SHR080-6 Talent Resourcing and Development: Case Study on Tesco

This case study critically analyzes Tesco's talent management strategies, policies, and procedures, examining the external and internal factors influencing talent attraction and retention. It identifies the best practices and initiatives used by Tesco to secure top talent, focusing on performance measurement, financial rewards, and feedback mechanisms. The study further explores the impact of the labor market, national culture, and employment institutions on Tesco's talent management processes. It also addresses internal factors such as organizational policy, culture, and size. The report discusses the challenges and opportunities in talent management and proposes a strategic plan for optimizing talent resourcing and development within Tesco. Desklib offers a wealth of similar case studies and academic resources for students.

SHR080-6 Talent Resourcing
and Development -
Assignment 2 (Case Study)

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
1. Critically analysing organization’s talent management strategy, policies and procedure:......3
2. Examining external factors that impact attraction and retention of talent strategy in the
business organization:..................................................................................................................4
3. Internal context of business that impact the talent management strategy and processes:.......5
4. The best processes or initiatives used by the organization to attract and retain the best talent.
5. Integrated Talent Management Model.....................................................................................8
6. The challenges and opportunities............................................................................................9
7. Talent management strategic plan.........................................................................................10
CONCLUSION..............................................................................................................................12
RECOMMENDATION.................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Talent resourcing is all above refers to hire powerful employee who has great skills and
knowledge for performing organization task. And expansion of talent is mainly include hire
employee and in case they do not have some skills so its essential that company provide them.
Expansion of talent and management of talent within business activities provide higher
impressive results (Thite, 2020). Tesco is all above retail industry in UK. It provides different
range of products and services which includes like electronic, cloths, furniture, toys, petrol,
financial services and many more. It has their own stores, shops and supermarket in different
areas. Organization management analyze from the business performance review that they do
have to require new skill and talent within in business practices because it evaluates that they do
face issue of employee retention from long time.
Therefore, it decides to hire new employee which is beneficial for survives in competitive
market with uses of new technology. This study will give information about talent expansion and
development is not easier within business practices because company when decide to hiring
process they do have human resources talented team which has great skills to evaluate other
performance. This study will provide information about how company hire talented employee,
analyse performance, provide them essential training, talent management theories and many
more.
MAIN BODY
1. Critically analysing organization’s talent management strategy, policies and procedure:
Talent management is one of the most challenging thing for every business organization,
employee with talent do not get desired benefit from company result in wastage of talent (Berger,
2020). It is very clear that talent in the workplace only can be managed if business hire right
people at right position in the workplace, apart from this, there are certain talent management
strategy which allow company to manage employee and their productivity, these strategies are:
Performance measurement: measuring performance is employee is one of the best way to
manage their talent, most of the business organization simply waste useful talent of employee
because they do not have effective strategy to handle and put it into right place. Manager of
workplace need to set goals with KPI on every goals achieved by employee, metric of KPI help
manager to analyse whether the employee have performed up to the mark or not. In workplace of

Tesco, manager usually set tracking KPI’s on every employee to examine their current
performance and performance after the given task. Tesco’s manager identify gap between
employee’s performance and provide certain strategy to improve or to fill up these gap, for
example training and development program.
Financial rewards: financial rewards are best way to improve or manage talent in the
workplace, when business organization have practice of providing reward according to their
performance then they can manage employee’s talent. Tesco is one of those company who
provide financial benefit to employee to retain their talent, it is very clear that when employee
remain satisfied in the workplace then their productivity also tend to remain high. Satisfaction
only can be possible if Tesco provide financial rewards to employee. But this strategy only can
be possible if organization have ethics to examine right talent and provide benefit to those who
deserve it (Krishnan and Scullion, 2017). Choosing employee from crowd and providing
financial benefit according to their performance will increase their confident and often use talent
more effectively.
Feedback mechanism: feedback help employee to understand those area of improvement where
they are lacking behind, every business organization need their employee to be highly talented
and they should always remain highly talent, this only can be possible if company provide time
to time feedback to these employee because getting feedback from manager or subordinate allow
employee to examine their behaviour and performance in the workplace. Manager of Tesco need
to provide feedback to these employee according to their performance, they need to be clear
avoiding any relationship that may impact effectiveness of feedback.
2. Examining external factors that impact attraction and retention of talent strategy in the
business organization:
Talent attraction strategy of every business organization gets affected due to external
factors that not only impact but these keep changing on regular basis. There are various external
factors, these are:
Labour market: labour market is one of the best place to find right talent for the company,
workers in labour market are highly talented who meet requirement of organization. Sometimes
shortage in talent occur because of unstable market condition, many company find challenging to
attract new talent in the workplace because of worst labour market situation (Joll and et.al.,
2018). In today’s world, there is high demand of skilled labour, companies who are rapidly

