Analysis of Talent Management at Tesco: Challenges and Benefits

This report provides an in-depth analysis of talent management practices at Tesco, a leading UK supermarket. It highlights the importance of talent management for organizational success, focusing on strategies for retaining talented employees through effective leadership, training, and career development. The report evaluates Tesco's practices in relation to legal regulations, such as working hours, health and safety, and compensation. It identifies key issues in talent management, including employee retention, engagement, and performance, as well as ineffective leadership. Furthermore, the report outlines the benefits of talent management for Tesco, such as attracting top talent, motivating employees, improving business performance, and engaging employees in decision-making. The report concludes with recommendations for Tesco to address these issues, including strategies to reduce employee turnover, enhance engagement through various programs, improve employee motivation using motivational theories, and foster effective leadership styles.

Assessment 2

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK ..............................................................................................................................................3
Talent management.....................................................................................................................3
Legal regulation..........................................................................................................................4
Issues in talent management........................................................................................................4
Benefits of talent management for Tesco....................................................................................5
Recommendations............................................................................................................................6
CONCLUSION ...............................................................................................................................7
REFERNCES:..................................................................................................................................8
Books and Journals:....................................................................................................................8

INTRODUCTION
The report aims to provide understanding on talent management. Talent management is
become a necessary concept for all the organisation operating in UK. It refers to retaining mots
talented and skilful employees for the sake of organisation success (Hong, and Guo, 2019)
(Warr, 2020). There are many talent management strategies that must be conduct by HR
manager such as good leadership and training, career development, focusing on employee
turnover ratio and providing safe and healthy working environment. This report is going to
evaluate the practices of Tesco in relation to talent management by identifying benefits and cost
of for dealing with the issues which will also going to present in this report.
MAIN BODY
TASK
Talent management
It is the concept of securing and keeping best talent within the organisation. The
companies are required to prepare strategies and policies for managing talented employees for
high growth and productivity. The business environment is competitive and changing trends at
frequent phase. Therefore, employees want to be a part of companies which fulfil their
expectation and basic needs. Fresh talents are hard to find due to which organisation face lack of
skilful people and achieve objectives as per set standards. Tesco is one of the leading
supermarket of UK which operates at different location and cover worldwide reach. The
company has attend this much success with the support of employee coordination, good
leadership and supporting them in every good and bad phase.
Aim of talent management for Tesco: the companies works at global level and has
different departments. It is necessary to conduct each work with great efficiency and productivity
in employees. The aim for managing talent is to enhance their skills through giving simple yet
effective training programmes. In order to be competitive in marketplace, Tesco aims to sustain
best employees so that it eliminates negative impact on organisation. Also, fresh talent will be
attracted towards tesco's working environment.

Legal regulation
The companies working in UK market needs to obey all the legal provision for employee
welfare. Tesco operates in legal environment In which they focus on all the acts and legal
formalities while looking for managing talent within organisation.
Working hours: Tesco provides a standard working hours for all the employee. In UK ,
maximum working hours must be 48 in a week. It means an employee works 8 hours a day.
Health and safety: the company secure all the effective measures to keep employees safe while
working (Hirsch, Parag, and Guerrero, 2018). They provide insurance claims and protective
measures through which employees will not bear any losses by themselves. They maintain all the
safety standards regrading sanitisation in relation to Covid-19 protocols.
Leaves and compensation: Tesco provides some benefits of leaves to the employees. It depends
to the work pressure for the company as employees could not take leave at the time of peak
seasons. Also, their compensation strategies are for those who highly performed in an annual
year of the company.
All these legal provision are must for the company to manage talent properly. It creates
positive impact in business environment and employees will be ready to be a part of such
company which provide all the benefits. It helps the organisation as well as employees to work
as a responsible citizen for government and society.
Issues in talent management
Employee retention
It is identified that employees retention is one of the key issues that identify in the talent
management. This becomes very tough for Tesco to manage their talented employees in the
organisation as there is s risk of employees retention. Due to organisational activities, if
employees are not able to satisfy their employees then they may be leave the job which is very
risky for organisational success and growth. That's why it is said that talent management is not
easy for Tesco. There are many reasons that found be Tesco which increases threat of employees
retention such as dissatisfaction in employees, high politics, discrimination, etc.
Employee engagement
Employees engagement is very important for every organisation in order to grow in the
market as employee engagement increase the motivation as well as productivity of employees. It
is found that employees engagement is not easy for organisation as every person has different

