Strategic Management of Human Resources Report - Tesco Analysis

This report provides an analysis of Strategic Human Resource Management (SHRM), using Tesco as a case study. It explores the relationship between business and human resource strategy, including vertical alignment and horizontal integration. The report evaluates human resource practices related to performance management and reward systems, offering recommendations for system design and organizational development. Furthermore, it discusses the nature and theoretical perspectives of employment relations, examining the roles of actors and the changing nature of employment. Recommendations are offered regarding mechanisms of employee participation and voice to improve employment relations within an organization.

STRATEGIC MANAGEMENT
HUMAN RESOURCE

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Analyzing the relationships between the human resource and business strategy........................3
Explaining the vertical alignment and horizontal integration that happened across the
organization..................................................................................................................................4
What are the theoretical basis and models of SHRM..................................................................4
Explaining the theory of the strategic perspectives of Best fit/Contingency, Best
Practice/Universalist and Resource Based View, (RBV)............................................................4
Examining the human resource practices related to reward system and performance system....5
Recommendations regarding how customers can design/re-design a performance management
system by supporting organizational development and change...................................................5
TASK-2............................................................................................................................................6
Discussing the nature and theoretical perspectives of employment relations..............................6
Explaining the roles of the actors within the Employment Relationship with analysis of the
changing nature of employment relations....................................................................................7
Recommendations on how mechanisms of employee participation and employee voice can
contribute to improved employment relations within an organizational.....................................8

INTRODUCTION
Strategic human resource management ‘stormed as meeting the needs of employees at the time
of promoting Companies goal. the chosen form of the report is Tesco. The report would also
discuss about the relationship between business and human resource strategy along with this
vertical alignment and horizontal integration will also be explained. It will also evaluate about
the specific human resource practices data regarding performance management and reward
system. Further the report will also discuss about the nature and theoretical perspectives off
employment relationships by evaluating the rules of the actors within the employment
relationship along with analyzing changing nature of employment relations. Lastly, the
recommendation regarding how mechanism of employ participant in employee’s voice can help
in improving employment relationship within organization.
MAIN BODY
Analyzing the relationships between the human resource and business strategy
Both business strategy and human resource strategy are important for every business (The
Essential Link Between Business Strategy and HR Management.2020). The work of both is built
up performance and satisfaction of employees that is to help the business in achieving their
objectives by increasing decision-making power across the organization (Järlström, M., Saru, E.
and Vanhala, S., 2018). All the business strategy data made by the organization are successful
because of human resource the work of human resource strategy is to keep their employees focus
on achieving the goals on the other hand giving opportunities for their growth and advancement.
All the business strategies are made by the head of the business and the workers human resources
to implement them by seeing all the resources of the company. Also the work of both is to clear
the consequences and disputes that are faced by the employees at the time of working. All these
strategies are made for training procedures, good business practices, labor law end companies’
policies which are an essential part for company at the time of making planning. Human resource
capital is important for the company for its long witty and success of the business.

Explaining the vertical alignment and horizontal integration that happened across the
organization
They are the type of competitive strategies that are used by the organization to make their
position among the competitors across the world (Papa, A., and et.al., 2018). Horizontal
integration is related to buying something or act of obtaining from business on the other hand
vertical integration are related to act of the business better operated within the production
vertically. The company who follows horizontal integration Can be one step ahead from its
competitors who are operated at same level with value chain an industry. Both strategies are
important for business to grow the work of vertical integration is at the time when business take
part in industrial process on the other hand the work of horizontal is at the time when business
start growing its business by purchasing its competitors. Horizontal integration also help the
company to reduce its competition expand in size by growing into new market. When you’re
occupational demonstrates an appreciation within the place of work, your character in the
business public can improve. If your business goals include becoming an "employer of high-
quality the employee of the corporation can experience a more diverse pool of interviewees
who can bring a great deal of talent to your organization. Vertical integration has the company
to make profits by immediate access to consumers. For example off horizontal integration is
Tesco wants to expand its business in new markets or merging With existing country or another
for starting it operational overseas (Pamela, A. C. J., Umoh, G.I. and Worlu, G., 2017).
Explaining the theory of the strategic perspectives of Best fit/Contingency, Best
Practice/Universalist and Resource Based View, (RBV).
There are different choices that are performed by the human resources Department of the
organization later universalistic, contingency and configurationally. Behavioral perspective is
used by the strategic human resource management for its theoretical purpose. All these theories
focus on the mediator effects that are based on the relationship between FIRM and strategy
performance. For the research program in the organization they use cybernetic system model this
is also another popular theoretical model. The best approach that is used by the organization is
Universalist that is regarding which human resource management practice is the best for the
organization to perform its all task and activities that are related to achieving the goals of the
company. However it is also used by the organization as one of the best way to manage their
people without facing any organization circumstances.

