Strategic Resource Management Report for Tesco

This report provides a comprehensive analysis of strategic resource management at Tesco, a leading multinational retailer. It covers four key areas: human resource management, physical resource management, marketing, and information systems management. The report delves into Tesco's objectives, strategies, and techniques in each area, highlighting how these contribute to the company's overall success. It also discusses the importance of aligning resource management with business strategy and the need for continuous improvement in these areas. The report concludes that effective strategic resource management is crucial for Tesco to achieve its goals and maintain a competitive edge in the market.

Strategic Resource
Management

TABLE OF CONTENTS
INTRODUCTION.....................................................................................................................................1
ACTIVITY 1: HUMAN RESOURCE MANAGEMENT.........................................................................1
1.1..........................................................................................................................................................1
1.2..........................................................................................................................................................2
2.1..........................................................................................................................................................2
2.2..........................................................................................................................................................3
2.3..........................................................................................................................................................4
2.4..........................................................................................................................................................4
1.3..........................................................................................................................................................5
ACTIVITY 2: PHYSICAL RESOURCES MANAGEMENT..................................................................6
3.1..........................................................................................................................................................6
3.2, 3.3...................................................................................................................................................7
ACTIVITY 3: MARKETING....................................................................................................................7
4.1..........................................................................................................................................................7
4.2..........................................................................................................................................................8
4.3..........................................................................................................................................................8
ACITIVITY 4: INFORMATION SYSTEMS MANAGEMENT (ISM)...................................................8
5.1, 5.2...................................................................................................................................................8
5.3..........................................................................................................................................................9
CONCLUSION..........................................................................................................................................9
REFERENCES.........................................................................................................................................10

INTRODUCTION
Strategic human resource management (SHRM) is the process which evaluates current
and future needs of human resources within firm to attain desired goals. SHRM involves varied
elements of human resources such as hiring, compensation, payroll and discipline etc. Further,
undertaking such concept assists workers in developing collaborative working; it also helps in
retention within the firm, enhances the quality of work experience and maximizes mutual benefit
of employment for both employee as well as employer (Ketchen, Wowak and Craighead, 2014).
In current study, strategic resource management concept has been evaluated with regard to Tesco
Plc. It is one of the leading British multinational grocery and general merchandise retailer.
However, it is the third largest retailer in the world as per revenues. The report discusses four
different activities such as human resource management, physical resource management and
marketing as well as information systems. However, it assists human resources of the company
to demonstrate and assess role of HRM within organization with the aim to support business
strategy and to develop human resource in the enterprise.
ACTIVITY 1: HUMAN RESOURCE MANAGEMENT
1.1
It can be evaluated that, main objective of Tesco is to achieve desired goals with the
assistance of human resource management within enterprise. Further, managing human resources
within the organization is essential because it assists in carrying out effective function of firm
and attain desired goals. However, Tesco normally favours objectives such as improving sales
and profitability. For example, one of the goals of Tesco is to provide quality products and
services to its customers (Andries and Czarnitzki, 2014). Thus, in order to achieve these
objectives it is significant for the firm to organize effectual training and development session for
its employees. It assists them in enhancing their knowledge regarding product and thus helps in
satisfying the requirements of clients.
Another objective of Tesco is utilize skills and talents of employees so that, they can
attain maximum satisfaction of customers. Here, performance appraisal function of HR helps in
achieving the stated goal effectively. By using this manager can assess the training and
development need of its employees to enhance their productivity. Another objective for business
is to maintain employee satisfaction. For instance, it has been observed that, sometimes
1

