Comprehensive Report: Tesco's Human Resource Management Strategy

This report provides a comprehensive analysis of Tesco's human resource management (HRM) strategy, examining its alignment with the company's overall business objectives. It explores Tesco's clear HRM strategy, its support for the business, and how it has evolved in recent years, including changes in response to new technologies and regulations. The report highlights key aspects such as employee training and development, performance appraisal systems, and feedback mechanisms. It also offers guidance on developing an effective HR strategy, including assessing the current workforce, creating development plans, and conducting gap analysis. The report concludes that strategic planning is essential for Tesco's continued success and emphasizes the importance of integrating HR into the company's culture to maintain a competitive edge in the retail market.

RUNNING HEAD: HUMAN RESOURCE MANAGEMENT 0
Human Resource Management

HUMAN RESOURCE MANAGEMENT 1
Table of Contents
Introduction................................................................................................................................2
TESCO- Human Resource Strategy...........................................................................................2
TESCO- Clear HR strategy........................................................................................................3
TESCO Human Resource Strategy Supports the Business Strategy.........................................3
TESCO- HR Strategy Developed and Changed in Recent Years..............................................4
Guidance for Human Strategy....................................................................................................4
Conclusion..................................................................................................................................5
Bibliography...............................................................................................................................7

HUMAN RESOURCE MANAGEMENT 2
Introduction
This report will emphasis on the human resource strategy of the TESCO organization.
This paper will reflect whether the human resource strategy of the company supports the
company strategy or not and whether the HR strategy of the company has been changed in
recent years or not.
Human resource strategy is the stage for long term created to achieve the objectives in
the fields of the human resource and development in the organization. Human resource is
mainly conducted with achieving the goals of the organization (Hu, 2014).
Human resource management at test involves no of actions, the source of the great
operating situation comprises to hiring, and programs focus at keeping employees who are
very much efficient. Tesco comprises a well- documented -thoughtful HRM division that will
be in tune by its organization that is general plans (Noe, 2017).
This assignment will be going to give the suggestion on how they should develop the
HR strategy if they have done have.
TESCO- Human Resource Strategy
Tesco Plc. is one of the world’s famous and major retail and grocery chain working in
more than 14 countries. Tesco has introduced strategic management which helps the
company is introducing a high commitment model which result in giving the high training
and development to all the employees and with this the role of the HR has been increased in

HUMAN RESOURCE MANAGEMENT 3
the organization. Strategic management helps the TESCO Company to expand its business
(Nwagbara, 2010).
TESCO- Clear HR strategy
Tesco has a clear human resource strategy. Tesco obviously identifies its human
resources and helps in given that with operative training and development to recall, it
depends on their human resource by preserving a good relationship, develops the theme with
resources with different capabilities, building employees trust and commitment, as well as
training programs. Accessibility of human resource with the best abilities helps the
organization to achieve success and achieve the objective of the organization (Lowe, 2012).
This notion and relationship clearly define the functions of the HRM rather than just
dedicated on hiring employees. Tesco undoubtedly associated its differentiation & low-cost
method with strategic human resource management to develop leaders in the retail sector.
TESCO sets an outline and clear bounds within which decisions can be made. In Tesco by
giving training to their supervise could meet their objective that is client satisfaction which
had a substantial impact on the success of the organization which overall shows that TESCO
has a clear strategy ( Brown & Grundy, 2012).
TESCO Human Resource Strategy Supports the Business Strategy
Managing of human resource is the process of managing the organization in the
organization. For TESCO strategic planning become the most important component for
strategic management. Directly it makes the best link with the organization strategic plan.
Strategic human resource management of TESCO supports the business strategy and focuses
on the addition of HR with the organization environment. The main motive of strategic HRM
with business strategy, employees of the organization will be managed more effectively,

