Tesco Plc: Addressing Contemporary Management Issues in Business Dev

This report examines contemporary management issues, focusing on Tesco Plc, a leading UK grocery store. It outlines the role and impact of information and communication technology on workforce management, leveraging human relation theory to enhance communication and collaboration. The report evaluates existing policies related to talent acquisition, learning and development, and change management processes, particularly in the context of COVID-19 challenges. It discusses the crucial role of leaders in implementing new initiatives, emphasizing trust-building, direction provision, and personal growth integration. Recommendations for new initiatives include market scope identification, proactive communication, staff training, and the creation of cross-team change management teams. The report concludes by highlighting the importance of these strategies for organizational survival and growth in a dynamic business environment. Desklib provides past papers and solved assignments for students.

Contemporary Management
Issues

Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Role and impact of information and communication technology on workforce by using relevant
theories..............................................................................................................................................3
Evaluating existing policies related to talent acquisition, learning and development and change
management processing.....................................................................................................................4
Discussing the role of leaders in order to implement new initiatives.................................................5
Recommendations on new initiatives................................................................................................6
CONCLUSION.....................................................................................................................................6
REFERENCES......................................................................................................................................7

INTRODUCTION
Contemporary management issues are the management issues which use to examine
the way of thinking that is required by the organization in order to address the issue. This
management issues used to invite the re- evaluation of the traditional management practices.
The report is based on the Tesco Plc. which is the largest grocery store in the UK. The current
assignment will outline the role and impact of information and communication technology on
the management of the workforce in organization. Further it will outline the existing polices
related to the talent acquisition, learning and development and change management in order
to compete effectively with COVID. At last the report will evaluate on the roles of leaders in
order to implement new initiatives and recommendations on the new initiatives that will help
the organization to survive.
MAIN BODY
Role and impact of information and communication technology on workforce by using
relevant theories
The information and communication technology play the crucial role in order to
collaborate with the competitive market. By having the technology it has helped the people to
connect anywhere at any time. The increase in the collaboration brought the high level of
flexibility in the communication that used to allow the employees, co-workers and managers
in order to connect with each other easily (Raghupath, and Raghupathi, 2021). The
information and technology used to play an significant role in the society and helps the
organization to attain and accomplish its goals. By having the good communication
technology it helps the organization to have the communication among the employees in the
organization. As the IT has evolved in this century a lot this makes the company to use the
technology in order to grow in the market.
By using the human relation theory the cited organization can manage the impact of
information and technology on the workforce. The human relation theory is the management
approach which used to have emphasized on the importance of employee attitude, group
dynamics, interpersonal relationships and the leadership style in order to achieve the
organizational goals (Boone, Kurtz and Berston, 2019). This theory used to have focus on the
people by providing them training and development and make them effective in their work.

There are basically the some important aspects of the human relation theory that is
collaboration, active listening, communication and interpersonal skills that helps the
workforce to have proper communication in the organization. The cited organization must
use this in order to have the good impact of the information and communication technology
on the workforce of the company (Steenkamp, 2018). The IT used to play and important role
in the workforce that helps the employees to use the machines effectively and efficiently. By
making the human relation theory it helps the company to have the proper management
which helps in managing the work of the workforce in the organization.
Evaluating existing policies related to talent acquisition, learning and development and
change management processing
Talent acquisition: Talent acquisition used to deal with the strategies, tactics and the
processes in order to identify, recruiting and retaining the human resources for the
organization. It helps in developing and implementing the human resource (Lee, 2019). Tesco
is the largest retailer in the world it requires the multilingual talent acquisition platform which
helps the company in order to support the head office and retail roles. The organization must
use the different system in order to manage the talent. The company is needed the simpler
and self- service system which will help the candidates to apply for the roles and stay
informed about the recruitment. The main policy of the company was to support the early
careers and graduate recruitment and implement guaranteed interviews was the requirements.
Learning and development: Learning and development refers to the system which
used to describe about the business in order to encourage the professional development
among the employees of the organization (McManus, 2018). This is very important as it used
to provide the way in order to address the human needs and improves the learning by leaps
and by bound. The organization is always used to focus on the development of the necessary
skills that used to fulfil the needs and wants of the customers in the market. The employees
Tesco have the access to learn from the online platform by providing them opportunity in
order to gain knowledge and skills to support them.
Change management process: The change management process is the method and
manners by which the company used to describe and implement the change within the both
internal and external process as well. In this the organization used to have changes by
implementing the new technology or by having the changes in the organizational culture
(Peng, Gao and Zhao, 2019). The cited organization has made the significant strategic change
in order to grow in the market of UK. Thye always used to strengthen the members in order