employees feel highly dissatisfied when employers do not take any action against the conflicting
situation which arises among workers (Armstrong and Taylor, 2014). Thus, in order to attain this
objective, HRM contributes effectively by implementing proper grievance handling procedure.
With the assistance of this procedure, the conflicts which occur between employees can be
resolved. Hence, through this way satisfaction of workers can be maintained.
1.2
According to the view of Berman and et. al., (2015), it can be evaluated that, it is the
human resources plays a crucial role within firm in order to carry out diverse work activities.
Further, managers and HR professionals play an important role in organizing people so that, they
can effectively perform these operations. Therefore, it can be assessed that, HRM is the main
approach for Tesco in order to gain desired objectives. There are varied roles within HRM which
is required to be fulfilled by the company. These are as follows
 Recruitment and Training- As per the opinion of Molina-Azorín (2014), it is one of the
crucial role of HR department. Therefore, HR managers of Tesco are required to design
effective plan and strategies for recruiting skilled and talented individual for the right job.
Thus, through selecting right people it assists the firm in enhancing sales and
profitability. Further, employees are required to attend training programs which helps
them to sharpen their existing skills so that, they can undertake certain new roles and
responsibilities.
 Managing disputes- It can be assessed that, within firm there are several issues on which
disputes can be occurred among workers and management. As per the Mitchell and et. al.,
2014), it is crucial for human resource department to act as a mediator and consultant in
order to sort those issues and attain desired objectives. It is essential for HR personnel to
listen to grievances of the workers and provide them with proper solutions.
2.1
It can be evaluated that, both recruitment and retention strategies are important human
resource functions which requires strategic thinking and planning. However, it is essential for the
organization growth to maintain its recruitment and retention tactics. Through recruiting and
retaining the best talent, it helps in enhancing brand image of Tesco in the market. Recruitment
2

strategies include recruiting and selecting skilled individuals for the job (Collings, 2014). While,
retention strategy assists in retaining skilled employees within the firm for long term
development.
Recruiting qualified candidates- HR professionals is required to create ways through which
they can recruit skilled and qualified applicants within the company. Tesco can adopt recruitment
strategy such as job fair, seminars and professional associations so that, skilled candidates can be
attracted towards business. Further, it is important for Tesco to plan effectual recruitment tactics
as best skilled candidates can be selected in order to carry out the job (Lu and et. al., 2014).
Retaining talented workers- It is one of the significant strategies which is required to be
adopted by Tesco with the aim to retain its skilled and talented workforce to add value to the
firm. Therefore, organization should organize various employee retention programs such as
introducing incentives, minimizing stress and improving working conditions will help in
decreasing employee attrition rate within the organization (Mello, 2014).
2.2
There are varied techniques that can be adopted to develop the learning ability of staff in
Tesco. As per the view of Smith (2014), it can be assessed that, the quality of workers and their
development through training and education are major factors in determining long term
profitability of business. Thus, it is essential for the firm to invest in the development of staff
skills as this will help them to enhance their productivity. However, through analysing training
needs of employees it assists in developing their skills and abilities to provide the best quality
customer service. The human resource department needs to evaluate training needs of individuals
and then organize regular training programs which help the staff to sharpen their skills and
provide them with best results to satisfy clients.
According to Boselie (2014), organization can also encourage workers by providing them
with effective sales training so that, it helps them in enhancing their performance. For instance, if
any consumer visits the store for window shopping but because of effective communication skill
of worker they purchase the products from store. Thus, it can be stated that such type of skill of
worker assists them to convert the visitor into actual customer by selling products to them.
Furthermore, in order to develop employees within Tesco different techniques are adopted. These
are as follows-
3

 Conferences and seminars- Through organizing seminars related to team work helps in
improving skills and knowledge of staff which further helps them to deliver best quality
products and services to clients. For example, Tesco can organize training program for
workers in which they can enhance their problem solving ability. However, it assists them
in overcoming issues which are faced by customers in store (Eliasson, 2014).
 Job rotation- Furthermore, it is another technique which can be undertaken by the
management of Tesco which involves transferring the worker from one job role to
another. With the help of this, they can feel comfortable while carrying out tasks.
However, it helps in developing individual's skills with the aim to contribute their skills
in different departments and gain knowledge about everything (Galliers and Leidner,
2014).
2.3
It can be analyzed that, different employee development techniques helps in ensuring
the engagement of workers within Tesco in order to fulfil their needs For example, the training
and development programs organized by business ensures each and every individual of firm to
participate in the session and enhance their skills and knowledge through sharing ideas, thoughts
etc. Thus, it helps in contributing in employee engagement so that; common goals can be attained
(Galegher, Kraut and Egido, 2014). However, for any organization worker satisfaction and
engagement are crucial element which helps in planning future strategic goals.
Moreover, performance appraisal is another technique which contributes to the employee
engagement through adopting 360 degree appraisal method in order to evaluate the performance
of team members. Thus, through involving such technique by the management of Tesco it assists
them to assess issues which are faced by workers and then try to overcome it in order to achieve
results. Furthermore, job rotation technique is also useful as this assists in ensuring employee
engagement by engaging them within every department and helps in gaining little knowledge
about every field. Thus, it helps in contributing effectively towards organization as it reduces
employee boredom of working in single department for long time (Bajdor and Grabara, 2014).
Above all, it can be evaluated that all the identified employee development techniques assists in
ensuring worker engagement in order to attain high performance objectives within Tesco.
4

