7HURM005W Assessment 1

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Scholar College of Commerce, Rawalpindi *

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Management

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Nov 24, 2024

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7HURM005W Assessment 1 Human Resource Management Report 1 | P a g e

Executive Summary Given the significant transformation of the economy in recent years, businesses have been compelled to make necessary adjustments. It is imperative for individuals to maintain competitiveness in their respective fields. The implementation of training and development opportunities for staff has become a prevalent strategy. The reason behind this phenomenon is that businesses that employ individuals with the necessary expertise are more inclined to achieve success. This study explores the various learning and growth strategies employed by TESCO. This study aims to analyse the methodologies employed by corporations for assessing the proficiency of their employees, alongside an exploration of various government initiatives aimed at enhancing individuals' employability. 2 | P a g e

Table of Contents Executive Summary ................................................................................................................. 2 Introduction .............................................................................................................................. 4 Short introduction to the organisation .................................................................................... 5 Analysis of its the external environment ................................................................................ 5 Critical and deep analysis of the HR issue in business .......................................................... 8 Application of theory and conceptual ideas ......................................................................... 10 Conclusion ............................................................................................................................... 12 Recommendation .................................................................................................................... 12 References ............................................................................................................................... 13 3 | P a g e

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Introduction Tesco is one of the most well-known stores in the world, and for good reason: they stock necessities like food and toiletries. Tesco needs a strategy to ensure it keeps its market share and continues to expand. Tesco, the largest private employer in the United Kingdom, offers its workers a progressive work environment, a generous compensation and benefits package, and some of the most innovative Human Resources Management (HRM) techniques in the world. Perhaps Tesco's success can be traced back to the company's approach to human resources ( Rosnizam et al., 2020). The company's success may be credited, at least in part, to the fact that it recruits the most talented individuals and provides them with many opportunities for professional growth. Training has several positive outcomes for businesses and their staff, including improved customer service, increased output, and reduced mistake rates. Training is something that Tesco, a worldwide grocery chain, offers to its staff for these and other reasons. 4 | P a g e

Short introduction to the organisation The European Stores Company (TESCO) is a global supermarket chain based in the United Kingdom that operates locations all over the world. Both the company's size and income have increased since Jack Cohen launched it in 1919. The business operates in many different industries, such as the food production, banking, technical assistance, and gasoline distribution industries. Warehouse clubs like Costco and Trader Joe's, as well as cheap retailers like Dollar General, pose a significant threat ( Alam and Raut-Roy, 2019). Source- Alam and Raut-Roy, 2019 The largest store in the United Kingdom and a worldwide powerhouse. At the close of 2014, Tesco has 6,780 locations in 12 countries. In addition, it employs about half a million individuals all across the world. Tesco started off selling groceries, but it has now expanded into other markets, such as the mobile phone and banking sectors. Tesco has introduced Tesco Direct, an e-commerce platform, and Clubcard, a customer relationship management system, to update its traditional "bricks and mortar" business model for the current day. Tesco has instituted a training and development programme to keep its personnel at the forefront of the business and its rivals at bay ( Awadari and Kanwal, 2019). Employees are offered competitive pay, a variety of benefits, paid time off, defined pension plans, profit sharing, and flexible scheduling options. Analysis of its the external environment  Political Factor 5 | P a g e

Tesco is a British global retail corporation. As one of the largest retailers in the world, the company must comply with a variety of regulations designed to safeguard customers and ensure the integrity of the products they sell. Because of its international scope, the corporation must keep a close eye on the political situation in every country in which it operates. Peaceful government is a major benefit. If the political atmosphere is favourable, then more corporate deals can be signed. Brexit is the most recent example of this. Brexit's potential for additional regulations that might have an impact on sales, for better or worse, presents a problem ( Sharmaa et al., 2022). Tesco has also been damaged by the trade war between the United States and China. In China's retail industry, where selling American products is frowned upon owing to trade conflicts between the two countries, companies have been pushing for a fair playing field. The company's bottom line will be affected when tax laws change in the several countries that supply it.  Economical Factor The sales performance of Tesco's wide variety of items demonstrates a high degree of sensitivity to the current state of the macroeconomic environment. The indices of economic expansion or contraction in the nations in which the firm is active will have an impact on the financial performance of the company, more especially on its revenue and profitability. The corporation has to understand the different tax standards so that it may maximise its tax benefits. While the company's prospects in other areas of the world have improved, the United Kingdom remains a crucial market ( Alexander, 2020). The introduction of new regulations in the United Kingdom might force the business to reconsider its service delivery, at a high financial cost. The impact on Tesco's bottom line from the proposed pricing of the items is another factor to be considered. Adjusting pricing for basics is a necessity in times of economic instability or inflation. When prices grow without an equivalent increase in consumers' disposable income, product sales fall.  Social Factor Tesco's store layouts reflect the shopping habits of its customers, who frequently have little time and purchase large quantities all at once. The company is shifting its emphasis away from mass-produced foods. One person's perspective may have a large impact on those inside their circle of influence. One's exposure to other cultures throughout life may also influence their preferences while making purchases ( Chowdhury et al., 2023). Tesco has a 6 | P a g e

