Managing HR: Development & Communication for Employee Voice at Tesco

This report provides an in-depth analysis of Human Resource (HR) management strategies at Tesco, focusing on enhancing employee engagement and productivity. It outlines various development strategies, including training programs, incentive programs, and feedback sessions, and links them to the Deloitte model for employee engagement. The report also proposes a communication approach using pulse surveys to amplify employee voice, highlighting benefits for both employers and employees and connecting it to standpoint communication theory. Furthermore, it emphasizes the importance of training and development activities within Tesco, suggesting best practices for improving future business performance. The study underscores the significance of maintaining employee engagement to positively impact the organizational culture, improve working standards, and facilitate crucial conversations regarding future challenges.

Managing Human Resources

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Outlining development strategies that would be used to enhance the employee engagement... .3
Proposing communication approach that will assist in greater employee voice.........................5
Outlining training and development considerations in the business proposal.............................7
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource is most important assets of any company that allows achieving various
goals in well-defined manner. Further, the present report is based on Tesco that is very well-
known for selling variety of goods in UK market. Also, the study will highlight various strategies
that will be used by the firm to ensure high level of engagement and productivity among the
employees at the workplace. Also, the report will support these suggestions through using the
appropriate theory of management. Moreover, good communication approach and its benefits to
employers and employees will also be explained in detail under this study. Furthermore,
significance of the training and development activities within Tesco will also be explained.
Lastly, in this report best training practices that might be adopted by the quoted firm to increase
the future business performance will also be identified through suing the appropriate theory or
model.
MAIN BODY
Outlining development strategies that would be used to enhance the employee engagement.
There are various techniques that might be used by Tesco firm so that efficiency of the
employees might be increased and better results might be achieved in due course of time.
Furthermore, some techniques are briefly described as follows:
Training and development: This is the best technique that might be used by the quoted
firm to increase the motivation levels of the existing employees that are working hard to deliver
the best results for the firm (Margherita , 2021). Also, through proper training programs not only
the skills of the employees are increased to the highest level according to the current business
working environment but also better relationships are developed with the supervisors' so that
greater success might be ensured for all the future opportunities.
Thus, the major advantage of using this strategy is that there in increased level of
knowledge among the employees that is good for both personal and professional growth. Also,
retention within the firm is also increased as people are willing to take challenging task
However, certain disadvantage of using such type of method by the firm is that if poor quality
training is been provided than it might result in poor quality of work that would further create
losses for the firm in due course of time (Piwowar-Sulej, 2021). Also, this type of strategy
requires extra time apart from the original work that is sometimes difficult for the management
when certain things need to be carried out urgently.

Incentive programs: It is another method that might be used by the firm so that
employee is able to feel valued and remain associated with the firm for longer time frame. Also,
the firm that have the best rewards program tend to have better relationships with their
supervisors. Moreover, these programs might be developed based on the needs of the individual
employee requirement such as remote work, flexible time, work life balance benefits and much
more. Also, major benefit of using this type strategy is that employee morale and team building
is developed for long period (Liu and et.al., 2020). Also, the employees are able to enhance their
productivity to achieve the short and long term gaols of the business. Although these are good to
motivate the employees and enhance their engagement level to large extent but major demerit is
that these programs might increase the cost of the business that create unnecessary expectation
among the employees which is not good in the long run. Moreover, there are chances that due to
the comparison in the rewards some employees would lead to conflicts within the workplace that
would impact the success of the firm in the long run. Also, with developing the reward system
the company might not be able to enhance the productivity level among some employees.
Feedback sessions: It is another tool that is sued to keep the employee motivated at any
workplace and allow them to build strong relationships within the workplace. Also, constructive
feedback provided by the Tesco supervisors to its employees would help individual to know
about certain strength’s and weakness inside themselves so that necessary actions than might be
taken to deliver the best results in the future (Annisa, Akrim and Manurung, 2020). Moreover,
the major merit of such sessions is that it helps in reducing the workplace stress and builds a
strong working culture that is essential for the successful working of the business in the long run.
Furthermore, the employee confidence is also built to accept changes within the
organization in positive and well-defined manner without showing much resistance. However,
the major demerit of using this type of technique is that differences in opinions might not allow
the firm to make the employee understand certain weakness as the person would feel they are not
being valued in the firm (Oliveira and et.al., 2021). Also, there are chances that feedback given
does not have much clarity than this would result in decrease in employee productivity.
Moreover, one sided feedback might only impact the efficiency of the employee that is working
hard to deliver best results to the firm.
Furthermore, the need of maintaining such employee engagement within Tesco might be
linked to Deloitte model that was developed after the massive interview sessions and concluded

