Implementation Of HR Strategies In Tesco

Tesco HRM Practices


All organisations recruit people with specific and skill set in order to achieve their business objectives. However, attraction of the right people for the right job is not the primary objective. In order to ensure productivity and efficiency of the overall organisation the company should provide critical training and development to the employees. It is important to arrange employees on the basis of their sequence of skill and capabilities and retain them so that the organisation can create sustainable outcomes from them. These are the primary responsibilities of the human resource department of any company (Armstrong, 2005). Ranging from recruitment to retaining customers, the HR department of an organisation does a lot of activities. This research study emphasizes on analysing the scope and strategic approach of managing human resource activities in Tesco. Tesco is one of the largest supermarket chains in the entire world. The company is headquartered in the UK. the eminent activities of human resource Management in Tesco are recruitment and selection followed by induction and training and indulgence in two different motivational strategies (Beardwell et al., 2004). In addition to that the researcher will identify the way of managing individuals and group performance at the company.

Organisational Background

Tesco supermarkets is one of the biggest multinational grocery changes. It is considered as the third largest retail organisation in the whole world by means of their revenue purpose. In terms of the revenue earned, the company can be claimed as the 9th biggest retail market in the entire world. The company started operations since 1919 full stop the current headquarters of the organisation is in London full star recruits about 4.5 million employees (Watch, 2021). The major categories of products sold by Tesco includes grocery, household electronics, fresh food products along with vegetables and fruits, baby food products and so on. It is a renowned multinational organisation. Tesco has its self-owned banking company and their respective mobile network. As it is a market leader it is not easy to reach a position on account of efficiency in management systems only. It requires hard work for reaching that objective.

Process Of Recruitment And Selection At Tesco

Recruitment and selection are one of the most prominent responsibilities of the richer and department of a company. Recruitment of the right candidates for the specific position determines the original level of productivity of the company. In this regard any wrong decision my account for financial loss of the company. Various researchers considered that recruitment is the objective in any company by virtue of which the employees in the HRM department search prospective candidates and stimulates their skill so that they can fit into the job category of the company (Blackwood, 1995). Recruitment on the other hand refers to selecting the right people for the desired job role. Selection of the candidate having appropriate knowledge and skills for a particular job role is important. Tesco is careful about selecting the right candidates for the company. The primary motive of people selection strategy of a score is selection of qualified and skilled employees who have the right set of basic or advanced skills for a dedicated job role (Garrick, 1999).

Advertising Job Vacancy

Tesco is primarily associated with identification of empty positions of all concerned departments. After identification of position the HRM tesco research and development department of the company creates a list of required strength and capability of employees. After that it is possible to find out the necessary qualifications and skills required for all empty positions. After gathering of the detailed information, the company publishes their job advertisement with the help of sources like offline avenues and online avenues (Harrison, 2002). The offline sources are newspapers and television where are the online sources are search engine as well as various job posting websites on the open source internet.

The company is responsible for filtering the applications of people through automated software. in order to apply for position people should go to the respective Tesco website or third-party websites which drives into the job application at that is to website page and send their CV in case if with their job profile is the shortlisted. Test for has a policy of wasting no time to contact interested and deserving candidates. This is the reason why candidates get the opportunity to directly communicate their CV with the hiring manager at the HRM department (Hawkins, 1994). All recruitment drives in the company goes on for a specific date line and when the same is over the company starts itching and shortlisting applicants on the basis of their skill set in the first place followed by their actual qualification and then by their degree and certifications. Tesco recruitment drive is not based on prominent previous experience or actual work experience full step on the contrary the organisation looks out for basic skills which might be transformed into designated working skills in a specific work area (Marchington & Wilkinson, 1996).

Interview Pattern

The personnel from HRM department of Tesco initially conducts a telephonic interview with the Frontline of shortlisted candidates. After the interview over telephone is over Tesco HRM team moves on to the next role which is providing a brief induction of job responsibilities and rights to be enjoyed by the candidate. There is a transparency polishing the nature and environment by virtue of which the company does not want any candidate to join the company having any doubt or confusion against the deliverables and expectations (Mullins, 2005). The service by there is a general discussion involved in the 15 minutes telephone interview where the candidate not only speaks about their educational qualification but also compliments by speaking about the way in which their skill and educational competence will benefit the company. By virtue of this they can speak about their previous job experience and success achieved in that positions or their knowledge about job rights and responsibilities and so on. Every stage disco looks out for the job preparedness of a candidate only. After the telephonic interview it is the time for the final store interview. The final store interview is a predominant type of interview which is applicable for all candidates.

