Employee Engagement in the Workplace: A Tesco PLC HR Report Analysis

This report provides an analysis of employee engagement within Tesco PLC, a multinational grocery and merchandise retailer. The introduction defines employee engagement and highlights Tesco's operational context. The report then delves into strategic issues, such as the high cost, time consumption, and potential for disputes associated with employee involvement in operational activities like decision-making. Operational issues discussed include skill gaps, privacy concerns, and potential withdrawal issues. The report further outlines the required skills and knowledge for HR practitioners at Tesco, including organizational skills, multitasking abilities, negotiation skills, conflict management, and change management expertise. The conclusion summarizes the key findings, emphasizing the multifaceted challenges of employee engagement and the critical role of HR in addressing these issues. References to books and journals are provided to support the analysis.

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THINKING HR

Table of Contents
INTRODUCTION...........................................................................................................................1
Employee engagement in workplace...........................................................................................2
Strategic issues in employee engagement in workplace..............................................................2
Operational issues in employee engagement in workplace.........................................................3
Human Resource practitioner skills and knowledge....................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Human Resource is function in organization dealing with peoples issues like benefits and
compensation, hiring and recruitment of employees, on boarding manpower, managing
performances along with providing training and development for the betterment of organization
in working conditions and culture. Tesco Plc. is British multinational general merchandise and
grocery store dealing in supermarket, hypermarket, superstores and convince shops established
in 1919 headquartered in Tesco House, Shire Park, Kestrel Way, Welwyn Garden City,
Hertfordshire, AL 7 1GA, England with total of 6800 shops in United Kingdom, India, Ireland,
Czech Republic, Malaysia, Poland, Hungary and Thailand. Tesco also deals in subsidiary such as
Tesco Stores Ltd., Tesco Mobile, Tesco Bank, Tesco Family Dining Ltd., Tesco Ireland,
Dunnhumby, Booker Group, Spenhill and Jack's. The report will cover role of human resource in
employee engagement programme in workplace along with its strategic and operational issues
with specific skills and knowledge required.
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Employee engagement in workplace
According to Veitch, (2018) employee engagement is concept of derive and determine
qualitative and quantitative relationship between organizations and it's employees. The program
justifies enthusiasm of an individual towards workplace for the achievement if task desired by
the organization.
According to Geisen, (2016) employee engagement is harnessing members of
organization to serve their defined and dedicated roles conveying cognitively, physically and
emotionally during performances of their roles and responsibilities.
Strategic issues in employee engagement in workplace
Involvement of employees in operational activities of Tesco involves following
complexities.
Expensive
Employment engagement program in Tesco is proved to be of no use as the activity is too
expansive and is not feasible to all (Human Resource, 2019). The involvement of
employees in workplace activities such as in decision making makes it expensive as they
involve lot of training along with activities of monitoring them. Tesco in case if involves
applicability of employee engagement will be proved expensive to them as employees are
to be provided with on job training affecting their business operations along with
involvement of their existing staff minimising their efficiency in primary operations of
business (Chao and et.al., 2015).
Time consuming
Involvement of employees in business operations of employees such as decision making,
setting standard, policy formation is time consuming as they lack experiences and efficient
knowledge for the attainment of desired objective. The involvement of employees in work
practices of Tesco will lead to disputes, involvement of lot of time along with practices resulting
in wastage of resources leading to increase cost of company (Chen and et.al., 2018).
Unsatisfactory leading to disputes
Tesco by the practices of involvement of employees in the process of decision making or
any other activity of management such as deciding segment, modifying stage of operations along
with varices in thinking capacities will lead to development of unsatisfactory factors due to
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avoidance of voices of individual will lead to affecting other's perspective will finally justify dis
satisfaction in their functions affecting business operations of Tesco (Courtright and et.al., 2016).
Operational issues in employee engagement in workplace
Tesco with the involvement of employees will have to face following complexities that
affected the business operations of types.
Skills and knowledge
Not everyone in organization is equipped with effective skills and knowledge to ensure
and support employee engagement programme. Tesco at the time of applicability of programme
is not sure that employees are that effective to perform business operations required by Tesco to
gain competitive advantage in market to earn benefit and effective outcomes (Dastmalchian and
et.al., 2015).
Privacy
Involvement of employees in business operations of Tesco will lead to leakage of
important data and information along with practices affecting working environment and
conditions. Not every employee is loyal to the organization and have ethical code of conduct.
Practices of employee engagement may further lead to the effect that operations of business
along with their privacy may be damaged and harmed due to involvement of employees in
