Analysis of Employee Engagement: Management Report for Tesco PLC

This report provides a comprehensive overview of talent management practices within Tesco PLC, examining various aspects of employee engagement. It begins with an introduction to talent management, outlining the core processes involved in attracting, recruiting, training, and retaining employees. The report delves into Tesco's talent management process, including identifying organizational goals, sourcing and attracting talent, recruitment, onboarding, and monitoring employee performance. It also explores the legal and legislative framework governing talent management, highlighting relevant acts such as the Recruitment Agencies Act, Data Protection Act, Minimum Wages Act, and Health and Safety Act. Furthermore, the report analyzes the costs associated with talent management activities, such as training and development, reward management, and promotions. It then discusses the benefits of effective talent management, including improved productivity, employee retention, and better hiring processes. The report concludes with recommendations for optimizing talent management practices and emphasizes the importance of employee engagement for organizational success. References to relevant literature are included to support the analysis.

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Employee Engagement

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Talent Management Process for Business Organization.............................................................1
Legislation in Talent Management Process.................................................................................2
Cost of Talent Management for Organization.............................................................................3
Benefits of Talent Management...................................................................................................4
Recommendation.............................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Talent management is a process that is used by the organization to manage the required
work force in the organization. In a business organization different methods and practices are
performed in order to manage talent to maintain the performance of organization in the global
market. This study is providing brief of talent management practices that are used by Tesco
Public Limited company (Collings, Scullion and Caligiuri, 2018). Various consideration that are
need be made by organization for talent management will be explained in report. The legal and
corporate laws that are applied on talent management process will be explained in report.
Investments and efforts made by organization in talent management process will be considered
in study. This study is also explaining the benefits of talent management process that can help
company to effectively manage the work force with in the work place.
MAIN BODY
Talent Management Process for Business Organization
Talent management process is one of the most important practice that is used by the
business organization to gain higher productivity in the target market. The talent management is
a lengthy process that enable to organization like Tesco PLC to hold talent in the organization to
maintain productivity with higher quality. There are different activities are used by Tesco PLC to
manage talent for their work force. talent management is consists of various steps that are
effective for talent management in organization. This process starts with identification of goals
of organization and analyse the requirements of organization. This is important to analyse the
requirements and goals of company to set proper aims for the talent management process. As per
the aims of organization Human resource department will hire people who are capable to help
the organization to meet their targets with in the short time with high effectiveness (Collings,
Scullion and Vaiman, 2015). This is how identification of organizational goals and requirement
HRM can search for people who are suitable for these purposes of organization.
The next step used by organization is sourcing and attracting talent in organization. For
the talent management it is important for organization to evaluate that why would people who
are highly skills and talented will work for Tesco in first place. For these company uses various
branding processes that can improve the reputation of organization in the global market to attract
more people to join organization as employee but this process need to be honest in order to
satisfy the needs of new employees. In this process organization use different online and ofline
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platforms to search for people who are suitable for job opening in Tesco PLC. By this process
they can target more people who are suitable for vacant job opportunity in company. The
different social media and other platforms are used by the organization to fill the vacant places in
organization be recruiting suitable employees. The nest step of talent management is recruitment
process to select best candidate for the particular job role in the Tesco PLC. The selection of
right person is important for organization because the performance of the organization the
ground level is depended on their employees. After the process of talent management selected
candidates are introduced to the work place of organization to make them familiar with company
culture and work place environment. This is how organization on-boards a new employee for
purpose of talent management. The nest activity performed by organization is related to the
monitoring of employees in order to plan for further training and development process that can
help the Tesco to Improve the capabilities of their employees to improve their market positioning
with effective market place performance (Thunnissen, 2016). By the result of monitoring
process, HRM of organization prepare a proper training and development plan that can help them
to effectively meet the requirement of organization that are related to the operation of company.
This how organization management talent in organization. It is also important for them to
provide regular reward and promotion to keep them motivated and encourages performing better
for performance of organization in market place. This is how different processes are followed by
the HRM and management of Tesco PLC to manage the talent with in the organization. Precisely
the talent management is known as process that help the organization to hold their talents and
skill staff for longer period to generate higher productivity of organization in the market place.
Legislation in Talent Management Process
The role of legislation in the talent management process is very important. This is good
for both organization and their employees. Basically these legislation that are made by the
organization are made to protect the basic rights of people with in a organization. These acts
protect human rights and ensure the safety and security of people with in a company. For
business organization it is important to follow these rules and regulation in whole talent
