Strategic Resourcing Project: Tesco's Talent Management Strategies

This report provides a comprehensive analysis of Tesco's strategic resourcing project. It begins with an introduction to strategic resourcing and its importance within Tesco, a multinational grocery and merchandise company. The report then delves into the impact of changing employment markets, including shifting demographics, technological advancements, and evolving employee preferences. It explores the issues in the macro environment, specifically the UK labor market, that affect Tesco's ability to source staff, considering political, legal, socio-cultural, and technological factors. The report critically assesses Tesco's resourcing and talent management strategies, including recruitment, diversity management, and flexible working arrangements. It examines how Tesco's resourcing strategy addresses effective resourcing, efficiency, legal compliance, and professionalism. Furthermore, the report analyzes Tesco's approach to long and short-term talent planning, including data analysis of employee turnover and recommendations for employee retention. The report concludes with a summary of key findings and recommendations for Tesco's strategic resourcing practices.

Strategic Resourcing
Project

Contents
INTRODUCTION...........................................................................................................................3
Task 1...............................................................................................................................................3
Impact of changing employment markets....................................................................................3
Issues in the macro environment which may impact the organisations ability to source staff....4
TASK 2............................................................................................................................................5
Critically assess issues connected with resourcing and talent management strategies................5
TASK 3............................................................................................................................................7
Critically analyse how your resourcing strategy deals with effective resourcing, efficiency, the
law and professionalism in resourcing........................................................................................7
TASK 4............................................................................................................................................8
How the organisation is/can undertake long and short-term talent planning. Provide evidence
of analysis of data concerning employee turnover and make recommendations for employee
retention.......................................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1
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INTRODUCTION
Strategic resourcing is considered as primary activity of the strategic human resource
management which facilitates the organisation in ensuring that they have significant number of
personnel with which they can achieve their desired goals and objectives (Chaturvedi, 2016).
The strategic human resource management enables to focus on the strategic resourcing as with
this they integrate business and employees resourcing strategies. Further it ensures optimum
utilisation of the personnel as well as their development by trainings so that they can be retained
for long. With this the companies can take competitive advantage over others through effective
recruitment, selection and various retention policies. All these policies and strategies of strategic
resourcing developed the capabilities and competence of the employees with which adoption of
various changes within the organisation can be ensured. In this report the organisation that is
taken into consideration is Tesco which is a multinational company offering wide variety of
groceries and general merchandise products in various countries. This report includes the
analysis of the macro environment so that its impact on the sourcing of the staff can be analysed.
In addition to this the issues related with resourcing and talent management along with various
strategies are discussed on the basis of which various long-term and short-term plans are
formulated by the organisation.
Task 1
Impact of changing employment markets
The labour market is facing various reform with the passage of time as the structural
changes are taking place due to this high level of unemployment has been faced by the
economies that results to unfilled jobs, increasing productivity with stagnant wages etc. The
changes in the employment market has various impact such as:
 Shifting demographics and dynamic workforces: With the changes in the ages and the
declining birth rate of the employees a large number of people are available to the
companies. But the employers throughout the globe are experimenting various policies so
that they can appoint efficient staff as per their requirement (Charan, Barton and Carey,
2018).
 Technological Revolution: The technological change leads to reduced business cycle
and due to this the new working models has been incorporated within the business. This
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increases the requirement of significant trainings for the employees so that they can focus
on their creativity and achieve their task.
 Rise of Individual Choice: The mindset of the employees has been changing as they
were focussed to earn better but now the emphasis of the employees is towards their
learning and developing various skills, abilities and knowledge along with expertise. Due
to this planning of the organisation has to be done accordingly as they need to offer better
choice and flexibility to them. This enables the organisation to offer various growth
development opportunities.
The changes within the employment market affect the sources from where Tesco recruit
their employees. Internal and external recruitment is done by them due to which they have to
take into consideration the trends within the labour market and its influence on their strategies of
recruiting.
Internal recruitment: When the managers and leaders within Tesco undertake internal
recruitment then they need not to emphasise more on the changing employment as in this the
employees are promoted within the organisation. They better understand the culture and
workings of the organisation due to which the impact of changes in the technology, changes in
the choices on the individual and changes in demographics can be managed (Meagher, 2017).