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responsibility to its consumers to provide them with a variety of choices that reflect the generation's evolving socioeconomic and cultural norms. Tesco's success may be attributed to its ability to meet the demands of its clientele, especially now as more people are seeking for stores selling organic goods. Tesco's hiring policies have benefited the local community and provided opportunities to individuals all around the world.  Technological Factor To be relevant in today's market, companies must quickly adopt new technology as they emerge. Tesco's efforts in various retail niches have yielded varying degrees of success. The utilisation of various technological benefits, such as online shopping, social media advertising, etc., can persuade customers to make purchases. The fact that 43% of the company's consumers make purchases via the internet and have them delivered to their homes via shipping services demonstrates the company's success in influencing consumer behaviour ( Monte, 2021). The recent announcement by Tesco that it will be partnering with Amazon Going in the direction of developing cashier-less billing technology is a game- changer that will revolutionise the retail sector. Customers will appreciate the reduced workload associated with processing their bills.  Legal Factor When governments alter their policies, businesses are immediately impacted. It cannot exist apart from the domestic and global market structures within which it operates. For instance, all stores must adhere to the guidelines established by the Food Retailing Commission. In 2016, Tesco was accused of having a widespread sexism and ageism issue among its staff. The press has also paid attention to a $12 million fraud settlement involving Tesco. The most recent development is an ongoing legal battle between former employees and the corporation over wage disparities based on gender ( Chen, 2021). If the company cares about its standing in the industry, it will carefully review these guidelines and always follow them. If a company's reputation has been damaged, it may be quite costly to repair.  Environmental Factor Tesco has implemented a range of strategic endeavours with the objective of fostering global improvement and sustainability. Tesco has formally introduced the second phase of its initiative entitled "Remove, Reduce, Reuse, and Recycle." The organisation has implemented a range of strategies aimed at eliminating or substantially decreasing the utilisation of non- 7 | P a g e

recyclable plastic. Additionally, the company is actively investigating alternative potential applications for the remaining plastic. This will result in the establishment of a closed loop system and the mitigation of waste disposal in landfills ( Sanchez-Gardey et al., 2023). The company has successfully achieved a reduction of 4,000 tonnes in its utilisation of non- recyclable plastic within recent years, primarily attributed to the implementation of 800 modifications to its products. Critical and deep analysis of the HR issue in business The human resource management department at Tesco assumes a wide range of responsibilities encompassing talent analysis during the recruitment process, cultivation of a positive work environment, devising strategies for employee retention, and ensuring equality among all staff members. The absence of various human resource management practises can pose challenges in cultivating a sense of worth among employees. A conducive work environment is imperative for enhancing productivity, and astute human resource managers recognise this and endeavour to enhance their employees' self-confidence ( Gold and Smith, 2022). A highly motivated workforce often leads to an increase in profits. It is important to consider that no individual should be subjected to an environment in which they feel unsafe or disrespected while engaging in their professional duties. Source- Black and Warhurst, 2021 The company's capacity to cultivate strong relationships with its workforce and effectively attract and retain top talent is augmented when it actively promotes environmentally sustainable practises that mitigate the necessity for employees to commute long distances to and from their workplace. One strategy employed by management to uphold employee satisfaction and loyalty is the provision of opportunities for employees to engage in divisional 8 | P a g e

