HR Report: Tesco's Organizational Structure and Performance Analysis

This report provides a comprehensive analysis of Tesco's human resource practices, organizational structure, and its impact on sustainable performance. It begins with an overview of Tesco's hierarchical organizational structure and its relevance to achieving organizational goals. The report then critically analyzes two key HR approaches: the human resource approach and a proactive approach, highlighting their roles in attracting, retaining, motivating, and developing a dedicated workforce. Furthermore, it examines emerging HR developments such as reskilling, upskilling, cybersecurity, power skills, and a healthy organizational framework, illustrating how Tesco can adapt and flex its HR practices in a dynamic workplace. Finally, the report offers recommendations to enhance sustainable performance within Tesco, focusing on transparency, delegation of powers, feedback mechanisms, employee engagement, effective communication, and performance reviews. The conclusion summarizes the key findings and emphasizes the importance of these strategies for continued success.

Human Resources –
Values and Contributions
to Organisational
Success

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK - 1..........................................................................................................................................3
Organisational Structure of Tesco.............................................................................................3
How Organisational Structure relates to the sustainable performance of the organisation...3
TASK - 2..........................................................................................................................................4
Critical analysis of two different approaches/techniques used by human resource mangers
in order to attract, maintain, motivate and develop a dedicated workforce..............................4
TASK - 3..........................................................................................................................................5
Analysis of emerging HR developments, with examples, and how the organisation may
adapt and flex its HR practices in a fast changing external and internal workplace
environment................................................................................................................................5
Emerging HR developments.......................................................................................................5
TASK - 4..........................................................................................................................................6
Justify recommendations on ways to improve the delivery of sustainable performance within
the organisation..........................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
Books and Journals....................................................................................................................9

INTRODUCTION
An organisation comprises of certain departments out of which the department which
handle the working related to hiring, framing polices for employees and make sure the enhance
satisfaction level of employees along with high retention rate is look after by human resource
department (Al-Henzab, Tarhini and Obeidat, 2018). The appropriate hiring of employee made
by this organisation leads to move in one step of the organisation towards success. The
organisation chosen for preparing this particular file is Tesco, it was established in 1919, by Jack
Cohen having headquarter in England, UK and serving around different areas with a workforce
of 367,321 employees. This file includes the organisational structure followed by the company
and how it is beneficial in achieving sustainable performance, approaches used by human
resource manger in order to retain the employees for longer duration of time. The emerging
human resource development and they can be adopted by the organisation at it's workplace.
Lastly, the improvement method for sustainable performance is being discussed.
TASK - 1
Organisational Structure of Tesco
The organisational structure followed by Tesco is Hierarchical structure, which indicates that
the organisation comprises of certain levels of management who are responsible to report the just
above reporting manager (Brewster, Mayrhofer and Farndale, 2018). It is a pyramid shaped
structure, which is beneficial for the organisation at the time of decision making. As the path of
this structure is clear enough this made easy for the employees the growth opportunities they will
found while working within the organisation. Each level of department is being monitors and
controlled by it's superior so this makes easy for the management to run it's operations smoothly.
The employees know to how they have to report and when, this helps the employees in getting
better guidance.
How Organisational Structure relates to the sustainable performance of the organisation.
The well-defined organisational structure leads to achieve sustainable performance of the
organisation, this is because the top level of management set the goals of the organisation (Cop,
Alola and Alola, 2020). The middle level management frames strategies to accomplish those
goals set by higher level of authorities and lower level of management follows the instructions,
along with it they made efforts to accomplish the assigned task successfully. This is why the

management will perform all it's functions smoothly. The employees are being provided with the
proper guideline with the help of effective organisational structure.
TASK - 2
Critical analysis of two different approaches/techniques used by human resource mangers in
order to attract, maintain, motivate and develop a dedicated workforce.
In order to achieve the success of the organisation it is very importance to enhance the
satisfaction level of employees along with increasing retention rate (Macke and Genari, 2019).
As employee’s engagement is very necessary to accomplish the goals of the organisation.
Approaches
The approaches used by Human resource management of Tesco in order to makes employees
feel motivated and to attract employees are as follows -
 Human resource Approach – Human resource departments make the work done by the
other so it is their responsibility to make them feel motivated (Narayanan, Rajithakumar
and Menon, 2019). The employees working within the organisation should be treated
equally, the discrimination should not be made on the basis of post or designation. The
employees working at lower level of management should also be treated well and fair
wages should be provided to them. The discrimination of the basics such as paying more
amount to male employee and paying less to female employee should not be made. This
creates a negative working culture and leads in lowering down the productivity of
employees. The human resource management is also responsible for providing positive
working culture within the organisation. The motivation level of employees enhances
when they are being involved at the time of decision making. An effective and efficient
solution of any problem can be attained by the employee. With enhancement in the
motivation level of employees the retention rate and satisfaction level of employees
grows tremendously. The human resource management of Tesco pays a fair remuneration
to all it's employees. The most productive employee is also being rewarded to make them
feel satisfied and can produce more output in future. For improving the working culture
of the organisation some of the sports activities are also conducted by human resource
department on the regular basis.

