Human Resource Management of the Tesco Company - Case Study Example

Human Resource Management report Introduction The Tesco company Human resource management department has a number of duties that it carries for the effective running of the company. The activities that the HRM department engages in includes, recruitment of new employees, provision of ample working environment to the employees, taking part in the observance of the rules and the regulations that the company has set for its staff (Barnes, 2011). The department is also responsible for retaining and rewarding the employees who have shown a high degree of productivity and who are highly motivated. The Human Resource Management also makes sure that all the companys employees receive fair treatment from the management without any favors at all (British Retail Consortium, 2002). The recruitment of new staff by the HRM department involves a step-by-step selection that ends up by obtaining the best candidates out of the big number of applications that are made to the company. For example, after a vacancy has been announced and applications are made, the department is responsible for short-listing those applicants who will be interviewed later in the recruitment process (British Retail Consortium, 2002). The Department plays the role of negotiating the salaries for the successful candidates after the interview. The recruitment is followed by a series of thorough training that is done using the available resources aimed at coming up with the best quality of employees for the company (Barnes, 2011. The paper objective is to highlight some recommendations for some areas of concern in the HRM department. Due to its large number of employees, the management needs to come up with a complete and feasible human resource management plan and also use the various strategies to manage the employees. The HRM of Tesco limited involves itself with the training and development of employees, communication and consultation (Barnes, 2011. The department also involves itself with rewards and the benefits that are linked to achieving the targets of the company. The report will highlight on the recommendations on three major functions of the company, the functions training, learning and development, rewards and employee relations (Dawson, Larke and Mukoyama, 2006). Recommendations for Tesco (UK only) The three primary components that will be looked at are Training, Learning and Development Reward Employee Relations Training and development Training is defined as the combination of a number of various activities that are seen to be responsive towards the needs of the present times, while the process of learning and development are made for the future of the company (Plimmer, 2010)The HRM department at Tesco takes full responsibility in the development of its newly acquired employees as well as the old and experienced employees of the company. The department has come up with an effective employee training program for the purpose of developing all its employees and make them to keep pace with the changing business world today (Dawson, Larke and Mukoyama, 2006). Based on the recruitment and the selection strategy at the company, the training that is offered to the employees leads to the production of effective development and also creates a proper working environment for the employees. With the exception of the training that the company offers, the employees are entitled to developing any of the skill that they wish to improve while still in the company. The development increases the interest of the employees in carrying out their duties in the organization making it proper to give room for the developments while still in the company. The individual development has considerable effects on the companys development that leads to improvement of the organizations level (Plimmer, 2010). It is succinct that some adverse impacts of the training offered to the companys employees are present. One of the negative effects is that, although every person does the training for development, not all the employees can take the training at the same time. The suggested recommendation for solving the challenge of when to take the training therefore may be making proper prior arrangements that will ensure that all the employees engage in the training program that will lead to the development of their skills and hence, improving the performance of the company. If the planning for the training is one in the right manner, then all the employees will be satisfied and be encouraged to sharpen their skills (Sources of Company Information in the UK, 2008). After the training is done, there is the tendency of some employees to leave the organization and search for greener pastures somewhere else. The practice is very harmful to the company as it leads to draining the company of quality employees. The plan of the company to pay for the training is a perfect way of making sure that the employees will stick with the company even after the training, as they will have that feeling that they owe the company something (Tesco leads the way in the loyalty program stakes, 2007). If the company pays and involves itself entirely with the training and development programs, then there will be an excellent chance of retaining its worth and experienced employees to the company. To make sure that this is achieved, the development programs must be developed in such a way that the content will only be related and beneficial to the activities of Tesco and not any other organization. Doing all this will help the company in evading the additional costs that it will incur in acquiring new employees, the payment that might be paid to carry out some fresh interviews and that of doing the initial training all again. The result is a reduction in the cost of getting and maintaining new and un-experienced employees (Train company’s award signals better customer service and safety, 2013). The improvements can also be achieved by making the employees have the responsibility of deciding on what to be trained in making them have a control of their main career paths. Based on a career, the structure developed and used at the company gives room to culminate in the employees and make them more committed to the organization making the services offered to be more efficient. Training the employees makes it possible for the company to achieve its business strategy (Tesco leads the way in the loyalty program stakes, 2007). Training In training, the company puts more emphasis in training its employees on various aspects of the industry. The training is organized and done through the human resource development department. The primary focus is directed towards developing the skills of the companys employees. The program is made and is imperative to all the employees who work at Tesco. The huge numbers of employees in the company in each and every year makes the training relevant, as they must be equipped with the knowledge of how the company operates and how various duties in the company are carried