Human Resource Management at Tesco: Strategic Analysis and HRM Plan

This report provides a comprehensive analysis of Human Resources Management (HRM) at Tesco, a multinational organization founded in the United Kingdom. It begins with a departmental strategic analysis, employing SWOT to assess Tesco's strengths, weaknesses, opportunities, and threats. The report identifies strategic HR issues, such as managing the impact of internal and external factors, cultural diversity, and the challenge of aligning workforce skills with changing business requirements. Ongoing HR issues, including workplace diversity and training compliance, are also addressed. The report prioritizes these issues, proposing solutions like targeted recruiting tactics and employee retention strategies. Finally, it outlines an HRM plan with a mission to enhance organizational effectiveness, specific objectives, and strategies for bridging the gap between future HR requirements and present capabilities through compensation, training, and diversity programs. The conclusion emphasizes the importance of HRM in improving capabilities, retaining talent, and driving organizational success.

HUMAN RESOURCES MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Departmental strategic analysis...................................................................................................3
Strategic HR issues......................................................................................................................4
Identify Ongoing HR issues.........................................................................................................5
Prioritize the HR issues and determine the action.......................................................................6
HRM Plan:...................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERNCES...................................................................................................................................9
Books and Journal........................................................................................................................9

INTRODUCTION
Human resources management team plays an important role for the organization and it is
a strategic and systematic strategy that support the organization to managing the individual in
that way that will going to help the organization to maximize their productivity and also improve
the motivation and interest of the employees towards the organization. Human resources
management team also supports the company to retain more talented people in the organization
and also helps them to develop their efficiency and effectiveness so that the company can
achieve their goals and objectives (Caligiuri and et. al., 2020). For this report the Tesco
organization has been considered and it is situated in United Kingdom and founded by Jack
Cohen 1919. Apart from this report also going to conduct a departmental strategy analyzes and
also going to analyze the strategic HR issues and ongoing HR issues so that the company can
priorities the HR issues and determine the appropriate actions in order to develop the HRM
strategies so that they can achieve their goals and objectives.
MAIN BODY
HRM plan is defined as the document which is mainly focusing on foreseeing the
requirement of human resources in the organization. It is identified that HRM plan is playing an
important role in the success and growth of an organization. For that purpose, they need to
include some necessary steps which are discussed in below sections. It includes departmental
strategic analysis, identifying strategic HR issues, identification of ongoing HR issues,
prioritizing HR issues and determining actions accordingly, and drawing HRM planning. The
detail discussion of each step in explained below step by steps.
Departmental strategic analysis
Department strategic analysis is the concept that includes the searching in organizational
business environment within which it operates. Strategic analysis is very important part for the
organization because it support the human resources management department to formulate
different kind of strategic planning in order to take decision and for the smooth working of the
organization (Liboni and et. al., 2019). In order to analyze about the strategies there are different
kind of strategies which are adopted by the organization so that they can analyze about their

internal and external factors which create impact on the organization. In order to analyze the
internal factors this report focuses on the swot analysis of the Tesco organization:
Strength
 The organization is operating on the
multinational level and this is the
major strength of the organization.
The organization has amended human
management team that support them to retain
more talented people in the organization as
well as to hire and select more talented and
productive employees for the company
Weakness
 The biggest weakness of the tesco
organization is increasing of death.
Due to different kind of financial
crisis Tesco has been withdrawn a
series of goods and services from the
market
Opportunity
 The biggest weakness of the tesco
organization is increasing of death.
Due to different kind of financial
crisis Tesco has been withdrawn a
series of goods and services from the
market.
Threat
 Due to more competition level in the
market place the organization is facing
different kind of problem and the
Competition is become major threat
for the Tesco company.
Strategic HR issues
There are different kind of problems and issues which are facing by the human resources
management team while formulating different kind of strategies and which are below mentioned:
 It is important to note that for organizations that they should analyze the impact of
internal and external factors as it provides a great impact on the success of an
organization especially in international organization. It is found that TESCO is the
international organization and that' why it becomes more important for them to identify
the impact of internal and external factors. External factors can be analyzed with the
assistance of PESTEL analysis as it is the model which is designed for the purpose of
analysis of all external factors such as political factor, social factor, economical factor,
technological factor, environmental factor, and legal factor.

