Tesco's Strategic Human Resource Management: A Comprehensive Analysis

This report provides a comprehensive analysis of Tesco's strategic human resource management (HRM). It begins by exploring current trends and developments influencing HR strategy, such as workplace diversity, globalization, changing skills, and continuous improvement. The report then delves into the internal and external factors impacting Tesco's HRM, including organizational culture, mission, organizational structure, government regulations, economic environment, and emerging industries. Task 2 examines relevant theories related to the development and growth of strategic HRM, such as the resource-based view and behavioral perspective, providing examples of their application within Tesco. The report further discusses change management models that support HR strategy, along with justifications for their application, benefits, and drawbacks. Finally, it addresses the measurement and monitoring of HR outcomes, evaluating effective development and management to support sustainable performance and growth, offering suggestions and recommendations for HR development techniques. The report concludes by emphasizing the contribution of monitoring and evaluation techniques to sustainable performance and growth within Tesco.

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

Table of Contents
PART 1............................................................................................................................................4
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
TASK 1............................................................................................................................................4
Current trends and development which influence HR strategy of organisation..........................4
Internal and external factors which influence HR strategy.........................................................6
Analysis the influence of contextual and external development and also discuss how it impacts
on HR strategy.............................................................................................................................7
Critically evaluation of contextual and external development with application of relevant
theories and models.....................................................................................................................7
TASK 2............................................................................................................................................8
Relevant conception theories related to development and growth of a strategic human resource
management with examples.........................................................................................................8
Human resource theory which relates to practice with organisation examples...........................9
Evaluation of Human resource theories that relates to practice with contrasting and comparing
this with other organisational context..........................................................................................9
CONCLUSION..............................................................................................................................10
PART 2..........................................................................................................................................11
TASK 3..........................................................................................................................................12
Change management models that support HR strategy with relevant examples.......................12
Valid justifications in order to apply change management models in theories in order to
support HR strategy...................................................................................................................16
Change management models implement with analysis of drawbacks and benefits for an
organisation................................................................................................................................17
TASK 4..........................................................................................................................................18

Discussing measurement and monitoring HR outcomes and applying to specific situation of
organisation................................................................................................................................18
Evaluation of effective development and management with support sustainable performance
and growth in order to meet objectives of organisation............................................................21
Suggestions and recommendations for HR development technique.........................................23
Contribution of monitoring and evaluating techniques in sustainable performance and growth
...................................................................................................................................................24
CONCLUSION..............................................................................................................................25
REFERENCES..............................................................................................................................26
Books & Journals:......................................................................................................................26

PART 1
INTRODUCTION
Human resource management is one of the important management activities of
organisation that focuses on organisation’s human resources (Antony and Divakaran). Company
need to manage human resource because every person has different mind-set and perception
level which can we create complexities for organisation that's why they need to do management
of human resource. For that purpose, company make HR strategy in order to achieve their goals
and objectives. But it can be influences by many internal external factors which need to be
analysed by organisation. In this context, Tesco is undertaken which is the UK based
organisation that operated in consumer goods. Tesco is founded in 1909 in UK that has groceries
and general merchandise stores. It is the third largest grocery and general merchandise retailer in
the world. This report will be discussing on internal and external factors with some
contemporary theory that helps to HR development and strategy.
MAIN BODY
TASK 1
Current trends and development which influence HR strategy of organisation
Human resource management is one of the main integrated tasks for every organisation.
HR strategy involves various friends which get updated as per the modern workplace
environment. Therefore, this trend helps HR manager to undertake effective strategy which
would be beneficial for achieving goals and objectives (Wambui, 2018). These Trends ensure
employees development and retention within the organisation. In context of Tesco, HR manager
need to determine following Trends into their strategy:
Workplace diversity: an organisation is a pool of different behaviour and skilful
employees. An organisation must have diversifying employees who are indifference in terms of
their skills culture and behaviour so that no discrimination would be entitled while selecting

