Talent Management Practices in Tesco PLC: An Analytical Report

This report provides an analysis of talent management at Tesco PLC, a multinational grocery company based in the UK. It explores the aims of talent management within the organization, focusing on how it helps achieve organizational goals, gain a competitive edge, maintain a positive image, and develop profitable strategies. The report also discusses the legal regulations impacting talent management, such as the Employment Relation Act 1999, Maternity and Paternal Leave Regulations 1999, and the National Minimum Wage Act 1998, emphasizing their importance in creating a safe and compliant working environment. Furthermore, the report examines the costs and benefits of talent management, highlighting improved recruiting, deeper employee engagement, and better organizational relations. The report concludes with recommendations for Tesco PLC to innovate their hiring approach and improve performance measurement techniques to enhance their talent management process. Desklib offers a wealth of similar reports and solved assignments for students.

Talent Management

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
Aim of talent management.....................................................................................................2
Legal regulations in Talent Management...............................................................................3
Cost and benefits of Talent Management...............................................................................4
Recommendations..................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
Talent management refers to the attraction, selection and retention of employees in the
organisation in which the business follows a combination of Human resource processes across
the lifecycle of employees. This helps in encompassing the workforce planning, learning and
development, recruiting, performance management, on boarding and retention. Their main
objective is to improve the performance of the workforce by following different set of practices
which increases the overall productivity of the business (Baharin and Hanafi, 2018). In this
report Tesco PLC is considered which is a multinational grocery company based in UK. They are
third largest retailer in the world in terms of the gross revenue they generate in a financial year.
This report covers the aims, legal regulations, benefits and the procedure followed by the
respective organisation in dealing with talent management issues.
MAIN BODY
Talent management is the activity that is conducted in the organisation by the HR team so that
they can have experienced and skilled employees in the company that perform well to deliver the
objective of the organisation (Azotani and et. al.,2020). Through this process the company is able
to retain the employees in the business for a longer period of time. The organisation will be able
to work on their full potential and achieve the set objectives.
Aim of talent management
The aim of the organisation while managing the talent is to attain the employees that have
high potential and display maximum effectiveness in the work that they do. The effective growth
of the company is based on the employees as they are one of the most essential asset of the
company and their input in the company is essential in attaining the objective. Tesco PLC has
their training program in which they hire employees in the organisation and explain them their
roles and responsibilities. The aim of focusing on talent management in Tesco PLC is discussed
below: To achieve the organisational goal with maximum efficiency- Tesco PLC is one of the
largest firm dealing in groceries. They hire employees and further provide them with
specialised training so that they can master the respective skill and deliver maximum
efficiency in the business (Mahajan, 2019). The overall development in the employees by
training session is one of the major part of talent management process.
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 To gain a competitive edge in the market- Talent management is one of the pool that
helps in improving the performance of the employees that are working in the
organisation. The improved productivity and enhanced performance helps the company in
gaining competitive edge in the market over the other players of the industry. Every
aspect of the organisation is improved with the enhancement in the talent of the
employees that are currently working in the organisation. To gain a good image in the market and further maintain the culture in the
organisation- Through the process of talent management, the organisation develops the
process of working in the organisation which ultimately helps in delivering the quality
performance to the customers. The increased quality of services and products along with
the high trust of the consumers helps in enhancing the goodwill of the company in long
term. Talent management also helps in maintaining the culture in the organisation as the
employees feel valued in the organisation and the organisation is continuously working
on the skills of employees. To develop profitable strategies and plans in terms of growth- Talent management will
help Tesco PLC in terms of establishing an effective growth structure in the business. The
skilled employees in the organisation will contribute in the process of strategy and plan
making (Mensah, 2019). The effective implementation of plans and strategies in the
business model will help Tesco PLC in sustaining in the environment for a longer period
of time.
Legal regulations in Talent Management
In order to develop a safe surrounding in the organisation so that the employees can work
freely in the environment of the company. The organisation must work around the laws and
concepts so that they can do effective pooling of talent management in the business. In context of
Tesco PLC, they are required to utilize all the effective laws in the business that are there in the
business environment so that the company can establish a smooth working environment. The
application of the respective laws in the business will ensure that the workers and employees in
the company are feeling safe while working. Further it will also show that the organisation is
showing efforts in establishing good working grounds for the employees.
Laws that Tesco PLC use in order to successfully implement the talent management process-
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 Employment relation Act 1999- This act was established in United Kingdom in the year
1999 where it stated that all the workers and employees working in the organisations will
be protected against the blacklisting that happens on grounds of trade union membership
or activities (Narayanan and et. al., 2019). This law also helps in removing the
