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FBLT145
UK
Coventry University
The aim of this paper is to discuss human resource activities in a firm and analyse advantages or drawbacks faced by the firm. The selected organization for this paper is Tesco Plc. Studies show that the concerned brand is one of the multinational retail stores that provides groceries and general merchandising. The company was found in the year 1919, by Jack Cohen (Wood, Wrigley and Coe 2017). They further expanded their customer base with the help of both traditional as well as digital marketing (Awadari and Kanwal 2019). It has been analysed that the growth rate of Tesco Plc. is observed to be increased by 7.2% (Awadari and Kanwal 2019). However, due to pandemic outbreak, the firm has faced potential loss that challenged their financial stability in the market. The report aims to focus on HR activities such as recruitments, training and other employee management for promoting the business.
The Human resource manager of Tesco Plc focuses on talent recruitment through analysing the overall labour market (Coe, Lee and Wood 2017). Due to rise in competition with the local brands, this firm focuses on implementing various external source recruitment types through advertisement in social media sites or in any magazines (Wood, Wrigley and Coe 2017). Additionally, it has been studied that for external recruitment, the firm advertises job vacancies with the help of Tesco’s official website as well as through vacancy board in stores (Coe, Lee and Wood 2017).
Apart from employee recruitment, employee engagement is also an important factor that enables a firm to sustain the talents in a workplace (Coe, Lee and Wood 2017). In this case, Tesco Plc. encourages employee feedback and participation in decision-making for benefitting the employees as well as the organizations (Wood, Wrigley and Coe 2017). One of the common strategies implemented by HRM of Tesco Plc., includes motivating employees by engaging them in various organizational activities that involved teamwork (Coe, Lee and Wood 2017). Studies show that teamwork plays a vital role in encouraging the employees to perform better (Coe, Lee and Wood 2017). Additionally, it will also help a firm to retain the talents in the firm in short and long term (Coe, Lee and Wood 2017).
Employee management requires effective training regarding the job requirements or specifications and work culture so that a worker face minimised challenge. Tesco embraces health and safety regulations of the workers apart from training (Coe, Lee and Wood 2017). Tesco Plc. is studied to implement commitment-base employee model, which influences the managers to motivate workers instead of compelling them to meet the expected employee standards (Wood, Wrigley and Coe 2017). Through training and development strategies, Tesco Plc. aims to incorporate co-ordination and innovation in the firm (Awadari and Kanwal 2019). Experts believe that this develop strategy is considered as problem-solving and reinforcement of employee motivation to the workforce (Wood, Wrigley and Coe 2017).
Recruitment through the external sources or through official website of Tesco help the human resource manager to understand the job requirements and background of individual employee for enhancing the company growth (Schmitz 2016). Other than that, it can also be observed that talent recruitment provides this business with competitive benefits (Wood, Wrigley and Coe 2017). However, lack of high skilled labour result in various challenges towards achieving the organizational goals (Jadhav et al. 2018). Due to rising competition in retain sector, the demand for highly skilled workers has increased that further affected the overall employee recruitment process (Wood, Wrigley and Coe 2017).
As employee management is one of the crucial factors for organizational development hence, Tesco Plc has implemented various strategies that will help them to gain a competitive edge (Wood, Wrigley and Coe 2017). Encouraging employee feedback might help them to identify requirements or perception about certain employees but it fails to recognise the needs of an organization (Coe, Lee and Wood 2017). Lack of overview about the worker needs will create a major disadvantage to Tesco Plc, further affecting the rate of employee retention (James and Cooper 2016).
Tesco Plc. is comprised of more than thousand of employees worldwide, hence emphasizing on employee training might help them to overcome potential risks associated with this business (Curtis et al. 2018). On the other hand, lack of effective employee management has enabled this brand to reduce the chance of organizational success (Brockbank et al. 2018). As the brand operates in a service sector, hence shortage of senior management employees has impacted the firm to a huge extent (Coe, Lee and Wood 2017). Training the low skilled workers will require huge business expenses hence, the brand can face economic loss or financial instability in the market (Wood, Wrigley and Coe 2017).
