Exploring Flexibility and Equal Opportunities at Tesco

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Desklib provides past papers and solved assignments for students. This report analyzes Tesco's human resource management.
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Human Resource Management
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Contents
Introduction......................................................................................................................................3
LO1 Understand the different perspectives of human resource management.................................4
LO2 Understand ways of developing flexibility within the workplace...........................................8
LO3 Understand the impact of equal opportunities within the workplace....................................12
LO4 Understand approaches to human resources practices in organisations................................15
Conclusion.....................................................................................................................................18
References......................................................................................................................................19
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Introduction
This report explains the theory and practices of human resource management by focusing on
current issues and legislation. The report sets various theoretical perspectives on human resource
management and explores the differences in the approaches. Basically, the report analyzes the
changes in the labour market and explains the need for a more manageable work-life balance and
development of flexible working practices. In the first task, the report explains the different
perspective of human resource management. For the discussion, the famous retail company
Tesco Plc is selected. Further, the report explains the understanding of ways to develop
flexibility within the workplace. In the next part of the report, the approaches to managing equal
opportunities and managing diversity are also explained. At last, the report explains the
significance and importance of employee health and well-being within the workplace.
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LO1 Understand the different perspectives of human resource management
1.1 Guest’s model of HRM
In order to explain Guest’s Model in HRM practices, Tesco Plc is selected as the company has
effective human resource practices in the business operations. The company has implemented
effective policies and regulations for the welfare of the employees. In the case of Guest's Model,
there are six factors that must be considered in human resource practices. Those factors are as
follows:
ï‚· HRM practices,
ï‚· HRM strategy,
ï‚· HRM outcomes,
ï‚· Behaviour outcomes,
ï‚· Performance outcomes,
ï‚· Financial outcomes
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HRM strategy- In Tesco, the company has implemented effective strategies for the welfare of
the employees. The company has implemented various activities like recruitment talent analysis,
programs to retain the employees, ensuring the employees to be treated equally and the provision
of the good working environment.
HRM practices- In case of human resource practices, the company is focused on key activities
i.e. hiring the employees, training, and development of skills of employees, performance
appraisal, compensation and improvement of relations with the employees.
HR outcomes- In the company, human resource outcome depends upon three different qualities.
Those qualities are quality, commitment, and flexibility. The company provides a commitment to
the employees so that they can stay in the organization for the long-term.
Behavioural outcome- The behavioural outcome in the company depends upon the factors like
co-operation, motivation, and organizational citizenship. By implementing these factors, Tesco is
able to get an effective behavioural outcome from the employees (Aguinis, 2013).
Performance outcome- In Tesco, performance outcome has a positive impact on the growth and
development of the business. Performance outcome basically enhances the innovation power,
quality, productivity, and turnover. Good performance outcome also reduces the negative attitude
among the employees within the company.
Financial outcomes- At last, Tesco also focuses on generating financial outcomes in business
operations. In this manner, the company generates financial outcomes i.e. revenue, profit and rest
of income (Bratton, & Gold, 2012).
1.2 Difference between Storey’s definitions of HRM, personnel and IR practices
Storey has given some of the effective definition of human resource management, personnel and
industrial relation practices within the company. Being the multinational company, Tesco has
implemented effective human resource and industrial relation practices. Based on the Storey’s
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definitions, there are some differences between HRM, personnel and IR practices. The
significant differentiation is discussed below:
Basis HRM Personnel
Management
IR
Definition HRM is the
significant process to
satisfy the needs of
employees along with
motivating them by
reward and
recognition. HRM
basically focuses on
enhancing the skills
when required.
Personnel
management includes
the authoritative style
of leadership in which
the employees work
under some of the set
guidelines to improve
productivity.
Industrial relations are
basically focused on
job relations within
the organization. They
are also termed or
determined as the
representative
relationship within the
organization.
Objective Tesco has
implemented effective
HRM practices to
manage the workforce
so that they can give
their best in their job
role.
In the case of
personnel
management, Tesco
has applied this
concept to achieve the
organizational goals
and objectives.
Tesco is using
industrial relations to
manage the
relationships with
suppliers, customers,
and other business
organizations.
1.3 Implications for line managers and employees
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It is important for the line managers and employees within the company to develop a strategic
management approach. In the case of Tesco Plc, the line managers and human resource managers
are responsible for developing the strategic approach. The implications for line managers and
employees are as follows:
Assistance and support- Line managers in Tesco would be assisted with proper instructions and
guidelines. By this, they would be able to achieve the business goals and objectives in effective
manners.
Extending the limits- By developing the strategic approach, the limits for the potential of line
managers would be increased in the company. The line managers are concerned with dimensions
and process equilibrium to be set up in the proper manner.
Advancements and competences- The development of strategic approaches would also enhance
the advancements and competencies of employees and line managers within Tesco. Effective
HRM practices would also be helpful in improving the competence of the organization in the
market. In addition to this, this would also incorporate the advancements in the business process
(Kehoe, & Wright, 2013).
Regulations and obligations- There would be various regulations and obligations which line
managers need to use while monitoring and reviewing the overall process. Various unique
guidelines can be helpful for the managers to manage the business operations of the organization.
