An Analysis of People Management Strategies at Tesco

This report delves into the intricacies of people management, using Tesco as a case study. It begins with an introduction to human resource management and the significance of people management within organizations. The main body addresses contemporary issues in line management, emphasizing employee relations and the importance of trust. It then explores the knowledge, skills, and behaviors essential for effective people managers, including planning, communication, and decision-making. Furthermore, the report examines HR processes and support management, specifically performance management reviews, 360-degree feedback, and the 7 C's of communication. The report concludes with recommendations for improving people management practices and fostering employee development within Tesco. The report underscores the significance of effective people management for achieving organizational goals and employee satisfaction.

INTRODUCING THE
PEOPLE MANAGMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Contemporary issue line management.............................................................................................3
Knowledge skills and behaviours....................................................................................................4
HR process and support management..............................................................................................6
Recommendations............................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource referred to the process of making the resources at the organizations in context to
human. Human resource never does the process of maintaining and managing the human
resource and the people of the organizations. Managing people refers to the process of managing
the employees and people who are working in the organization (Wæraas and Dahle, 2020). It is
very important for the organizations to maintain their people who are working for the
organizations. People management is very important for every organization in test case focusing
in providing the best people management in their organizations through their digging retain their
best employees work maintaining every implant who is working hard for the organization to
achieve goal. Tesco is one of the largest retailer brands working in the retail sector industry in
UK. The Tesco providing all the necessary requirements related to the retail industries and
providing the best quality and quantity service to the audience which is helping the organization
in leading the retail industry in United Kingdom. The report will explain the introduction of
people management and the contemporary issue line management which people management
and people managers this is during the process of people management. The Report further
explains the knowledge skills and behaviour needed to be an effective people manager at Tesco.
MAIN BODY
Contemporary issue line management
There are a lot of contemporary issue line management which people manager at Tesco faces. it
is very important for the manager to understand the criticality of issue line management and it is
very important for the organizations to have a good manager at people management who can
understand the criticality of people management and work according to the situations of the
organization and Tesco always focus in providing the best of the employees at their people
management so that they can improve their people management process and retain the top in the
retail industries in United Kingdom.
Employee relation
Employee relation is very important when working in the people management process an every
organization wants to improve their employee relations so that the employees work hard for the
organization in make the organization achieve the overall business objectives and goals. It is
very important for the Tesco to get the best relationship with the employed as the employee and
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the people of the organization are making the organization to stand at top in the retail industries
and it is very important for the manager to understand that Employ and people of the
organizations are working very hard to make the organizations tend the best and the manager
need to manage their people so that they keep on going with the same performance in their work.
Trust
Trust is very important when working in the professional and personal life it is very important
for a person to have trust on the other who is working for them and it is very important for the
manager at Tesco to understand the criticality of trust. It is very important to trust the employees
who are working hard and working with putting a lot of hard work in the work and giving a lot of
input so that the organizations can achieve their goals and objectives. Organization is trying very
hard to show that they trust their employees and when a manager trust their employees the
employees feel motivated and also get so motivated that they increase their performance and
quality of performance so that it can help the organization in achieving the goals and objectives
they are demanding. trust is very important and the manager needs to trust their employees that
they will perform better after getting training and development so that the organizations can
utilize the performance in a good way and the personal development of the employee and the
people who are working for the organizations get developed.
Tesco Is focused in trusting their employees and the same goes with the manager at the Tesco is
trusting their employees who are working under them and it is very important for the
organizations to trust to increase the performance and the quality of the performance from the
employees who are working under the organizations.
Knowledge skills and behaviours
Knowledge skills and behaviour is important for a manager who want to work in the people
management and Tesco provide all the training and development so that their people manage are
can improved then do a better performance at managing the people in the organizations and also
helping the people in the organizations which is very important (Alfes, 2018). It is very
important for a people manager to have lots of skills and behaviour so that they can control their
employees and the people who are working under them and to whom the managers need to
manage in the organization. Here are some of the skills and behaviour which a people manager
needs while working at Tesco.
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• Planning
Planning is very important when working at the top management it is very important for a
manager to manage and plan whole process so that they can utilize more of the management
functions to improve the performance of the organization (Liao and Ai Lin Teo, 2018). Tesco
loans their manager to understand the criticality of planning and how planning can increase the
performance of the organization. people manager needs to help planning skills so that they can
plan the situations according to what changes are required in the organizations and what the
employees and the people of the organization add facing and how the manager can solve their
issues to develop their satisfaction while working in the organization and doesn't leave the
organization (Blštáková and et.al.,2020).
• Good communication
It is very important skills for an organizational manager to have a good skill of communication
and communication is one of the most important part of managing and a person because it is very
important to help good communication so that they can communicate with more of the people at
the management in the organizations and can help and understand the better of the situation. It is
very important skill and behaviour which a manager needs to have and while working in the
people manager it is important for them to have a good communication so that they can
communicate more with their employees who are working an facing issues so that they can
communicate with the manager and solve the issues which the employees are facing.