Tesco does not have the propensity of recruiting people directly from external resources in positions higher than executive managerial roles. Tesco hrm practice expect people to internal progress through stages in their course of employment with the company by learning values and expectations so that they become acquainted with the organisational culture of success. This is the reason why the final story interview is very vital (Reader, 1998). On the basis of telephonic interview, the HRM team of is code for words deserving candidates for end interaction with the HR managers who selects applicants on the basis of their interview results in the first round. In the final round the actual knowledge and skill of people are tested. Test for doesn’t expect people to have previous recruitment experience or specialisation training or certification. Nevertheless, if the same comes in handy to create an impression about the candidate’s knowledge about customer service, idea about work experiences specifications, work rights and responsibilities and so on, then the same is invited. It is because these are the elements which the HRM a manager is looking for as an end outcome from the final interview.

Candidate joining

The HRM team has a critical role in this position as well. After the final interview is over it is the responsibility of the HR managers in the company to directly send of a letter to the deserving candidates communicating them with expected date of joining and all other specifications of recruitment (Reid and Barrington, 1997).

Strategic HRM Policy

In the last year the profit margins of a square increased by 20% which to the company to record 2 billion therefore setting new milestone for the business. Tesco takes one out of every three pounds spent in supermarket and more than one of every 8 pounds spend on their High Street business change. The company is considered as the biggest private employer in the UK. The current human resource management strategy of the company is emphasized around the work simplification followed by challenging the non-registered regulation and implementing basic skills by all employees to exhibit better performance (Walton, 1999). Tesco expects all employees to counsel the scope of performance management in association with achieving steering wheel targets. It highlights that the human resource management strategy of the company is closed associated with performance management parameters.

The individual employees and opportunity of understanding their respective to contribute in pursuit of The Core values and purpose in the company. This is the reason why the nature and department of the organisation has recently engineering and innovative induction program catering to different cultures and learning styles and variable commitment towards job. A frontline employee has great value in the company and they are considered as the terminal reflection of organisational values and selling propositions towards customers. However, all employees at all level of hierarchy in the company has very integral role to play in reflecting the core values and maintaining the commitment made by the company to customers on a daily basis (Guest, 1999). To know about Tesco HRM, feel free to connect assignment help driven by Arabessay

One of the primary challenges faced by the company is ensuring that all of their employees are aware of the role that they play as individual and as a greater part of the organisation. The accomplishment of the above-mentioned objective is possible when they apply is able to see their actions reflected in the bigger picture and how they are contributing to the overall business growth. This is the reason why the HRM department incorporates a graphical journey during the induction and skill training of employees which takes them through the history of the company followed by its core objective and values. In the latest stage this journey takes them through the business objectives and financial objectives of the company and explain them in detail the operations and marketing pattern of a score with a manifestation of the commitment made by the company towards customers (Nixon, 2004).

The business strategy of Tesco considers the HRM department to play an integral and leading role to renter competitive advantage to the company over their competitors in a fiercely competitive supermarket sector. The HRM department of the organisation is created the strategic policy with the objective of freeing up store employees so that they can focus on improving the customer service outcome.

The future of better employee profiling at the company is based on providing a clear way of defining roles and responsibilities for the employees. The current system of human resource management guarantee that all employees should understand their responsibility and accountability is and consult among each other and with seniors and other designated individuals to understand how their job role reflect in the company. The company uses a group of 30 and management techniques for improvement of the core skills of the workforce. The HRM department is responsible for engineering training process involving the management techniques and ensuring that all employees achieve best outcomes through learning of these management techniques (Paauwe & Boselie, 2003). The techniques include the primary set of activities like root cause analysis followed by problem solving as well as the situation and learning and coaching for better performance among other techniques. Tesco has been following a centralised commanding strategy. However essay writer said recently the organisation has shifted to people based this strategy of performance. As a part of this strategy people are considered as the core element of strength in the company and it is rendered that all other assets in the organisation achieve maximum potential in terms of their respective functionality in the hands of the employees who drives them. The importance of this attitude is that employees exhibit hard work and innovation on individual project base is recognising the scope of driving betterment and expansion of the company (Poulter, 2005). There is a scope of organising active quarterly board meeting involving the human resource managers to review the human resource issues in the company and delegating solution for those issues. The company is responsible for tracking human resource information as close as they track financial outcomes. In the future Tesco has an intention of continuing emphasis on increase of skills of their workforce. The first objective is to make learning a part of actual integrated culture which is a very crucial way of developing flexibility and remaining one step ahead of the rivals (Rogers, 2004).

