Strategic Human Resource Management Report: Tesco Plc Analysis

This report provides a comprehensive analysis of Strategic Human Resource Management (SHRM) within Tesco Plc. It begins by identifying key trends and developments influencing organizational HR strategy, such as globalization, workforce diversity, technological advancements, and continuous i...Read More

STRATEGIC HUMAN
RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
P1 Key trends and development that influence organizational HR strategy.............................................3
P2 Examine internal and external factors that influence HR strategy and practice..................................5
TASK 2.......................................................................................................................................................6
P3 Theories and concepts related with growth and development of Strategic Human Resource
Management............................................................................................................................................6
CONCLUSION...........................................................................................................................................8
REFERENCES............................................................................................................................................9

INTRODUCTION
Strategic Human resource management refers to a future oriented process of developing
and implementing HR program. The main objective of strategic business environment is to
enhance overall performance and uphold culture that inspires and encourage workers to innovate
activities to take the benefit of competitive advantage. Therefore, companies in today’s business
world are emphasis on perform their task at global level. This report is completed on Tesco Plc.
that is a British multinational grocery supermarket in UK and deals on global level(Rees and
Smith, 2021) . This particular report helps human resource manager of Tesco to take strategic
decision making so that firm will enjoy remarkable profits in marketplace. this particular project
study the key trends and development that highly influence organizational HR strategy along
with several internal and external factors which influence human resource strategy and practice
so that company take strategic decision for high growth and sustainability. Further it elucidates
theory and concept that is linked with growth and development of strategic human resource
management in case of Tesco Plc so that high profitable results are enjoyed.
TASK 1
P1 Key trends and development that influence organizational HR strategy
Human resource management reflects as an activity of managing workforce within
business enterprise and accumulates them to the current rules and policies of organisation so that
working should be done in smooth manner. It defines as a procedure that is used to attract and
retain employees along with gaining profitable results within working process(Shaw, 2021). To
sustain in business industry it is very essential for a business enterprise to examine key trends
and development which are present in marketplace that influence organizational HRstrategy and
helps in gaining competitive advantage. This trends and developments helps business
organisation in becoming a market leader so that they will sustain for a larger time period by
attracting loyal customers to hire experienced talent in company. In context of Tesco Plc. several
trends and developments are to be presented below that influence HR strategy:
 Globalization- Currently business organisation are not developed their activities for
native country but they developed their working criteria according to global basis. This

help in generating high profitable result along with enhancing company visibility on
international market. It is a type of key trend on which manager of Tesco plc is focused
so that their overall operation is increased in different host countries. It maximizes the
working of HR manager and helps in developing strategy decision making. This crucial
trend help manager of Tesco to hire talent on global level from diversify culture that
influenceHR strategy in terms of attracting talent who use skills and experience to
perform task at specific job role in so that company would grow and sustain for more
time in marketplace.
 Workforce diversity- It represent as an effective development within the business
industry that influence HR strategy of business organisation in positive manner.
Workforce diversity represents several aspects such as religion, age, gender, cultural
background etc. that is highly linked with the company human resource function and
related performance and profitability(Lynch, 2021). In case of Tesco plc company is
working on international level and they deal with workforce diversity that influences HR
strategy in working environment in effective manner. To work on global level human
resource are focus on evaluating performance as a strategy that is highly influence by
workforce diversity. In this they provide training session as per workforce diversification
so that every employee feels values due to which high profitable results are attained.
 Advancement in Technology- The key trend in marketplace is technology advancement
that present as a positive factor for businesses to make connectivity on global level. In
case of Tesco plc. manager need to focus on update technology as it helps in simplify the
task and activities related to managing and organizing employees so that best strategic
decision making is to be done. This trend helps HR manager to maintain the data in safe
and confidential manner that helps in gaining competitive advantage within marketplace.
Hence it influences the HR strategy that is based on safe and confidential of employee
data in positive manner.
 Continuous improvement programs- This represents a key development within
business industry that highly influences the HR strategy to gain profitable result in
marketplace. Therefore, focus on continuous development program develops brand
reputation and satisfied employees for longer time period. In terms of Tesco plc company
mainly emphasis on refining quality and productivity to attract more customers and