business activities (Geisen, 2016).
Withdrawal
Involvement of employees in business operational activities of Tesco will lead to
effective working conditions by the time if employees in case feel the need to withdraw from
activities of business will have to find respective substitute along with train them with effective
working conditions will find it difficult to withdraw their names (Lim, Wang and Lee, 2017).
Human Resource practitioner skills and knowledge
Skills and knowledge required by practitioner of human resource of Tesco Inc.
Organization
Skills and knowledge required by the human resource personnel of Tesco Inc. should by
have knowledge of organization along with practices and development of their personality.
These practices focus on effort where the individual will focus on attainment of task of
organizational nature to ensure Tesco is managed by effective practices of their practices
(MacDougall and et.al., 2015).
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Multi tasking
Individual performing tasks and practices of Tesco must be a personality to manage those
task efficiently and effectively. They are bond to deal with personal issue at a moment and then
intermediate issue at the very next moment. Priorities and needs of business change very fast in
these types of business environment and operations as Tesco is dealing with products and
services of nature they need to be smart and develop effective work conditions in the business
environment of Tesco (Veitch, 2018).
Negotiator
The individual performing business operation and practices at Tesco Inc will have to deal
with effective and efficient individual will have to play a part of negotiator will develop practices
of such a nature need have skills of negotiation to manage and resolve disputes of individual and
group of business nature or even group. These practices include effective working conditions of
employees and their preferences (Wapshott and Mallett, 2015).
Conflict management along with problem solving
Tesco Inc. to ensure the individual and staff they posses must be in a state to mange
conflict hammering peace of individual in organization along with practices that they can
manage peace of staff and effecting their work environment and conditions respectively (Waters
and et.al., 2016).
Change management
Practices of change management comes with the fact that practices of human resource
will have to train and develop employee in such a way they can easily manage and attain the
changes in Tesco such as management, policies of business or even their working conditions.
Tesco as growing business chain will have to go through enough practices and work dealing
through management of change and train and develop practices of individual employees to deal
and accept them in effective means (Dastmalchian and et.al., 2015).
CONCLUSION
The above study provided definition of engagement of employees in workplace with
definition of several authors proving their point. Further the report addressed several strategic
issues of engagement of employees in workplace practices of Tesco Inc. such as the act is time
taking, expensive and several time results in disputes among members of the organization and
further operational issues such as privacy of Tesco Inc. along with knowledge and skill of
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employees of organization proves to be challenge for engagement of employees in workplace.
Further the report address practices of human resource individual required for effective working
conditions in the organization such as he must be organized along with possess multi tasking
skills to manage activities of Tesco. At times individual is also accountable to perform as
negotiator for conflicts management and developing practices for ensuring people develop
practice of change and accept them in their routine business activities.
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REFERENCES
Books and Journals
Chao, C.Y. and et.al., 2015. Total quality management and human resources selection: A case
study of the national teacher selection in Taiwan. Total Quality Management & Business
Excellence. 26(1-2). pp.157-172.
Chen, Q. and et.al., 2018. An empirical study on low-carbon: Human resources performance
evaluation. International journal of environmental research and public health. 15(1). p.62.
Courtright, P. and et.al., 2016. Setting targets for human resources for eye health in sub-Saharan
Africa: what evidence should be used?. Human resources for health. 14(1). p.11.
Dastmalchian, A. and et.al., 2015. Organisational climate and human resources: exploring a new
construct in a cross‐national context. Asia Pacific Journal of Human Resources. 53(4).
pp.397-414.
Geisen, T., 2016. Workplace disability management as an instrument for human resources and
organizational development. In Disability Management and Workplace Integration (pp. 13-
26). Routledge.
Lim, S., Wang, T.K. and Lee, S.Y., 2017. Shedding new light on strategic human resource
management: The impact of human resource management practices and human resources
on the perception of federal agency mission accomplishment. Public Personnel
Management. 46(2). pp.91-117.
MacDougall, A.E. and et.al., 2015. Managing workplace ethics: An extended conceptualization
of ethical sensemaking and the facilitative role of human resources. In Research in
personnel and human resources management (pp. 121-189). Emerald Group Publishing
Limited.
Veitch, J.A., 2018. How and why to assess workplace design: facilities management supports
human resources. Organ. Dyn. 47. pp.78-87.
Wapshott, R. and Mallett, O., 2015. Managing human resources in small and medium-sized
enterprises: entrepreneurship and the employment relationship. Routledge.
Waters, K.P. and et.al., 2016. eSIP-Saúde: Mozambique’s novel approach for a sustainable
human resources for health information system. Human resources for health. 14(1). p.66.
Online
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Human Resource. 2019. [Online] available through <https://www.custominsight.com/employee-
engagement-survey/what-is-employee-engagement.asp>.
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