Analysis Of HR Practices At Tesco

Recognising the need of HRM and HR activities in the retail business profile has increased in recent times full studies on outcome of competition from various overseas companies which are trying to create a global retail environment like Tesco as well. In various countries like Japan, Germany or Sweden, there are various retail organisations which are trying to setup alternative competitive markets. In this regard all organisations require continuous investment for increasing strength of their employees also that they can actually my ties with any business environment and the situation in order to drive a stable success. However, the business environment of a country and a specific business environment of the industry has a difficult impact on the selected and strategies of a company. Treen (2000), highlights the difference in hard and soft HRM strategies. The heart and study chamber sizes on the company e related objectives and seldom relates with the individual concern of the employees. Therefore, according to this concept any judgment regarding the effectiveness of Tesco HRM will be based on the criteria of business performance on Vipul star on the contrary soft HRM also regards business performance as the main concern alongside advocating parallel concern for the outcome of the walkers. The appearance of the knowledge-based economy has a prominent implication for elements of growth, organising production and anticipating its impact on employment and the skill requirements (Whitelock, 2003).

It calls for search of new direction by the major and department of the company to tackle employee sustainability in the face of changing political environment and government policies. Recently the political forces in the UK appreciated and encouraged the lifelong learning strategy in the UK to have knowledge which will help employees to compete in the new economy. Tesco has complemented the expectations of the government in learning by introducing learning and training as a part of their strategic process. It can be argued that all companies need new skills to survive in the market (Leroy et al., 2018). However, without new thinking by the nature and team based on complexity and Chaos theory, it will not be possible for them to create a new vision for the company (Barnes, 2011). In the modern retail environment most companies are self-regulating and use open and the whole system. This is the reason why organisations are considered as living system which continuously requires to develop their skill and competence in order to sustain in a dynamic environment. To know more take instant assignment help from ArabEssay anytime,

Tesco has a process of strategic involvement of HRM strategies and their overall business plan. The managers in the department have been observed to utilise different aspects in decision-making aspects critically and align with the need of high commitment to the HRM dynamics therefore attempting to achieve acceptance from employees. The prominent picture of the strategic direction of the organisation is based on employee welfare. It helps the individual employees to understand their association with the company and therefore cover that extra mile to do whatever is required for the company (Karen, 1993). Therefore, the success strategy of the nature and department is placing high individual value on their individual human resource strength by motivating them to operate as a discrete leaving system within the organisation and achieve the best possible success for Tesco as organic entity. By virtue of this objective the organisation has increased to the process of training received by all employees on an individual basis (Kramar and Syed, 2012).

It is the outcome of the strategic objectives recently undertaken by the HR and department of the company. The current HR and department are no longer the administrative department. It works proactively to develop and execute strategies (Meighan and Meighan, 2000). The department of the company has recently emphasized on increasing training priority and the number of employees in the HRM department has been increased in order to facilitate the HRM performance. This practice emphasizes on instrument of growth by maintaining the same on a sustainable basis by equipment of the workforce with skills required in order to accomplish their task. Strategic HRM has gained credibility as well as popularity in the last decade particularly in relation to the impact on their organisational performance (Blum and Wall, 1997). Each employee is considered as a segment of overall strategy therefore instructing on the importance of their role. The training is delivered in a way encompassing the learning of new skills and allowing for cultural differences.

There is increased requirement for higher value to be placed on employees and therefore get the best of performance from the employees. Successful organisations have a strategy of keeping people issues in the front line of the thinking and at the core of their process of decision making and planning. Various researchers also articulate that the companies which get the people study right are likely to achieve better success in future (Hook and Jenkins, 2019). As Tesco is the biggest private employer in the UK States responsibility of people recruitment and management seriously. This attitude is reflected in the training and development policy of the company (Ivancevich and Konopaske, 2013). This has effect exceeded the government recommendations regarding employee training by successfully integrate in a lifelong learning as a part of their learning culture in the company. If you want to know more about Tesco research and development for your tuition assignment, assure online assignment help in Dubai right now from ArabEssay.


Considering the perspective of people management, a square has been a successful company. The integrated HRM department has left its mark in successful instrument of market share and expansion of retail units in the last 5 years. In conclusion it can be articulated that the integrated and strategic HRM policy is a major role player in the recent success of the company. Other companies can benefit from review of a school and policy. The model implementation of HRM and assimilation of external strategic elements by using the same to the benefit of the company has been A remarkable standpoint from the HRM department of the company. It can also be highlighted in conclusion that the frequent review and update of training policies has helped this quote to manager Global Business and highly profit in terms of better efficacy of employees at all hierarchy from training.

Reference List

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