HRM Policies and Employee Engagement at Tyrone Superstores Ltd

This report examines the significance of Human Resource Management (HRM) strategies within Tyrone Superstores Ltd, a UK-based food supermarket. It investigates the impact of robust and progressive HRM policies on employee performance, emphasizing the need for effective staffing, organization, compensation, and motivation strategies to enhance customer satisfaction and brand image. The report highlights the importance of training and development programs for equipping employees with necessary skills and knowledge, alongside the implementation of employee engagement initiatives to foster commitment and improve service quality. The analysis suggests that fair opportunities, performance appraisals, participative leadership, and flexible working environments are crucial for boosting employee morale and reducing turnover, ultimately contributing to the company's competitive advantage. The report concludes that integrating these HRM strategies is essential for improving overall business outcomes.

Managing People

Table of Contents
Table of Contents.............................................................................................................................2
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Background of company.........................................................................................................3
Importance of robust and progressive HRM policies.............................................................3
Training and development......................................................................................................4
Employee engagement............................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

Introduction
Human resources play an important role in the success of an organisation as they use their skills
and talents so that the company objectives can be efficiently achieved within specified time and
budget. It is important that the company adopt such policies and strategies to manage its HR
which can help it in maximising the performance of employees so that customer satisfaction can
be enhanced and profitability of company can be increased (Armstrong and Taylor, 2020). The
companies should adopt robust and progressive HRM policies so that its employees can be made
highly productive. In this report Tyrone Superstores Ltd which is a food supermarket which was
established in 20th century in London, UK is taken so that the importance of robust and
progressive HRM policies in improving the performance of its employees can be evaluated.
Further, the importance of employee engagement and training and development will also be
discussed.
Main Body
Background of company
Tyrone Superstores Ltd is a food supermarket which was established in 20th century and
deals in high quality food and grocery products so that the customers who want high quality are
attracted by the company. The company has about 1000 employees who are mostly part-time
female labours and casual student workers and the HR strategies of company are formed at the
Board level. The company is witnessing a fall in its reputation in market due to the untrained HR
managers who are unable to manage the employees of company which is also leading to
customer dissatisfaction. It is thus important that the HRM strategies of company are improved
so that it can regain its position in market (Byrne, Peters and Weston, 2016).
Importance of robust and progressive HRM policies
Robust and progressive HRM strategies are related with the HR policies that can help in
managing the staff of a company in an effective and efficient manner so that their performance
can be enhanced. The HRM strategies can help in effectively staffing, organising work,
compensating, motivating, managing performance, retaining etc. the employees in company so
that they can use their skills and abilities to their full potential. This also help in maintaining a
standard of performance of employees in company so that they can effectively deal with
customer and help in maximising their satisfaction by providing them high quality services. It

also help in motivating the employees so that they can become more committed towards their
work and help in improving the brand image of company in market so that more customers can
be attracted. The HRM policies can also help in improving the job satisfaction of employees so
that they can perform their work in an effective manner and also the retention of employees can
improve in the company (Chowhan, 2016). Efficiently compensating them based on the work
done by the employees so that they can remain motivated to efficiently perform the tasks which
improve the quality of work. Training and development an employee engagement are the other
strategies that can help Tyrone Superstores Ltd in improving its brand image in market and
increasing customer satisfaction.
Training and development
These are the programmes which are implemented by the HRM of a company so that its
employees can learn new skills and knowledge which are required to perform the work in an
efficient manner. through the way of regular training and development the employees can be
made efficient in their work so that their performance can be improved and also it help in
completion of task in a cost and time effective manner. In Tyrone Superstores Ltd basic training
is offered to its workers which can help them in performing the basic tasks but they do not
improve the understanding of employees regarding how they can improve customer satisfaction
through their performance (Clarke and Higgs, 2016). Also the managers of company are
untrained which affect their efficiency in monitoring the staff in an effective manner which
affects the customer experience in the stores. It is important that the company improve its
training and development so that better management of work by staff members can be done that
can help in improving company position in market.
Two types of training can be given to the employees which are on-job training and off-the-
job training. On job training can be provided by mangers to the staff members by training them
on how they have to perform their work and how the work can be made more efficient and
effective. This help in saving time and cost of training and also help the employees in learning
fast as they can learn and apply learning at the same time so that the effectiveness in their work
can be evaluated and feedbacks on improvement can be given so that their skills can become
better. Off the job training is given when a group of employees are trained outside the place of
their work so that they can learn new skills and knowledge important for performing a job. This

