Analysis of HRM Practices at Tesco PLC: A Project Report

Desklib provides past papers and solved assignments for students. This project analyzes Tesco's HRM practices.

Analysis Of HRM
Practices At Tesco Plc
Task-2
Managing a Successful Business
Project

 Introduction
 Company Profile
 Research topic
 Conclusion Literature review
 Quantitative Research - Survey
 Survey Questions
 Collected Data
 The conclusions of the quantitative research
 Recommendations
 Conclusion
 Reference List
Table Of Content

A multinational company is an organisation
that has operations in multiple countries. Due
to the scope of its operations, different
business function of a multinational
companies needs to adapt to coordinate with
the culture, business environment and
regulatory atmosphere of the countries of its
operation while coordination within the
organisation.
Introduction (Cuervo‐Cazurra,
2012)

Tesco PLC or Tesco is a multinational retail
company having its base of operations in
Hertfordshire, United Kingdom. It deals in the
retailing of general merchandise and groceries.
Other areas of its operations include insurance and
retail banking. It's considered to be one of the top
ten retailers in the world in terms of revenues. This
century-old company has operations in countries
like the UK, India, Ireland, Malaysia, etc. Its
revenue in the year 2018 was £57,491 million with
an employee base in 2017 of over 460,000.
Company Profile (Wood et al.,
2016)

“How can Tesco improve the recruitment,
selection, and training of employees to meet
international standards and gain a
competitive edge in its host country?"
Research topic

The research methodologies used for this
research are Qualitative and Quantitative
Methodology. The Qualitative method used
was Literature Review while the Quantitative
Method was Survey. In the literature review,
we analysed the existing literature and data.
Research methodology
(Brannen, 2017)

 Tesco focuses on the creation of a human resource management plan
that accounts for the variations in aspects like customs, culture, and
work prerequisites due to a change in its host country (Brewster,
2017).
 The HRM at Tesco focuses on training and development programs that
make the workforce effective, motivated, and skilled (Hassan et al.,
2013).
 The recruitment and selection process along with the HR policies are
created while considering multicultural and relevant legal prerequisites
while maintaining uniformity within the company (Brewster, 2017).
 The HRM focuses on fulfilling the exhaustive manpower requirement
and on turning it into a competitive edge for the company by
improving customer satisfaction levels (Brewster, 2017).
 The HRM at Tesco also focuses on efficient Knowledge transfer across
the company (Brewster, 2017).
Conclusion - Literature review
(Brannen, 2017)

 Random sample size - 100
 Research method - Survey
 Data analysis and presentation tools - Pie
charts, Bar graphs, and Column Graphs.
Quantitative Research - Survey
(Brannen, 2017)

1) Is the HRM at TESCO efficient and effective?
2) Is the recruitment methodology of TESCO is
at par with International Standards?
3) The information provided to the candidate
during the recruitment process is accurate.
4) The employee training requirement
assessment is on the basis of performance
appraisal.
5) The training programs are relevant to
changing requirement of different job
profiles.
Survey Questions

6) Employee compensation is adequate.
7) There are rewards and benefits associated
with employee performance.
8) The selected candidates are suitable for
their respective job profiles
9) Are you happy with the Company?
10) Do you feel sufficiently motivated and
strive to achieve the performance
benchmark?
11) Are the performance appraisals are fair?
Survey Questions

Questi
on
Numbe
r
Absolutel
y Yes (5) Yes (4) Undeci
ded (3) No (2) Absolutely
Not (1)
1 17 52 15 6 10
2 5 39 30 17 9
3 29 51 10 10 0
4 15 55 9 10 11
5 11 44 27 15 3
6 8 49 27 11 5
7 25 61 2 6 6
8 10 41 29 5 15
9 22 49 14 8 7
10 10 48 11 22 9
11 20 65 10 5 0
Collected Data

 There's a need for improving HRM policies and its execution.
 There's an abject need for improving the recruitment methodology of
Tesco to match the international standard.
 The information provided to the candidate during the recruitment process
is accurate and sufficient to allow them to analyse their suitability.
 There's a need for improving the assessment process of training
requirements.
 The training programs lack feasibility in terms of changing job
requirements.
 The employees are unsatisfied with their current compensation.
 The reward and recognition program of Tesco is highly efficient drives
employee performance.
 There's a need for improving the effectiveness of the recruitment and
selection process to hire suitable candidates.
 The employees are happy with the company.
 Employee motivation level needs improvement.
 The employees are happy with the performance appraisal system.
The conclusions of the quantitative
research (Brannen, 2017)