Analysis of Tesco's HRM: Strategies, Culture, and Employment Models

This report provides an in-depth analysis of Tesco's human resource management (HRM) practices. It begins with an introduction to the importance of HRM in large organizations like Tesco, highlighting the role of HR in maintaining internal and external factors and acting as a bridge between employees and management. The main body of the report delves into various aspects of Tesco's HRM, including the value created by its HR strategies, the impact of regional and national culture on HRM practices, and the organization's employment models and levers. It also differentiates between HRM and personnel management, emphasizing the significance of local culture and the differences in employment laws when international HRM changes local businesses. The report explores the strategies used by Tesco to hire and retain employees, addressing cultural differences and employee satisfaction. It discusses the importance of good planning, customized employee strategies, and the impact of labor demand and supply. The report also examines the impact of culture on HRM practices regionally and nationally and the importance of matching employee beliefs and values with the business. The report examines the importance of employment opportunities and training, the role of promotions and benefits, and the use of both skilled and inexperienced employees, as well as the use of contractors. The report also covers the importance of HRM operating according to regional laws and understanding of the employees and the hiring and firing processes and their impact. Finally, the report offers recommendations based on the analysis and concludes with a summary of the key findings.

HUMAM RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
A. Value was created by firm by using HR strategies.................................................................3
B. Impact of regional and national culture on the practice of HRM...........................................4
C. Organisation’s model of employment and state the organisational levers..............................5
D. Difference between HRM and Personnel Management as a benchmark................................6
E. Importance and significance of local culture..........................................................................7
F. Differences in terms of employment laws when international HRM changes local
businesses....................................................................................................................................7
G. Recommendations...................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management are very essential department in a large organization since
they help the company to be able to operate and function effectively. The internal and external
factors of the company are going to be well maintained since the competition in the market is
increasing. The company will have to make sure that they are making the right decisions
according to the internal and external environment of the organization so that there is going to be
higher functioning as well. Human resource is going to act as a bridge between the employees
and the management which is going to help businesses be able to have higher productivity and
operations as well. Human resource management is also going to make sure that there is going to
be effective motivation and rights which all the employees must be having so that there is going
to be higher functioning and operations which is a very important element.
Tesco has been working in the market from a long run which is since 1919 in the retailing
industry. The founder of the company is Jack Cohen and its headquarters is in England, United
Kingdom (Hanić and Jevtić, 2020). The company is having more than 450,000 employees as of
2019 working in the organization and the net income of the organization is £1.320 billion as of
2019. The report is going to be consisting of strategies, models for employment, practices and
laws which are being used in the organization which is a very important factor for the business to
have. There has to be effective working and decisions which have to be taken therefore
understanding these aspects for the business is essential which is going to help the business be
able to grow further making the functioning more effective.
MAIN BODY
A. Value was created by firm by using HR strategies
There are a lot of strategies which are present in the market which can be used by the
business to be able to operate effectively. Tesco has already made a strong base for them in the
market by getting in the right HR management so that the internal functioning can be effective.
The employees of Tesco are very well trained and skilled Therefore it is very important for the
company to use the right strategies in order to make the employees be more satisfied. Employees
are the backbone of Tesco therefore their cultures and values have to be respected and given

important in the organisation so that they feel more comfortable and would be able to given their
best to the organisation. Good planning is required in all the organisations which are present in
the market since there is a growth of competitors and the demands of the customers are
increasing therefore to get a higher profitability the companies need to make the right decisions.
There also has to be customized employees which are present in the company so that there is
going to be higher productivity and operations which would be present (Peccei and Van De
Voorde, 2019).
The company is using a lot of strategies to hire the right employees even after all the
cultural differences which are coming for the organisation while they are expanding themselves.
There has to be soft skill training, physical therapy, counselling and other methods which can be
used for the employees of the organisation so that there is going to be higher outcomes. The
outcomes of the organisation have to be right because Tesco has made a standard for them in the
market which has to be maintained and developed overtime. Demand and supply of Labour is
very essential into school making the company have a higher reputation and standards for
themselves making sure that the organisation is getting in more loyal customers and trust as well
from them and the staff working in the company.
B. Impact of regional and national culture on the practice of HRM
The culture is going to impact the practise of HRM regionally and nationally which the
company would have to understand and make decisions accordingly. There are a lot of
employees who are going to be confused regarding the functioning of the organisation since the
Employees culture and organisations culture are going to be very different from one another.
There are a lot of changes which the practises will have because the employment laws are
different from one country to the other. In United Kingdom that is a set wage which has to be
paid to the employees who are working in the organisation so that the satisfaction level of the
employees is going to improve (Karami, Farokhzadian. and Foroughameri, 2017). There are
popular culture values which are present for the HRM to follow making sure that the employees
are putting in their best. Regionally the company is going to have a good base for their products
and services and their reputation is also going to be higher but they need to work on their