2.4
It can be evaluated that, there are effectual strategies which are adopted by the HRM
department to support the attainment of business strategy. However, it is crucial for Tesco to
execute a systematic analysis of varied tactics which needs to be undertaken by human resource
department. The company needs to assess requirement of individual and then provide them with
proper opportunities to build their skills and knowledge. Also, it is significant for the department
to analyse requirements and then imply appropriate tactic such as motivation according to the
performance of individual. Thus, it helps them to encourage and carry out tasks effectively in
order to gain best results (Momin and Mishra, 2015). For example, HR department of business
analyses need of training and development program so that, it assists them to improve skills and
capabilities of individual and perform better results. Thus, implementing training and
development strategy helps in attaining business strategy. Furthermore, HR department should
effectively imply all these strategies within the business in order to attain Tesco's overall goals
and objectives.
1.3
It is essential for Tesco to appraise process of human resource requirement within firm in
order to attain desired success. Through such type of process, it assists in analysing needs and
wants of individual and thus it helps in maintaining a balance between future demand and supply
of human resources so that, results can be achieved. The human resource planning process for
Tesco is discussed underneath-
 Assessing need of human resources- In this, HR management of Tesco is required to
assess requirement of human resources through executing internal and external
environment. However, it helps in assessing current available human resources within the
firm so that; desired goals can be attained (Czarzasty, Gajewska and Mrozowicki, 2014).
 Forecasting demand- The HR department is required to forecast future demand of
skilled human resources within business. Furthermore, the requirement of future
workforce can be estimated with the help of current availability of human resource within
the workplace.
 Forecasting supply- In this step, the HR department evaluates the estimation of future
supply of skilled and qualified employees as per the present requirement. However, Tesco
5

can accomplish required supply of skilled workers through adopting different forms such
as internal and external sources (Levenson, 2014).
 Matching demand and supply- It is another significant step of human resource planning
process. Here, the HR department needs to match future demand and supply of human
resources within Tesco. Thus, through the helps of such step it helps in matching demand
and supply to an equilibrium position so that, business can solve the problem of shortage
and over staffing within the firm (Caliskan, 2010).
 Action plan- It is the last step, which is concerned with the surpluses and shortages of
human resources within Tesco. Here, the HR department of business is required to
develop proper action plan so that recruitment, selection and training activities can be
carried out effectively.
ACTIVITY 2: PHYSICAL RESOURCES MANAGEMENT
3.1
There are numerous physical resources which are required within Tesco such as machine,
building and equipment etc. All these resources assist in ensuring attainment of objectives. These
are discussed below-
Objectives Physical
Resources
Resource Management Implications
The main aim of
Tesco is to
minimize waiting
time for customers.
Machines However, through adopting best innovative technology, it helps firm
to reduce the waiting time of clients and deliver them with quick
services (Adams and et. al., 2002). For instance, after purchasing
products, customers wait for hours at the bill counter for payment.
Thus, through implementing updated technology machines it assists
in decreasing waiting time and helps in satisfying the need of
clients.
Another objective
of Tesco is to
deliver convenience
to clients.
Building Furthermore, it is another crucial physical resource and thus Tesco is
required to develop proper action plan for designing the layout of
the store. For example, in order to provide convenience to clients
business is required to hire extra workforce kids and women
6

