Analyzing Employment Relationship Challenges: A Case Study of Tesco

This report examines the multifaceted challenges Tesco encounters in managing its employment relationships. It identifies practical and legal hurdles such as conflict management, wage issues, health and safety concerns, appraisal challenges, attendance policy adherence, discrimination, and annual leave disputes. The analysis delves into how these issues impact employee productivity and overall organizational performance. Furthermore, the report provides actionable recommendations to address these challenges, including establishing clear communication channels, providing short breaks, implementing technology for attendance management, fostering patience in problem-solving, and utilizing biometric attendance systems. The conclusion emphasizes the importance of adapting to new market trends to maintain a healthy and productive working environment.

Challenges of
managing employment
relationship

INTRODUCTION
Employment relationship is the mutual agreement between the employees and the
employee. In this agreement the employee agree to work in the organisation and perform the
duties and responsibilities (Collins, 2021). A healthy employee relationship helps them the
workers to attain maximum productivity in the organisation. The report aims to analyse about
understanding the challenges of managing the employment relationship. Tesco is a multinational
retailer which provides the quality products and services to the consumers. It was founded in
1919 by Jack Cohen. The main aim of the organisation is to provide quality products at low
prices in the market. On the other hand, there will be discussion about the practical and legal
challenges that organisation experience in managing the employment relationship. Along with
that There will be discussion about various recommendations set of employment relations issues.
MAIN BODY
Evaluation practical and legal challenges that organisation experience while managing the
employment relationship.
Employment relationship is an contract which creates a mutual agreement between the
employer and the employees. The employee had to carry out the operations effectively in the
workplace (Ekstedt, 2018). In return of that the employer pay a sum of money to the candidate in
the company. This working style is effective for both the management and the management. The
company could achieve the goals and objectives in an systematic manner. Management of tesco
helps the employees in every difficult situation and provide several benefits while working in the
organisation. This help the company to create a healthy working environment which is suitable
for all the workers. On the other hand, they are facing different challenges in maintaining the
employment relationship efficiently. Various challenges of Tesco is mentioned below:
 Conflict Management – This is the most common practical challenge which most of the
organisation is facing their workplace. The conflicts between the management and the
employee affects the working style of the company. Conflicts occur because several
individual has different mindset and though process. Top management of Tesco
experience various conflicts because the organisation is not following a suitable chain.
The company does not involve its employee while making important decisions to achieve

the inherent goals and objectives. Tesco has the follow some ethics and values to make
the organisation structured more agile to carry out the operations smoothly in the
workplace. This help the organisation to retain different employees and decrease the
labour turnover rate in the company.
 Hours and Wage issues – Employees attain the maximum job satisfaction when that are
proper wages (Hansen, and Pihl-Thingvad, 2019). It is the most common factor to
motivate the employees and help them to attain maximum productivity in the
organisation. Management of Tesco are facing various challenges in providing the
adequate incentives and wages to the employees in the workplace. They are facing huge
losses because of the impact of Covid 19. This is the most common and practical
challenges which the organisation is facing nowadays. To solve this problems the
organisation needs to innovate new ideas to generate more revenues in the market. It
helps the company to provide necessary incentives to the employees and maintain a good
relationship.
 Health and Safety Challenges – The organisation needs to maintain a healthy and safe
working environment for all the employees in the workplace. Management of tesco is
facing different to fulfil the healthy and safety needs in the workplace. Due to this
different workers are facing issues and it impacts the their productivity. Employees of
tesco are doing excessive work because there is no delegation of authority and division of
work in the workplace. This affect their mental health and the organisation fails to creates
a helter working environment.
 Challenges in providing appraisal – Employees wants to grow their carrier and achieve
different goals and objectives in the future. The employee attain maximum productivity
by achieve the recognition and promotion from the organisation. Management of tesco is
facing different challenges to provide appraisal and promotion benefits to the employees
in the workplace (Pahos, and Galanaki, 2018 June). Tesco does not have adequate funds
to apprise the salary of the workers. Due to this different many employees are leaving the
organisation which increase the labour turnover rate.
 Attendance Policy – This is the another challenge which Tesco management is facing.
The employees of the organisation does not follow the company values and code of
conduct. They also shows up late in several meetings and never indulge themselves while