External recruitment: Tesco also recruit employees within their organisation with the
help of the employment agencies, campus recruitment, directly attracting the talent through
various online job portals etc. and while attracting employees with such source they have to
taken into consideration the impact of such trends in the employment market. This is because
they are not aware of the opportunities within the organisation, technology and other cultural
dimensions. For this they need to introduce various training program so that they can be provided
the workplace ambience as per their expectations.
Issues in the macro environment which may impact the organisations ability to source staff
The UK labour market has been facing various fundamental changes as full time jobs
within the manufacturing segment have been declining. The current employment market within
the economy is more diverse as the people within the country have been employees on different
basis such as self-employment, part-time jobs, zero hour contacts etc. All this has given rise in
the service industry and due to this the Tesco need to ensure that they have better employees so
that they can manage the interest of the customers (Berger, Berger and Education, 2018). For this
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various issues related to the macro environment has to be taken into consideration by Tesco such
as:
Political and legal issues: The labour laws and political segments within the country
varies from other country due to which the it can be specifically be justifiable in one country
while can be morally wrong in other. Due to this the various regulations such as working hour
stipulations, payroll regulations, leave days, and labour dispute resolutions affects the recruiting
of the Tesco in UK. In addition to this, labour unions and labour strikes affect most of the
recruitment policies of Tesco.
Socio-cultural issue: The ethics and attitude of the employees is dependent upon the
beliefs and culture which influences their behaviour towards the job. In UK, the millennial
prefers organisation that can offer flexible job hierarchy and such socio-cultural issues affects
their recruiting strategies as have to according target the people from different sources (Osborne
and Hammoud, 2017).
Technological issues: The recruitment strategy of the company has to be shaped on the
basis of technological competency of the employees so that they can align their recruitment
practices with the technological status within the country. This enables Tesco in offering better
services to the customers with technologically advanced employees. Due to this the managers
has to consider automated and online sources for recruitment marketing as with this they can
efficiently target candidates faster and cheaper.
TASK 2
Critically assess issues connected with resourcing and talent management strategies
Resourcing and talent planning has to be ensured by the organisation such as Tesco
because with the help of this they can establish coordination among their recruitment team and
business in different aspects. These aspects could be analysis of the networking and selection for
a proper hiring channel, maintenance of the pool of talent for the future perspective, forecasting
of the required number of candidates etc. For this various strategies need to be developed by the
managers of Tesco as they can ensure that they have better talent with which they can achieve
their desired targets (Armstrong, 2016). The strategy that has been adopted by Tesco for
managing their talent includes:
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Recognising that retention starts with recruiting: The retention of the employees starts
from the day the employees are recruited as they have expectations with the business which they
have to manage so that they can ensure that the employees are motivated throughout the process.
The needs of the candidates that have been applying within the organisation are increasing as the
changes the employment market has been taking place in context of the technology that has been
used within the business. Along with th9is the opportunities that are offered to the employees
plays crucial role in retaining and employees as if they are offered better opportunity for growth
they stay with the organisation for a longer period of time (Popli and Rizvi, 2017).
The managers within the Tesco take into consideration various such issues while
planning for their sourcing strategy and talent management strategy as they provide detailed job
description to the candidate on the basis of which they can analyse the strategies of Tesco for
managing and retaining their talent. But as the level and competence of the employees varies
from each other and due to which the strategies of the company get influenced. For example: the
strategies which are reflected by Tesco such as open communication among the employees with
the leaders and superiors may not be acceptable to any person to be appointed on the higher level
and this has adverse influence on the strategy.
Diversity management: Diversity within the organisation is crucial as with this better
team can be formulated and Tesco comply this strategy within their organisation for retaining
and managing their workforce. They emphasis upon the comprehensive and managerial process
so that the anticipation of the needs and satisfaction of the employees can be identified. With
diversity within the organisation Tesco ensures that they have significant level of competition
and capable employees that can offer them better solutions for the issues faced by them.
Tesco sometimes faces adversity due to this as the employees perception is based upon
the group they are engaged and this can affect the overall culture of the workplace. The diversity
among the employees along with perception make the employees contribute to the organisation if
they have positive environment. But if the power and politics prevails within the organisation
then the diversity becomes reason for the conflicts within the Tesco. This will make the
managers and leaders face issues related to the talent management as employee turnover rate
within the workplace will increase (Sparkman, 2018).
