Reward Management (RMT) Assessment: Tesco Briefing Paper Analysis

This briefing paper provides a comprehensive analysis of Tesco's reward management practices, addressing key aspects such as strategic alliances, internal and external environmental factors (SWOT and PESTLE analysis), reward intelligence, and the concept of total rewards. It examines how Tesco aims to achieve equity, fairness, consistency, and transparency in its reward policies and practices to motivate employees and drive higher performance levels. The report also explores the role of line managers in reward decision-making, emphasizing their contribution to improving employee contribution and sustained organizational performance. The paper highlights the importance of extrinsic and intrinsic rewards, along with the benefits of implementing a well-structured reward system. The analysis covers reward intelligence, strategic alignment, and how these elements contribute to Tesco's overall business development and growth.

Reward management (RMT) assessment template
l壱Reward management practices – briefing paper
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·INTRODUCTION:
Reward Management can be concerned with wide factors of formulation and
implementation of best HR strategies and policies within company producing wide
range of reward system where aim is to reward people fairly and to motivate for
higher performance levels . The report explains Tesco company reward management
system with strategic alliance, rewards analysis and how HR managers aim to
achieve equity, fairness of reward policies and practices within employees for higher
growth and business development onto higher yielding synergy factors.
Strategic analysis
The strategic alliance is highly important for gaining access onto internal and
external factors which are impacting functional strength within management and
among HR policies to reward now and within future for higher working structure.
Internal analysis of Tesco can be analysed with swot analysis which can be analysed
as follows:
Strengths
l壱Tesco has high goodwill among consumer market with its large number of stores,
high quality products and work efficiency for bringing on innovation among
products for higher growth and goodwill composition. This factors of diverse range
of products, services have enabled to leverage onto higher synergy within global
business arena (Perkins and Jones, 2020)

l弐Tesco also has high capital business framework where it has successfully ventured
into untapped countries market and also productively established high range of stores,
online products range and services within global business scenario.
Weaknesses:
l弐Tesco faces competition from new brands and companies coming within UK retail
industry and also factored innovation, with new customer preferences products which
has been also giving strong competition externally for occupying new position among
industry.
Opportunities:
l弐Tesco has business expansion opportunities for expansion into untapped countries
business market where there are wide factors of growth available and also wide
innovation procedures available with new investment opportunities which will enable
to develop new customer segments goodwill.
Threats:
l壱Tesco faces threat of less competent management within business departments in
company where aim is to factor on reach higher skilled synergy goals and also
potentially work on training, motivational metrics by improving reward management
system in present and future (Armstrong and Taylor, 2020)
Theses are the internal analysis parameters which will impact company
approaches to reward management and employees within future as well as at present
for gaining higher efficiency working goals, new motivation parameters and also
potentially enhance creative work paradigms. Internal factors such as management
goals and working scenarios are highly important to gain analysis of how are the
impacts worked on such as employees working motivation and financial scenarios
working within at present will enable to generate stronger work goals. Tesco
approaches such as functional motivation factors for gaining analysis of how further
exploration goals work on and to generate new determinants where strengths are more
competitively developed.
External analysis (pestle analysis)
l弐Political factors: Tesco within this parameter faces risk for exporting its products
and services onto Europe countries where Bexit has imposed various new higher taxes

and increased tariff rates which will impact company services within higher context
in global business position.
l弐Economic factors: Tesco economically need to also focus onto working within
changing economic parameters within various economic situations, and also for
analysing how further work extension can be gained onto working within new
functional approaches.
l弐Social factors: Changing customer preferences is one of the most important
parameter where higher strength shall be governed within external changing business
paradigms, to yield onto higher goals of new profit levels and working parameters
with innovation
l弐Technological factors: Retail industry is actively exploding and bringing on
various technological factors where there are various business opportunities of
working onto new changing business demands, where new relative factors of
technical efficiency are highly present competitively impacting Tesco.
l弐Legal factors: Tesco shall also aim to utilise new functional paradigms widely
changing within legal parameters within various new companies onto which new
goals are present, which legally also may impact competitively efficiency levels.
l壱Environment factors: Tesco also has to focus onto changing environment factors
where resources shall be used worth fully for gaining stronger goals and higher brand
value within consumer ends parameters (Fenech, Baguant and Ivanov, 2019)
External factors enable us to analyse how various external factors work competition
business goals impact employees management work goals, horizons where reward
management shall work on for gaining stronger results within future parameters.
l壱Reward intelligence
Reward intelligence can be understood as best practise to ensure compensation
decisions are well practiced by HR within company for gaining trust and higher
strength commitment within various framework for enhanced services and
presentable working scenario. The main aim is to establish policies and well
documented data preparation which will benefit for both company and candidates for
long term time period. There are extrinsic and intrinsic rewards, performance based