requirement for trade unions in particular circumstances to further identify the workers
who are balloted and called out on industrial actions. In context of Tesco PLC, they will
use this law in order to strengthen the workers and their shifts of working in the
organisation. Maternity and Paternal Leave Regulations 1999- This act was developed in Parliament
of UK so that they can establish that the workers are eligible for 18 weeks of normal
maternity leave and 29 weeks of extra leaves in case the female employee has been
serving the company for more than a period of one year. In context of Tesco PLC, they
are one of the biggest firm dealing in the retail industry in UK and they have moral and
legal responsibility to allow the employees to take leaves in any of such cases. The
workers working in the organisation hold all the rights to take leave where the employer
can’t force them to come to work and they also cannot fire them in any case. National Minimum Wage Act, 1998- This act was established in order to lay a minimum
amount at which the organisation should hire the workers and employees. UK has set up
a minimum wage amount at which the employees should be paid in an hour. This is a
legal ground on which the company must pay otherwise the workers hold all rights to
raise a legal case against the respective organisation. In context of Tesco PLC, they
follow this law and provide a higher amount than the minimum wage which increase the
satisfaction of the employees working in the company.
Cost and benefits of Talent Management
The talent management is process that costs the company money along with certain degree
of efforts but this helps the company in gaining a lot of benefits, few of these benefits are
discussed below: Better recruiting- The recruitment process followed in Tesco PLC in context of talent
management in the organisation is helpful as they can hire talented and skilled employees
in the company who can fulfil purpose of the job. A better recruitment process in the
company is one of the major area that constitutes the process of talent management as the
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other aspects are automatically managed such as training, development and retention
(Pandita and Ray, 2018). In context of Tesco PLC, they conduct the full recruitment
process in business where they go through several stages of evaluation of candidates.
This helps them in hiring talented candidates in the organisation who can help the firm in
achievement of organisational goals and objectives. Deeper employee engagement- The major benefit of talent management process is that it
entails a deeper employee engagement process in the company. The organisation
conducts various training sessions in company due to which the interaction between the
employees and manager’s increases. With effective communication the organisation can
develop strategies that help in achievement of objectives. With the help of training, the
employees working in the organisation also feels satisfied. Maintaining appropriate relations within the organisation- With the help of talent
management process the organisation can develop and maintain good relations with the
employees that are working in company. The positive relationship between the upper,
lower and middle level management in Tesco PLC will help the organisation in terms of
growth prospects. This will enhance the current organisational structure and culture
which plays a major role in developing the business over the time. A better relationship
will ensure that effective communication is established in the organisation which will
directly help in establishing clarity among the employees in relation to the roles and
responsibilities.
Recommendations
 Tesco PLC is recommended to innovate their approach of hiring employees in the
business as through this they will be able to pool good talent in the business. The
organisation can hire people who have good critical thinking skills so that these people
can further help the company in the process of strategy making. The organisation is
recommended to clearly mention the roles and responsibilities of the employees before
hiring them so that only the interested people comes on-board. This will help Tesco PLC
in retaining their employees.
 Tesco PLC is recommended to improve their performance measurement and evaluation
techniques so that the company can evaluate the performance of the workforce in
organisation. Through this process the company can evaluate the need of training and
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development sessions in the organisations (Whysall and et. al., 2019). Performance
matrix is also helpful in analysing the employees and the area in which they need
training. With the help of performance matrix, the company will also be able to measure
the past results of the employees with their current standards of working which will help
in determining the growth structure of the employee over the years.
CONCLUSION
From the above report it can be concluded that talent management is one of the major aspect
of the business and they must maintain this area in order to sustain in the industry. Through the
process of talent management, the company goes through a full process in which they hire, train
and retain the employees. Talent management must be done in the organisation by following
laws and legislations. This is helpful in the organisation in deriving various types of purposes
through which the company can increase their growth prospects. There are several benefits of
conducting an effective talent management process, the talent management process consists of
various process and hence the company has to incur some costs on these activities.
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REFERENCES
Books and Journals
Azotani, F.C., and et. al., 2020. Effect Of Talent Management On Employee Productivity: A
Study Of State Universities In South-East Nigeria. International Journal of Advanced
Research and Publications, 4(6), pp.52-55.
Baharin, N.L. and Hanafi, W.N.W., 2018. Effects of Talent Management on Employee
Retention: A Case Study of Hospitality Industry. Global Business & Management
Research, 10(3).
Mahajan, A., 2019. Relationship of Talent Management with Organizational Culture: A
Discussion Paper. Indian Journal of Industrial Relations, 54(3).
Mensah, J.K., 2019. Talent management and employee outcomes: a psychological contract
fulfilment perspective. Public Organization Review, 19(3), pp.325-344.
Narayanan, A., and et. al., 2019. Talent management and employee retention: An integrative
research framework. Human Resource Development Review, 18(2), pp.228-247.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Whysall, Z., and et. al., 2019. The new talent management challenges of Industry 4.0. Journal of
Management Development.
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