Human Resource Strategy of Tesco-Free-Samples-Myassignmenthelp.com

Question: Analyse of human resource strategy of Tesco. Answer: Introduction Human resource management is considered as one of the primary aspects of strategic business planning by the most business organization in order to make a successful business. Human resource practices in a business provide various services to the employees (Alfes et al., 2013). Additionally, these practices ensure the quality of employees in view of the growth of the company. Therefore, human resource practices include monitoring of talent, management of talent performance and so on. Hence, analysis of human resource management is of great importance to examine whether these practices are fulfilling their purposes. The report aims to understand human resource practices in business. In order to carry out the study, the report has chosen Tesco as the organization of which human resource strategy will be evaluated. The report will figure out the issues related to human resource management that the company is currently facing. In addition to that, the report provides possible measures whi ch will be able to help the company to address the issues. Overview of the company Tesco began its journey in 1919 as a market stall. However, since 1929 its first retail store was opened. The company has now transformed in to the leading brand in the grocery market by offering quality products at low price ("About us", 2018). Tesco has become one of the trusted brands not only in its home country but also across the world by maintaining a constant engagement with its customers. The company is presently spread across twelve countries with 530000 in its 2291 retail stores (Fernie Moore, 2013). It delivers quality products to over 10 million customers. Thus, it secured the highest position in the grocery retail market. Tesco is no more limited to grocery items. The products offered by Tesco range from garments to fuel energy and electronic goods. In addition to that, it offers financial services which made it one of the leading groups in the entire business industry. The company in a recent press conference stated that the 65% (Fernie Sparks, 2014) of the sales pro fit from its business in the home country. The company in 199 shopping services to its customers, which was home based. It has adopted different business strategies that made its profit margin over 2 million per month. In order to maintain its market position and further growth, it introduced certain offerings to its customers. The company gives special benefits to its customers as part of its business strategy (Krafft Mantrala, 2014). It serves home delivery facility to the customers who purchase products by availing its home-based shopping service. Another benefit given the company is the facility of club cards. The brand loyal customers get the offer of club cards which undoubtedly strengthened its customer relationship. However, rising of other brands in the same industry created competition in the market. Therefore, the company is focusing on the further improvement and extension of the product range. Human Resource strategy of Tesco The company has applied different human resource strategy over its large number of stores and other workplaces in order to make its work more efficiently. The strategies adopted by Tesco are discussed below: Employee training The company per year inducts a large number of employees. Tesco hires talents from the top-notch universities around the globe (Brannen, Moore Mughan, 2013). It provides training to its employees according to their academic background. The primary purpose of this training is to enable the employees to understand the company structure and its vision. Employee communication The continuous communication with the employees is another human resource strategy that deserves mention (Metzger, 2014). The company communicates with all of its employees to understand their views, experience and the issues that they face so that it can evaluate and solve those issues. Employee rewards and recognition Various rewards are given to the employees by the company so that they can feel valued at work. As employee motivation is the key factor towards employee retention, the company recognizes the efforts given its employee by giving different rewards to them (Scuffham, 2014). It has been observed these rewards have played a major role in the growth of the company. Evaluation of the companys human resource strategy The current market position of the company suggests that it has successfully managed its employees. It has introduced different activities in terms of human resource strategies, which keep its employee engagement with their workplaces (Tesco plc, 2014). The training and development approach is one the remarkable strategy of the human resource department of the company. The employees as per their qualification get trained after they hired in order to work with the company. As per the employee feedback, training process adopted by the company has been proved as the useful assistance for the employees. Through these training, the employees understand the mission, vision and the structure of the company. Another aspect of its human resource management is the communication among the employees, which has been able to satisfy the employees as the company understand their requirements, problems and solve them. As part of their communication strategy, the company arranges different activities through which the employees not only remained connected with its governing body, but they remain connected with each other. Another purpose that the communication strategies serve is that it helps the employee relieving the stress of work life. Employee engagement strategy of Tesco The term employee engagement refers to the approach through which the employees feel motivated to work in their workplace. Therefore, employee engagement has become the one of the major need of every organization. In order to break down the meaning of the approach, it can be said that this approach serves for the employees as well as for the organization (Truss et al., 2013). The more the company keeps engaged its employees by different applying different strategies, the more its growth increases. Primarily it serves for the employees so that they can themselves valued at the workplace and remain motivated while understanding the ultimate goal of the company. Over the years Tesco has been doing continuous research in the area of employee engagement. Thus, the company has adopted various strategies in order to make its employee engagement with the company. As part of the strategies, a large number of initiatives have been taken in terms of special events, communication through social networking sites and so on. The company also provides platforms through which the employees can connect with the higher authorities (Truss et al., 2013). Tesco aims to support its employees by all means and therefore, it has initiated different measures including showcasing of talents, celebrations of special events, online media platforms for internal communication and so on. Future scope of employee engagement in Tesco Few areas have been found where the company can work in order to maintain complete employee engagement in their business. Therefore, certain measures have been mentioned below: More rewards At the time of annual increase of profit, the company can provide additional rewards to its employee in terms of salary (Tyrell, 2014). As money matters more than anything in motivating employees, such initiative impacts largely on the performance of employees. In addition to that, Tesco can focus on those who expect benefits apart from salary hike or other rewards in terms of money and take initiative accordingly so that can feel engaged. Self-assessment program The company can introduce employee assessment training programs which will help the employees in assessing themselves in view of performance improvement (Tyrell, 2014). With the help of self-assessment, the employees can learn about their own drawbacks as well strengths. Such initiatives have an impact o the employees that are being valued by the company. On the other hand, self-assessment reduces the risk of feeling inferiority complex, which is one of the major negative aspects of assessment by organization. Skill development program Different skill development programs can be introduced by the company so that the employees can learn additional skills to improve their work performances (Tyrell, 2014). After the employees go through the self-assessment procedure, they come to know their own weakness. Most of the employees wish to learn the required skills in order to remain in the workplace. Skill development training programs can help the employees in learning the adequate skills and applying those skills in live situations at the same time. These training programs also reduce the fear of getting fired by the authority as most of the employees believe that they can be fired if they do not exceed the expectations of their authority. Thus, it can be said this measure will help in the betterment of employee engagement in Tesco. Conclusion In conclusion, it can be said that human resource strategy is one of the essential strategies to make a business successful. The company has been able to secure its position in the retail market, still it can do more in the area of human resource management so that can boost its further growth. Tesco being one of the leading brands in the entire business sector has been able to secure that its employees perform best. At the same time, Tesco has increased rate of employee retention in its business by applying different motivational strategies. Meanwhile, it has taken various initiatives in terms of employee engagement. The report evaluates its human resource strategies and then suggests possible measures in order to improve its employee engagement policies References About us. (2018).Tesco plc. Retrieved 13 April 2018, from https://www.tescoplc.com/about-us/ Alfes, K., Shantz, A. 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