swaps within the company ( Black and Warhurst, 2021). For instance, a mother with children in elementary school can engage in employment during the hours when her children are attending school, while a college student can seek out nocturnal employment opportunities that do not clash with their academic timetable. Tesco's ability to recruit a diverse workforce is facilitated by its flexible work policies, enabling the company to effectively cater to the needs of the communities from which its employees originate. The significance of human resource management (HRM) in fostering the development of harmonious workplace relationships is particularly noteworthy within the context of the United Kingdom, given its cultural diversity ( Mustchin and Tetteh, 2022). Tesco endeavours to disseminate information regarding employees' rights within the organisation with the aim of garnering support from unions in furtherance of the company's commercial objectives. Source- Mustchin and Tetteh, 2022 Tesco's adherence to health and safety regulations and commitment to employee training is likely to be valued by certain customers. Tesco demonstrates its commitment to employee welfare by providing comprehensive training programmes aimed at equipping them with the necessary skills and knowledge to effectively handle emergency situations ( Smerek et al., 2021). Customers can have peace of mind knowing that the staff has made adequate preparations and is fully equipped to effectively respond to a fire incident. The Tesco's human resources models demonstrates the extensive scope of the company's strategic approach. In light of the inherent individual differences in behaviour and personality 9 | P a g e

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traits, it is imperative to implement a diverse array of human resource management strategies in order to cultivate unity and harmony among employees. Tesco's adoption of a commitment-based strategy entails a cessation of exerting pressure on employees to achieve organisational targets. However, the achievement of any objective can be attained through the strategic utilisation of respect ( Krithika, 2020). Tesco acknowledges that its workforce plays a crucial role in achieving its objectives, thus placing great importance on motivating and incentivizing its employees. The emphasis on individual employees within the concept contributes to the enhancement of employee morale. Application of theory and conceptual ideas Maslow’s Hierarchy of Needs Maslow's hierarchy of needs, a widely recognised and frequently utilised motivation theory, is predicated upon the five fundamental human desires. Tesco endeavours to acknowledge and incentivize commendable performance among its staff by granting them a salary increase and a more substantial annual bonus. The primary emphasis is placed on the health and safety of the employees. Tesco will adopt a strategic focus on enhancing workplace conditions, including the implementation of flexible scheduling arrangements and the cultivation of a corporate culture that places a high emphasis on the well-being and safety of its employees. Source- Bradley, 2019 Furthermore, following a predetermined duration, one's affiliation with the organisation transitions into a permanent status ( Bradley, 2019). The company demonstrates a strong 10 | P a g e

commitment to the well-being of its employees and strives to fulfil their emotional and social needs in order to mitigate the potential stressors inherent in their daily lives. Tesco provides a diverse array of formal and informal resources aimed at assisting their employees in fulfilling their aspirations for self-esteem and individual development. Herzberg Two Factor Theory of Motivation The theory put forth by Herzberg, known as the two-factor hypothesis, is widely recognised in the field of human motivation as an influential framework. Herzberg's theory identifies two distinct categories of incentive variables, namely motivators and hygiene factors, which have been adopted by Tesco. Source- Butler and Muskwe, 2023 Various ancillary factors, although not inherently essential, can contribute to the sustenance of employee motivation. While it is true that these factors may not have a direct impact on employee motivation, their absence can still result in job dissatisfaction ( Butler and Muskwe, 2023). Hence, Tesco is capable of enhancing employee satisfaction and fostering loyalty through the provision of these benefits. The maintenance of proper hygiene is of paramount importance in fostering a positive work environment and enhancing overall productivity. The absence of these factors may potentially lead to a decline in long-term productivity. Salary, a positive work environment, and colleagues who provide support are all instances of hygiene factors. The absence of these factors may exert a negative impact on the overall job satisfaction and motivation of employees within the organisational setting ( Wang, 2023). The primary objective of Tesco is 11 | P a g e