• Decision-making skill
Decision-making skills referred to the skills which a manager needs to have while taking the
decisions on a particular situation. It is very important for the managers to have a good decision-
making understanding and skills so that they can take decisions on the situations where it is
important for them to take quick decisions which can impact the overall business of the
organizations. It is very important to have good decision-making skills so that they can help the
organization and better. Decision-making skills is one of the most important skills for a manager
because while working at Tesco there are situations which can occur because it is not
compulsory for everything to go smoothly and on some situations it is important for the manager
to take decisions which can impact the business and the manager needs to take decisions
according to the situation and need to see that the decisions should not get negative (Jyoti, 2019).
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HR process and support management
Performance management review: - Performance management review refers to a formal
assessment which every manager evaluate on their employees work performance. It is one of the
ways to review the performance of the employees working in the organizations and this is the
management technique which is used by the managers they reviewed the performance of their
employees working in the management. it helps in identifying the strength and weakness of the
employees by the feedbacks which the organization and the manager gets from the performance
review, the performance and the feedbacks help for set goals for future performance.
Performance reviews are also known as the performance appraisal and evaluation of performance
at the organizations. Tesco focus on the performance management review of the employee so
that they get to know about the strength and weakness of the employees who are working for the
organization and yet a good information about them which can help organization in taking
decisions and doing the people management process by the people manager (Pratikna and
Gamayanto, 2017).
The employees can prepare for performance reviews
• The employees can utilize the note making process so that they can utilize the nodes and
improve their performance while doing their job and the rule which are offered by the Tesco.
• The other way the employees can prepare them is by brainstorm examples, employees
should be able to share concrete examples of how they met the goals at the last review and how
they have improved overall from the last reviewed.
• One of the best way to prepare is that the employer should come with questions and
always ask the questions to their manager related to the performance and how they can improve
their performance so that they can help more to the organisations and it is one of the best way
and a good sign for a manager to see and employ asking for the questions to get developed.
360 degree: -
360-degree feedback review is a design together a lot of feedbacks about an employ from the
people who are working closely with them and organizations and at Tesco. it is one of the best
and improved way of getting the feedbacks reviews and 360 degree feedback review help the
manager to understand their employees better so that they can take decisions accordingly and
help the employees to develop their performance at the organization.
7C’s of communication
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This is a very effective measure which the managers can take in the business so that there is
going to be good clarity of working which is going to be present. There are going to be lesser
risks and problems which Tesco is going to have for the further expansion and working in the
company. The 7c’s are clarity, completeness, conciseness, coherence, concreteness, correctness
and courtesy which is not just going to make the company have higher functioning but the
environment of the company is also going to be stronger which is a very important factor for the
organization to have.
It is very important is way of getting the feedbacks reviews of an employee as the people who
are working closely with an employ get to know more about then and it is very helpful for the
manager to understand the performance and the ways of the employees and how they wanted to
work and how they can be improved during the situations where they are lacking in the
organization. It also helped the manager in understanding that the employees are getting lack In a
particular situation which needs to be developed so that the employee gets a personal and
professional development at the desktop and manage are always focused in providing such help
to their employees (Stankevičiūtė and Savanevičienė, 2018).
Recommendations
The human resource management and the people management is important and both the human
resource manager and the people manager need to understand the criticality of understanding the
people management so that they can make sure that the people who are working at the Tesco gets
better services and training and development so that they can perform better for the organization
and help the organization in achieving the goals. The more they improve their performance it
will help them in getting a personal development at the organizations and also satisfy their
personal needs and wants. People manager need to take a regular routine management process in
the Tesco so that they can understand the people better and also helped in developing the process
of working of Tesco (Knies and Leisink, 2018).
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CONCLUSION
The report concluded that it is very important for the organizations to understand the people
management process in a better way so that they can manage their people management and help
the organization in achieving better goals and objective with improved performance of people
who are working for the organization. people management needs to be controlled, the report
concludes the process of reviewing the management and the employees and what are the skills
and behaviour a manager needs while working in the organization and managing people. The
report further concludes the contemporary issues line management which a manager and a
people manager face during the process of managing the people at Tesco.
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REFERENCES
Books and Journals
Alfes, K., 2018. People management in volunteer organizations and charities. In HRM in mission
driven organizations (pp. 47-77). Palgrave Macmillan, Cham.
Blštáková and et.al.,2020. Reflection of Digitalization on Business Values: The Results of
Examining Values of People Management in a Digital
Age. Sustainability, 12(12), p.5202.
Jyoti, K., 2019. Green HRM–People Management Commitment to Environmental Sustainability.
In Proceedings of 10th International Conference on Digital Strategies
for Organizational Success.
Knies, E. and Leisink, P., 2018. People management in the public sector. In HRM in mission
driven organizations (pp. 15-46). Palgrave Macmillan, Cham.
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management in
BIM implementation in building projects. Journal of management in
engineering, 34(3), p.04018008.
Pratikna, R.N. and Gamayanto, I., 2017. Developing leadership systems inside university using
Jim Collins method [good to great]: People management development
to face ASEAN economic community in Indonesia. Review of
Integrative Business and Economics Research, 6(3), p.45.
Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Raising the curtain in people management by
exploring how sustainable HRM translates to practice: The case of
Lithuanian organizations. Sustainability, 10(12), p.4356.
Wæraas, A. and Dahle, D.Y., 2020. When reputation management is people management:
Implications for employee voice. European management
journal, 38(2), pp.277-287.
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