to have expansion of the business. The company has made some changes like by introducing
the self- service in order to competitive and satisfied the needs of the customers.
Discussing the role of leaders in order to implement new initiatives
Implementing the new corporate strategy requires the team efforts which are headed
by the organization’s leadership team. The person involved in the in the change management
has the various responsibilities and it is important for the organization in order to understand
the role of leadership in implementation of the new initiatives more effective. The role of the
leader in implementing the new initiatives is as follows:
1. Leaders build the trust: In order to implement the new initiatives taken by the
organising after the happening of pandemic the leaders must use to build the trust
among employees (Walford-Wright and et.al., 2018). By having the trust this
makes them to be confident by bringing the new policies related to the COVID-
19.
2. Leaders provide direction: The most important role of the leader is to provide the
direction by implementing the new initiatives in the organization. the leader of the
cited organisation must use to provide the direction which makes the employees to
know about the changes. The leaders must consistently demonstrate the values and
principles in order to accomplish the goals.
3. Leader integrates and reconciles the personal growth: by adopting and
implementing the initiatives it makes the organization to have personal and
organization growth. As due to pandemic the organization has brought the
changes in the management which is the role of the leader to make the employees
to adopt those changes in order to have the personal growth.
4. Leader must be friend and guide: The main role of leader is to be the proper
guide and friend of the team in order to implement the changes. The leader can be
the guide by supervising and communicating the employees the new plan and
policies made by the top management and this used to create the cooperation in
order to achieve the goals (Darling-Hammond and et.al., 2020).

Recommendations on new initiatives
There are following recommendations to the company in order to implement the
initiatives after the happening of the pandemic. The recommendations are described below:
1. It is recommended to the company that they must check and identify the scope in the
market before implementing the new changes in the organization. This will make the
organization know about the market condition as they are implementing the changes
after the happening of the pandemic.
2. Further it is suggested to the organization that they must prepare the plan and
communicate with their team and employees before having any change s in the
organization. This makes the employees to feel valued in the organization.
3. It is also recommended to the company that they must make and train their staff and
employees (De Smul and et.al., 2018). By implementing the new initiatives and
changes it will help them to have the good use of the new technology if their staff are
trained. This makes the company to have the proper use of the technology and have
the proper implantation of the changes that is affected by pandemic.
4. At last it is recommended to the company that they must use to create the cross- team
changes management team that helps them to know about the changes they are
adopting is valid or not. This is the best strategy method that the company can use in
order to adopt and implement the new initiatives.
CONCLUSION
From the above report it is concludes about the role and impact of information and
communication technology on the management of the workforce in organization. Further it
has evaluated about the existing polices related to the talent acquisition, learning and
development and change management in order to compete effectively with COVID. At last
the report has described the roles of leaders in order to implement new initiatives and
recommendations on the new initiatives that will help the organization to survive.

REFERENCES
Books and journals
Boone, L. E., Kurtz, D .L. and Berston, S., 2019. Contemporary business. John Wiley &
Sons.
Darling-Hammond, L. and et.al., 2020. Implications for educational practice of the science of
learning and development. Applied Developmental Science. 24(2). pp.97-140.
De Smul, M. and et.al., 2018. How competent do teachers feel instructing self-regulated
learning strategies? Development and validation of the teacher self-efficacy scale to
implement self-regulated learning. Teaching and teacher education. 71. pp.214-225.
Lee, A. 2019. Beyond relationship quality: The role of leader–member exchange importance
in leader–follower dyads. Journal of Occupational and Organizational Psychology. 92(4).
pp.736-763.
McManus, R. W., 2018. Making it personal: The role of leader-specific signals in extended
deterrence. The Journal of Politics. 80(3). pp.982-995.
Peng, Z., Gao, B. and Zhao, H., 2019. Coaching leadership and subordinates' career success:
The mediating role of leader–member exchange. Social Behavior and Personality: an
international journal. 47(11). pp.1-8.
Raghupathi, W. and Raghupathi, V., 2021. Contemporary Business Analytics: An
Overview. Data, 6(8), p.86.
Steenkamp, J. B. E., 2018. Brands and retailers under attack from hard discounters.
In Handbook of Research on Retailing. Edward Elgar Publishing.
Walford-Wright, G and et.al., 2018. Talent Rising; people analytics and technology driving
talent acquisition strategy. Strategic HR Review.