products in a separate section (Andries and Czarnitzki, 2014). Thus,
it provides convenience to clients in selecting product for them.
3.2, 3.3
Physical resources such as building, material, machines and equipment etc. play a crucial
role in order to achieve the business objectives. According to the view of Armstrong and Taylor
(2014), all these resources assist the firm in developing effectual relationship among clients
through satisfying their needs. Further, through the physical resource such as machine it helps in
implementing innovative technology within business that helps in satisfying needs of clients by
reducing the waiting time at the bill counter. Also, in order to provide convenience to clients
business undertakes physical resource like building and thus manages design and layout in order
to attain customer attraction and satisfaction (Armstrong and Taylor, 2014).
Furthermore, it is essential for business to follow a proper plan of physical resource
requirement as per the needs and demands of customers so that, set goals can be achieved. Thus,
through implementing proper physical resource management Tesco needs to adopt physical
resource theory which helps in focusing on different physical resources such as building and
material to satisfy requirement of clients (Lu and et. al., 2014).
ACTIVITY 3: MARKETING
4.1
The main objective of Tesco is to enhance sales and profitability of firm in order to attain
organizational objectives. Thus, to achieve such type of goals it is crucial for management of
business to develop varied marketing activities such as promotion and targeting tactic which
helps in attracting potential clients. Moreover, Tesco is required to execute effectual marketing
activities so that, desired goals of firm can be attained. However, organization is required to carry
out marketing activities within the firm such as adopting online sources to attract target market.
Thus, all these promotional techniques help in contributing effectively to attain of business goals.
Furthermore, undertaking marketing mix strategies such as 4 P's i.e. product, price, place and
promotion assists business in effectively contributing to enhance the sales and profitability
objectives of firm (Berman and et. al., 2015). For instance, Tesco aim to enhance sales by 18%
till 2020. Thus, in order to achieve such specific objective, management is required to adopt
7

effective promotional activity and attain business goals.
4.2
. As per the view of Berman and et. al.,(2015), the main purpose of carrying marketing
operations within Tesco is to enhance marketing efficiency and growth within the firm. Also, it
can be analysed that, such function is critical for organization to adopt effective marketing
efforts, changing customer behaviour and market conditions with an aim to expand operations of
enterprise worldwide. For instance, it is essential for Tesco to develop proper marketing
operations as it helps in promoting products and services in an effective manner to improve sales
and profitability of the organization.
4.3
Tesco needs to adopt business development process which helps them to develop and
implement growth opportunities within the organization. However, through such type of process
it helps in creating long term value for firm from the view point of customers, market and
relationship. With the assistance of market development process it is essential for corporate to
identify target market and thus enhance the sales and profitability (Mello, 2014). Also, business
is required to create awareness of its products and services in market with the aim to attract large
number of customers and satisfy their needs. Furthermore, adopting communication process
helps Tesco in developing its market as people enquire more about its products and services in
order to consume it and further it helps in enhancing sales and profitability condition. Thus,
adopting all these market development processes assists in expanding market share of the firm.
ACITIVITY 4: INFORMATION SYSTEMS MANAGEMENT (ISM)
5.1, 5.2
The information system management plays a crucial role in achieving Tesco's objectives.
It also assists business to develop products and services by adopting information system
technology and thus improve its functioning effectively. However, adopting Enterprise Resource
Planning (ERP) systems assists in allowing management of Tesco to review their sales, costs and
other operations effectively to obtain results. Also, by implementing effectual information system
helps in achieving competitive advantage of the organization (Smith, 2014).
As per the view of Boselie (2014), the significance of ISM within Tesco is very critical as
8

