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Human Resource Development and Recuitment/Selection in Relation to Tesco Company - Essay Example

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This essay сritically considers human resource development and recruitment/selection in relation to Tesco company and evaluates the extent to which these areas of strategic human resource management have been significant in helping Tesco to achieve its objectives…
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Human Resource Development and Recuitment/Selection in Relation to Tesco Company
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"Human Resource Development and Recuitment/Selection in Relation to Tesco Company"

Download file to see previous pages The paper tells that the glowing facet of strategic HRM is also shadowed by certain challenges, especially from an employee perspective, which management specialists are still trying to resolve; thus, strategically oriented HRD activities such as training, coaching, performance management, growth etc and recruitment and selection procedures remain nothing but whims of management. Introduction Organisations that adopted strategic human resources management (SHRM) approach have experienced immense growth and success in the form of profits, expansion, and share value. One such corporate giant is Tesco Plc, a UK-based grocery, and general merchandise. The focus of management has shifted from business policies and practices towards employees or human resources, and strategic management reinforces this concept to a large extent. Hence, human resources development (HRD) and recruitment and selection processes are given high importance in contemporary organizations in an effort to attract and retain the best talent available in the market. These processes are systematized through policies and procedures; however, most of these approaches have certain drawbacks that are of concern to the business. The present composition attempts to elaborate the significance of strategic HRM and its impact on overall business. For this purpose, Tesco has been chosen for study in terms of effectiveness of its HRD and recruitment and selection procedures. Tesco is one of the largest and oldest grocery and general merchandise in the world with its presence in more than 10 countries. This giant supermarket was the initiative of Sir John Cohen who started it as a small market stall in East of London in 1919. Since then, Tesco has grown immensely with the strong foundation laid by carefully chosen strategies and a grand vision; Tesco’s vision, as declared by its CEO, is to create value for customers to earn their lifetime loyalty (Clarke, 2011). Tesco’s annual fact sheet boasts 500,000 employees in their more than 5000 stores spread across the world. Presently, TESCO has expanded its business into various streams other than grocery and general merchandise, some of which include finance, technology, education etc. TESCO’s values are focused towards their customers and their employees. Tesco’s seven strategies are oriented towards its growth and market capitalization along with building a great team. According to Fox and Valey, Tesco has the capability to match its competitor Wal-Mart in terms of business and spread. These overarching achievements are attributed to Tesco’s core business strategies that are closely linked with its vision. In general, HRM encompasses a comprehensive range of HR practices including HRD, recruitment, selection, wages and compensation policies, rewards systems etc; in addition, organizational policies and practices meant to drive desired organizational culture and HRD are also a part of HRM. Besides these, HR philosophies such as organizational values or codes of conduct that are meant to attract, develop, motivate and retain employees also form the critical part of HRM. This conventional notion of HRM has been replaced by strategic HRM that provides better focus and alignment with business objectives. ...Download file to see next pagesRead More
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