making the decision for the company. This irregularity of staff is the major problem for
the organisation. Due to this they are facing huge losses in the market. On the other hand
this also affects the company's productivity for long run. They are not attaining the
inherent goals and objectives in the market.
 Discrimination Challenges in the Workplace – Creating diversity and equality for all
the working staff. It is the most important duty for the management. This help the
company to create a healthy working environment between all the employees (Pandita,
and Ray, 2018). The management of tesco is experiencing a challenge to fulfil this
responsibility. The company is not working with the ethics and values. The management
does not treats its employees equally. The employees are dominated by the higher
authorities in the workplace. This scenario is creating a major problem because the
employees are not working up to their potential.
 Annual leave Disputes – The management needs to be proper while managing the leaves
of the employees. Improper management could create a negative impact on the
employees in the organisation. Management of tesco is facing challenge in managing the
annual leaves practices of the employees. This is the main work responsibility of human
resource department to ensure and manage the leaves of the employees in the workplace.
The company is facing irregularity of the staff workers which hampers of the
productivity. They are not able to achieve the inherent goals and objectives in the market.
On the other hand, the management of tesco is also facing a major issue to distribute the
salaries in accordance to the regularity of the workers.
Discussing various recommendation to deal with the employment issues.
 Creating proper communication channels in the workplace – The management could
establish a proper system to minimize the conflicts in the workplace. There must be
proper delegation of authority and distribution of work in the management. Management
of tesco can resolve the conflicts in the workplace by giving equal opportunities to every
candidate in the organisation (Rudman, 2020). Company should follow a hierarchical
system in which every employee could communicate at different levels of management in
the company. This structured chain could help the employees to communicate effectively.
On the other hand it could generate maximum revenues for the organisation in the
market.

 Providing Short Breaks – The management must provide short breaks to the employees
to relax. This help the individual to to release all the work pressure and boost their morale
in an effective way. The management of tesco could use this approach to decrease the
work pressure on the employees. After the breaks the employee works with the positive
mindset in the workplace. It helps the organisation to achieve the inherent goals and
objectives.
 Implementation of various software and techniques – The management could solve
the issue of annual leave by implementing different softwares and techniques. The human
resource department could use this technological equipments to manage the employees
attendance. On the other hand, the management could get benefit from this technological
factors. Most of the organisation in the working sector use this to regularize the candidate
attendance and provides a significant pay according to this technique.
 Patience to deal with difficult situations – The management of tesco needs patience to
solve different problems which arises in the workplace. This helps the organisation to
carry out the operations effectively (Whysall, Owtram, and Brittain, 2019). Effective
problem solving skill could help the company to make the employees more productive.
The organisation could monitor the performance of the workers every week. If the
performance is not good the company could motivate the employees to maximize their
efforts in the workplace.
 Using the biometric attendance system – The management of tesco could take the helps
of this technological factor to make the records of attendance and leaves properly. The
biometric system helps the employees help the human resource management to measure
the regularity of employees towards the organisation. Tesco should modify their code of
conduct and values according to the new market trends. This system could help the
management to maintain healthy working environment.

CONCLUSION
Books and Journals:
Collins, C.J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, 32(2),
pp.331-358.
Ekstedt, E., 2018. Project work, a challenge to traditional work life institutions. International
Journal of Managing Projects in Business.
Hansen, J.A. and Pihl-Thingvad, S., 2019. Managing employee innovative behaviour through
transformational and transactional leadership styles. Public Management Review, 21(6),
pp.918-944.
Pahos, N. and Galanaki, E., 2018, June. Staffing practices and employee performance: the role of
age. In Evidence-based HRM: A Global Forum for Empirical Scholarship. Emerald
Publishing Limited.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Rudman, R., 2020. Performance planning and review: Making employee appraisals work.
Routledge.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.

REFERENCES:
Books and Journals