The Context in Human Resources Management Tesco Essay

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Tesco Assignment
Catherine
The Context in Human Resources Management
Word Count 1993

Tesco is one of the largest retailers of groceries and general merchandise in the world. As the market leader it is vital for Tesco to have a structure to achieve and maintain their business objectives in growth and expansion. As the largest private employer in the UK Tesco is a highly progressive company providing employees with an excellent work environment, substantial package and best Human Resources Management (HRM) practices. The company’s HRM has contributed significantly to Tesco’s growth. Their success is attributed in part to the company’s valuable development of its personnel, effective development of its staff through effective recruiting, hiring, and development policies.
As the company expands both nationally and internationally they must have a workforce plan in place that takes into consideration the differences of the host country reflecting the diversity of the local customs and culture whilst maintaining Tesco’s brand and reputation. Tesco approaches the problem of creating an efficient workforce through the idea that implementing best practices in HRM will in turn imply improved efficiency and improved profitability.
Using HR Practices to Support an Efficient Workforce
HR management must be the expert by which efficient administrative policies are designed and executed in terms of such elements as work force planning, recruiting, selecting, training, etc. To be competitive in today’s retail market and continue to be the market leader requires that the company be highly efficient in its operations. Tesco achieves its workforce objectives by holding quarterly meetings to identify growth and expansion needs as well as workforce reduction. The first meeting is held in February. The later 3 meetings allow them to make any adjustments to the estimated demand for labor and to evaluate the sources of supply. Through accurate and flexible forecasting Tesco afford themselves an adaptable recruiting plan, hiring the right numbers of people with the right skills and competencies enabling the organization to adjust to changing markets or other conditions such as technological advances, environmental factors, government legislation, economic conditions, economic depression and public attitude.
Tesco makes good use of effective HRM practices particularly with respect to Pfeffer’s approach to aligning HRM practices with overall organizational management. Organizations change constantly along with business demands and the people who work in the business. With such a diverse customer base the workforce should reflect the customers’ background and hiring should be done in compliance with EOC legislation. There have been many changes in the workplace – women in the workforce, graduates, aging population and migration. The management of people raises the question of who does what and how it should be done to help staff understand how their role in the company plays a part in reaching the company’s objectives, levels of hierarchy and allocation of work.
Tesco's organisational structure always has the customer at the top. Tesco aims to employ people with the right skills at each tier of this structure. There are six tiers; each tier clearly describes the particular skills and behaviours necessary to perform the job to the standards Tesco sets out.

Tier 1 being on the frontline working directly with customers
Tier 2 leading teams
Tier 3 running operating units
Tier 4 supporting operating units
Tier 5 responsible for the performance of Tesco
Tier 6 creating the Tesco purpose, values and goals
An accurate and updated job description helps draw suitable candidates for the position, saving the company both time and money. The job description should include the job title, a description of the roles and responsibilities and who the job holder reports to. The information should be presented in such a way to attract
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