HUMAN RESOURCE MANAGEMENT 4
business performance will be in creed and overall success will be achieved. As an
international organization, TESCO has strategically combined HR into the complete business
plan (Quirke, 2017).
This can be concluded that, when an organization’s HR strategy is associated with its
business strategy, business effectiveness should develop.
TESCO- HR Strategy Developed and Changed in Recent Years
Changes in regulation: Changes in regulations brings many changes in the rules and
policies such as changes in minimum wages and human rights laws and changes on other
regulations. One of the changes in the law is a new minimum wage law 2013, according to
the act the company has to provide equal pay for its male and female employees.
New technology: With the new performance appraisal, the company has changed its
HRM strategy. For implementing the new appraisal system. There are several tools and new
techniques that organization utilized for new performance appraisal for its employees such as
KPI, (key performance indicator) it reflects that how good the company is achieving its goals
and objectives. Apart from that the company utilizes MBO, 360-degree feedback, these new
technology brings changes in Tesco’s current HR strategy.
Feedbacks become Fluid: Tesco is embracing a not so much formal but rather more
adaptable methodology. After Microsoft moved far from stacked positioning in 2013, leaders
started utilizing a procedure called Connects, in which specialists get continuous criticism
without organized surveys. This new feedback system is effectively working and improving
employee performance and therefore Tesco’s performance in return (Milligan, 2017).

HUMAN RESOURCE MANAGEMENT 5
Guidance for Human Strategy
There are three acute steps for an effective HR strategy:
i. Asses the current workforce
First thing, company y should evaluate the abilities of their workforce in the
organization. This will help in evaluating the education qualification or certifications of the
employees. After that, it should be also known that what other talent does employee have
other than job requirement. Performance review helps the ignition in their working in
challenging challenges also.
ii. Create employee development and succession plan
Appointing the qualified employee is not only sufficient. An employee should be
trained in rotation to achieve the goal of the organization. This can be achieved by making
the development plan.
With business growth come to change, it is inevitable. The third plan helps in
minimizing the risk associated with the change in the business. This helps in eliminating the
dispute in the organization and help to forecast the market trends (Insperity Staff, 2019).
iii. Gap analysis and increase resource in future
It is a process to identify the current resources available in the company and also the
resources which the company will need in the future. After this course of the task, the HR
can improve the technology system and can change the procedure and policies according to
the employment laws that will help in the growth of the business (Insperity Staff, 2019).
This is one of the effective strategies that can be followed by the company

HUMAN RESOURCE MANAGEMENT 6
Conclusion
It is very much clear now that strategic planning is very much needed if the company
want to achieve success. Tesco's extended term strategy is to keep on putting an enticement
on representative arranging and to incorporate this enticement into the way of life of the
organization. They are developing this way to contract with their aggressive edge. The regard
that is put on HR displays duty from the top dimensions of the organization to training. A
mixture of good Tesco management, Tesco human resource strategy will result in defeating
other organization in the competitive world.

HUMAN RESOURCE MANAGEMENT 7
Bibliography
Brown, L., & Grundy, T. (2012). Value-based Human Resource Strategy. Abingdon, United
Kingdom: Routledge.
Hu, A. G. (2014). Green development: Functional definition, mechanism analysis and
development strategy. China Population, Resources and Environment, , 14-20.
Insperity Staff. (2019). 5 Critical Steps to Future Proofing Your Human Resources Strategy.
Retrieved from www.insperity.com: https://www.insperity.com/blog/5-critical-steps-
to-future-proofing-your-human-resources-strategy/
Lowe, M. G. (2012). Organizational identity and capability development in
internationalization: transference, splicing and enhanced imitation in Tesco’s US
market entry. Journal of Economic Geography, 1021-1054.
Milligan, S. (2017, July 21). 6 Trends That Changed HR Over the Past Decade. Retrieved
from www.shrm.org:
https://www.shrm.org/hr-today/news/hr-magazine/0817/pages/6-trends-that-changed-
hr-over-the-past-decade.aspx
Noe, R. A. (2017). Human resource management: Gaining a competitive advantage.
McGraw-Hill Education.

HUMAN RESOURCE MANAGEMENT 8
Nwagbara, U. (2010). Nwagbara, U. (2010). Managing Organizational Change: Leadership,
Tesco, and Leahy's Resignation. E-Journal of Organizational Learning and
Leadership, 56-79.
Quirke, B. (2017). Making the connections: using internal communication to turn strategy
into action. Abingdon, United Kingdom: Routledge.