Strategic Human Resource Management Analysis at Tesco Report

This report analyzes the strategic human resource management (HRM) practices at Tesco, examining how the company aligns its HR strategies with its overall business objectives. The report explores the influence of both internal and external factors, such as consumer demands, technological advancements, and strategic partnerships, on Tesco's HRM. It delves into the importance of the HR department in supporting company goals, including recruitment, training, and development, and how these functions contribute to the organization's growth and efficiency. Furthermore, the report discusses the role of the HR department as a change agent, particularly in adapting to shifts in the business environment, and the application of the Ulrich model. It also highlights the significance of adapting to consumer needs and the strategic use of technology, such as online payment systems, to enhance the overall customer experience and organizational outcomes. The report concludes by summarizing the key findings and emphasizing the importance of strategic HRM in achieving the company's targets and mission.

THE STRATEGIC
CONTEXT OF
HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENT
◦ INTRODUCTION
◦ MAIN BODY
◦ CONCLUSION
◦ REFERENCES

INTRODUCTION
◦ Social factor: Tesco needs to make sure that they are providing products according to the
needs and demands of consumers. They are also taking care of their belief and values so that
they can be able to retain consumers. Healthy and organic products need to be provided by
Tesco.
◦ Technological factor: During the time of novel corona virus pandemic it is really necessary
that company makes use of high-tech technology. Like for example they should adopt online
payment system so that consumers of Tesco need not to wait in a cue.

Internal analysis of HRM
◦ Strategic partner: In this the strategy and initiatives
which is been adopted by Tesco’s HR needs to be
aligned with the business strategy.
◦ They need to make sure that company’s goal and
their objectives are similar. Only it can assist an
organisation in growing and achieving objectives.

Evaluation of HR function
◦ HR functions are really useful in managing and coordinating
tasks and also it is been really useful in planning for the
future.
◦ The HR department of Tesco is been involved in making
sure that adequate training is been provided to individuals,
so that the goals and objectives of company can be achieved
and also the firm will be able to grow because of it. HR
department is also been involved in doing the hiring and
recruitment.

CONCLUSION
◦ From the above study it has been summarised that various factors can affect the working of
company.
◦ It has been analysed that company needs to provide products according to needs and demands of
consumers.
◦ It has also been evaluated through Ulrich model that Hr has been acting as change agent.
◦ They have been engaged in supporting company when change is been implemented by them. This
has assisted firm in growing and also, they have become more productive because of it.
◦ This has also supported them in achieving the set target and mission, which has helped in growing.

REFERENCES
◦ Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management, 29(1), pp.34-67.
◦ Cooke, F.L., Xiao, M. and Chen, Y., 2020. Still in search of strategic human resource management? A
review and suggestions for future research with China as an example. Human Resource Management.
◦ Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management Journal, 27(1), pp.1-
21.
◦ McClean, E. and Collins, C.J., 2019. Expanding the concept of fit in strategic human resource
management: An examination of the relationship between human resource practices and charismatic
leadership on organizational outcomes. Human Resource Management, 58(2), pp.187-202.
◦ Zehir, C. and et.al., 2016. Strategic human resource management and firm performance: the mediating
role of entrepreneurial orientation. Procedia-Social and Behavioral Sciences, 235, pp.372-381.
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