that it is very important for any organization to keep employees engaged so that positive impact
might be created on the other people that are working within the firm. Moreover, this model is
based on various factors that need to be considered by any manager before assigning any task to
their employees. Some factors that are important are listed below:
Meaningful work: It states that manager need to hire employees according to the right
position by providing them the right tools and the authority.
Hands on management: It means that clear goals need to be established which is only
possible when the mangers have the right skills (Employee Engagement Models for a Happier,
More Profitable Workplace, 2022.).
Positive work environment: Flexibility in work need to be provided to that employees
so that they feel more engaged and are productive in their work.
Growth opportunities: All the high performing individuals need to be provided with
right growth options within the workplace
Trust in leadership: There should be enough trust, transparency and honesty within the
employees and supervisors to encourage positive engagement.
Thus, through following this model and adopting the best employee engagement practices
quoted firm would be able to achieve the long term goals in specified time frame and would
build the brand image in the market that is essential for increasing the sales of the business.
Proposing communication approach that will assist in greater employee voice
The communication approach that might be adopted by the firm in providing the
employee voice might be through Pulse surveys where the standard set of questions are been
send to the employees in periodic manner so that organization is able to know how the employee
thinks about certain organizational aspect (Employee voice: how listening will help you build
culture and win the war for talent, 2022). Also, it helps top management in analysing the areas of
the development so that corrective actions might be taken on time. Moreover, this method is
helpful to both the employer and employees in the following manner:
For employers:
This method is very good when the employee participation in the workplace need to be
increased at the highest level as each employee need to fill such survey forms without giving any
reasons. Also, it is good for employers in manner that it helps in providing more reliable and
accurate results especially from those employees that are not comfortable in speaking various

issues in front of the supervisors. Furthermore, timely analysis provides the opportunity to firm
to respond to all employees feedback in quick manner so that future organizational efficiency is
not impacted. Moreover, it helps employers in knowing that whether actions plan are working in
right director or not so that certain modification might be made quickly.
For employees
It is good method that helps the employees in building the positive work culture that
further helps in building the happy work place and higher level of engagement within team
members. Also, it helps in encouraging the employees on more topical subjects as repetitive
questions used over long time period are proven to be more effective means of improving the
employee habits (Kalinіchenko, Smachylo and Khalina, 2019). Moreover, it is very efficient
method that helps the employees in developing required amount of motivation level as they
believe that management is working for improving certain qualities within the employees that is
good both for the personal and professional growth in the future. Also, it is good for employees
as it allow them to create the environment of open communication where certain needs might be
shared in the best manner. Moreover, this method is good for employees as it helps in making
them more productive, happier and productive over long period. Thus, it can be said that
employee health is also maintained when the all employees take the feedback in positive and the
right manner.
Moreover, this might be linked to stand point communication theory that states that
every person has the different ranks in the social group. Hence, it is very essential for the
organization to understand social system clearly so that better view and differences in the
opinions of employees might be accepted in most effective manner. Moreover, this theory
believes that people in lower category tends to have better understanding of the social system
than compare to those that are up in the hierarchy (Ariana, Azim and Antoni, 2020). Thus,
through using this type of theory the firm would be able to collect ideas of all the employees that
are in lower levels within the firm so that better decision might be made in the future regarding
all the future projects by the firm.
Furthermore, it can be said for Tesco that best communication practices are those that
respect the opinions of the other people and create an environment that allows employees to
share ideas easily without having many problems. Also, the firm should be ready to provide
constructive feedback to all employees so that the less efficient employees are able to develop

certain skills or competencies to the highest level. Moreover, if communication channels are
developed effectively and regular interactions are developed among the employees than Tesco
would be able to introduce greater innovation and creativity within the workplace.
Also, it can be said that communication is very essential when the manager need to assign
certain roles and responsibilities so that workers are able to carry out the required task in best of
manner (Tataru, 2019). Moreover, to make communication process efficient it is essential for
supervisor that is interacting with any employee is responding to all employee queries in timely
manner. Also, both the parties need to be active listener to understand all the opinions that are
shared among themselves before making any final judgement or responding to any query.
Furthermore, it is very essential that both the parties that are interacting are present in the current
moment to understand each other and eliminate all types of distractions.
Also, it would be good for the big organization like Tesco to adopt the upward solving
technique that allow all level of employees to share the thoughts easily without making many
efforts. Furthermore, there are various methods such as performance reports, focus groups,
company meetings, suggestion box and much more that might be used by the firm so that more
employee participation and communication levels might en increased (Efendi, 2020). Thus,
through providing such type of voice to employees the firm would be able to raise the working
standards and conduct crucial conversation relating to any future problems that is expected to be
incurred in the future so that systematic measures and policies might be developed on time to
overcome such threats. Moreover, strong employee engagement and loyalty is developed that
would help the firm to face the challenging situations in the most effective manner.
Outlining training and development considerations in the business proposal.
There are certain training considerations that need to be taken care by the Tesco some of
them are been described as follows:
Delivery mode: Before providing any kind of training its it is essential that the best way
of delivering the training is identified so that employees are able to get the most out of it. Also,
the use of the right methods would ensure the firm that there is no wastage of resources and also
maximum benefit is derived out of training (Blaga, 2020). Moreover, delivery mode enables all
the employees to focus on the training in more effective manner and allows them to prepare
themselves before only to gain best out from the training sessions organized by the company.