Flexible working: With the help of flexible working the management of the Tesco
ensures that they have motivated employees that will stay with the organisation for long. They
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allow their employees to work from home and to come to office as per the flexible timings which
suits to them. With this they ensure that the employees within the organisation are satisfied and
will recommend other to join the organisation. This will facilitate the organisation in managing
their cost associated with the training and development of the employees. Tesco can efficiently
manage their employees in various situation they faces and due to which they can have reduced
employee turnover.
But the flexible working strategy of retaining the employees affects the Tesco as they
have their outlets where the customers has to be served in an efficient manner. The flexible
working strategy of talent management of the organisation can affect the satisfaction level of the
customers which cannot be compromised by the Tesco (Cowan, 2017).
TASK 3
Critically analyse how your resourcing strategy deals with effective resourcing, efficiency, the
law and professionalism in resourcing
Any of the entity performing within the market must ensure that they are able to perform
as per the requirement of objectives. In order to obtain objectives, resourcing strategy always
plays the crucial because this strategy helps entity to sustain value-able employees who is able to
perform as per the requirement (Adeniji, 2019). In context of TESCO Plc, their resourcing
strategy are quite effective due to which they are able to compete in current market. Resourcing
strategy always plays the necessary role because it allow to identify the most suitable way
through which performance can be improved.
Talking about TESCO Plc, they are among those organisation which has been constantly
focusing upon resourcing policies where they give major importance to retain existing employees
because they are the one who can allow to maximise the opportunity to obtain the goals. In order
to retain their existing employees for longer time period, there are different types of motivation
activity which is being performed within the organisation. Such as company provides different
types of rewards to the employees who perform exceptionally for the entity and even there are
some of the provision under which certain incentives are being given to employees through
which goals can be accomplished (Taylor, 2018).
This is not only the area where they constantly focus because it has been seen that
company also focus that how they can try to identify the skills and capabilities of the candidate
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because that certainly benefits them. The resourcing strategy of TESCO Plc gives major focus
upon this particular department because it majorly provides them the way that how they can
maximise the positive result. If entity is able to do so then it certainly helps them to give tough
competition to the rivalry firm.
For any of the organisation, considering law and regulations is quite important because if
any of the entity fails in this particular department then they might have to suffer from different
types of issues. Talking about present scenario, TESCO has been constantly focusing towards
law and it is because they do not take any of that decision due to which discrimination may
occur. Organisation provides equal opportunity to each of the employees and selects any of the
candidates on the basis of their talent and skills. Failure in this particular section always creates
issues for the entity but at the same time TESCO is able to tick resourcing strategy to deal with
any of the situation. In the same manner, professionalism is quite necessary for any of the
organisation and even TESCO Plc gives equal importance to it. HR department always try to find
out the way in which they can deal with any of the situation which means that company they try
to identify the behaviour of any employees along with their attitude. It is needed because it
certainly allows to determine whether organisation will accomplish their goals and target or not
within specific time period (Diez, Bussin and Lee, 2019).
TASK 4
How the organisation is/can undertake long and short-term talent planning. Provide evidence of
analysis of data concerning employee turnover and make recommendations for employee
retention
Talent planning is the process with the help of which it can be ensured that managers within
Tesco assess the ability of the employees so that they can be managed for future in such a
manner the future requirement of the organisation can be dealt with and the tactical objectives as
well as its strategic objectives can be accomplished (Teerikangas, Turunen and Välikangas,
2020). To ensure better and efficient employees within the organisation the managers formulate
various long term and short term plans so that they can improve both current and future abilities
of the employees. Talent managements is process that provide structure to various phases of the
employee life cycle which includes various phases such as attraction, recruitment, development,
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retention, motivation, compensation, and termination. The talent planning of Tesco for short term
are given below:
Exit Interview of the employees: With the help of the exit interview the HR manager
within Tesco can formulate various policies so that they can work upon particular aspect which
may not be favourable for the employees. Also this enables them to understand the expectations
of the existing employees which enable them in reducing their retentions rate.
Focus groups: Organising various meetings for the focus groups enables the manager
within Tesco to talk to the employees directly. This facilitates them to uncover various personal
challenges of the employees and the small challenges that they have to build so that they can
rebuild the trust of the employees.