increasing their branches in different countries take huge advantage from these labour market.
Tesco recruit talent from different labour market, allowing them to hire people from cross culture
and diverse belief, this company attract talent from labour market with various strategy such as
brand image; through the power of brand image and reputation, Tesco attract skilled worker from
labour market.
National culture: national culture of country greatly impact attraction and talent strategy of
business organization, it is very clear that every country have their own culture which followed
by people of that country. Tesco deal in diverse culture of UK which means at every business
operation, culture of UK impact the company (Ergashev and Farxodjonova, 2020). In talent
attraction and talent management strategy, national culture of UK play vital role, people of this
country more talented than other, Tesco target those talent who fit best for their workplace.
Many talent hiring policy of Tesco do not suit the cultural requirement of that particular nation
resulting in failure of talent attraction, worker who belong to shared culture are more skilled.
Tesco need to develop cross culture strategy to attract worker from diverse culture, collective
national culture will be beneficial for company.
Employment institution: employment stability of every country play vital role in talent
management process of business organization, market of employee remains unstable and keep
changing rapidly. After the COVID-19 impact, condition of employment in country is not very
suitable for many large scale business organization. Tesco always look for talent from these
employment market of the country, this company understand the demand of skilled worker in the
market and hire them as soon as possible. There are various institution who provide employment
to people and talent to business organization, these organization impact the talent management
process of Tesco. This company do not contact these institution but employee often apply in
Tesco from these institution.
3. Internal context of business that impact the talent management strategy and processes:
Every business organization need their employee to be talented and effective enough to
accomplish organization goals, productivity of employee only can be managed if business have
practice of managing talent in the workplace. There are some internal factors that impact talent
management strategy and processes, these are:
Organizational policy: policy of organization impact talent management process, it is very clear
that some internal policy of business impact talent in the workplace. Many business organization

develop those policy which suit working of talented employee but some policy of company do
not favour talent management procedure. For example, if business have policy to provide
financial benefit to employee who’s performance in best among others than talent of these
employee can be managed (McDonnell and et.al., 2017). Tesco have certain internal policy
which allow employee to become more effective in the workplace, for example, Tesco have
flexible working hour allowing employee to be free in work hours, this policy help employee to
stay active and allow company to manage their talent management strategy and process.
Organizational culture: culture of organization play vital role in talent management process,
organizing who manage their diverse culture can manage talent in the workplace. Internal
organizational culture affect working and performance of employee, people from diverse culture
create healthiness in workplace (Lubis and Hanum, 2020). Tesco use diverse culture as internal
factor to manage talent, this company know that organizational culture can impact those
employee who do not belong to majority of employee with same culture which often create
discrimination and unethical practice in workplace.
Size of organization: sometimes size of organization impact talent management strategy and
process of business, many large scale business organizations more effectively manage and use
talent of employee in the workplace. It is very clear that if the business is small then their talent
hiring capacity will be small, but if business deal in large scale then their can hire as many talent
as possible. Tesco is one of the largest retail company in the world who tend to manage their
talent management strategy effectively, size of this company allow them to attract new talent in
the workplace.
4. The best processes or initiatives used by the organization to attract and retain the best talent.
The Tesco is one of the leading company as it is already known and able to approach the
talented people in their organization. Talent management of the Tesco is having effective
strategies which makes them to attract the capable people in their organization. Most of the
organizations are not able to drive the company success because their management do not able to
find the suitable employee for their organization and make them to not get any stable success
(Anlesinya, Dartey-Baah, and et.al., 2019). Accordingly, the Tesco utilizes different methods
which makes the company to grow and attract the appropriate employee in their company. Here,

