Analyzing Tesco's Human Capital Strategies in Contemporary Management

This report examines Tesco plc's human capital management in the context of contemporary management issues, particularly those arising from the COVID-19 pandemic. It analyzes external factors like political, economic, social, and technological (PEST) influences shaping Tesco's workforce development. The report reviews existing Tesco policies related to talent acquisition, training, and strategic change management. Furthermore, it provides recommendations for new initiatives, such as flexibility and digitization, to help Tesco thrive in the 'new normal.' The report advises company leaders to adopt technological advancements and address employee needs effectively. The analysis concludes that adapting resources and technology is essential for maintaining efficiency and effectiveness in the evolving business environment. Desklib provides access to similar reports and study tools for students.

Contemporary
Management Issues

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
External factors that have been shaping the development of human capital in Tesco................1
Existing policies of Tesco related to the work force...................................................................2
Recommendations on new initiatives that this organisation should adopt in order to survive
and thrive in the new normal.......................................................................................................3
Advice to the leaders of company to adopt changes...................................................................3
CONCLUSION................................................................................................................................4
References:.......................................................................................................................................5

INTRODUCTION
Contemporary management include planning, leading, organising and controlling the
business operations for the purpose of achieving goals and objectives of organisation. The
managers of organisation are responsible for proper utilization of resources. Contemporary issue
is defined as the opinion, event or an idea having relation to any subject related to the present
day. COVID-19 has bring several of changes at work place. As a result workers are working
from home to stay safe and secure. Remote working is found as a huge challenge for the CEO
and HR of organisation. This report is based on the Tesco plc which is a British multinational
groceries and general merchandise having headquarter in Welwyn Garden City, Hertfordshire,
England, United Kingdom. This report deal with the theories or model which give shape to the
human capital, existing policies which helps in change management process, advice and
recommendations related to the introduction of new imitative at work place.
MAIN BODY
External factors that have been shaping the development of human capital in Tesco
PEST stands for political, economic, social and technological factors. It refers to the
external factors which effect the organisation operations. It has been analysed that these factors
are also playing an important role in shaping the development of human capital after COVID-19.
The evaluation of these factors are given below: Political Factors: The rules and regulations which are being developed by the
government of a specific country are consider as the political factors. In the situation of
COVID-19, the government has developed the rule that not to gather people at a place
as it result in the spreading of infection from one person to another (Desselle and et. al.,
2019). As per these rules, the management of Tesco has develop their strategies and
give shape to their human capital. The employees of Tesco has started working from
home. Economic Factors: COVID-19 result in the poor market performance of country which
result in higher inflation. It also directly effect the human capital of Tesco as the
employees has started demanding high salaries from the management. Due to lack of
money in the market, the organisation fired several of employees which result in cost
cutting of firm.
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 Social Factors: It refers to the change in preferences and taste of customers which bring
changes in the human capital of organisation. Due to COVID-19, the customers stop
stepping out from there houses which result in higher the use of website and mobile
application for placing the order of general and necessary products. It also bring the
changes in human capital of Tesco as they cut down the number of employees of
organisation.
 Technological factors: Advancement of technology help the business world to face the
challenges which come during the situation of COVID-19. Tesco started focusing on
several mobile application and e-commerce platforms so that they can serve their
customers. It also plays an important role in shaping the human capital as the
organisation provide work from home to the most of employees as they can perform the
business operations by staying at their homes (Charron and et. al., 2018).
The rise of information and technology result in the several innovations such as
automation of business processes, working remotely and many more. Information technology s
performing a major role in developing the automated process for Teso. These process include
billing, collecting customers data, tracking metrics, monitoring some processes can be performed
automatically which result in cutting down of workforce. Information and communication
technology make able to perform the business operations remotely by computer network. In this
way, the impact of information and communication technology on management workforce can
be analysed.
Existing policies of Tesco related to the work force
Tesco company is performing business operations in more than 12 countries. Hence, they
are required to develop effective strategies which help the organisation in effective growth.
For the purpose of recruiting employees for the organisation, majorly the management of
Tesco has develop several of strategies related to the talent acquisition which include annual
appraisal schemes under which the management provide higher job profile to their existing
employees along with increasing their salaries. The manager decide the skills and competencies
along with the behaviour for the vacant job role (Veith and et. al., 2018). The existing employees
of organisation are transferred to the senior job profile.
At the work place of Tesco, management follow the strategy related to the training and
development by performing the function of workforce planning. It refers to the process of
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analysing the need of skills which is required in the organisation to perform the specific task in
an effective and efficient manner. After measuring the training need, they schedule training and
development programs in the organisation so that they can develop the skills of employees for
meeting the goals and objectives of organisation. The management of Tesco also provide the
training to the work force which are going to gain the appraisal schemes which make the person
ready to do the job.
Tesco is adopting the strategic change management for exploiting and creating new
opportunities for future. It enlarge and adopt its operational actions in the long run to achieve the
goals and objectives of organisation (Imazio and et. al., 2017).
Recommendations on new initiatives that this organisation should adopt in order to survive and
thrive in the new normal.
The global crises has forced economies to pause and has presented businesses with a
unique opportunity for using the massive challenges for making meaningful changes. Some of
recommendations on new initiatives that Tesco should adopt for surviving and thriving in the
new normal of Coronavirus are as under:
 Flexibility: It is recommanded to the Tesco plc to provide the flexibility to their
employees so that their employees can work according to their comfortable timings. By
following the flexible structure in organisation and providing the flexibility to the
employees for performing the business operations, the organisation can get the effective
work done by them.
 Turn digitization into an advantage: It is the challenge for Tesco as they has not only
been to sustain productivity through digitized operations (Čergić 2019). Transformation
of organisation digital implies in the increment in the working performance of
employees.
 Drive systematic change through cooperation: Due to COVID-19, the employees also
want to work from home so that they can work safely. It is necessary for Tesco to adopt
some changes which are necessary for the same.
Advice to the leaders of company to adopt changes
In order to bringing the flexibility at work place the leaders are required to develop
several of software so that they can track the workings of their employees. Sifting to the digital
world is the important step for the leaders of organisation. It result in the availability of business
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organisation on several e-commerce platforms. By bringing the advancement of technology at
work place, they can update their software and website which may attract higher customers and
make their performance of task easy for employees. The leaders are required to analyse the needs
and requirements of employees in order to performing the business operations in an effective and
efficient manner. It is recommanded to the leaders of Tesco to focus on the advancement of
technology as the customers are shifting to the online website for fulfilling their needs and
demand and the employees can perform the business operations by the use of advance
technology.
CONCLUSION
From the above report, it has been analysed that COVID-19 bring several of changes in
the business world. Majorly it effect the human capital of organisation as several of companies
fired their employees. Along with this, many companies provided work from home to the
employees. For the same purpose, it is necessary to develop the resources and technology in such
a manner so that they can bring effectiveness and efficiency at work place. Some of
recommendations are also given to the management of Tesco so that they can survive and thrive
in the new normal.
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References:
Books and Journals
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Desselle, S.P., Moczygemba, L.R., Coe, A.B., Hess, K. and Zgarrick, D.P., 2019. Applying
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