help in training a group of people at a single point of time and also through these method new
methods of doing work can be taught to staff members (Delery and Gupta, 2016).
Tyrone can use any of these methods so as to train its managers and employees so that they
can improve their way of doing the work and improving their productivity so that the customer
satisfaction can be increased. This also helps in improving job satisfaction of employees so that
they can improve their performance which can help in improving the brand image of company in
market. This also helps in tracing the performance of employees and increasing the participation
of workers so that they can be motivated to perform better. Performance appraisals, rewards etc.
can also be given to worker which can help in improving the management of human resources of
company and increasing loyal customer base so that sales of company can increase and also a
competitive advantage can be gained (Eldor and Harpaz, 2016). Also it can help in increasing
employee retention so that the cost of frequent recruitment and selection can be saved. Also the
managers of company should be trained so that they can efficiently train the part time workers
and students that can add up to their knowledge which is important in improving their
commitment towards company.
Employee engagement
Employee engagement is related with the extent to which employees feel committed
towards their work and are satisfied with their jobs so that they can put in their efforts in
performing their job roles in an effective manner. This help in improving their performance so
that they can improve the quality of their services which help in increasing customer satisfaction.
Through employee engagement the company can increase participation of employees in the
decisions of company which can help in improving their morale as their views and opinions are
valued by the company (Kraiger and Malvezzi, 2020). There are various ways through which
Tyrone can improve employee engagement in the company:
 Fair and equal opportunities: It is important that all the employees in company are given
equal and fair chances to grow and develop so that they can use their skills effectively
and also their learning can be enhanced. This also help in increasing the morale of
employees as they are valued in company and are not discriminated based on caste, sex,
religion etc.

 Performance appraisals: Through giving appraisals to employees based on their
performance can help in motivating the workers to improve their performance which
helps in improving customer satisfaction (Nazir and Islam, 2017).
 Participative leadership: It is important that leaders of Tyrone motivate participation of
employees in taking decisions so that decisions that can help in improving their morale
and commitment can be made. This will help in decreasing employee turnover in
company and retaining skilled workers over a long period of time.
 Flexible working environment: The company should have a flexible working
environment so that the work life balance of employees can be improved. This will also
help the part time female workers and students who get enrolled for the job sufficient
time for the job and also for their other activities which can help in improving their
performance. Also this will improve their satisfaction with the company and decrease the
employee turnover of company (Seidle, Fernandez and Perry, 2016).
Tyrone Superstores Ltd thus needs to improve the employee engagement and training and
development strategies so that it can effectively manage the workers of company. It will also
help in improving the brand image of company in market so that more students can be attracted
to work for part-time in company which will help in improving the work culture of company.
Conclusion
From this report it can be concluded that HRM strategies are important in a company and
they should be used in such a manner that can help in improving the commitment of work
towards the company and in improving their learning. Training and development and employee
engagement are robust and progressive HRM strategies that can be applied in companies so that
they can efficiently motivate their workers in improving their performance so that the brad image
of company can be improve in market.

References
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Byrne, Z.S., Peters, J.M. and Weston, J.W., 2016. The struggle with employee engagement:
Measures and construct clarification using five samples. Journal of Applied
Psychology, 101(9), p.1201.
Chowhan, J., 2016. Unpacking the black box: understanding the relationship between strategy,
HRM practices, innovation and organizational performance. Human Resource
Management Journal, 26(2), pp.112-133.
Clarke, N. and Higgs, M., 2016. How strategic focus relates to the delivery of leadership training
and development. Human Resource Management, 55(4), pp.541-565.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance.
Eldor, L. and Harpaz, I., 2016. A process model of employee engagement: The learning climate
and its relationship with extra‐role performance behaviors. Journal of Organizational
Behavior, 37(2), pp.213-235.
Kraiger, K., Passmore, J., dos Santos, N.R. and Malvezzi, S., 2020. The Wiley Blackwell
handbook of the psychology of training, development, and performance improvement.
John Wiley & Sons.
Nazir, O. and Islam, J.U., 2017. Enhancing organizational commitment and employee
performance through employee engagement. South Asian Journal of Business Studies.
Seidle, B., Fernandez, S. and Perry, J.L., 2016. Do leadership training and development make a
difference in the public sector? A panel study. Public Administration Review, 76(4),
pp.603-613.