employees. HR manager of Tesco is influenced through this Trend as they need to consider
employees apart from their age gender culture or background. This will create a positive working
environment.
Impact of globalisation: the strategy of HR manager has impacted through the
globalisation requirement as it undertakes both micro and macro factors from worldwide level.
The manager needs to undertake strategies my aim to achieve globalisation in terms of
expansion, growth technology and diversity in employees. Due to Rapid change in Global
Business Environment, the HR manager of Tesco undertakes all the elements within the
organisation in order to reduce the chances of competition and failure. This could be done
through adapting Technology, utilising resources and promote Business expansion to wider
level.
Changing skills: In the 21st modern century, an organisation does not only look for
educated and experience employees but also they require versatile individuals who could work in
our changing business environment (Kozlowski, 2019). Currently, digital and Technical skills
are much required so that employees must have these skills to undertake job role in Tesco. The
strategy of HR manager is influenced with modern areas of expansion through social and digital
marketing so that this influences heavily on recruitment and selection procedure. All these skill
include statistical creative emotional soft skills and multitasking skills are required in an
individual which is must have in an organisation so that they could look forward to achieve
objective and aims in a desired manner.
Continuous improvement: it is another vital trend which influence on the growth and
development of HR strategy. Continuous improvement is essential for business to keep their
existence in current dynamic environment. Therefore, continuous improvement will lead to
change in organisational strategies, enhance employees; capabilities eliminate mistakes and
encourage high productivity. The managers of Tesco are highly profound with continuous
improvement and change into organisation which makes the company the super largest chain of
supermarket (Ferreira, Mueller and Papa, 2018). The managers of Tesco are highly profound
with continuous improvement and change into organisation which makes the company the super
largest chain of supermarket. The company always work for customer satisfaction and enable
product and services as per their requirements which is the mean area of change so that

customers will not leave unsatisfied. So that, continuous improvement is highly necessary for
HR managers to make strategies in order to enhance employee motivation to work more hard and
analyse their mistakes to overcome them within stipulated time. Also it could be done through
providing effective training and development which enhance their skills and knowledge
regarding efficient working.
Internal and external factors which influence HR strategy
There are many internal and external factors which influence Tesco’s HR strategy. It is
very necessary for Tesco that they should analyse the internal and external factors in order to
control the human resource and make effective HR strategy.
Internal factors
Organisational culture
It is defined as the sum total of beliefs, habits and shared values in the organisation which
depicts personality of a company (Ningrum and Soehari, 2019). HR manager of Tesco need to
adjust positively according to the culture of company as it gives a direct impact on HR policies

and strategies. In the process of making strategies, HR manager should choose the path that
suited to the culture of organisation.
Mission
One of the most important things that should be kept in the mind while making an HR
strategy is Tesco’s mission. Mission tells what it is and why it exist which gives a great impact
on HR strategy as HR manager need to make strategy according to the mission.
Organisational structure
Basically organisation has two types of structure which are flat and tall. HR strategy gets
influenced by organisation structure. Tesco has a flat organisational structure that means they
have decentralization of authority which gives a great impact on HR strategy. In this type of
structure HR manager need to make HR strategy according to the flat structure.
External factors
Government regulation
State and federal workplace regulation and laws are come under external factors which
gives a great impact on HR strategy as Tesco requires to compliance all laws. In the process of
hiring, compensating and training programs company need to follow regulation.
Economic environment
It gives a great impact on hiring of organisation and that time Tesco need to make a
strategy according to the economic environment (Chiappetta Jabbour, Mauricio and Jabbour,
2017). In recent time, UK is going to recession and that’s why many workers have laid off from
their jobs. It results to companies are hiring new employees in order to appoint talented
employee.
Emerging industries
At the present time, it is identifying that industries are experiencing above average
growth level and that's why they need to hire additional staff. After analysing this scenario,
Tesco is also need to make their HR strategy accordingly as they can we require additional staff
at any time.

Analysis the influence of contextual and external development and also discuss how it impacts
on HR strategy
After discussion of trends and factors which influence HR strategy, it is analysed the
company need to make sure about all external factors as they are not controllable. Internal factors
can be controlled by company with the help of taking and immediate action but in the case of
external environment it gives a great impact on HR strategy. For example, if it identifies that
economic environment get disturbed which can be understand with the recent example through
COVID-19. Due to this, UK economy is in recession period and there are many workers who left
their job. It is up to the HR strategy of organisation that how they can bear the change. Some
external and internal factors are emerging industries, economic conditions, mission, vision,
organisational structure, etc. These are gives a great impact on HR strategy as they need to
consider in the process of making HR policies.
Critically evaluation of contextual and external development with application of relevant theories
and models
It is very well known by every organisation after the analysis of external environment
that there are many factors which influence the HR strategy of organisation. This is necessary for
a company that they have to critically analyse the external factors with the help of using
important frameworks such as PESTEL analysis model. It is the best model that helps to analyse
the external environment which include 6 important factors. Factors of PESTEL are social,
political, economical, environmental, legal and technological. The analysis of these factors
determines how it impact on HR on strategy which becomes very beneficial for organisation.
Porter’s five forces model can be used in the organisation for the purpose of analysing external
factors.
TASK 2
Relevant conception theories related to development and growth of a strategic human resource
management with examples
Strategic Human resource management is defined as a process which is future oriented in
development and implementation of HR programs. This is very effective in order to address and
solve problems of organisation and it directly helps in in achievement of long term business