opinions, perception, culture, etc. which creates complexity in employee engagement. This is
crucial for Tesco that they should manage their talented employees and try to engage in all
activities but it is difficult to understand each employee's behaviour (Teece, 2019). In order to
engage their employees, Tesco needs to analyse their behaviour. It is found in large organisations
that employee engagement is becoming difficult as they have large number of employees. That's
why they are not able to include all employees in their organisational activities.
High performance
there is need for high performance management for employees. It is one of the crucial
issue which focuses on attaining high standards in working of employees (Taeihagh, and Lim,
2019). Due to which, Tesco face declines in sales, ineffective coordination and poor management
within environment. Therefore, these issues affect the productivity and objective standards of
the company. In the time of Covid-19, the company tried to get the best outcome from
employees by lack of trainings and leadership lead to make improper working for remote
workers.
Ineffective leadership: it is also the main issue faced by many organisation in relation to
talent management. When employees does not get the best trainings and instruction, it becomes
difficult for them to manage work and give their best efforts for achieving objectives. Therefore,
ineffective leadership is a cause that creates by leaders and team members. Du to which, there is
high requirement of coordination and good interpersonal are relations that can bring unity and
affiliation towards each other. This issue affects the workplace of Tesco organsiation. At the time
of high work pressure the leaders could not interact with employees well which leads to their
separation and irregular training also affect employees motivation.
Benefits of talent management for Tesco
Attract top talent: it is the foremost benefit of talent management strategies for every
organisation. Attracting top talented employees will contribute in great success for organisation.
These employees are highly skilful to mange work and take organisation to heights of
achievements. Tesco enable arrival of fresh talents through fulfil modern needs of employees and
providing great working environment (Chalmers, Hay, and Khlif, 2019). It will lead to improve
business performance and set a brand name in new location for tesco.
Employee motivation: A good strategic development for talent management will lead to
keep the employees satisfied. It is beneficial for company to solve the issue of employees

retention. As people tend to shift their job easily which impact on organisation productivity.
Therefore, motivation is the best factor which lowers down the cost for hiring new employees.
Tesco motivate employees through giving good salaries, training and follow transactional
leadership which provide a healthy and free working environment for employees.
Improve business performance: it is also one of the crucial aim for talent management.
High performance employees are hard to retain as they expect much form organisation.
Providing good leadership and training leads top enhance skills and working potential, of
existing employees. Tesco make culture of appreciation, rewards and immense support to
employees through which they dedicatedly work and put efforts for raising efficiency in
organisation (Shaw, and Sergueeva, 2019). It helps in solving issues of performance
management and eliminate any grievances among team and managers.
Engage employees: talent management enables fair and positive practices to engage
employees in decision making, new activities and task. It develop a systematic approach to
engage and develop staff behaviour and skills. Employees feel valued and heard when they
engage in organisation activities (Ehlers, and Packer, 2017). It resolve issue of poor working
relations and less gratitude towards them. Tesco company always try to keep employees
perception at their top most priority but they lacks in managing it for overall department.
Employees are of different attitude and behaviour which shows poor management practices due
to lack of leadership and irregular communication.
Recommendations
Tesco found that there are many issues identify in the organisation and for that purpose
they need to take some actions in order to deal with them. So there are some recommendations
which are stated below:
 It is suggested to the organisation that they should make some strategies in order to
reduce employees' turnover ratio. Firstly, they should identify the causes that motivates
employees for leaving their organisation. Then they try to satisfy their all needs and
wants in order to increase motivation towards organisational objectives.
 Employee engagement can be increases by Tesco with the assistance of providing
employee engagement programmes such as informal meetings, office parties, etc.
 It is very important for an organisation that they get high performance of employees. But
for that purpose, Tesco need to increase motivation of employees towards organisational

goals and objectives. This can be done this with the assistance of appltying motivational
theories in the organisation such as Hertzberg two factor theory, Maslow's hierarchy
theory. This is very effective in order to increase their motivation which results in
increasing productivity and performances.
 Company should try to make the leadership effective so that an organisation is able to
achieve their goals and objectives. It is found that leadership is very important in terms of
increasing motivation and encouraging employees towards organisational goals. Talenetd
employees can easily stay in the company if they get proper leadership. So that's why
leaders of Tesco needs to use some effective leadership styles such as democratic,
participative, etc.
CONCLUSION
The report has concluded that, talent management is one of the crucial practice for
organisation. The world is becoming competitive which undertake a lot of pressure in managing
talent. Employees are need to be retained to avoid cost and recruitment procedure which takes a
lot of time for managers. Therefore, this report has identified that there are a lot of issues such as
high performance development, employee retention, ineffective leadership and many more for
talent management. The organisation attains various benefits through resolving these issues as
earliest as possible. So, the organisation needs to look in internal environment and understand
what their employees want for decreasing turnover rates and gain advantage of high
performance.

REFERNCES:
Books and Journals:
Hong, Z. and Guo, X., 2019. Green product supply chain contracts considering environmental
responsibilities. Omega, 83, pp.155-166.
Warr, P., 2020. Age and job performance (pp. 309-325). CRC Press.
Hirsch, A., Parag, Y. and Guerrero, J., 2018. Microgrids: A review of technologies, key drivers,
and outstanding issues. Renewable and sustainable Energy reviews, 90, pp.402-411.
Teece, D.J., 2019. A capability theory of the firm: an economics and (strategic) management
perspective. New Zealand Economic Papers, 53(1), pp.1-43.
Chalmers, K., Hay, D. and Khlif, H., 2019. Internal control in accounting research: A
review. Journal of Accounting Literature, 42, pp.80-103.
Shaw, N. and Sergueeva, K., 2019. The non-monetary benefits of mobile commerce: Extending
UTAUT2 with perceived value. International Journal of Information Management, 45,
pp.44-55.
Ehlers, T. and Packer, F., 2017. Green bond finance and certification. BIS Quarterly Review
September.
Taeihagh, A. and Lim, H.S.M., 2019. Governing autonomous vehicles: emerging responses for
safety, liability, privacy, cybersecurity, and industry risks. Transport reviews, 39(1),
pp.103-128.