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LO2 Understand ways of developing flexibility within the workplace
2.1 Model of flexibility
The model of flexibility is important within any organization. In the retail business, there is
enormous pressure for the employees within the company so; the flexible model is required
much more as compared to any other organization. The flexibility model is required in the
organization to respond to various business changes and their needs. The business changes can
be managed by possessing adaptable and multi-skilled employees. In the company, it is required
to have a competent workforce which can get by making the proper investment in the training
sessions. According to human resource management goals, the flexibility of Tesco includes four
heads which are discussed below:
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Integration- The overall flexibility plan includes the complementary policies implemented by
HR. Line managers would identify the importance of employees and try to manage effective
relations with them so that they can give their best in the job role.
Adaptability- The adaptability or flexibility includes how the employees are performing in their
job role and how they are achieving their organizational goals and objectives.
The commitment of employees- Under this head, the engagement of employees along with their
loyalty towards the organization and their job role are included (Aswathappa, 2013).
Quality- There is various factors that can be included in quality head i.e. workforce quality
balance of employees, their performance rate, public image as well as working standards of the
employees.
2.2 Types of flexibility in Tesco
It is important for Tesco to remain flexible in the market in which it is operating. There are some
kinds of flexibilities that are developed by Tesco so that the workplace can be remained flexible
for the employees. By developing flexibility, the organization can also sustain the business in the
market. The types of flexibilities are as follows:
Numerical flexibility- Tesco has adopted the system by which the evaluation of the categories
of employees is possible based on the requirements of the workplace. Human resource in the
organization analyzes the specific requirements of the employees within the workplace so that
the workforce can be managed accordingly. In this manner, a chart is prepared to evaluate the
required number of employees at the workplace so that hiring can be done accordingly.
Functional flexibility- In this type of flexibility, the organization provides proper training to the
employees so that they can be prepared to get redeployed in any type of process. By the
functional flexibility, employees remain flexible so that they can manage any kind of work
during the work pressure. This kind of flexibility ensures the time of requirements of a workforce
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that can be redeployed during the work pressure. This kind of flexibility is helpful in managing
the workforce within the organization.
Financial flexibility- In this kind of flexibility, some of some of the payment systems provide
flexibility and support to the organization. Human resource in Tesco always tracks the financial
systems so that flexibility can be maintained in an effective manner (Christensen and Schneider,
2015).
2.3 Use of flexible working practices
There are some of the effective working practices which can be beneficial for both employers as
well employees. With the help of flexible working practices, the organization can provide an
effective working environment for the employees. Some of the flexible working practices used in
Tesco are discussed below:
Zero hour contract- This is the contract in which the organization does not set the working time
for the employees to work within the organization. In the zero hour contracts, no fixed time is
given to the employees to work. Employees are free from all the restricted boundaries and can
work freely within the organization. This type of contract is helpful for the organization in bring
quality work so that competitive advantage can be achieved in the operating market.
Elimination of partial dismissal safety- Tesco is focused on the elimination of partial dismissal
safety for the employees. By this, the organization is able to develop and use of temporary fixed-
term employment.
Compressed hour shift- Employees within the organization are also able to work out within the
compressed shifts where resources are available all the time. In addition to this, the employees
can also complete their shifts early if it is allowed by the management of the organization.
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Sharing of the job- Under this practice, the employees can also share the job with the other
resources with the mutual approval. In such condition, management of the organization only
needs quality of work (Chiva et. al., 2014).
2.4 Impact of changes in the labour market
Changes can have a significant impact on the labour market in terms of positive as well as
negative manner. Labours in Tesco always come from different demography in which some of
the labours come from local and some of them come from other places. In such a situation, it is
very important for Tesco to apply the flexible working practices on the working labours. By
implementing flexible working practices, labours would be able to prepare themselves to manage
the changes and work accordingly.
In the organization, flexible working practices are helpful in implementing new ways to manage
the work. By this, labours are also able to get opportunities to improve their skills to bring
quality to their job role. In addition to this, flexible working practices are also helpful for the
labour to develop knowledge related to work-life balance. The work-life balance is required for
the labours to work more effectively in their job role and manage the change accordingly (Bush
& Middlewood, 2013).
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LO3 Understand the impact of equal opportunities within the workplace
3.1 Forms of discrimination
It is important for the organization to reduce the discrimination at the workplace so that effective
work environment can be provided to the employees. The organization should work for ensuring
that employees working in the organization are not facing discrimination due to various factors
and unethical practices. It is important for the organization to ensure that employees should be
treated equally. They should get equal opportunities based on their abilities and skills and should
not be discriminated on the basis of gender, race, disability, religion, culture, and age. It is
important that Tesco should get proper information related to various forms of discrimination
that can impact the business operations of the organization (Den Hartog et. al., 2013).
Direct discrimination- In this kind of discrimination, organization selects the candidates based
on their culture, religion, gender, age and castes. In addition to this, people working in the
organization are also treated based on these factors. Organizations also do not provide
opportunities for them to enhance their career. In Tesco, it is important that employees should
not be treated on basis of above-discussed factors. The employees should be treated equally in
the workplace.
Indirect Discrimination- In this kind of discrimination, some of the groups are discriminated
within the organization. This discrimination is not done based on gender, religion, caste, and
culture but the groups are not treated equally. For instance, in the organization, female
candidates are hired then it is considered as the part of discrimination.
So, it is important for Tesco to understand and review the forms of discriminations and
implement the policies so that the negative impact on the employees can be minimized.
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