to provide its workforce with an optimal working environment, which encompasses the provision of sanitary facilities and access to stimulating resources. Conclusion The report concluded is to examine Human Resource Management (HRM) in order to gain a deeper comprehension of prevailing patterns and address the requirements of contemporary employees. The competencies and expertise possessed by the employees of TESCO play a vital role in the overall success of the organisation, as they serve as the primary catalysts for the attainment of the company's objectives. The research has provided a description of the topic, prompting a dynamic discourse on the implications and the degree to which individuals are impacted. The discourse surrounding human resource management pertains to its potential societal implications in the future, alongside the social and technological advancements that have paved the way for its extensive adoption. Recommendation The purpose of human resource management is, in other words, to optimise output by coordinating the efforts of many individuals. Human resource management is a branch of business administration concerned with resolving issues that result from interactions between a company's personnel and management. Human resource management aids businesses in making the most of their employees by encouraging more fruitful models of human resources as opposed to physical ones, promoting more open lines of communication and collaboration between management and workers, and maximising the potential of each individual employee ( Juicharoen et al., 2023). The word "reward" is often used when talking about any kind of benefit, monetary or otherwise, that an employer gives to an employee. In polls, human resources professionals say employees usually put monetary incentives ahead of others. However, research has proven the inverse to be correct. Some researchers have claimed that employees do not value monetary compensation as much as is often assumed ( Bradley, 2019). Contrary to popular belief, employees often fail to fully appreciate the worth of their salaries. Money seems to have a substantial part in influencing people's decisions and behaviours, contrary to what many people answer when asked what inspires them. 12 | P a g e

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References Alam, S. and Raut-Roy, U., 2019. Evaluating the Effectiveness of Reward Strategy at Tesco. Indian Journal of Industrial Relations , 55 (1), pp.105-120. Alexander, I.N., 2020. The influence of technological innovations on organization's competitive advantage: Case study on Irish food retail company (Tesco) (Doctoral dissertation, Dublin, National College of Ireland). Awadari, A.C. and Kanwal, S., 2019. Employee participation in organizational change: A case of Tesco PLC. International Journal of Financial, Accounting, and Management , 1 (2), pp.91- 99. Black, K. and Warhurst, R. eds., 2021. Organisation Studies and Human Resource Management: An Educator's Handbook . Routledge. Bradley, K. ed., 2019. Human resource management: people and performance . Routledge. Butler, P. and Muskwe, N., 2023. Employees' experience of human resource practices under plural form franchising: The impact of front‐line managerial capability. Human Resource Management Journal , 33 (1), pp.241-259. Chen, Z., 2021. Sharing employee: B2B employment model in the era of coronavirus disease 2019 and implication for human resource management. Frontiers in Psychology , 12 , p.714704. Chowdhury, S., Dey, P., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A. and Truong, L., 2023. Unlocking the value of artificial intelligence in human resource management through AI capability framework. Human Resource Management Review , 33 (1), p.100899. Gold, M. and Smith, C., 2022. Where's the ‘Human’in Human Resource Management?: Managing Work in the 21st Century . Policy Press. Juicharoen, N., Wangthong, S. and Suksanchananun, W., 2023. Recruitment and Selection Evolution to the Human Resource 5.0 Era. Asian Journal of Management, Entrepreneurship and Social Science , 3 (02), pp.36-50. Krithika, S., 2020. Human Resource Practices In The Organised Retail Sectors. International Review of Business and Economics , 4 (2), p.37. 13 | P a g e

Monte, A., 2021. A study of value chain reconfiguration processes under Covid-19 pressures: the case of Tesco PLC in the United Kingdom. Mustchin, S. and Tetteh, N., 2022. 17 International employee representation, organization, multinational companies and International Human Resource Management. HUMAN RESOU MANAGEMENT , p.337. Rosnizam, M.R.A.B., Kee, D.M.H., Akhir, M.E.H.B.M., Shahqira, M., Yusoff, M.A.H.B.M., Budiman, R.S. and Alajmi, A.M., 2020. Market opportunities and challenges: A case study of Tesco. Journal of the community development in Asia , 3 (2), pp.18-27. Sanchez-Gardey, G., Gozzoli, C.F., Gazzaroli, D. and Garcia-Carbonell, N. eds., 2023. Human resource management in the COVID-19 era: New insights and management opportunities . Frontiers Media SA. Sharmaa, A., Jain, R. and Pajni, N.S., 2022. Risk Identification Techniques in Retail Industry: A case study of Tesco Plc. J. Corp. Gov. Insur. Risk Manag , 9 , pp.201-214. Smerek, L., Vetráková, M., Šimočková, I. and No, M., 2021. International Human Resource Management System . UTH Radom. Wang, H., 2023, June. Analysis of Challenges and Opportunities in Today’s Global Talent Management Development. In Proceedings of the 6th International Conference on Economic Management and Green Development (pp. 1503-1510). Singapore: Springer Nature Singapore. 14 | P a g e

7HURM005W Assessment 1

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