Even though, the brand has implemented advertisements in digital and traditional platforms however, it fails to attract the targeted individuals (Wood, Wrigley and Coe 2017). Hence, with the help of mobile platforms, Tesco Plc will be able to promote the competitive edge in a business (Coe, Lee and Wood 2017). Additionally, the intense competition in retail industry has created disadvantage to this firm (Coe, Lee and Wood 2017). However, expanding their advertisements about job vacancies in mobile platforms especially, in the customized application will help the employer to analyse the market effectively and recruit talents (Wood, Wrigley and Coe 2017).
Implementation of HR analytics will support this firm to store and evaluate customer data (Gabel et al. 2017). In addition to that, the HR analytics, can help Tesco to store the data of individual employees in the market (Gabel et al. 2017). However, installing HR analytics is highly expensive, which might result in financial instability (Coe, Lee and Wood 2017). The retain sector witnesses several customers everyday hence, storing and analysing customer and employee feedback will help Tesco Plc. to promote the business (Coe, Lee and Wood 2017). HR analytics also helps in improving employee retention and driving employee performance (Awadari and Kanwal 2019).
Focussing on organizational objectives and corporate goal assists a firm in improving the rate of business (Wood, Wrigley and Coe 2017). An employer should build effective research and development teams regarding talent recruitment and employee training. Corporate goals are a major factor in any business however, lack of awareness regarding corporate goals will challenge a business in effective business executions (cipd.co.uk 2021). Hence, the HR managers of Tesco Plc. should evaluate their corporate goals for gaining competitive advantages (Coe, Lee and Wood 2017).
Lastly, the paper can be concluded by saying that human resource management plays an integral part in a business that assists them to promote its growth. The human resource manager of Tesco Plc. is highly concerned with talent recruitment hence they advertise job vacancies in various platforms. In addition to that, the firm is studied to implement commitment-based employee model, which will support Tesco Plc. to incorporate organizational control and improve employee performance. Encouraging employee feedback will support Tesco Plc. in minimising various HRM issues and gaining a competitive advantage. Evaluating the three areas involved in Tesco, it can be studied that lack of high-skilled labours has impacted the organizational performance negatively. On the other hand, if Tesco Plc. focuses on improving the advertisements of job vacancies in digital platforms especially in the mobile platform, which will enable this company to attract talents in the workplace.
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.
Brockbank, W., Ulrich, D., Kryscynski, D.G. and Ulrich, M., 2018. The future of HR and information capability. Strategic HR Review.
cipd.co.uk, 2021. HR and L&D Consultancy for Business | CIPD. [online] CIPD. Available at: <https://www.cipd.co.uk/learn/employers/consultancy> [Accessed 9 March 2021].
Coe, N.M., Lee, Y.S. and Wood, S., 2017. Conceptualising contemporary retail divestment: Tesco's departure from South Korea. Environment and Planning A: Economy and Space, 49(12), pp.2739-2761.
Curtis, G., McGregor Argo, C., Jones, D. and Grove-White, D., 2018. The impact of early life nutrition and housing on growth and reproduction in dairy cattle. PloS one, 13(2), p.e0191687.
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Jadhav, K., Deore, S., Dhamecha, D., Hr, R., Jagwani, S., Jalalpure, S. and Bohara, R., 2018. Phytosynthesis of silver nanoparticles: characterization, biocompatibility studies, and anticancer activity. ACS Biomaterials Science & Engineering, 4(3), pp.892-899.
James, A. and Cooper, B., 2016. The Impact of Relationship Marketing On Customer Loyalty At Tesco Plc, UK.
Schmitz, C., 2016. Equity valuation of Tesco Plc (Doctoral dissertation).
Wood, S., Wrigley, N. and Coe, N.M., 2017. Capital discipline and financial market relations in retail globalization: insights from the case of Tesco plc. Journal of Economic Geography, 17(1), pp.31-57.
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