MOD3846: Human Resource Management Strategy Report for Tesco PLC

This report examines the human resource management (HRM) strategy of Tesco PLC, a multinational retailer. It defines HRM strategy and explores both external factors (government regulations, economic conditions) and internal factors (mission, policies) that impact it. The report discusses approaches to HRM strategy formulation, including strategic and management approaches, and how to adjust strategies in emergent situations such as employee grievances and skill gaps. It covers vertical and horizontal alignment, workforce planning, and key HRM strategies like succession planning and workforce mobility. The report also addresses measures for addressing long-term skills shortages and post-pandemic HRM considerations, including workforce planning and communication. Finally, it highlights innovative recruitment and retention approaches, such as direct advertising and employee referrals, providing a comprehensive overview of Tesco's HRM practices and strategies.

Managing Human
Resource

INTRODUCTION
Human Resource management is define about practise of managing employees to
accomplish better performance in organisation (Nankervis and et. al., 2019). Human resource
management majorly deals with issues that related to manpower such as hiring, training,
development, compensation, motivation, communication and administration.
For this report, the organisation is Tesco plc it a British multinational groceries and
general merchandise retailer headquarter in Welwyn Garden City, England (Greer, 2021). In this
following report, it highlight about human resource strategy, external and internal factor affect
HRM strategy and overall HRM strategies towards long term skilled that creates innovative
strategies on recruitment and selection.
MAIN BODY.
1. Define what is HRM strategy.
The strategy of human resource management is type of Holistic approach that initiate
assembling about best team for effective business growth and success. This is also enhance to
conduct activities such as hiring, training and development that alignment with goal of business
about vision statement, mission statement and organisation strategies from effective guidance. In
Tesco company perspective their human department usually creates strategy for effective hiring
practises and others activities for positive working environment.
2. Analyse the external factors to affect HRM Strategy.
There are some external factor which can effect Tesco HRM strategy:
 Government regulation: In the new workplace, human resource enhance working
environment on the basis of compliance. These type of regulation implement in Tesco
company influence to Human resource department involves recruiting. Selecting,
training, compensation, termination and much more.
 Economic Condition: There is one biggest external influence is the shape of the current
economy (Berman and et. al., 2019). The factor which arises such as inflation, recession
and other that can have direct on hiring as well as other Human resource management
practises.
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3. Discuss the internal factor of affect HRM strategy.
The internal factor towards within human resource strategy for Tesco:
 Mission: This is most important part for organisation within having existence of firm. For
Tesco their mission is quote “they need to focus on customer requirement to sell better
product and services”.
 Policies: The policies guide map in organisation, where polices for managing and control
internal work activities. But at the time of forming policies formed create impact on
employee productivity as well as process within organisation.
4. Describe about approaches and consideration task to formulation of an HRM strategy.
Approaches of Human resource management:
 Strategic Approaches: The people are having strategies to having better assets of
organisation. The people is having core competencies of the basis for competitive
advantages. The role of human resource are the combination where talent and skills in
which other skills for effective learning education. In terms of Tesco, the approaches of
human resources focuses on people management towards long term solution.
 Management Approach: The Human resource management is part of managing
employees within workplace. The manager for overall workforce towards managing
employees along with subordinates. In context of Tesco company this type of approach
enhance building relationship between employees subordinates.
5. Explain how to adjust HRM strategy in emergent situation.
In organisation there is always emergence type of situation which is having better
complex way to approach by human resource manager of Tesco. Situation can be counted on
Employee grievances, unproductive skills of employees etc.
 Performance Appraisal: This is major part of human resource practises where HR
manager used to conduct for fair judgement that consists by manager and employees. In
Tesco company, their human resource manager use to perform performance appraisal for
to conduct review of individual staff performance effective manner.
 Employee Engagement: It is another practise of human resource where it helps to
motivates employees for getting better positive outcomes. Different activities creates
interest to reduce work stress within effective manner.
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6. What is vertical alignment?
The Vertical alignment integration for Human resource practises that is essential factor of
strategy process that converting in changes of employee behaviour within organisation.
7. What is horizontal alignment along with example?.
This process is refers about coordination which contribute efforts across within
organisation where primilarly relevant about lower level in the strategy hierarchy. For Example:
In Tesco, their top level management order to share with lower management for attain positive
outcomes.
8. How workforce planning may linked to HRM Strategy?
The workforce planning is procedure to analyse, forecasting and planning workforce
supply and demand, assessing map and determining target talent management with proper
intervention about to ensure choosing better or potential candidate (Macke and Genari., 2019).
The workforce planning is part of HRM strategy where it involves planning and organising
factor to arrange as well as hire high effective employee which suits organisation profile.
9. Illustrate key HRM strategies considered that support organisation in meeting organisation
objectives.
The Human resource strategies which applies by HR manager of Tesco are:
 Succession planning: This is very common objectives for human resource strategic
which ensure about organisation workforce capable to meeting future staffing needs. In
perspective of Tesco HR manager they usually conduct plans related with project they
main focus to high performer employees whose skills are play major role to attain
positive outcomes.
 Workforce Mobility: This is type of development that support human resources where
strategic objectives and long range planning is allows cross planning that helps to
perform in job duties other department. It improves better workforce mobility to enhance
expertise.
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10. Briefly summarise what measures should be considered to support the
business on possible long-term skills shortages.
 Training old employees: This factor is refers about shortage skilled worker where many
companies which is have began that usually offers training to existing employees. It can
mean training offered where knowledge employees where it is having valuable expertise.
 Adaptability apply workforce skills in a different way: At the time of hiring there is
always selected different traits or skills of employees on board. In perspective of HR
manager need to improve their adaptability skills for make them effective enough to work
on different work project.
11. Outline further HRM considerations to enable people and teams to re-engage
and restart the working relationship (post pandemic)
Some of HRM consideration after post pandemic situation arises are:
 Workforce planning in periodic: The planning of manpower during pandemic situation
where employees were not sustain for longer time as manager laying off effectively.
 Communication: The leader is major role to having frequently manner that set the
expectation which acknowledge to enhance better work about major company purpose.
The leader is to communicate to employees in terms of work objectives and supporting
each other to accomplish task systematic manner.
12. Discuss innovative approach of Recruitment and Retention.
Approach for Recruitment:
 Direct advertising: For placing to having better jobs about effective career site, job
board, social media and having industry publication to scrutinize various source to find
optimum applicants.
 Employee Referrals: In many companies internal employees are use to refer their
candidates names for hiring process. In this situation existing employee reference
candidate easily get to better suitable hiring process.
CONCLUSION
It is inferred from above report which describe that overall human resource strategy is
enhance various way to conduct HR related practises and it creates better situation work.
Different recruitment and selection approaches to get overcome from challenging situations.
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Internal and external approaches influence HRM strategy which having compliance oriented
situation to conduct positive outcomes.
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REFERENCES
Books and Journals
Nankervis and et. al., 2019. Human resource management. Cengage AU.
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
Berman and et. al., 2019. Human resource management in public service: Paradoxes, processes,
and problems. CQ Press.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
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