Budget: It is another consideration that is very important that quoted firm need to look so
that certain objectives of training are accomplished on time and within the available resources or
funds of the company. Moreover, it is very essential for the firm to estimate the total budget
before only so that activities than might be planned accordingly. Also, according to the budget
organization are able to state which training activities would be good and which will be not so
that time is properly managed (Jumady and Lilla, 2021). Furthermore, spending too much on the
training would not allow the firm to focus on other activities that are essential for the
development of the firm and its employees. Also, there might be cases where in spite of the
training the results are not very good and this would be only because of the reason that right
training method is not being adopted by the firm.
Audience: It is not necessary for company like Tesco to organize training for the overall
organization rather it might choose to opt for providing training in small groups so that greater
efficiency might be gained out of the training sessions. Furthermore, choosing the right
employees for the training is crucial as it would save the time of the company in arranging
various things for the training sessions. Also, the right employees for the training sessions might
be identified through applying various performance review techniques that would allow the firm
to know about the group of the least productive employees within the workplace that requires the
training sessions.
Timelines: Any trainings' session that is taken for more than the usual hours tend to
make it ineffective. Also, it is responsibility of the top manager to design the trainings sessions in
way that have the specified topic to be covered and are in completed within the given deadline so
that the objective is fulfilled in right manner (Romani, Holck and Risberg, 2019). Moreover,
timelines also need to be set up to ensure that all the work is properly managed and employees
are not under stress complete there daily routine task.
Furthermore, the above considerations of training might be linked to the system model of
training that specifies every training in any organization is conducted on the basis of five stages
such as analysing, designing, developing, executing and evaluating so that employees are able to
perform according to the required standards. Moreover, the last stage of the training such as
evaluating determines that whether the training need mentioned earlier are achieved of not so
that remedy to improve the failure practice might be found out in the right manner. Furthermore,
another model that might be adopted by the firm could be transition model of training where

organization as whole is been focused rather than as individual units. Also, the loop describes all
the vision, mission and the values of the organization on the basis of which training is been
executed. Thus, all these three things are taken into consideration so that best training model
might be developed for all the employees that willing to achieve some personal goals or
objectives.
Thus, the training programme within Tesco need to be in way that understands all the
individual roles and responsibilities and hence accordingly decide which departmental level of
employee requires more assistance and support to conduct various activities within the business.
Also, best training practice might be adopted by the firm only when there is proper two-way
communication between the session so that certain queries of the employees are solved through
quick response that ensures greater efficiency and productivity. Moreover, training is good as it
helps in providing better adoption to the newer technologies and methods that might be used by
the firm in the future (Darmawan and et.al., 2020). Also, if the training and development
programs are conducted in the right manner by the Tesco than there are higher chances that
employees' morale and confidence is increased to the greatest level. Moreover, the chances of the
employee turnover would also be less that would further promote both employee and
organizational development. Also, trainings at regular intervals allows the employees to conduct
certain task independently without much dependency on others. Moreover, the best
organizational practices are only identified when the certain things are carried out practically
rather than only depending on the learning in the training sessions.
CONCLUSION
From above report it can be concluded that human resource management is essential so
that there is less wastage of resources and the firm is able to achieve certain goals in well-defined
manner. Also, the report had identified various strategies such as training and development,
reward programs and feedback sessions that would increase employee engagement within the
Tesco. Also, the study had highlighted various advantages and disadvantages of such factors
along with linking with relevant theory or the model. Moreover, the report had analysed one
communication approach that is pulse survey that would help the employees to develop better
relationship with their supervisors. Also, study had applied various theories that are best suited
for providing justification on the importance of workplace relation to achieve certain business

gaols. Lastly, the study had identified training and development need within Tesco in enhancing
the managers and employees understanding and better accomplishments of certain goals and
objectives in the future.

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