performing some of the Tesco process and methods from which they are able to influence the
suitable and talented employee.
Know the company vision: The first factor is demonstrating the concept where the talent
management needs to focus on the company aim and goals. It is necessary to know about the
company targets from which the talent management can only able to understand the company
requirements and needs. The Tesco talent management mainly focus on the company
requirements and gaps from which they can be able to fulfil them in the effective manner.
Without knowing the company aim and objective the management cannot retain the best talent in
the organization (Bibi, 2019).
Employee focused culture: The talent people of the Tesco focus on the employee satisfaction
and comfortable zone from which the employee is able to display their knowledge and talent
accordingly. In this rapid growing world, it is necessary to understand and provide the employee
requirements to balance their work and personal life as well. In many organization, people has
said that they do not like their recruitment process and the employee management culture which
makes them to quit the job or some got disappointed. Tesco talent management focus and
provides the best culture to their employee and valued them which makes them to retain or
collect the best talented people in their organization.
Involves employee in recruiting: Nowadays, employee satisfaction is the major and important
thing to be provided by the organization as they are the one who is contributing their best efforts
and hard work. Tesco talent management believes that happy employee stays longer and provide
effective work (Dan, Ivana, and et.al., 2021). The talent management includes their employee in
the part of recruitment as they provide a recruitment cards as if the employee meets anyone in
their daily life and can give and tell that company is suitable for their skills and experience and
will also get the best working culture.
Connect online: In this rapid growing technology world, each and individual people are utilising
the technology in the effective manner. Accordingly, the Tesco also use the technology and
social media platform to recruit and retain the best talented people for their organizations. Even
nowadays, there are so many applications are launched specifically for the recruitment and job
opportunities where the talent management is able to identify the suitable people for their
company and can be able to retain the best talented employee for their organization.

5. Integrated Talent Management Model
Acquire: The company Tesco talent management focuses on the employee recruitment process
by providing them detailed about the job role and responsibilities which makes them to
understand in the definite order (Lei, Basit, and et.al., 2018). It is important to brief the employee
about company so that they can be able to understand the company background and the
expectations from which the employee so that they can be able to provide and supply the best
efforts and knowledge to the organization.
Assess: The second factor refers as the planning and talent identification which is the important
activity to be done by the talent management. Once the recruitment process has been done, the
management is responsible to evaluate the person or employee hidden talents and skills so that
they can be able to understand the employee knowledge and skills which will be very beneficial
for the Tesco to grow and develop itself in the effective manner.
Develop: In this factor, the talent management of the Tesco is able to provide the effective work
culture and surrounding in the organization which makes the employee to feel comfortable and
satisfied which makes them to give their best efforts. Providing the positive and good
environment make the people to attract more effectively and can work in appropriate manner.
Deploy: The Tesco talent management also focus on the performance of the employee and
provides the effective career path planning from which they are able to decide and develop their
career on the effective manner. It also makes the employee to grow and enhance their skills for
the better career and opportunities (Foung, Yeh and et.al., 2020).
Talent Management Theory
Planning: The first factor refers the planning process where the Tesco talent management
implement the proper and accurate planning process for the recruitment process which makes
them to display the key roles and responsibilities and expectation of the company from an
individual employee.
Attracting: The Tesco talent management attracts the people or suitable employee from the
various website and utilizing the online features which makes them to find easily and able to
attract and influence the people in the definite order. There are so many apps have been launched
such as Linked and Naukri .com.

Selecting: The talent management of the Tesco also takes the test and interviews of the new
employee or candidate to evaluate their skills and knowledge as it is fitting for the Tesco
requirements or not (Ismail, Rashid, and et.al., 2019).
Developing: As, the recruitment and selection process takes place now the Tesco talent
department focus and provides the training sessions to their employee so that they can be bale to
understand the work process accordingly. It is necessary to provide the training and development
session which also helps the staff or employee top exhibit their talent and skills in the perfect
manner.
Retaining: The organization Tesco provides the effective training sessions to their employee
which is putting a positive impact on the organization. The company is also providing the
various opportunities for the employee to grow and develop in their career which is making them
to obtain more success and growth.
Transitioning: The company is providing all the benefits to the employee which is making them
to obtain and achieve the organisation vison and mission. They also offering the retirement
benefits and exit interviewing of them and promote their experience at online platform.
6. The challenges and opportunities
Recruiting: The organization Tesco is facing and dealing with recruiting challenges which is the
most major downturn for the organization. For recruiting the best talented people, the online
platforms providing the best opportunity to identify the suitable employee for the Tesco.
Training and development: It is necessary to provide the effective training session to the
employee but it is now become the big challenge for the talent management to supply the
appropriate training because of remote working and temporary working people.
Retaining: As, the employee is contributing their best efforts in the company it is responsibility
of the talent management to focus on their satisfaction and motivation. Accordingly, it is a
challenge to enhance the employee motivation in the effective manner so that they can be able to
provide effective outcome (Budhwar, Pereira, and et.al., 2019). The improvement of the
motivation is providing the opportunity to the company to grow more and more.
Ethical work culture: Providing the positive work culture and environment has become the
most important activity to do. The Tesco talent department needs to focus more on the work
culture so that they can be able to grow and develop themselves in the definite order. By

