Hrm on Tesco

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| 2012|
| International and Comparative Human Resource Management
Muhammad Rasool
|

Submitted By : Muhammad Rasool

Student ID : L0288SASA1011

Module : International and Comparative Human Resource Management

Semester : 6

Submitted To : Rajendra Kumar & Tatiana Pavlovsky
[TESCO]|
|

Table of Contents

S. No| CONTENTS| Page No.|
1| Abstract| 3|
2| Introduction| 4|
Executive Summary|
3| Background of the Tesco| 5|
4| Mission Statement| 6|
5| Vision and Values| 6|
6| Objectives| 6|
Literature Review|
7| HR Planning of Tesco| 7|
8| SHRM of Tesco| 8|
9| Career Planning and Development of Tesco| 9|
10| Examples of successful HR practices| 10|
11| Conclusion | 10|
12| Recommendation| 11|
13| References| 12|
14| Bibliography| 13|

ABSTRACT

Tesco is one of the first and largest retail stores in UK which have more than 519,671 employees in worldwide and it is the biggest employer in the UK. In UK Tesco have different stores which stores range from Tesco Express to Tesco superstores and extras, in worldwide 86% of sales are from UK.

The main purpose of this report is to critically evaluate policies and strategies of TESCO by analysing HR planning, SHRM, employment relations and collective bargaining, moreover career planning and development. In this report the emphasis will be more on strategic human resources management which ultimately helps an organization to achieve its goals and objectives. It is interesting to see that how Tesco has benefited through HR practices. The company has gained consistent profits over the years by using participative management which helped them to gain success. Moreover its employees have the opportunity to make their career within Tesco because it is dealing with so many different businesses.

Employee empowerment makes the organization to be effective in decision making (Saks & Belcourt, 2006). This HR strategy helps them to reach the final aims and objectives meanwhile the satisfaction level of employee increases and motivates them to make their performance even better. Tesco is giving more than enough training, their selection best practices within its company but if they use the combination of both best practice and best fit. This will help them to work effectively within organization and outside organization.

Introduction
This report will focus on theoretical concepts which will be related to TESCO all the way through the report. The main purpose of this report is to critically evaluate policies and strategies of TESCO by analysing HR planning, SHRM, employment relations and collective bargaining, moreover career planning and development.

What does Tesco wants to achieve through organizational strategies? The main objectives of Tesco’s business strategy is to generate long term growth which can be achieved through expansion in the global market, due to which they are focusing on non-food, telecoms and financial services. Firstly company focused on central Europe and Asia while recently they have entered into US Market (Tesco plc, 2010). The recent success of a company is depended on the decision of diversification which company made in 1997, since past 12 years the company has created some other businesses with the help of diversification strategy. Tesco has got different organizational strategies like growth of the core UK business, being a successful retailer worldwide, to be strong in non-food market and development of other retailing services. Tesco has designed a customer loyalty card as “Club Card” that helped them to understand its customer in a better way (Tesco plc, 2010).

How does an HR strategy of Tesco support organizational strategies? It is interesting to see that how Tesco has benefited through HR practices. As we know Tesco is one of the biggest retail supermarkets in UK where more than 300,373...
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