 The issues which are facing by the organization in context of culture diversity and global
HR issues. The organization is facing problem in context of managing the modification
business requirement for talent and skills (Lopez-Cabrales and Valle-Cabrera, 2020).
 It is become very challenging for the company to managing in handling the changing
business requirement because the organization can only stay successful and effective in
the market place with their business environment if the organization has a workforce that
is in line with market requirement and that has the right attitude in the skills then they
help the organization to improve their capabilities. The major challenge for the
organization is to hire right talent for the organization so that they can continuously
develop the skill set and commitment of the workers in order to achieve their goals and
objectives.
Identify Ongoing HR issues
There are different kind of ongoing HR issues which are facing by the human resources
management team of the Tesco organization and which are mentioned below:
 The organization is facing the problem in context of workplace diversity. The
organization lacks diversity. The Lack of diversity creates several problems for the
organization and also create impact on the ability to keep become more creative and
innovative.
 And it is become very important for the company to train their managers and workers on
the diversity and inclusivity so that they can create an ongoing diversity group and allow
the company to join them so that they can identify these acts on the spot.
 Training and compliance is the major issue which are facing by the human resources
management team because the employees of the organization are thrilled site to sit
through mandatory sessions of the training like kind of sexual harassment preventing
training and many more. So it is become more important for the company and learning
management system to allow their workers to complete their training and become capable
to complete To learn about the things so that the company can upload their custom
content and enhance their capabilities.

Prioritize the HR issues and determine the action
The issue: Recruiting the best talent
The solution: In order to recruit the best talent for the organization the organization is required
to use some recruiting tactics across the multiple channels that help the organization to reduce
the risk and stay compliant in the marketplace (Naeem and et. al., 2019). Automatic these
manual process their allowed the company As well as I love the managers to spend more time
with the topic and didn’t and less time with paperwork and also allowed the organization to
search out the best candidate with more core competencies and more talent.
The issue: Employee retention
The solution: In order to retain more talented employees in the organization the company a
required to offer competitive pay and also schedule social time for the employs so that the
employees can have a phone at work in order to build connections with them and increase the
productivity and inspire loyalty among the employs. Apart from this it is very important for the
Tesco Company to allow their workers for the volunteers so that the employees can find their
value and feel more valuable in the organization.
In order to retain more talented employees in the organization the company a required to
offer competitive pay and also schedule social time for the employs so that the employees can
have a phone at work in order to build connections with them and increase the productivity and
inspire loyalty among the employs (Ojo, Tan and Alias, 2020). Apart from this it is very
important for the Tesco Company to allow their workers for the volunteers so that the employees
can find their value and feel more valuable in the organization
HRM Plan:
Mission: The organization wants to become more effective company in the market place so that
they can provide amended quality of the goods and services in order to create more customer
base
Objectives:
 The organization wants to overcome the problems in order to retain more talented people
in the company.

 The organization wants to overcome the problems in order to retain more talented people
in the company.
 Organization wants to provide variety of the product and services in an appropriate
manner
Future HR requirements:
After deciding the objectives for the organization it is very important for the company to
analyze their future human resources requirement like what is the nature of their work, what is
killed be required to complete and achieve the goals and objectives which I decided by the
company (Otoo, 2019). What are the risk which are associated with this future.
Analyze the gap between future requirement and present capabilities
After analyzing the future requirement it has become very important for the company to
compare their future requirement and their present HR capabilities so that they can identify the
gaps that are what that can be faced by the company. Gaps can develop and create a number of
areas that include policies and procedure, abilities and resources are location.
Formulate gap strategies
In order to overcome the gaps and address the gap the organization is considering
compensation rewards, training and development programmes, safety health, workforce
diversity, performance management so that they can motivate their workers towards the
company and achieve their goals and objectives.
These are the factors that will go to support the company to overcome the problems and
achieve their goals and objectives in order to become effective in the marketplace (Ringle and et.
al., 2020).
CONCLUSION
From the above mentioned report it has been concluded that human resources
management department is very important for the company in order to overcome the problems
and improve the capabilities as well as written in the more talented people in the organization so
that the company can brings more opportunities and improve their revenues and efficiency. It is

analysed that human resource has n important aims i.e. HRM plan. It is analysed from this report
that company needs to follow all the important steps related to the HRM plan which includes
departmental strategic analysis, strategic HR issues, identification of ongoing HR challenges or
issues, prioritization of each issues and determine their strategy accordingly. This report also
covered a detailed HRM plan.

REFERNCES
Books and Journal
Caligiuri, P. and et. al., 2020. International HRM insights for navigating the COVID-19
pandemic: Implications for future research and practice.
Liboni, L.B., and et. al., 2019. Smart industry and the pathways to HRM 4.0: implications for
SCM. Supply Chain Management: An International Journal.
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management
review, 30(3), p.100689.
Naeem, A., and et. al., 2019. HRM practices and faculty’s knowledge sharing behavior:
mediation of affective commitment and affect-based trust. Studies in Higher
Education, 44(3), pp.499-512.
Ojo, A.O., Tan, C.N.L. and Alias, M., 2020. Linking green HRM practices to environmental
performance through pro-environment behaviour in the information technology
sector. Social Responsibility Journal.
Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational
performance: The mediating role of employee competencies. Employee Relations: The
International Journal.
Ringle, C.M., and et. al., 2020. Partial least squares structural equation modeling in HRM
research. The International Journal of Human Resource Management, 31(12), pp.1617-
1643.