providing the good and positive culture it will make the employee to put best efforts and give
opportunity to Tesco to grow more.
7. Talent management strategic plan
Goal Strategy Outcome Evaluation Timeframe
Motivation
expansion for
success
Management of
talent within in
business performance
effectiveness require
motivation. And
company leaders,
manager have major
responsibility that
they develop extra
curriculum activities
for motivation. And
engage rewards,
benefits and many
more because these
tools has power to
manage employee
and influence skills
towards with the
business for success.
From the
expansion of
this strategy
Tesco analyse
that when
employee not
develop higher
effectiveness in
performing task
then its not
easier to provide
them
motivation. And
the major
outcome of this
goal is to control
and manage
performances of
new talent.
Its essential to
evaluate
inivdiual
performance
with
impressive
manner (Fatol
and et.al.,
2020).
Consideration
of appropriate
methods
motivation is
one of the
most effective
tools which
influence
overall
business
performance.
1 to 2 month
Employee
retention
It can be easily
control when
company involve
other practices and
reduce
discrimination.
Talent can be
Employee
retention
influence
business
performance and
develop stability
for long term.
Effectiveness
expansion for
long term
when
employee
retention
develop so
2 to 3 month

effectively manages
when leaders,
manager not develop
discrimination
between two
employees. And
develop equality in
business
environment.
So from the
knowledge
about this term
makes sure
seniors,
managers,
leaders develop
higher concern
on this term.
idea about
this term
makes sure
company
consider
employee
retention.
Deeper develop
employee
engagement
Management when
decide to develop
workplace
transformation they
do have to concern
towards with the
employee
engagement in
decision-making
process as well.
Because
Engagement of
employee
toward with the
business task
completion
influences
inivdiual
performance
because they
feel more
confident
towards with
this (Shikweni
and et.al., 2019).
Daily practices
Improve
performance
management
Company has duty to
develop effective
hiring process and
then they hire new
employee they do
have responsibility to
create powerful
training process and
Expansion of
talent in
business
activities and
improvement in
business
performance
highly influence
Performance
management
makes more
profound
results from
continues
improvement,
training, new
2 to 3 months

then completion of
specific time they
evaluate individual
performance
evaluation.
overall business
activities and its
easier to expand
new
opportunities as
well.
skills
development
in employee.
And it raises
new
opportunities
and new
growth as
well.
CONCLUSION
It has been summarized from the above reflective study that talent management within
business or organization is not easier tasks. This study has been clearly proven that talent
engagement influence from external and internal forces. It has been identified from the study that
talent management require proper identification and application of theories and model for
performance effectiveness. From the above study it has been determined that employee retention
can be effectively managed when management hire employee who has great skills and provide
them continues motivation with rewards and benefits development.
It has been also evaluated from the report structure that application of strategic management
plan resolve and provide proper idea about which essential goal of company has duty to engage
and develop powerful hiring process with experts advice for effectiveness within uses of
appropriate business performance. This study has been useful for long term business
effectiveness of Tesco organization which has multiple stores and supermarket so they do have
major responsibility to manage business performance with different areas identification.
RECOMMENDATION
From the above study multiple aspects has been clarified about talent management and
hiring new staff for performance effectiveness. Tesco organization when face problems from
employee turnover they do have duty to involve best and sustainable practices for performance
effectiveness or overall business activities. Its essential to involve right skill individual who has