Analyzing HRM Practices at Tesco and Employee Motivation Strategies

This report provides an in-depth analysis of Human Resource Management (HRM) practices at Tesco, a multinational retailer. It explores the significance of HRM in recruiting, selecting, and retaining employees to maintain a competitive edge. The report defines HRM, outlines the responsibilities of HR managers, and highlights the role of employees in achieving organizational objectives. It delves into Maslow's Hierarchy of Needs and Hertzberg's Motivation-Hygiene Theory, explaining their relevance to employee motivation and productivity within Tesco. The report also examines how HRM strategies, such as providing training and development, rewards, and challenging tasks, contribute to employee motivation and organizational success. The conclusion emphasizes the importance of employee motivation for achieving business goals and the role of HRM practices in fostering a productive and engaged workforce. The report is supported by references to academic books and journals.

Introduction to
Business studies

Table of Contents
INTRODUCTION.......................................................................................................................................2
MAIN BODY..............................................................................................................................................2
CONCLUSION...........................................................................................................................................4
REFERENCES............................................................................................................................................5

INTRODUCTION
Human resource management is important kind of practice that helps to recruit, select and
retain one of best candidates within the organization in order to remain competitive in business
environment (Stewart and Brown, 2019). Respective report is based on the Tesco which is
multinational merchandise and retailer in the UK market. Respective report is based on the
Human resource practices and the way it contribute in enhancing and maintaining the motivation
of employees for achieving desirable outcomes. it defines the major concept of HR and role with
responsibilities of HR manager in development of organization. further it includes the objectives
of organization and importance of employees to achieve the same. Finally it includes the
motivation theories and way it contributes in employees productivity and development.
MAIN BODY
Define HRM: Human resource is one of most important practice within the organization that
directly contributes in recruiting and retaining the most potential candidate in order to achieve
the potential outcomes.
What HR does: HR specialist are accountable for the selecting, screening and interviewing the
potential candidates within the organization (Nankervis and et.al., 2019). they also operate the
employee relations, system of payroll, benefits and scheduling training for overall development
of them. they also coordinate the administration functions of organization that is very important
for organization. in context of Tesco they provide training and development to their employees
to improve their performance.
Main focus of HR managers: The main focus of HR manager is to provide one of best
candidate to organization and work efficiently to develop the skills and capabilities for
achieving the desirable outcomes from them.
Role and purpose of HR managers: HR managers are one of most important part of the
organization as they provide one of most valuable assets that are employees that contributes in
achieving the goals and objectives (Macke and Genari, 2019). As handles all the activities related
to the employees such as payroll, their development and providing other kind of benefits for
maintain their level of motivation in order to achieve the desirable outcomes.

Explain Maslow’s needs hierarchy.
Maslow’s needs hierarchy is very much important for an organization that is helps to
evaluate the needs of employees and their current motivation level. In respective theory the 5
kinds of needs consisted that are physiological needs, safety needs, love and belongingness
needs, esteem and self actualization. All respective needs are very much potential for
organization as well as individual development. All kinds of needs provides the motivation to
work with full potential for organisational development and enhancement in positive manner. in
context of tesco they set prioritize for employees and duties so that employee can give one of
their best efforts in organisational development and enhancement.
Explain Hertzberg’s motivation hygiene theory.
The respective theory of motivation states about the motivation of employees that proved
beneficial for organization in gaining desirable goals and objectives (Kim and et.al., 2019). In
respective theory two set of satisfaction first one is hygiene factor that are organisational
administration, technical supervision, job security and many more as respective factors not
provide motivation but absence of respective factors create dissatisfaction in employees.
The another factor is motivational factor that is very much important for an individual
that provides positive effect on the functioning of employees. Respective are the six factors
includes achievement, recognition, work life balance and many more that directly contributes in
development of employees to remain competitive in marketplace.
How do these theories relate to employees and their motivation?
Theories directly related with the employees and their motivation as it helps to
understand their psychology and recognition that directly enhance their value (Berman and et.al.,
2019).
What are the objectives of a business?
It has been analyze that every organization want to enlarge business opportunities and
profitability by which they can sustain for long time in the marketplace. for that they need to
provide one of best products and services to consumers so that they pay high against it.

How important are employees in helping an organisation achieve its objectives?
Employees are one of most important part of organization by using own skills and
capabilities they put one of their best efforts in organisational development and enhancement to
remain competitive in marketplace. in that regards the manager by using own skills allocate the
role to each and every individual so that they can achieve the definite target.
How can HR motivate employees to achieve the objectives of the organisation?
Motivation plays very much important role in the organization that is one of most
important factor for an organization to enhance the level of productivity and motivation of
employees (Armstrong and Taylor, 2020). To maintain the level of motivation organization
provide one of best rewards, smart remuneration, training and development opportunities and
wages that is very much potential to give one of best efforts in organisational development and
enhancement in potential manner. they by providing the challenging tasks that not only enhance
their capabilities but also provide career opportunities that is very much potential for an
individual to remain competitive in the business environment.
CONCLUSION
From the above report it has been concluded that for an organization employees and their
motivation level plays very much important role. It is the responsibility of administration to
provide the best opportunities to the employees that directly enhance their level of motivation
for achieving the desirable goals and objectives. With the help of various kinds of theories and
practices organization can be able to enhance level of productivity and retention of employees in
potential manner. for an organization goals plays very much important role as it contributes in
putting employees efforts in definite direction.

REFERENCES
Books and journals:
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E.M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Kim, Y.J. and et.al., 2019. The effect of green human resource management on hotel employees’
eco-friendly behavior and environmental performance. International Journal of
Hospitality Management, 76, pp.83-93.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of Cleaner Production, 208, pp.806-815.
Nankervis, A. and et.al., 2019. Human resource management. Cengage AU.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.