objectives (Higgins and Lo, 2018). It builds our relationship between people and strategic
direction of the organisation. It is very important for Tesco as they need to use strategic Human
resource management with application of some important theories. Some important theories that
help growth and development of strategic human resource management are mentioned below:
Resource based view
It is an important managerial framework which is used by organisation in order to
determine strategic resources that helps in achievement of sustainable competitive advantage.
This is mainly focusing on achieving competitive advantage because it decides the growth of
company. For competitive advantage, company need to look to the resources in order to export
new opportunities. For example, Tesco wants to take competitive advantage in global economy
which can be done with the help of this approach of framework as it helps organisation to
analyse the resources which assist them in order to accomplish their objectives. Some important
resources which are used by organisation are tangible and intangible assets. There are two
assumptions are available in resource based view that are immobile and heterogeneous.
Behavioural perspective
This is the theory which is focusing on designing of effective HRM practices and
policies. It requires an understanding of behavioural imperative in order to achieve
organisational objectives (Kundu, Mehra and Mor, 2017). After deciding the objectives company
need to develop and HRM system which encourage, sustain, and elicit that assist in fulfilment of
required behaviour.It is one of the several alternative theoretical in order to understand that why
organisations a different in order to manage people for employees by their approaches. In simple
words, every organisation has a way in order to manage their employees and according the day
prepare effective HRM policies after analysing the behaviour of their employees (Mayes and et.
al., 2017). For example, Tesco is a large organisation and they need to analyse the behaviour of
their employees in order to make HRM policies. This will assist in achievement of goals and
objectives effectively and efficiently.
Cybernetic systems

It is the model which is the transdisciplinary approach for the purpose of exploring
purposive and regulatory system which includes possibilities, structure and constraints. This
method is concerned with processes which including technological, social, cognitive, etc.
Human resource theory which relates to practice with organisation examples
It is analysed from the above discussion that human resource management is very
important and it should be strategically manage which results in achievement of goals and
objectives. Strategic human resource management is an important process in which organisation
effectively manage their human resource as it is the most valuable asset for company (Crocker,
2019). That's why company need to use some important theories which helps organisation to
achieve their objectives such as behaviour perspective theory. For example, behaviour
perspective theory helps company to identify and analyse the behaviour of employees in order to
make effective HRM policies. This kind of human resource theory is beneficial for organisation
as they can better make an HR policy that leads to achievement of goals and objectives.
Evaluation of Human resource theories that relates to practice with contrasting and comparing
this with other organisational context
Some important theories which are discussing in above section that are behaviour
perspective, resource based view and cybernetic system. These theories are very helpful for
organisation as it assist by guiding and provide direction that how company can use these
theories in order to overcome the challenges of human resource. With the use of these
approaches, company is able to achieve their objective and also effectively manage their human
resource which is the most valuable asset of organisation. It is necessary for organisation that
they should compare the HR theories with each other in order to approach to the best one. In the
comparison of behaviour perspective, cybernetic system and resource based view, it is analysed
that behaviour perspective theory is appropriate for organisation.
CONCLUSION
From the above discussion, it is identified that organisation has an important and most
valuable asset available i.e. human resource. That's why it is necessary for an organisation that
they should effectively manage their human resource in order to achieve their goals and
objectives. For that purpose company, need to analyse the current trends which influence human

resources strategy and also focusing on important theories related to the strategic Human
resource management. In addition to this, company should also

PART 2
Speaker Notes:
For that purpose, presentation is including many change management theories or models
which helps organisation in order to control and monitor the change that supports HR strategy. It
also covers HR outcome which can be monitored and measured by company. In addition to this,
it also analysing HR development and management effectiveness that support sustainable growth
and performance.