Examining the human resource practices related to reward system and performance system.
Human resource practices for performance management and reward systems are
1. Defining goal, Objectives and performance of company performance managed cannot be
fulfilled by the employees if they are not clearly outlined by the facts of the company as it is the
one of the effective step 2 words performance management (Performance Management and
Reward Practices.2021). For this the company can use different strategy data using goal tracking
software by creating chart or through sending mails regarding the objectives.
2. Regular meetings to discuss results in outcome it is the duty of human resource to make
employees know about their performance management by the meetings that are held monthly or
on weekly basis. it is the duty of manager to see that all the employees are present at the time of
meeting (Syahidi, A. A. and Asyikin, A .N., 2018)
. In meeting it is the duty of human resource Department to encourage their employees to work
hard for not achieving the goals and objectives of company but also to develop their individual
skills and growth
3. Helps in progress human resource use reward system to improve the performance off
employees in several ways that are reducing cost, minimizing employee’s dissatisfaction,
increasing employees in trust in their financial performance. Companies like Tesco reward their
employees for achieving the objectives and goals of the company An adding values two
organizational performance by their new skills and by facilitating self-managed work teams and
trainings.
4. Efficient reward practices it helps in attracting large number of employees to perform for the
success of organization by using environment. rewards can be in form of bonus, profit sharing,
incentives and Promotion to upper level (Sarif, S. M., 2020).
Recommendations regarding how customers can design/re-design a performance management
system by supporting organizational development and change.
It can be recommended that client again redesign the performance management of organization
by supporting its development and change by creating inclusive strategy better used by the

business leaders for helping their employees to improve their performance for their growth in
future.
 the management system of the company cancel all the issues that are faced by the employees
at the time of performing the activities that are related to achieving the goals and objectives of
the business. Along with this they can also measure the appraiser an appraisal that are regarding
the mutually agreed of the tasks
 It is the duty of manager think about their employees to develop their skills not for the
organization but also for achieving their individual goals. Along with this it is also the duty of
management does use effective friendly performance system among the employees so that they
can do their job with all the satisfaction and mindset. The company should also develop the
process data regarding identifying were the top of performer of the organization and low
performer.
 it is the duty of organization to create a culture that is good for employees to perform as per
the needs of the organization.
 it can also recommend it the organization can use a strong theoretical model to create values
and models to increase the accuracy of the business.
 lastly it can also be recommended the company can use different types of strategy to fulfill all
the needs of the employees so that they do not face any grievances and consequences at the time
of completing their task (Malik, A., 2018)
TASK-2
Discussing the nature and theoretical perspectives of employment relations
There are three respective theories of employee relation that are pluralist, unitarist and Marxist
Perspective. The work of each of them is to provide interpretation that is regarding workplace
conflict, job regulation and the role of unions. Unitarist Perspective are regarding harmonies an
integrated people towards the loyalty culture in the organization. It also helps the organization to
attract mutual cooperation. It is similar to creating a pattern that is regarding requirement for
fulfilling the loyalty of all the employees that are working under the organization. On the other
end the work of pluralist perspective is For the organization that are made up of various sectional

groups. all the groups that upper formed under the organization have it's legal goals,
leaders and loyalties. Pluralistic perspectives are used by company To solve the conflict by using
collective bargaining. However All the under the company add Bing managed along with
positive change an place evolution by the use of pluralism prospective. . Radical perspective is
also known as Marxist perspective. This is used by the Tesco to REVEAL the nature of capitalist
society. it works for recognizing inequalities data for employment relationship as a whole. All
the management position of the company are improved by seeing the Marxism. By seeing all
perspective they have different emphasis and angles data used by the business. Along with this it
also helps him defining the into relationship between trade or labor unions and employers (Eva,
T. P., 2018).
Explaining the roles of the actors within the Employment Relationship with analysis of the
changing nature of employment relations
Roles of actors within the employment relation are defined in three sets that are union
management and state. all the three work together to set the rules that are related to developing
better relationships Understanding all the set goals. All of them have different Rolls that affect
the employment relation. mainly the role of actors focuses on the power and significance of
employment relations. The work of management is to hire workers and later decide what are the
activities and tasks they will perform and for that they will be paid with the money (Galli, B. J.,
2018). Like member of the Commerce chambers promote and support their members the work in
productive manner by governing all the levels within the organization. in the company many of
the workers do not get their payment properly. In this the work of union is related to the workers
who want to improve social by performing different action within the organization. The role of
state in employment relation is setting up this tenders data related to responsible employment
practices. it helps in controlling wages and price related to intervention along with Management
of the economy. As for the macro economy policies state primary relation is dead which affect
The demand of Labor market and manpower utilization. as per the legal framework employment
relation are related to function that are used to determine government audits agency along with
the other role players under the organization relation process. It include different types of things
that employees and employer representative as trade union (The Study of Industrial Relations: A
Changing Field). The relationship between employee and employer describer into two terms that