targets them to attain profitable results. This development in business strategy within
human resource where they implement continuous improvement program to enhance
worker performance and encourage them to accept change as per dynamic business
environment(Wikhamn, Wikhamn and Fasth, 2021). However to gain this strategy
manager need to communicate with employees regarding changes and outcomes they
expect. In this they also examine effect of changes on works using this development
program. Hence it influences HR strategy in positive manner.
P2 Examine internal and external factors that influence HR strategy and practice
Human resource strategies within an organisation is developed and formulated for the
purpose of attaining firm targets and objectives by motivating employees or workers to perform
their task proficiently. There are several internal and external factors which influence HR
strategy and practices are presented below in context of Tesco plc.:
Internal factor
Internal factor refers to that that lies under organisation and affects human resources strategies
and practice. In case of Tesco plc several internal factor that affect organisation human resource
strategies are presented below:
 Organizational culture- It refers to values, beliefs, norms that are shared by company
members. There are two types of organizational culture high performing culture and low
performing culture(Czeily and Dajnoki, 2021). In terms of Tesco Plc. If manager adopts
the high performing culture then it creates a strong connection between employees and
manager.in which human resource manager treated their employees as strategic resource
that helps in gaining profitable results in terms of profitability and productivity. But if
manager adopt low performing culture than employees performance are stuck atone
position that impact negatively on company growth.
 Employee relation- It is another internal factor that influence HR strategy and practice
within an organisation. In case of Tesco Plc. if manager promote their employees
efficiently than it influence strategy and practice of HR in positive manner because they
feel connected and perform their task prominently that are allotted to them(Konovalova
and Mitrofanova, 2021). In this to maintain the employee relation manager need to offer

training and development session as per individual capability that impacted internal
policies and practices in positive manner.
External factor
 Legislation, rules and laws- In case of Tesco plc it is very crucial for manager to work
while following laws and regulations. It is done because rules and regulation impact
majorly on the HR activities that mainly linked with the federal legislation and states
code of conduct(Wood and Kispál-Vitai, 2021). These laws and legal activities helpful in
managing task and projects of Tesco Plc for a longer time period. In this manager need to
follow employee safety and health law to safe and secure their workers so that they
influence HR strategy and practice in positive manner and firm will attain high profitable
results. This also develops the Tesco Plc brand image in competitive marketplace.
 Social and cultural environment- It is another external factor that influence human
resource strategy and practice within a business entity. Most of the time strategies related
to human resource are influenced by social and cultural factors(Shams, Ghahramani and
DavariAghdam, 2021). This factor involves work ethic, action of worker towards work
etc. For instance- In case of Tesco plc. manager encourage their workers by using
monetary rewards in their UK market because at their workers are highly influenced by
getting more pay while to work in Asian market they offer grate work life balance to
employees so that they are stay connected with company. This highly influences
strategies and practices of HRM in positive manner because due to this manager easily
manage and tackle workforce that assist in gaining high profitable results.
TASK 2
P3 Theories and concepts related with growth and development of Strategic Human Resource
Management
With formulation of an effective human resource management strategy, TESCO or other
organisation are able to maximise their productivity by completion of operations and functions
with engage of skilled and potential workforce.Moreover, TESCO induce human resource theory

because this support to perform work according to selected steps.Concept related with retail
organisations are mention as follow:
STANDARD CASUAL MODEL OF HRM
One of the most popular HR model is recognised as the standard casual model and this
model is based on different or various models which are developed between the period and
century of 90. Model show about casual chain and their use among all methods of business
which relates with methodology and closure of organisation Human resources (Aldehayyat,
Almohtasb and Alsoboa, 2021).On the other side, productivity related with business is improved
by execution of effective steps related with human-resources.
AIIHR STANDARD MODEL FOR HR
This model demonstrate how HR exercise are lined up with implement of authoritative
techniques and it aid to implement better techniques for execution of business projects.
According to this model Human Resources generate powerful methodology and this lined up
towards organisation procedure. Along with this management considered towards formulation of
effective models and it helps for managing all tasks according to business procedure. TESCO
HR system completes their task with analyses of general methodology and system which is
related with human resources. The prime focus of organisation is to achieve long term goals and
specific results by preparing and evaluating all results related with human resource and this aids
to complete all workin an organised manner.Two integrated connections enhance organisation
efficiency because this helps to manage work according to the invested amount.
ROLE OF THEORY IN HRM
The primary hypothesis that is received by TESCO for the development and advancement as
indicated by key HRM in light of the fact that this hypothesis drives people to embrace
compelling HR rehearses(De Clercq and et. al., 2021). This additionally indicates that individual
business is leading better outcomes by understanding the trademark which is connected with
representatives and their work. Further, this results all decided goals and objectives are
accomplished by the organisation through engage of potential workforce within company
operations and functions. It additionally drives the board to explore execution of association to