national operations and functioning which is going to be present in the market so that the
company will be able to get a global reputation (Nankervis and et.al., 2019).
HRM is responsible for the recruitment, selection and training for the employees to make
sure that they are being able to match the standards of the organisation. There has to be stability
in the organisation therefore HR management has to make sure that they are controlling and
monitoring the employees from time to time. The beliefs and values have to match with the
employees and business to make sure that that is a common base which is present between the
two. There are full time employees which are present in Tesco who have to be given their right
and rewards according to the performance so that there is going to be higher productivity and
performance from them. The full time employees are very skilled and knowledgeable they
thought they have to be retained by providing extra benefits and making sure that they are being
well satisfied by the organisation so that they would be able to share their knowledge and skills
with the other employees of the company.
C. Organisation’s model of employment and state the organisational levers
All the employees of the organisation have been provided with the right opportunities and
training so that there is going to be higher functioning which would be present. To get the
satisfaction level of the employees higher they have to be given promotions, and other benefits to
make sure that they are being involved in all the tasks which are distributed to them (Pritvorova,
Tasbulatova and Petrenko, 2018). Well there is a lot of employment which is being created in
Tesco since the organisation is expanding themselves in a lot of developing countries to make
higher profit margins. There has to be good planning and job development which all individuals
of the organisation must have So that there would be better opportunities and functioning which
is present. The task has to be achieved on time since Tesco is having a standard and the quality
of products and services of the company have to be maintained in the market since the
competition is high.
Employment of Labour
The income level of the employees has to be according to the GDP and income level of the
employees so that there is going to be higher satisfaction. The employees of Tesco are well
trained and developed from time to time therefore they have to be kept for a longer time since the

company is not investing a lot in training and development. Getting in skilled and knowledgeable
employees is very essential for the company but at the same time they also get in inexperienced
employees so that they can have cost friendly measures. Employees on contractors, is another
very effective measure which Tesco can opt in order to have more profit margins and sales in the
market (Delery, J.E. and Roumpi, D., 2017) . Employees on contract are going to make sure that
there are lesser investments which are being done by the company for getting the work done in
order to achieve the demands and loyalty of the customers. There has to be good concern which
has to be present for the productivity so that there is going to be higher functioning and
performance which is going to be present.
D. Difference between HRM and Personnel Management as a benchmark
There is a lot of difference between HRM and personal management which is to make
sure that there is going to be better operations in the business. There are a lot of factors which
have to be developed and improved upon by Tesco’s HRM so that the company will be able to
expand themselves effectively in Africa. HRM is the overall working of employees which is
present in the organisation and personal management is just a method which is being used by this
Department. HRM has to make sure that they are using the right methods and measures are being
taken In order to make sure that all the targets and goals of the company are being achieved.
HRM is only going to discuss the broader sense of the employees Which is not going to be in
detail but they checked the overall performance of the employees (Pritvorova, Tasbulatova and
Petrenko, 2018). The monitoring and controlling of employees is done by the HRM of the
organisation so that the targets and goals are being achieved on time making sure that the
reputation of the company is being maintained.
Personnel management is the administrative in general who have to select the tools and
machines to make sure that the employees are putting in their personal best. This management is
only going to deal with the employees so that there is going to be effective and crucial decisions
related to the employees which are going to be taken. There has to be a good balance and
missing this management is going to make the overall performance of the company be affected.
There have to be different activities and approaches which this management have to select in