rewards which are based on various metrics encompassing vision and goals for
stronger work results, higher work synergy of actions and stringent work innovation
on continuous efficiency goals for reaching onto wider avenues. Reward intelligence
holds high important among Tesco company operations to motivate employees and
to focus on major aspects where their competencies are reward by management
(Perkins and Jones, 2020).
l壱Reward intelligence within Tesco is highly important to generate information by
monitoring employees performance levels onto various parameters where higher
order target completion shall be given appraisal and work recognition for generating
morale development. The use of reward intelligence can be understood as one of the
most crucial fundamental aspect where HR manger at tesco aims to yield onto factors
focusing onto documentation of information, work records of all employees.
l壱This is beneficial for employees as well as company business performance goals
for gaining wider synergy of positive actions where there are high appraisals in
motivation factors and development within new arenas of actions. Tesco can develop
reward intelligence to be one of the most important factor encompassing vision,
functional advancement within vision progression and also for yielding onto wider
goals which transforms potentialities and new profitability aspects onto long term.
Decision making of rewards is done by analysing how much factorisation of
continuous efficiency is built among department goals, working for productive
relative functional innovation and also keenly working onto objectives where
company can resource smart and young talents (Li, Rees and Branine, 2019)
l参Total reward
Total rewards can be understood as one of the most important strategy which
HR managers take within companies where all investments which company makes
within workforce examples such as pensions, learning and training development are
included.
·Employees value in working for company such as parameters of flexible working
conditions and career opportunities are included onto which tesco pays wide focus
onto employees functional ethics for reaching onto higher avenues and new working
actions which enhances business performance goals. Total rewards encompasses

elements such as compensation, in well being goals , recognition and development of
higher goals were tesco analyses various optimal company targets where it aims to
achieve and also generate investment amounts which shall be put on within training
and working for employees. Total reward system enables to gain new working
aspects within company goals, performance parameters and to yield focus onto
wider new scenarios which motivates employees to build vision. Tesco company by
bringing on new reward system model will enable to yield focus among major
aspects, work on new scenarios and also explore new ideas within business.
·Top priorities of Tesco within company goals accomplishment for rewards approach
shall be enhanced for reaching onto higher goals and new working avenues where all
management are skilled, working with higher diversity and creativity. Total rewards
approach within company also aims to regain strength in employees strengths,
commitment for reaching targets and also for delivering set results where investment
decisions are highly important (Gilal, Ashraf, and Channa, 2019)
·There are various benefits which Tesco can reach within business scenario with total
rewards approach which can be understood as one of the most important asset where
company shall focus for investing further. HR strategies within Tesco for developing
total rewards policies technically focus onto reaching higher synergy of innovation
and diversity among employees skills , which keenly upgrades new working strength
and ideologies onto which management works to achieve. There shall be use of new
business models and centralised systems within company HR managers for actively
monitoring employees actions for their set work targets, and for development of new
vision for technical progression.

·Equity and fairness of reward policies and practices
·The importance of equity, fairness, consistency and transparency in terms of
rewarding employees can be understood with fact that it enables company working
culture to progressively work ahead on set diameters and functional efficiency goals
where there are various higher opportunities to grow. The equity, work fairness holds
wide importance among management to gain rewards, rewards and practices where
it enables to keep employees for longer business framework. Higher turnover enables
to gain motivation, higher goodwill factors for Tesco to yearn new working
innovation (Brutu, 2019).
·Equal and fair pay policies with consistency will enable Tesco to gain commitment
and high morale among employees within various departments onto which there are
wider work parameters available. It highly upgrades HR strategies onto higher
grounds, leverages innovation and fuels growth onto wider extent potentially with
new synergy of working connectivity. Tesco with ethical and equal HR policies and
consistent working parameters onto developing innovative reward policies where high
transparency factor is also enabled will be able to potentially reach out to higher
working goals with news customer segments goodwill, higher profitability levels.
·The accountability of HR officials within companies are positioned as one of the
most important parameter of working goals where all employees are motivated when
management is responsive to their fair pays and working scenario. It is highly
important of equity, fairness, consistency and transparent rewarding employees,
following business ethics and maintaining strong working parameters by enabling
working quest to be highly developed for innovative working actions. Tesco shall
gain strong confidence, commitment and strengthened working HR strategies when
reward policies and external motivation factors rae taken care of among HR policies
and business management where they can analyse new work goals (HAYAT,
SUMARTONO and PRATIWI, 2020)