make right outcomes. This additionally alludes that the AMO hypothesis is working with three
diverse autonomous work framework that shape worker trademark and leads them for offering
better achievement in association by characterizing interest of organization. It likewise alludes
that elite is produced through AMO hypothesis as it increment interest of workers among
association. Model TESCO is expanding position representative's information in upgrading
worker information. After representative is utilized to make viable strategy that lift workers
usefulness by utilizing inspiration factors.
Human capital theory
Human resources are a free term that alludes to the instructive accomplishment,
information, experience, and abilities of a worker. The hypothesis of human resources is
moderately new in money and financial aspects. It expresses that organizations have an impetus
to look for useful human resources and to add to the human resources of their current
representatives. Put another way, human resources is the idea that perceives work capital isn't
homogeneous. The human resources hypothesis sets that people can expand their useful limit
through more noteworthy instruction and abilities training. A significant strength of Human
resource theory is that it helps policymakers within organization to satisfy employees needs in
effective manner. Number of organizations such as Marks and Spencer, ASDA and more
undertake use of human resource theory in order to increase morale of employees.
Motivation theories
It has been evaluated that, there are different types of motivations theories such as
Maslow’s hierarchy of needs, Hertzberg two factor theories and more. Mentioned below in-depth
evaluation of these theories is being done:
Maslow's chain of command of necessities is a hypothesis by Abraham Maslow, which
advances that individuals are inspired by five essential classes of requirements: physiological,
security, love, regard, and self-actualization. In request to more readily comprehend what spurs
people, Maslow suggested that human requirements can be coordinated into an order. This chain
of importance goes from more substantial necessities, for example, food and water to extract
ideas like self-satisfaction. As indicated by Maslow, when a lower need is met, the following
need on the chain of importance turns into our focal point of consideration. Another benefit of

this hypothesis is that it offers thought to fundamental human instinct that is requesting more as
lower level requirements are fulfilled. The greatest benefit of Maslow hypothesis of inspiration is
that it is easy to comprehend. It has been evaluated that organizations like Zara and more
undertake use of this theory in order to satisfy needs of employees. It benefits company to retain
them for longer period of time. With the application of this theory TESCO can fulfill needs of
employees as per every stage that will aid organization to maximize its productivity and
employee satisfaction level.
Hertzberg's two factor theory
This theory comprises of two aspects that are being discussed below:
Hygiene factors
Hygiene factors are those work factors which are fundamental for presence of inspiration
at working environment. These do not prompt positive fulfillment for long haul. Yet, on the off
chance that these components are missing/assuming these variables are non-existant at work
environment, they lead to disappointment. At the end of the day, hygiene factors are those
variables which when sufficient/sensible in a task, placate the workers and don't make them
disappointed. These components are extraneous to work. Hygiene factors are likewise called as
dissatisfiers or support factors as they are needed to keep away from disappointment. This factor
fulfills physiological needs that include pay, physical work conditions, status and more.
Motivational factors-
According to Herzberg, the hygiene factors does not stated as motivators. The persuasive
variables yield positive fulfillment. The motivational factors are innate to work. These variables
rouse the workers for an unrivaled exhibition. These components are called satisfiers. These are
factors associated with playing out the work. Employees discover these components naturally
fulfilling. The inspirations represented the mental necessities that were seen as an extra
advantage. It includes recognition, growth and promotional opportunities and more.
This theory has been implemented by organizations like Marks and Spencer as to
motivate employees as great extent. Thus, with the implementation of this theory in their
motivation process TESCO can assure higher level of employee’s satisfaction.

Resource based theories
The resource-based theory recommends that assets that are important, uncommon, hard to
emulate, and non substitutable best position a firm for long haul achievement. These essential
assets can give the establishment to foster firm capacities that can prompt better execution after
some time. Capacities are expected to package, oversee, and in any case misuse assets in a way
that offers some benefit added to clients and makes benefits over contenders. The resource-based
theory battles that the ownership of key assets furnishes an association with a brilliant chance to
foster upper hands over its opponents. With the implementation of this theory companies like
Sainsbury and M&S assures higher competitive advantage. By applying this theory into practices
TESCO can focus upon resources and can conduct value based management in effective manner.
CONCLUSION
From the above report it is to be concluded that strategic human resource manager is a
prominent concept for gaining profitable and sustainable outcome within business industry.
Therefore human resource is a prominent concept for lead the company in dynamic marketplace.
This report helps in developing the knowledge regarding key trends and development within
organisation that influence HR strategy and in this globalization, technology, workforce diversity
etc. are the major trends and developments that are useful for business to gain profitable results
and sustain in market for longer time period. Further it also elucidates the external and internal
factors that affects human resource strategies and practices and by this above study it is
concluded that positive workplace, employee relation maintain strategy and practices in positive
manner internally and adopts high performing organisation culture is best factor that influence
strategies in effective manner so that more profits are attained by entity.

REFERENCES
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Challenges and Digital Chances of Knowledge Based Economy (pp. 735-742). Springer,
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