order to make sure that they are being able to achieve all their targets and goals which are present
in the market.
E. Importance and significance of local culture
The HRM has to operate according to the regional laws and understanding of the
employees so that there is going to be higher operations and functioning which is going to be
present (Yong and et.al.,2019). This is a way through which the company will be able to get in
loyalty of the local works and the cost saving measures are going to be higher which is going to
make the performance of the organization higher. The HR of Tesco is making sure that they
understanding the local and national functioning and operations so that there is going to be
higher operations which is going to be present. The company will have to follow the laws and
regulations of the locals so that they are taking the right measures. HR is responsible for the
hiring and firing of the people therefore it is important for the company to use the right measures
and methods to make sure that they are doing their best for the reputation and value of the
company in the market.
The hiring and firing of the employees are going to make an impact of the company
globally and in the area therefore it is very important for the company to make sure that there is
good functioning and understanding which is going to be present. HR is responsible for hiring
and hiring therefore they have to understand the cultural and beliefs of the employees before they
do so because they have a different way of working in Africa and the HR of Tesco will have to
understand this factor. There has to be good carrying of the brand name in the locals as well so
that there is going to be higher operations and functioning which is going to be present. The
practices of HRM has to be higher in Africa since there has to be good understanding which is
going to make the company be able to match the demands of the customers and operations are
going to be well maintained as well (Michael, A., 2019).
F. Differences in terms of employment laws when international HRM changes local businesses
There are a lot of different laws and regulations which the government makes from
country to country since they need to make it according to the GDP and unemployment rate in

the country. The government has to make sure that the people of the country are being able to
have a stable and comfortable lifestyle which is going to be present when large organisations like
Tesco would invest in the country. The laws in United Kingdom and Africa are going to be very
different from one another and have to be implemented by the HRM of Tesco. To make sure that
the employees are having the right working an environment to work within so that the
productivity and operations of the company are going to be higher these laws are made by the
government in order to be able to achieve these goals (Macke and Genari, 2019).
There are right wages which are set for the employees being the law in United Kingdom
but they are different as of in Africa. The goals are different of the business in UK and in Africa
according to the demands for their products and services. Internationally the company needs to
make a higher standard and reputation for their portfolio so that they would be able to expand
themselves in the future. the company will have to use the right management and understanding
of the different laws and cultural values of the employees so that there would be higher
functioning and reputation of the company which is going to be present and also be able to gain
the loyalty of the customers and employees overall.
G. Recommendations
Tesco will have to use the right measures to be able to operate and function effectively in
the market. The company will have to get in cost saving employees so that the company can
invest in other important functioning which is a great opportunity for the company to have for
better functioning (Kianto, Sáenz and Aramburu, 2017). The company will have to focus on their
internal working so that the operations and productivity of the company is going to be higher,
which is the objective of the business, which is going to be helpful for overall development. The
cultural and values of the employees will have to be understood so that the company will be able
to operate and function effectively and get in the right employees which are required in the
organization. The needs of the employees have to be fulfilled from time to time so that there is
going to be higher productivity which is going to be present.
The HRM of Tesco will have to make sure that there is going to be higher operations
which are going to be present. Transnational and general operations have to be changed in the
company so that there is going to be higher functioning. Practice needs to be present in the HR

management so that there is going to be higher operations and needs of the customers have to be
fulfilled so that there is going to be higher reputation which is going to be present. The
employees are going to be more focused upon so that the company will be able to get in the right
satisfaction level which is going to make sure that there would be higher operations (John, R. and
Taylor, B., 2016). There are a lot of changes which are going to come when a business expand
themselves globally so that there is going to be better functioning and operations which are going
to be present and that is going to make the performance level of the company be present making
sure that there is good reputation and values which are going to be better.
CONCLUSION
From the above report it can be concluded that businesses in the market have to get in a
lot of changes which are going to make the company be able to gain a competitive advantage.
For the changes to come in easily there are a lot of factors which have to be analysed and
understood so that there would be better functioning. There have to be right employees with right
functioning which has to be present so that the company will be able to gain a competitive
advantage which is a very essential factor. The competition in the market is high therefore it is
very important for the company to make the right decisions after understanding the internal and
external factors so that there would be higher profit margins which are going to be present. The
company will have to use the right measures and methods to be able to have a good workforce
and higher productivity in the market so that they would be able to operate effectively in the
market.
In international market there are a lot well established businesses which are going to be
present but they have to be overcome and the standards of the company has to be present which
is going to be good for the reputation and value of the company in the global market. Portfolio of
the organization has to be strong therefore the company will have to make the right decisions and
measures in order to be able to achieve this factor. Firing and hiring of the employees is going to
be present for the organization but the organization will have to be very certain about their
decisions in order to be able to have a stable growth and functioning which is going to be

present. There are a lot of laws and changes which a business will have to get in order to be able
to expand themselves and make the business be able to operate smoothly in the market as well.

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