Make immediate and public changes: The gap must be identified that contributes to the
turnover of the employees and it must be filled by the managers promptly with various strategies.
The communication must be improved which implies that standard employee announcement is
made through mails so that connection is established with the employees (Adeniji, 2019).
Various long term strategies that have to be managed by the leaders within Tesco are given
below:
Feedback from the employees: The managers must take various feedbacks from the
employees in context of the changes that they expect along with the issues that are faced by them
on consistent basis in a longer run. With this the managers within Tesco can make their
employees satisfied and can reduce the rate of employee turnover.
Examine the culture of the company: The culture has major role in retaining an employee
and the leaders can manage the culture by developing common values and beliefs among their
employees. Failing in the culture can affect the interest of the employees due to which the rates
of employee turnover can incarease in long run.
With the help of these short term actions the managers can ensure that they resolve all the
issues which are faced by their employees and they identify the expectations of the employees
that can be met to reduce the turnover of the employees. The long term strategies will enable the
Tesco to ensure that they have permanent employees with which the company can effici9ntly
plan their expansion and growth strategies.
The market share of Tesco is high which contribute to around 30% of the grocery market of UK.
The turnover within the industry is expected to be below 35% but within Tesco it is around
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29.9%. Tesco has been offering various options such as flexible working options, including
maternity and paternity leave, career breaks, job shares and shift-swaps etc. so that they can
manage and maintain their employee for long (Supermarket sweep: Tesco, 2015).
On the basis of the analysis of various strategies and the long and short term plans of the
Tesco for talent management various recommendations are made to the company within the help
of which they can retain their employees are given below:
 Better compensation, benefits and perks must be provided to the employees so that their
level of expectations and their needs can efficiently be satisfied.
 Conges must be introduced within the policies as well as within the culture as per the
competitors and trends within the business environment so that the employees retention
can be ensured for longer period of time.
CONCLUSION
It is concluded from the above report that the organsiation need to develop various strategies
so that they can manage their employees and ensure that they have better workforce with the help
of which they can accomplish their organisational objectives. The talent planning and strategies
for resourcing enables the organisation in managing employee turnover rate. In addition to this
they need to develop both short term plans and long term plans for ensuring that the competence
of the employees are effective for accomplishing the organisational objectives.
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REFERENCES
Books and Journals
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Journal of Civil Engineering and Technology, 10(3).
Adeniji, A. and et. al. 2019. Measuring the Dynamic Model of Employee Resourcing Strategies,
Corporate Image and Job Performance in ICT Driven Universities. International
Journal of Civil Engineering and Technology, 10(3).
Armstrong, M., 2016. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Berger, L.A., Berger, D.R. and Education, M.H. eds., 2018. The talent management handbook.
McGraw-Hill Education.
Charan, R., Barton, D. and Carey, D., 2018. Talent wins: The new playbook for putting people
first. Harvard Business Press.
Chaturvedi, V., 2016. Investigating the interrelationship between succession planning and
effectual talent management for building tomorrow's leader. Splint International
Journal of Professionals, 3(12), p.71.
Cowan, D., 2017. Strategic internal communication: how to build employee engagement and
performance. Kogan Page Publishers.
Diez, F., Bussin, M. and Lee, V., 2019. Strategic Resourcing. In Fundamentals of HR Analytics.
Emerald Publishing Limited.
Meagher, T.M., 2017. Financing Armed Conflict, Volume 2: Resourcing US Military
Interventions from the Spanish-American War to Vietnam. Springer.
Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the
workplace. International Journal of Applied Management and Technology, 16(1), p.4.
Popli, S. and Rizvi, I.A., 2017. Leadership style and service orientation: the catalytic role of
employee engagement. Journal of Service Theory and Practice.
Sparkman, R., 2018. Strategic Workforce Planning: Developing Optimized Talent Strategies for
Future Growth. Kogan Page Publishers.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Teerikangas, S., Turunen, M. and Välikangas, L., 2020. 16. Resourcing intuition in
practice. Handbook of Intuition Research as Practice, p.212.
Online
Supermarket sweep: Tesco, 2015. [online] Available through: <
https://www.personneltoday.com/hr/supermarket-sweep-tesco/>
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