Comprehensive Report: Role of HR and Motivation Theories in Tesco

This report examines the pivotal role of Human Resource Management (HRM) within Tesco, a leading retail supermarket. It delves into the three main components of HR: personnel, compensation, and role definition. The report highlights the significance of HR in motivating employees, covering strategies such as offering competitive benefits, setting realistic goals, and rewarding good performance. Furthermore, it explores various HR and motivation theories, including Maslow's hierarchy of needs and Vroom's expectancy theory, illustrating their application in the context of Tesco. The analysis also considers the impact of HR theories focused on enhancing productivity and employee engagement, such as the contributions of Henri Fayol and Frederick Taylor. The report emphasizes the importance of HR in achieving organizational goals and fostering a positive work environment within Tesco.

TASK 3

Contents
INTRODUCTION.......................................................................................................................................3
TASK 3.......................................................................................................................................................3
Role of HR and theories..........................................................................................................................3
CONCLUSION...........................................................................................................................................5
REFERENCES............................................................................................................................................6

INTRODUCTION
Human Resource Management (HRM) is the term to describe structured processes developed
through an enterprise for managing people. A human resource manager's duties fall into 3 main
components: personnel, staff employee compensation, and role definition / design. Human
resources are used to describe a person running a business or organisation, as well as the agency
responsible for maintaining employee-related resources (Conway and et. al, 2016). The word
"human resources" was first coined in the 1960s when the concept of industrial relations started
to attract attention and concepts such as determination, intercultural communication and reviews
of choice started to take method. This report based on the Tesco which is a leading supermarket
in retail sector. In this report consist of role of HR in motivating of employees and define
different theories of HR and motivation.
TASK 3
Role of HR and theories
Human Resources management prepares, guide, and organize an institution's
administrative duties. They supervise the hiring, training, and recruitment of new personnel;
discuss long term planning with senior executives; and act as a bridge between the administration
of a company and its workers. HR management plays a crucial role in achieving corporate
targets. Those who execute activities and accomplish business objectives are human resource /
job men. However, they have to be inspired, committed, efficient and successful at work in order
for workers to be successful at what they do. HR managers are accountable for assessing and
sustaining the business-wide effective atmosphere and are arbitrators among workers and senior
executives, particularly in large companies.
In the context of Tesco, a HR manager plays significant role in order to conduct various
activities. To maintain employee turnover and maintain good relation with employees require
motivating them in different manner. This time HR manager of Tesco play major role such as:

Offer benefits packages: Be sure that the pay of the workers is at minimum in
accordance with what those in the business do. If customers see that the competitor, Tesco, pays
a comparable wage but has health, medical, and sight coverage when you're just seeking medical
coverage, you're at risk of dissatisfaction and dissatisfaction (Dumont, Shen and Deng, 2017).
Set realistic goals: When setting targets for employees, ensure that they are both
concrete (unique) and reasonable (reasonable). Objectives which are too elusive or too far
beyond the realm of reason are likely to fade into the background. By providing smaller,
traceable achievements across the path, concrete, implementable targets (optionally with
objectives set towards them) increase motivation.
Reward for good performance: There's nothing quite as demotivating but doing a
decent job and instead thinking like nobody knows. Offering rewards (with measurable prizes) or
opportunities for achievement will better cultivate workers to achieve positive results. They are
human beings. They like benefits, this is the area of the brain that discovered how to get star
stickers in primary school or to get a reward for good conduct. They might not need a treat per se
yet they still enjoy a reward to remember difficult work and progress (Van Wingerden, Derks
and Bakker, 2017).
To motivate all the employees, HR manager prepare various strategy to connect with
employees and encourage to present good performance. Along with ache all the set objectives
and goals and right time. There are mentioned some HR and motivation theories in context of
Tesco such as:
Motivation theories: Motivation is a jurisdiction-of-mind, filled with energy and excitement,
which pushes a man to work to produce the desired objectives in a particular manner. Motivation
is a force that drives a company to work and concentrate with such a high degree of dedication
even though circumstances are so against him. Motivation transforms into some form of social
activity. It is crucial to guarantee that any component of a team is empowered in an organisation.
Numerous researchers researched human behavior, formalizing their observations in the form of
different theories of inspiration. These assumptions of motivation include a great insight into
how people conduct themselves as well as what encourages them.

Maslow motivation theory: Abraham Maslow observed that when his needs were met, an
individual will be motivated. The need starts with the lowest basic needs level and proceeds to
shift upwards as a lower need is met. Here is the requirement structure: physiological:
requirements of practical existence including food, water, and housing.
 Safety: Defense against accidents, impoverishment and other hazards.
 Social (relating and loving): Relationship, partnership, affection, etc.
 Self-esteem: The requirement for validation and appreciation.
 Self-actualization: personal growth ability, training chance, and fun / creative /
demanding jobs. Self-actualization is the greatest degree a human being requires.
Vroom theory of expectancy: Victor Vroom claimed that if both requirements are met,
citizens will be extremely efficient and inspired: 1) people assume that their actions are
conducive to positive outcomes and 2) those individual genuinely believe they will be
compensated for their achievements. Individuals will be inspired to exercise a heavy effort of
commitment if they think things exist between both the attempts they make, the quality they
accomplish, and the results / bonuses they obtain (Ng and Sears, 2017).
HR theories: HR theories are aimed at achieving two primary outcomes: more productive
and successful job efficiency, and improved encouragement or involvement of workers. One
productivity theorist, Henri Fayol, concluded because when administration becomes more
effective, the employees work more effectively. The four senior positions originated from this
theory: preparing, organization, guiding and regulating. Other authority on productivity was
Frederick Taylor, whose idea contributed to the development of jobs that allow less motions and
a portion rate pay scale for production employees.
CONCLUSION
As per the above report it has been analyzed that human resource management can plays
essential role in any organization. A HR plays various role in an organisation to achieve set goals
and objectives n specified time period. For this motivate all the employees and give them
rewards according to their performance. For this apply different motivation as well as HR
theories like Maslow, Vroom theory.

REFERENCES
Books and Journal
Conway, E. and et. al, 2016. Demands or resources? The relationship between HR practices,
employee engagement, and emotional exhaustion within a hybrid model of employment
relations. Human Resource Management. 55(5). pp.901-917.
Dumont, J., Shen, J. and Deng, X., 2017. Effects of green HRM practices on employee
workplace green behavior: The role of psychological green climate and employee green
values. Human Resource Management. 56(4). pp.613-627.
Van Wingerden, J., Derks, D. and Bakker, A. B., 2017. The impact of personal resources and job
crafting interventions on work engagement and performance. Human Resource
Management. 56(1). pp.51-67.
Ng, E. S. and Sears, G. J., 2017. The glass ceiling in context: the influence of CEO gender,
recruitment practices and firm internationalisation on the representation of women in
management. Human Resource Management Journal. 27(1). pp.133-151.
Online
Role of HR. 2019. [Online]. Available through: https://www.thejobnetwork.com/how-can-hr-
motivate-employees-hr/