are employee relations and industry relations. these are also the interchangeable terms that are
used by the organization under the scrutiny of writers (Al-Khrabsheh, A. A., 2018). Mainly
employee relations in general are related to relation between workers an employer that is it can
be in the form of self-employed employees, labors and professionals. on the other end investor
relations are related to activity that take place under the economy better industrial relations.
Changing relationship is very common problem data faced by managers in UK. As per the reason
trends business in my environment are changing in drastic manner to cooperate the today’s
world. According to current manager they’re supposed to work exclusively with equipment’s,
performing all the task, data and systems. Management are also responsible for Bing change and,
facing the issues like Inter Department communication, cross training, personal management
Anne building up job scope. Changing the employment relationship pause problems for the
organization as they have to face different faces of the employees that summer performing good
jobs Ann similar to that summer performing bad which are leading to consequences an this
satisfaction among the workplace. Today managerial jobs are becoming very hectic as it is the
duty of manager to develop new ways data related to improving Quality and speed on the other
hand by reducing the rising cost of the organization. Employees are the Essential part for the
company to achieve the goals and objectives using different strategies and to be one step ahead
from its competitors. To overcome all these changes in the employment relationship the
manager had planned their strategy data related to modifying the working culture which is
capable and flexible for all the employees who are working in the organization (Rao, G. V. and
Priyadarshini, K. I., 2017). All to the manager have started aware of the subordinates and people
who are working under them. Along with this the people are also bored by doing the same work
on the regular basis.
Recommendations on how mechanisms of employee participation and employee voice can
contribute to improved employment relations within an organizational
It can be recommended employee voice and performance can result in improving the
performance of the business as it tells him shaping organizational culture which is an important
part of business to perform all its goals and objectives. Culture is an important part similar to that
it is very difficult to define it but for the business it is not hard to change culture. The people who
have voiced they are more focused do their work by ensuring that the employees were working
in the organization and are able to talk and write all the important things that are related to

business performance it is very easy to say people can speak there all the problems there facing
but on the other hand it is very hard to achieve Dennis sounds (Alsaadat, K., 2019).
Most of the employees and the connectional do not contribute actively due to the organizational
decisions that are taken to improve the performance of the business. Under their hand they think
that if they will raise their voice then it will also result in losing their jobs. It is the duty of
MGRR to see that all the tasks letter given to employees I properly performed by them by
knowing them there performance that how dare doing their jobs and what are the skills they need
to perform it in more better manner. the capability of employees can lead to effective human
resource and management process which are depended on the employees.
The main topics are related to the recruitment career management performance management and
recruitment. Father recruitment is an important role data used by the company for its resources
Ng strategy. It can also be recommended if the employees can raise it voice it will also result in
building the employee relationship with other colleagues so that they can easily work with the
teams to achieve the common goals and objectives of the organization. If the manager of the
company will allow to talk with the other employee which will also lead to employees feeling
more valued than also they can connect to leaders in the employees(Kim, Y. J., Kim, W. G.,
Choi, H .M. 2019).
As in UK most of the success of the companies at decided and defined as birthday employee
voice which are used for enables of engagement an evidence which leads to higher productivity
by improving the innovation an earning benefits and profits. It can also be recommended
employee performance are very important for the company for building the employee
relationship as employees are the main and essential part of the company to perform all its
activities data related to growth an opportunity of the business although objective and goals
attitude by the employees by using their skills and knowledge and different strategies (M’Mbura,
M. K., 2019).
CONCLUSION
By summing up the above report it has been concluded that Strategic human resource
management ‘stormed as meeting the needs of employees at the time of promoting Companies
goal. By the report it has been analyzed that both business strategy and human resource strategy

are important for every business. Further by the report it has been also known that world.
Horizontal integration is related to buying something or act of obtaining from business on the
other hand vertical integration are related to act of the business better operated within the
production vertically. By the report it can be also evaluated that the human resource practices
related to reward system and performance system. Further the report has also concluded about
the three are different choices that are performed by the human resources Department of the
organization later universalistic, contingency and configurationally. At last it has been also
evaluated the There are three respective theories of employee relation that are pluralist, unitarist
and Marxist Perspective and Roles of actors within the employment relation are defined in three
sets that are union management and state

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