 Proactive approach – Proactive means the person who identifies the upcoming problem
in advance and take necessary actions to avoid it. The human resource management of
any organisation should be proactive (Pattanayak, 2020). They should make analysis of
any situation in advance and frame strategies according to it so that the upcoming
problem can be resolved. The human resource management of Tesco is being proactive
and this is how they are able to retain employees for longer duration of time. The HR
department evaluate the situation that can arise and can affect the performance of
employees. The required actions are being taken by them and hence the employees
satisfaction rate increases. They make coordination with other departments of
organisation and tries to identify the problems with are being faced by the employees.
According to the problems they take action and ensure the employee satisfaction.
TASK - 3
Analysis of emerging HR developments, with examples, and how the organisation may
adapt and flex its HR practices in a fast changing external and internal workplace
environment.
Emerging HR developments
The emerging human resource developments that are being adopted by Tesco within it's
organisations are as follows -
 Reskilling and Upskilling – Now a day’s human resource department is looking for the
reskilling and upskilling of employees, here reskilling refers to learning of new skills in
order to keep awareness about the external environment (Stewart and Brown, 2019).
Whereas, upskilling refers to upgradation done by employees in a core skill. The
employees are expertise in minimum one skill so they will become expertise in that
particular filed by making continuous efforts on learning of that particular skills. The
human resource department of Tesco focuses on recruiting employees who are willing to
reskill as well as upskill. The reskilling helps in understanding the external environment
and upskilling makes the employee attain expertise power, which will make them feel
motivated.
 Cyber securities – The data of company as well as of employees is being recorded on the
online portals. This may increase the chances of cyber-attack and data will be leaked.

This is why the human resource department is involved in protecting the data of
employees and hence they will be able to build trust among the employees. The changes
which are being arises in the technology affects the working of organisation externally.
Hence, Tesco is involved in early adopting the changes and protecting the interest of
employees.
 Power skill – The power skills present within the employees enhances the external
environment of the organisation. The power skills include the team work skills,
leadership skill, time management skill, technical skill and so on. By having such skills,
the employees will become more productive and will be able to survive in the external
environment for long run. They will get the competitive advantage as they employees
will become more productive by having such set of skills. By the creative and innovated
ideas of employees the efficiency of organisation improves and will be able to develop
more innovate products which leads in enhancing customer base.
 Healthy organisational framework – In order to produce more output from the
employees it is very crucial to make sure about the health of employees. The health of
employees does not only comprise of physical health with this it includes mental health
of employees, the employees should also be financially fit, a safe and healthy working
culture should also be provided to the employees. By conduction all these activities
within Tesco, an employee is able to feel motivated which is very necessary for
enhancing the productivity of employees. The enhancement in the employee retention
rate makes the organisation take advantages in the external environment, as a good
retention rate enhances the brand value of the organisation.
TASK - 4
Justify recommendations on ways to improve the delivery of sustainable performance within
the organisation.
It is very crucial for an organisation to have a continuous growth within the organisation,
as this is one of the main purpose of any organisation set by them at them time of it's
establishment (Stone, Cox and Gavin, 2020). The some of the recommendations that can be
adopted by management of Tesco in order deliver the sustainable performance within the
organisation are as follows -

 Transparency – The Human resource department of organisation should disclose all the
facts from the employees. They should not hide any facts from the employees because
this makes employees feel unwanted. By sharing all the facts, the employees will be able
to build trust upon the management and they will become more productive. The human
resource management of Tesco keeps full transparency with it's employees and tries to
develop trust of employees with management.
 Delegating powers – The power makes the employees feel valued, the employees having
more power will become more responsible. This is why the management of Tesco
delegates some sort of power to it's employees. The employees who is capable to handle
the situation are only being delegated with the power, as an irresponsible person can
create inefficiency within the organisation and can make misuse of the powers.
 Provide feedbacks – When the work is being performed by the employee it may consist
of lot of mistakes, that could affect the working of the employees. This is why the
management of Tesco should provide necessary feedbacks in order to improve the
efficiency of employees. The negative as well as positive feedbacks can be provided by
the managers, for better performance the employees should be appreciated and in case
any loophole is found then a proper guideline can be provided by the managers.
 Employees engagement – The employees will be able to produce more effective output
when they are starts engaging with other employees. The employees will be able to
generate more effective idea when they start working together with the team. The human
resource department of Tesco conducts number of activities so that the coordination
among the employees enhances.
 Effective communication – The communication among the employees makes the
working culture of the organisation more effective. As they will share their ideas,
opinions and ideas and will feel free to communicate with each other. This is how the
output produced by the employees will be more effective. This is why a team meeting
and team interaction is being conducted by the employees on the regular basis within the
management of Tesco.
 Reviewing performance – As the execution of work is important same way it's
monitoring is also crucial. The employees will get to know about necessary changes that
are to be made by them in order to accomplish the assign task successfully. The mistakes

can be continuously repeated when the management do not monitor and review the
performance of employees and later on the efficiency of output keeps on declining. The
human resource management of Tesco can provide the reviews to employees and makes
them more productive as earlier.
CONCLUSION
From the above report it can be concluded that, a well-defined organisational structure
followed within the organisation may leads to developing sustainability within the organisation.
The organisational structure followed within Tesco is Hierarchical organisational structure. With
the help of Proactive approach and human resource approach used by human resource manager
in order to retain the employees for longer duration of time and to enhance motivation of
employees. The emerging human resource development such as cyber securities, power skill,
reskilling and upskilling and healthy organisational framework they can be adopted by the
organisation at it's workplace. Lastly, the improvement method such as transparency, delegating
powers, provide feedbacks, employees engagement, effective communication and reviewing
performance for sustainable performance.

REFERENCES
Books and Journals
Al-Henzab, J., Tarhini, A. and Obeidat, B.Y., 2018. The associations among market orientation,
technology orientation, entrepreneurial orientation and organizational
performance. Benchmarking: An International Journal.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Cop, S., Alola, U.V. and Alola, A.A., 2020. Perceived behavioral control as a mediator of hotels'
green training, environmental commitment, and organizational citizenship behavior: A
sustainable environmental practice. Business Strategy and the Environment, 29(8),
pp.3495-3508.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review, 18(2), pp.228-247.
Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.