out. It is a good thing for the company as the training is done before the employees are assigned to their various tasks (Train company’s award signals better customer service and safety, 2013). The programs are crucial and resourceful to the company, as employees tend to acquire the organizational culture of Tesco making it easy for them in carrying out their day-to-day operations and interactions within the company. The training program is usually paramount as the value of the employees is often improved and thus they are made more committed to their daily operations of in the organization (Training delivers for distribution company, 2010). The primary benefit of the training to the company is that, the useful employees are kept within the organization therefore saving the company from the problem of employing new staff more often. To carry out the trainings successfully, all he stakeholders must be involved in the planning stage on how to conduct the training and how the company and the individuals will benefit from such trainings. Employee relations and rewards To ensure the satisfaction and the productivity of the employees within the organization, Tesco has to develop some good relationships with both the domestic and the foreign market. The company has to make sure that this is achieved by all means and needs to make a step forward in setting up an employee relation’s team. The set team will be responsible for developing the policies that will make the management of the firms employees effective (Anyesha, Hassan and Aboki, 2014). Some scholars say that, the reward management for any company ought to be fair by all means. Based on this, Tesco should offer rewards to its employees on the basis of the value that they add to the organization. The rewarding strategy will be significant as it will make the employees put more additional efforts which lead to better performance of the company. The training that is given to the employees and the various development programs will be a form of reward to them and thus they will be made to put some extra effort to their work and be more committed to the activities of the company (Training delivers for distribution company, 2010). Identifying any areas that could be improved The company has total knowledge that it must keep some good strategy and the major player in this sector is the human resource management department. The HRM is given the mandate to develop, identify and to some extent strengthen the capacities and the capabilities of its employees (Plimmer, 2010). The areas that interest me within the activities of the department are the areas of training and coming up with a strategy that guides the employees in making maximum products for the company. With all the activities of the HRM department, training in the development of the employees tends to interest me the most (Wanless, 2005). The company has lots of employees who have experience in the operations of the company. To benefit from the experience of the old and the experienced employees, the company organizes for the training of the newly acquired employees by the existing one so that they get part of knowledge from them. The training is done for the purpose of continuing the success and meeting the circumstances that the newly employed will meet with courage (Training delivers for distribution company, 2010). Through this, Tesco reduces the dependence on foreign expertise and attain self-sufficiency. The training is done to update the employees of some imperative information concerning them and also provide them with new and necessary skills that will make them fill the higher positions (Wanless, 2005). Its usually critical for the company to train its staff faster and equip them with high-quality knowledge so that they are ready to handle any situation and circumstance that they will face in the future. The training acts as an investment and at the same time as the most important resource of the organization that is based on the human element. The training courses make the company get some benefits from the competence of the trainees and make them loyal to the company (Anyesha, Hassan and Aboki, 2014). In addition, it is usually very important to place some extra focus on the quality of the person offering the training and evaluate whether his or her potential is necessary for the present period and whether the involved trainer is the right person in the development of Tesco staff (Wanless, 2005). Conclusion In conclusion, it is by tradition that the HRM department of the Tesco Company is responsible for making the company achieve its goals and at the same time maintain the competence of the workers. To preserve the competence of the workers, the department must ensure that there is constant training that is done with the current and the new employees. The trainings may be done through the experienced workers who have been working in the organization for some years and are conversant with all the operations of the company. Again, the training may be carried out by using external trainers from other countries that are well equipped with the knowledge required by the trainees in improving the productivity of the company. To achieve the said improvements, Tesco must take action in improving its human resource department and make enhanced training to all the staff members working within the organizations premises in United Kingdom. The training will, therefore, form a firm basis for the company, as it will have responsible personnel who are qualified for the operations of the company and therefore improving its performance within the working region. I have given the above recommendations because they will bring some improvements of in the fulfillment of the company. The Human resource power in the company will be improved through the said recommendations thus enhancing the performance of the company. References Anyesha, A., Hassan, D. and Aboki, H. 2014. The Conquering Strategies of Oligopoly Firms. A review on entry Strategies of Tesco Company Plc in the UK and beyond. IOSR Journal of Business and Management, 16(8), pp.06-15. Barnes, R. 2011. The great Tesco beauty gamble (the Tesco supermarket chainÂ’s marketing strategy for breaking into the UK beauty services market). Strategic Direction, 27(7). British Retail Consortium. 2002. Nutrition & Food Science, 32(5). Dawson, J., Larke, R. and Mukoyama, M. 2006. Strategic issues in international retailing. New York: Routledge. Plimmer, G. 2010. Scoring Points: How Tesco continues to win customer loyalty. Journal of Revenue and Pricing Management, 9(4), pp.377-378. Sources of Company Information in the UK. 2008. LIM, 8(04), p.252. Tesco leads the way in the loyalty program stakes. 2007. Strategic Direction, 23(2), pp.18-21. Train company’s award signals better customer service and safety. 2013. Industrial and Commercial Training, 45(3). Training delivers for distribution company. 2010. Industrial and Commercial Training, 42(3). Wanless, D. 2005. Retail Directory, 2006. [S.l.]: Hemming Information Services. Read More