·To ensure good practices are followed up within company HR department tseco shall
conduct regular meetings and brain storming sessions and creative indulging sessions
with employees where leaders take active part in discussions and how various work
paradigms are evolving within HR strategies. Follow ups along with feedbacks from
employees is vitally important for gaining onto results and monitoring of HR policies
where there is wide relative advancement onto new relative goals. Reward practices
shall actively focus onto leveraging new working goals by bringing on advanced
reward systems which will enhance and bring in higher diversity within their strength
at Tesco.
·Line managers and their contribution to reward
Line managers are one of the most integral part within company and are
responsible for achieving performance results among specific functional goals within
employees and for resourcing new talents and hiring specific employee to fit team
positions (Armstrong, 2019) Line managers at Tesco are focused at working
scenarios with strong innovation among all employees, to keep employees working
standards monitored as they can avail new working scenarios further into competitive
domains .
l壱The line managers functions are highly correlated with HR managers and
professionals for developing reward decisions to employees, technically reporting of
all performance and also enhancing new relative goals onto which company aims to
achieve performance. Tesco line managers shall conduct regular performance
measure monitoring parameters of all employees who are working within departments
for reaching out to set objectives which will potentially gain productive development,
new synergy of actions and also upgrade creative thinking abilities. Line managers
also shall provide rewards based on all competencies through which morale is boosted
and work ethics for new targets shall be worked on for reaching higher strength
within performance metrics.
l壱Brainstorming sessions and active meetings shall be held among leaders and team
members for higher practical working vision, keenly bring on synergy of actions and
also generate new relative goals onto which employees feel strong and motivated to
work with new innovation goals. Intrinsic as well as extrinsic motivation is widley
importnat whcih line managers shall use for generating higher order creativity,

commitment and in promoting employees for higher working positions based onto
their comeptencies.
l壱Organisational performance and the link to reward
Tesco can enable strong improved employee contribution and sustained
company performance parameters with strategies of extrinsic and intrinsic rewards
and HR strategies formed onto working advancement for gaining new functional
work parameters onto higher strength.
l壱The extrinsic factors of rewards such as payroll increase, higher benefits such as
incentives increase employee confidence and working morale to potentially perform
actively within company business targets, leverage higher performance avenues.
Extrinsic motivation also years for technical progression onto stronger working
performance metrics and also functionally enhance wider working goals completion
with high competitiveness (Shah, 2019) Extrinsic motivators such as higher pay goals
and new work scenarios, incentives enable to deliver growth objectives of company
within employees which builds motivation parameter.
l壱Intrinsic motivation such as employees recognition on successful targets
completion will also highly potentially develop new working scenario for gaining
wider work synergy of actions and relatively functional goals. Company actions and
HR strategies are highly correlated to bring on potential business framework for
working onto new ideas, relative goals completion and keenly generating new ideas
onto which new resources shall be actively moved on for generating strong
commitment from employees. Intrinsic motivators such as recognition, new working
aspects with wider business recognition enables to generate confidence among
employees (Ngwa,, Adeleke and Imhanrenialena, 2019).
l壱The rewards presented by HR strategies are highly beneficial for gaining
commitment from employees for new work synergy of actions and for generating
wider working actions onto new relative goals and actions through which company
can also target onto new functional goals. Tesco performance metrics are widely
connected to goals and operational advancement set by employees working vision,
new formative action synergy and HR rewards strategies where focus shall be put

onto yielding new diversity of work actions , bringing on new metrics and higher
innovation for longer term periods.
l壱There are facts of employee morale enhancement within work roles when
company culture is progressively working towards innovation , new ideas
development and work enhancement with new actions onto wider paradigms where
technical advancement shall be targeted. Tesco being one of the best retail brand
within global industry can enhance its business services and development goals by
working towards new creative ideas , leveraging new work enhancement synergy
goals and also train employees further for advanced profitability goals (Novak,
Breznik and Natek 2020)
l壱Recommendations
TESCO being one of the best brand within retail industry has been widely
concerned and working towards its HR strategies within companies for gaining new
skilled work parameters and higher working diversity of actions onto which wide
focus shall be pertained.
l壱The rewards systems can also be functionally enhanced within business goals by
developing new interactive sessions among employees and leaders where active
communication sessions, brainstorming activities shall be developed further for
reaching onto higher synergy of work goals. Tesco HR managers can also enhance its
reward systems for motivating employees by using new monitoring systems and
working parameters where technology use is highly developed for reaching onto
higher goals (Murad, Kraemer and Taylor, 2019)
l壱Relatively focus shall also be pertained actively to work onto new arenas of actions
, new reflective work parameters for gaining higher synergy of innovation and
technical advancement. The HR professionals shall also potentially focus for
bringing on keen creative business model within company where new targets shall be
pertained onto work scenario for quest synergy and actions which will leverage new
work goals with stronger innovation.
l壱There shall be monitoring sessions built on within management for reaching onto
new work scenario goals, higher coordination of work quest and also to yield onto
actions where employees are diversely skilled with new reformative steps and regain

new technical goals. HR strategies shall also conduct monitoring sessions within
reward approaches for generating news synergy of commitment and exploring new
ideas onto which there are wide parameters of actions present within varied avenues.
l四CONCLUSION
The report can be concluded with detailed explanation onto how reward
management is one of the main aspect within business world where Tesco aims to be
one of the best brand within retail industry. Report has concluded swot and pestle
analysis which has impacted company HR strategies for developing rewards for
employees, and how reward intelligence has strong impact within management.
Report concludes intrinsic, extrinsic factors of motivation and rewards such as higher
appraisals and promotion shall impact employees for gaining commitments and
strength within their functional objectives which enhances morale to result onto
higher strength (Kinman, 2019)
l四

·REFRENCES
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