Analysis of Tesco's Human Resource Management Practices

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INTRODUTION
TESCO operates as one of the biggest retailer in the food industry in the United
Kingdom. The human resource management of TESCO is designed to improve the
effectiveness of a company’s work-force in fulfilling the goals of the organisation. It
consists of various practices which includes
• Equal employment opportunity (EEO) compliance
• Evaluation of performance and compensation
• Employee selection, recruitment, orientation and motivation
• Developing skills and training
• Legal issues
• Health and wellness, safety, etc. (Reffill 2019).

CHALENGES FACED BY HRM
PRCATICES OF TESCO.
The current top 10 challenges of HRM faced by TESCO include:
• Compliance with laws and regulations,
• Management changes,
• Leadership development,
• Workforce training and development,
• Adapting to innovation,
• Compensation,
• Understanding the benefit packages,
• Hiring talented resources,
• Retaining talented employees and
• Workplace diversity.

ANALYSI & EVALUATION
Human resource management system consists
of various aspects like proper resource
allocation, personal data management, resource
management, skill management, performance
management, attendance or leave management,
training administration, HR & benefits
administration.

ISSUES WITH THE CURRENT
HRM PRACTICES
• Attracting the right employee
• Engagement of qualified candidates
• Ensuring good experience for candidates
• Fair Recruitment
• Creation of efficient recruitment process

HOW THEY ARE AFFECTING
THE ORGANISATION
• Huge investment of money and time
• Maintain a balance between recruiting
the right candidate at the right time
and keep the business running

CAUSES OF ISSUES
• Contingent Workforce
• Demand for experienced employees
• Competitive environment
• Compliance Issues
• Technological Advancement

CONCLUSION
The new HR Strategy shall be developed
with the view to hire extraordinary talents.
The current HR strategy of the organization
can be developed by the following ways:
• Treating candidates as customers,
• Understanding the hire cost and benefit,
• Long time hiring,
• Data optimisation for hiring time,
• Attract the best cultural fits,
• Niche job boards,
• Employee referrals,
• Alumni connect for rehires,
• Profile best employees,
• Talent pool with drip mails,
• Chase passive applicants,
• Main points coverage in the job
postings,
• Using coaching culture and
• Office space to attract millennial and
many more.

CONCLUSION
The HRM of the company shall involve the following
strategies:
• job advertisements,
• written tests,
• interviews,
• psychometric tests
• engage them in situation based questions

RECOMMENDATION
• Need to be more specific about the job postings and advertisements
• Adequate and proper research of what will motivate the candidate
• Strategize the hiring rounds and make sure that right places are
searched to source the eligible and best candidates
• Quick communication with candidates
• Constant and courteous response to online reviews
• Coordination with candidates is necessary