it assists management to determine contribution of own department towards business success. It
also helps in maintaining a proper record of data such as sales figures, presence of stock and
workforce etc. Thus, it assists the manager to take appropriate action to fulfil client demands.
5.3
It is essential for the business to plan the requirement of information system management
within Tesco to achieve success in marketplace. Thus, by implementing effectual Information
System in business helps in developing distinct image of firm in market as compared to other
rivals operating in the similar industry. However, information system management aid in
maintaining proper record of data such as presence and absence of workforce, availability of
stock, and arranging sales figures as per previous years to measure the growth and development
of organization (Eliasson, 2014). Further, assessing requirement of information system within
business and thus implementing such system helps in improving performance of Tesco in the
retail market.
CONCLUSION
It can be accomplished from the study that, strategic human resource management helps
in maintaining proper need and wants of human resources within Tesco. Also, it can be evaluated
that, human resource management is an essential element at the time of recruiting and retaining
skilled employees in the organization. Business is required to develop effectual employee
development programs so that it assists them to encourage and provide quality products and
services to customers. Further, Tesco needs to undertake varied physical resources such as
material, building and equipment etc. which helps them to satisfy customer requirements. At the
end, enterprise should implement effective information management system that assists them to
maintain proper records of human resources, inventory etc. and thus business targets can be
attained.
9

REFERENCES
Books and Journals
Andries, P. and Czarnitzki, D., 2014. Small firm innovation performance and employee involvement.
Small Business Economics. 43(1). pp. 21-38.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
Bajdor, P. and Grabara, I., 2014. The Role of Information System Flows in Fulfilling Customers’
Individual Orders. Journal of Studies in Social Sciences. 7(2).
Berman, E. M. and et. al., 2015. Human resource management in public service: Paradoxes, processes,
and problems. Sage Publications.
Boselie, P., 2014. Strategic human resource management: A balanced approach. Tata McGraw-Hill
Education.
Collings, D. G., 2014. Integrating global mobility and global talent management: Exploring the
challenges and strategic opportunities. Journal of World Business. 49(2). pp. 253-261.
Czarzasty, J., Gajewska, K. and Mrozowicki, A., 2014. Institutions and Strategies: Trends and
Obstacles to Recruiting Workers into Trade Unions in Poland. British Journal of Industrial
Relations. 52(1). pp.112-135.
Eliasson, G., 2014. Firm Objectives, Controls and Organization: The Use of Information and the
Transfer of Knowledge within the Firm-Volume 8. Springer Publishing Company, Incorporated.
Galegher, J., Kraut, R. E. and Egido, C., 2014. Intellectual teamwork: Social and technological
foundations of cooperative work. Psychology Press.
Galliers, R. D. and Leidner, D. E., 2014. Strategic information management: challenges and strategies
in managing information systems. Routledge.
Ketchen, D. J., Wowak, K. D. and Craighead, C. W., 2014. Resource gaps and resource orchestration
shortfalls in supply chain management: The case of product recalls. Journal of Supply Chain
Management. 50(3). pp. 6-15.
Levenson, A., 2014. Organization design and talent strategies for emerging markets. Organizational
Dynamics. 43(3). pp. 205-213.
Lu, J. and et.al., 2014. The impact of domestic diversification and top management teams on the
international diversification of Chinese firms. International Business Review. 23(2). pp. 455-
467.
Mello, J., 2014. Strategic human resource management. Cengage Learning.
Mitchell, M. and et. al., 2014. Applying resilience thinking to natural resource management through a
10

“planning-by-doing” framework. Society & Natural Resources. 27(3). pp. 299-314.
Molina-Azorín, J. F., 2014. Microfoundations of strategic management: Toward micro–macro research
in the resource-based theory. BRQ Business Research Quarterly. 17(2). pp. 102-114.
Momin, W. Y. M. and Mishra, K., 2015. HR Analytics as a Strategic Workforce Planning. IJAR. 1(4).
pp. 258-260.
Smith, L. G., 2014. Impact assessment and sustainable resource management. Routledge.
Online
Adams, O. and et. al., 2002. Human, physical and intellectual resource generation - proposals for
monitoring. [PDF]. Available through: <http://www.who.int/healthinfo/paper49.pdf>. [Accessed
on 19th September 2015].
Caliskan, N. E., 2010. The impact of strategic human resource management on organizational
performance. [PDF]. Available through:
<http://www.dho.edu.tr/sayfalar/02_Akademik/Egitim_Programlari/Deniz_Bilimleri_Enstitusu/
Dergi/066_Esra_Nemli1.pdf>. [Accessed on 18th September 2015].
11