HRM Assignment Evaluating Human Resource Strategies Of Tesco

Question

Task: Write a Tesco’s business case to consider how organisational leaders need to interact with HR strategy and delivery in both a national and international market. Within the business case you will also need to discuss, evaluate, and critically reflect all feasible approaches to HR strategies, identifying the pros and cons for each, and recommend actions to ensure that the chosen strategy is measurable, sustainable and meet their long-term strategic HR and business goals.

As a starting point for HRM assignment, give a brief introduction.
After you have provided an introduction and presented the findings from previous assessments,you then need to consider how organisational leaders need to interact with HR strategy and delivery in both national and international market, based on your STEEPLE analysis. Pick two or three feasible approaches to HR strategies to write about. For each of the HR strategies: - Discuss, evaluate and critically reflect on the approaches.

Identify pros and cons for each.
Recommend actions to ensure that the chosen strategy is measurable, sustainable and meets the long-term strategic HR and business goals of your chosen organisation.

Answer

Introduction
As per Macke and Genari(2019), it is stated herein HRM assignment that the human resources (HR) strategies are highly significant for an organisation. The HR department of an organisation needs to plan and allocate its human resources for current as well as future projects. These would facilitate achievement of the organizational goals. The human resource strategies and planning should act as a link between the human resource management and organisational strategic planning. In this paper, the organisation under consideration is Tesco. The leaders of Tesco need to interact with the human resource strategies for meeting their delivery requirements in the national as well as international markets. Based on Assignment 1 and 2, the approaches to HR strategies would be discussed, evaluated and critically reflected upon. The pros and cons of each approach will be discussed and few recommendations will be made to ensure that the selected strategy meets the long term business goals of Tesco.

HR Strategies
Based on the STEEPLE analysis of Tesco, the HR strategies will be suggested.
Performance Management: The analysis of the social factors in the business environment of Tesco suggests that due to the pandemic the lockdown was imposed as a precautionary measure. During this lockdown, the social safety was prioritised over business. Therefore, the business activities of Tesco were hampered. Thus, the performance of the company dropped along with its sales and profits.To cater to this issue, the performance management could be implemented as a HR strategy. Performance management refers to the process in which the activities of the organisation, here Tesco, and its output are ensured to meet the goals of the organization (Abbas, 2020). Performance management aims at boosting the performance of the organization and managing the performance efficiently and effectively. Thus, performance management would be an appropriate HR strategy for Tesco considering its social challenges. The performance management would emphasize on the performance of the employee/s, departments, processes and the organization as a whole. During the Covid-19 pandemic, as the government of UK has restricted business activities and employees are working from remote location, the overall performance of the organization is dropping. To enhance this performance of the organisation, the HR department of Tesco has to implement the performance management approach. The performance management strategy can be approached by the HR through certain measures which includes setting the expectations in the first place. Besides, the strategy must be well communicated to the management and staff. The training of the staff might be required to enhance their performance (Anku, Amewugahand Glover, 2018). The organization might have to change its process to adjust with the new normal situation. Once the performance management strategy is implemented, a pilot test has to be carried out, the performances need to be monitored and evaluated. Finally, a review has to be prepared based on the performance.

The pros of performance management include boosting the morale of the employees, focusing on the training needs of the workforce, etc. The performance management would identify the most suitable employee/s for promotion. According toKazancoglu, Kazancoglu and Sagnak (2018), the career paths are well defined under performance management. The other pros of performance management are it fosters workforce planning, it increases the employee retention, enhances the accountability and allows greater autonomy of employees.

The cons of performance management are that it is a costly process, it needs patience, time and involves huge administrative work. The performance management often impacts few departments negatively. These departments include finance, human resource and organizational development. The performance management needs equipping the staff with the right knowledge and skills (Baird, Tung and Yu, 2019).

Talent Management: According to Ansar and Baloch(2018), talent management is a vital HR strategy. The talent management refers to the process which comprises attracting talent, selecting the talents and retaining them as employees in the organization. Across the employee lifecycle, there is need for talent management by the HR. Tesco during the Covid-19 pandemic, faced drop in its commercial activities. This led to its employees losing their confidence in the company. The dropping sales figures, revenues and profits are leading to the talented employees thinking of switching their jobs. In such a situation, the retention of the talent within the workforce is of utmost importance. The talent management could be done effectively through proper workforce planning by the HR. The other strategies which the HR can adopt for talent management includes learning and development, employee engagement, recruiting, performance evaluation, on-boarding, retention and succession (De Boeck, Meyers and Dries, 2018). There are several pros of talent management HR strategy which includes recruiting the right person for the right post, contributing towards retention of the top talents, facilitating better understanding of employees and shaping their careers, etc. The talent management approach further helps in better hiring and effective hiring assessments. It further promotes good and strong communication across the organisation. It provides scope for competition among talents. The talent management strategy results in increased diversity, greater inclusion and better equity. Furthermore, it allows deep employee engagement and decreased attrition (Kravariti and Johnston, 2020). The succession planning is also facilitated through talent management. There are various cons of talent management which includes high expenses in terms of financial costs, time and resources (Claus, 2019). The other drawback could be absence of support from the line managers, which can reduce the commitment level of the employees. Furthermore, a limitation of talent management is that it leads to conflict between the management and the HR. This could be due to lack or low ability to reach consensus and agreement.

Recommendations
Tesco can improve its HR strategies by making their performance management and talent management more effective and streamlined.
• Tesco needs to share the responsibilities across workforce.
• Systems of Tesco need to be consolidated for efficiency.
• Tesco must invest more time in reviving and updating its HR strategy.
• The company should improve its workforce assessment.
• Tesco must formulate employee development plans for retaining talent.
• The company must prepare a succession plan.

Conclusion
Due to the Covid-19 pandemic, Tesco has faced significant decline in its sales, revenue and profits. This has led to a drop in the performance of the employees and organisation as a whole. This has further led its talents to lose faith in the company. In this situation, to retain the talent and their confidence in the organization, Tesco has to adopt certain strategies. There are pros and cons of both the HR approaches. However, redirecting the approaches would facilitate achieving the business goals.

References
Abbas, J., 2020. Impact of total quality management on corporate green performance through the mediating role of corporate social responsibility. Journal of Cleaner Production, 242, p.118458.

Anku, J.S., Amewugah, B.K. and Glover, M.K., 2018. Concept of reward management, reward system and corporate efficiency. International Journal of Economics, Commerce and Management, 6(2), pp.621-637. Ansar, N. and Baloch, A., 2018. Talent and talent management: definition and issues. IBT Journal of Business Studies (IBTJBS), 14(2). Baird, K.M., Tung, A. and Yu, Y., 2019. Employee organizational commitment and hospital performance. Health care management review, 44(3), pp.206-215.

Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), pp.207-215.
De Boeck, G., Meyers, M.C. and Dries, N., 2018. Employee reactions to talent management: Assumptions versus evidence.HRM assignment Journal of Organizational Behavior, 39(2), pp.199-213.

Kazancoglu, Y., Kazancoglu, I. and Sagnak, M., 2018. A new holistic conceptual framework for green supply chain management performance assessment based on circular economy. Journal of cleaner production, 195, pp.1282-1299. Kravariti, F. and Johnston, K., 2020. Talent management: a critical literature review and research agenda for public sector human resource management. Public Management Review, 22(1), pp.75-95.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource management. Journal of cleaner production, 208, pp.806-815.