Unit 21: Strategic Human Resource Management Report - Tesco

This report provides a comprehensive analysis of strategic human resource management (SHRM) within Tesco, a multinational retail chain. The report begins with an introduction to SHRM, highlighting its importance in aligning HR with long-term business goals. It then critically evaluates how change management models, such as Kurt Lewin's and McKinsey 7s, can support Tesco's HR strategy. The report further explores how HR management contributes to sustainable business performance and growth, emphasizing the significance of ethical considerations. It also examines methods for monitoring and evaluating the success of HR strategies, including key performance indicators (KPIs) like employee retention and departmental costs. Recommendations for HR strategy are justified, focusing on recruitment, training, and employee development. The report critiques change management strategies and models, emphasizing their combined implementation for organizational benefits. The conclusion summarizes the importance of a strategic workforce plan and the application of change management models. References include sources on reward strategies, green HR management, and sustainable development goals.

UNIT 21 STRATEGIC HUMAN RESOURCES
MANAGEMENT

TABLE OF CONTENTS
• INTRODUCTION
• MAIN BODY
• Critical evaluation of how change management models can support HR. strategy.
• Evaluating how HR management support sustainable business performance and growth
• Monitoring and evaluating success of HR strategy
• Justifying the recommendations of strategy of HR
• Critique on change management strategies, models and concept implementing together
• REFERENCES
• CONCLUSION

INTRODUCTION
• Strategic human resource management is defined as the link between
an organization's human resources and its planning and strategies for
achieving the long term business goals.
• The current presentation will be based on Tesco which is a British
multinational retail chain for groceries and merchandise in UK.

Critical evaluation of how change management models can support HR. strategy.
• HR. strategy is very crucial for Tesco's sustainable
business performance and growth.
• HR strategy is the method or plan of solving the
organization's people and employee related challenges.
• Change management models are important to develop a
strong management strategy to support the organization's
HR strategy.
• Kurt Lewin's Change Management Model-

CONTINUED…..
• McKinsey 7s Model-
• This model analysis an organization's
design and describes how effectiveness
may be attained in an organization through
the interaction of some following key
elements:

Evaluating how HR management support sustainable business
performance and growth
• Human resource management may critically in a support of the organization to better its
efficiency, to manage the governance and ethical issues which is beyond its economic
performance.
• . This may help to support the adjustment of the organization's future directions for the
outcome of operating the business growth and performance.
• The ethical considerations may help to manage the role of HR which are importantly
focused to get their maximum commitments from the staffs that may have negative
impact on the human resource.

MONITORING AND EVALUATING SUCCESS OF
HR STRATEGY
• The monitoring may include in the measurement of success such as effectiveness,
compensation, benefits, retention and so on. This may include the monitor departmental
costs which is for the budgeting purposes.
• . Likewise, at the start of the year human resource department may receives a budget for
their recruitments and more programs they are conducting
• At the end of the year they may know about the budget which has been spent by them and
to ensure about the wastage of the budgets. But this monitoring helps human resource
strategy to be successful.

Justifying the recommendations of strategy of HR
• The basic duties of an HR that include the recruitment, screening and on-boarding the training
orientation. There are the different skills which is emphasized the basic work for the
employees. The recommendations which may help human resource strategy to justify its
regular monitoring.
• By providing the exceptional opportunities for prioritize the objective which an HR specialist
find creative and attracts the ways for promoting the available positions in the business to
recruit the new talent.
• They must be starts with the knowing about the company's structures which have a benefit for
them.

Critique on change management strategies, models and concept
implementing together
• The change management strategies and models may implement together to offers the
benefits to the organization which involves the support of the human resource
management.
• They are serve the change in the two efficient ways which can be ensuring the general
change objective which are meeting and participating for the planning and execution
stages which is from by the managers.
• Whenever, the management change anything efficiently which may faces the change in
the system to implemented by the human resource management.

CONCLUSION
• It has been concluded from the above presentation that a strategic workforce plan is essential for the organization's overall
strategic business plan.
• Various change management models may be applied to support the human resource strategy for sustainable business
performance and growth of the organization.

REFERENCES
• Alam, S. and Raut-Roy, U., 2019. Evaluating the Effectiveness of Reward Strategy at
Tesco: Evidence from Selected Stores in UK. Indian Journal of Industrial
Relations, 55(1).
• Bombiak, E. and Marciniuk-Kluska, A., 2018. Green human resource management as a
tool for the sustainable development of enterprises: Polish young company
experience. Sustainability, 10(6), p.1739.
• Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human
resource management for the adoption of sustainable development goals. Resources,
Conservation and Recycling, 141, pp.109-122.