee and sharing of their ideas and
thinking is promoted with easy accessibility (Keeling, 2018). It also provides clear
understanding that enables the business to maintain strategic decision making. Improvised on-boarding experience: It is an organised and efficient approach that is
used by Tesco to achieve better employee profile. It saves both recruitment and hiring
time of employees as by making clear connection and focus on skilled and talented
employees hiring only.
Timescale
The talent management is basically a continuous process that is processed in a cyclic
manner and along with this it also be progressed in order to maintain repetitive motivation and
involvement of employees. In addition to the get over from suitable situation Tesco requires the
time period of 5 months and with this balanced success and implementation of continuous
strategies is implemented in productive manner.
Cost
It is an amount that is induced by the management of Tesco as in order to make
improvised level of modifications as with this long term success is achieved with perfection. For
this Tesco and its management requires a cost of about £ 3000 that include training and
development, equipment and machinery cost.
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Prioritisation of Recommendation
It is essential for all the business to implement different strategies and initiative as with
this working efficiency and its effectiveness get managed and controlled in suitable basis. For
this there are some recommendations for Tesco about talent management and that is as explained
below as:
 In order to maintain talent management it is required that management of Tesco
implement and induced adequate training and development as with this level of
connection and its productiveness both get advanced with continuity (Vaiman and et. al.,
2018). For this employee get motivated as they have enhanced their knowledge and skills
as by gaining adequate learning so that they get retain in the business for longer period.
 For this management also maintain clear understanding about to involve adequate
balanced in between each employee by which they have make easy connection and
interaction as with this clarity is processed that assist to achieve long term transparency in
clear manner. As it is essential that employee get connect with each other as with this
equal level of balance is maintained as with this different activities is conducted by which
employee get socialised with each other.
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CONCLUSION
It has been concluded from the above report that management is a basic and a
fundamental practice of a business that assists better and clear level of working standards by
which all the functions and operations of business get performed with adequateness. In addition
to this talent-management is considered by the business as with this business implies various
strategies and policies to attract working standards of an individual as with this long term
productiveness is achieved with perfection. For this sustained amount of cost and benefits is
processed by business that also assist to get over from complex situations and issues in
productive manner.
RECOMMENDATION
It is always be required that talent-management is maintained within the business as with
this ability to work with potential candidates is getting advanced in ordinate basis. There is few
recommendation for Tesco and it is as briefly explained below as:
 In this business make ensure to offer continuous basis training and development as with
this working standards is getting advanced along with this performance credibility also
increases in sustained mode.
 In addition to this business ensure that suitable path is offered to the employee’s by
which they get connect and retain within the business for longer period of time.
Furthermore, it assist to retain and attract more of employee’s and for that varied range of
opportunities is offered to workers by which future success and growth both get advanced
over a continuous period.
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REFERENCES
Books and Journals
Ansoff, H.I. and et. al., 2018. Implanting strategic management. Springer.
Gupta, V., 2019. Talent management dimensions and their relationship with retention of
Generation-Y employees in the hospitality industry. International Journal of
Contemporary Hospitality Management.
Hollensen, S., 2019. Marketing management: A relationship approach. Pearson Education.
Keeling, D., 2018. Management in government. Routledge.
Schermerhorn Jr, J.R., Bachrach, D.G. and Wright, B., 2020. Management. John Wiley & Sons.
Scullion, H. and Mullholland, M., 2020. Global Talent Management. The SAGE Handbook of
Contemporary Cross-Cultural Management, p.212.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Vaiman, V. and et. al., 2018. Macro talent management: A global perspective on managing
talent in developed markets. Routledge.
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