management process to keep the actions of organization legal and ethical to reduce the further
consequences for company. There are some rules and regulation are essential for Tesco PLC and
all other organization in the global market (Krishnan and Scullion, 2017). The business
organization that are working in UK have to follow some legislation to effectively conduct their
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business in the market place. For example Tesco PLC have to follow legislation like recruitment
agencies act 1973, data protection act 2018, Minimum wages act 1998, health and safety law
1974 and work place equality act 2010. these are most common laws that are need to be followed
by the organization to meed the legal requirement in order to avoid any functional and legal
trouble later in business. Some of the acts are protecting rights of employees with in the work
pace to provide them better and equal opportunity with in organization. The recruitment agencies
act 1974 is about the regulation of the employments agencies which are addressing temporary
and permanent employees in organization. These agencies are hired by organization to recruit
employees for job openings in their company. This act provide better conditions to the people
and protect them from other issues that are associated with recruitment process.
The data protection act 2018 is about the keeping the personal data and information of
employees safe and secure in order to avoid ethical issues to them. This act regulates the safety
and security of personal information like bio-metric and family back ground. It is all about how
the organization can controls the personal information and data of employees (Sparrow, Hird and
Cooper, 2015). Minimum wages act 1998 is also important for the talent management in the
organization because it is related to their pay scale which provided by the organization. If Tesco
is providing effective and satisfactory salary to employees then they will be able to retain them
for long term. The health and safety act 1974 force the organization to manage the safety and
security measures at work place to keep employees safe from any hazard. By this process
management of Tesco PLC can provide encouragement and motivation to their employees in
order to retain them to meet their long term goals. It is how organization can use all these
legislation in the talent management process. These acts force organization like Tesco PLC to
make effective changes in their talent management policies to improve the retention rate of
company.
Cost of Talent Management for Organization
The activities that are performed by organization for talent management process. These
activities are mainly focused on activities that can improve the motivation level and performance
level of employees (Taylor, 2018). To conduct these practices in organization they have to make
investment in process to get efficient response in talent retention. Activities used by Tesco PLC
for Talent management are- Training and development, Reward management, Appraisals and
promotions. These are some most common practices that are used by Tesco PLC to manage
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talent. Training and development process that is used by organization have different process
which implemented to track the performance of employees in order to develop effective training
session. For all these activities they have to invest some capital. Tesco PLC also spent a part of
their revenue to provide better training to their employees to improve their performance in
organization and motivate them. This is how organization have to make different expenses in
order to improve their performance in target market.
Benefits of Talent Management
Talent management process is one of the most effective practice of Tesco PLC which is
important for them to achieve their long and short term goals with high quality and maximum
conversion rate. This process provide various benefits to organization which are- through the
right assessment process of employees organization can select best suitable candidate form
particular job. This can help them to gain maximum productivity in operations. This is good for
both employees and organization. This process provide better opportunity for individual person
to make proper development and growth in their carrier. For organization this action can help
them to complete different tasks with effective quality (Khilji, Tarique and Schuler, 2015).
Talent management process also help the organization to retain their top talent for he longer
time. This is how they will be able to manage their performance in the long run. This process
also offers better hiring process to organization to select right people for organization. This is
important for company to select right people in organization to meet their requirement related to
the job profile and t will also provide them better opportunity to maintain performance in
operations. The talent management process starts with the finding of suitable candidate for
particular job role in organization. It improves the decision making process of organization.
Recommendation
The talent management is one of the most important thing for an organization because the
performance of organization is depended on how-much employees are skilled and motivated in
organization. It can take 2 to 3 % of organization revenue to perform talent management through
different activities.
There is a specific process should be used by the organization to perform the hiring and
selection of employees. The system that is used for talent management need to be helpful and
highly effective to help the organization to select better candidate from range of people. By using
the talent management process organization can hire professional people in organization in order
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to avoid any mismanagement with in the organizational practices which are negative for their
business performance. This is how organization can improve their productivity with better and
effective talent management practices.
CONCLUSION
This report is concluding importance of talent management practices that are used by
Tesco PLC. Various talent management practices that are used by organizational are analyzed in
report to evaluate their effectiveness. The role of legislation also has been discussed in report to
meet legal requirements. Different benefits of talent management activities are also analysed I
report.
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REFERENCES
Books and Journals
Collings, D.G., Scullion, H. and Caligiuri, P.M., 2018. Global talent management. Routledge.
Collings, D.G., Scullion, H. and Vaiman, V., 2015. Talent management: Progress and prospects.
Khilji, S.E., Tarique, I. and Schuler, R.S., 2015. Incorporating the macro view in global talent
management. Human Resource Management Review. 25(3). pp.236-248.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Sparrow, P., Hird, M. and Cooper, C.L., 2015. Strategic talent management. In Do We Need
HR? (pp. 177-212). Palgrave Macmillan, London.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations. 38(1). pp.57-72.
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