Preface

This report indicates the HR plan of the Tesco Company which critically evaluate how

HR can contribute and effect on the strategic plan and evaluates the strategic

significance of current, future and anticipated HR requirements and evaluates how

organizational culture impacts retention and recruitment of the staff. At last, the process

for recruitment and selection of the new staff is mentioned which complies with existing

organizational requirements and legislation.  Tesco perfected the suggestion of the

efficient strategy of the HR in increasing its competitive advantage. The development of

the HR and entire improvement of workers comprised throughout the Company works

as the strength of the Company. It is very clear that HRM assists the Tesco organization

in accomplishing the organization goals by maintaining and hiring efficient workers.  It is

viewed that workforce planning helps the Tesco Company in evaluation of organization

future requirements for the individuals in terms of the skills, locations and numbers. The

Tesco Company advertises available vacancies for the new staff through the website

(www.tesco.careers .com) and through boards of vacancy in the stores. Tesco applies

the process of the selection in the proper way which comprises choosing the suitable

individuals from those which apply for the vacancy, while maintaining to employment

regulations and laws.

Acknowledgement

Understand Strategic HR is essential for every organization to execute it decision upto

the mark and sustain competitive environment. We as a part of Human Resource

Development subject got chance to study and analyse how Strategic Human resource

management is applied in Tesco company.

As a part of our project we have selected Tesco Company where they have applied and

practiced Strategic Human Resource development to fulfil their demands and for overall

growth and development of the company. We have tried to analyse how their

departments are using Strategic Human resource Management techniques in their

organization.

We thank Dr. Nikil Zaveri for giving us opportunity. We are also thankful to Mr. Ajayraj

Vyas for guiding us in selecting company, and helping us to analyse strategic Human

resource management in company.

Last and not the least we are also thankful to all person who have guided us in

preparing this project

Index

General Information of Compnay.

Tesco considered as the largest employer of the private sector in the region of UK. It is

viewed that the Tesco Company has approximately 360000 workers globally. In UK,

stores of the UK vary from small domestic sites of the Tesco Express to the large Tesco

superstores and Extras. It is viewed that Tesco operates in almost 12 countries apart

from UK, comprising Japan, China and Turkey. The Tesco Company has currently

opened the stores in the US. This global expansion is considered as the part of the

Tesco strategy to grow and diversify the business. It is viewed that in its non –

operations Tesco maintains on strengths and formed as the leader of the market in

supermarket sector of the UK.

The ultimate objective of the strategic plan is the exploitation and identification of

opportunities with risks minimization, by coordinating the initiatives and goals of the

Company and by distributing the appropriate and necessary resources to produce the

desired outcomes of the stakeholders.

Role of the HR

The function of the HR can and must be involved at each and every level of process.

Successful implementation of the guiding principles across each level of the planning

maintains the value perception of HR function and HR professional. Moreover, the

position of the HR professional is reinforced by offering fact related value to the

stakeholders to make their policies by shaping functional policies, procedures and plans

of the HR to manage resources for enabling the sufficient activities and initiatives by

coordinating the management systems of the performance to strategic plan. Tesco

perfected the suggestion of the efficient strategy of the HR in increasing its competitive

advantage. The development of the HR and entire improvement of workers comprised

throughout the Company works as the strength of the Company. It is viewed that the

organizational functioning of the Tesco Company is thriving and in the positive

progression.

It is very clear that HRM assists the organization in accomplishing the organization

goals by maintaining and hiring efficient workers. In general, the following are few of the

accountabilities of the HR in the Tesco Company.It is viewed that HR train the

employees to sustain the organization competitiveness which ultimately helps the

organization in managing its strategic plan.

Formulate and communicate procedures and policies of the industry in relation with the

legislation. HR of the Company led the negotiations for managing the strategic plan of

the Company.

The HR of the Company evaluates and manages the climate of the organization and

maintains the relationship with the employees.

The HR of the Tesco Company forms strategies of the compensation in relation with the

legislation and the business strategy of the organization.

The HR of the Company attaches relevant financial values to the post in organization

making sure that compensation of the organization is in relation with the forces of the

market. In fact, he develops sufficient systems of the compensation for organization.

The HR of the Tesco Company offers relevant information concerning employees to be

implemented in the process of decision making and evaluation of the contribution of the

HRM to the Company. It is very clear that competitive environment is developing more

and due to that HR department becomes liable for attracting the new employees. It can

be said that the HR department of the Tesco Company is successful in attracting new

employees for maintenance of the strategic plan (Kidder, 2003).

The clear efficient execution of the functions of the HR by HR executive of the Tesco is

the foundation itself to show that the strategy of the HR is the tool for the competitive

edge. Being regulated by the CEO, the Tesco Company offered complete

implementation of the function of the HR with concern to the welfare of the employees.

Tesco HR Departments

It is viewed that within the Tesco, the departments of the HR are with all of its stores in

the head and regional offices. By having the department of the HR in each and every

store it permits the team of the HR to view how store is performing and view apparently

where the organization requires the new staff.  The department of the HR assists the

Company by

Devising of the techniques to compute and minimize the labor turnover

Planning in advance to ensure that each and every department has adequate staff

In fact planners of the HR conduct the flexible workforce that has financial, functional

and numerical flexibility.

Give training to the new employees so they are able to deal with their assigned

department safely and correctly.

The Tesco structure has huge workforce under its control. It has used the resources for

deliverance of the Tesco is as follows: The Tesco Company has searched more

effective paths of executing the business activity or the task. The technology

advancement has permitted the Company to take few of the demanding duties away

from the workers to reduce the human error. The Company gives more responsibility to

the general staff throughout stores and permitting them to implement their initiative

when assisting or serving the customer. The managers of the each store have been

offered the wider span of the power with its workforce.

Assessment of Current and Future Needs of the Tesco

It is viewed that strategic objectives of the Tesco Company is to maximize the sales and

to offer goods and services which is affordable to public or the consumers.

It is viewed that Tesco with its management, performance of the organization is

achieving the success with the clear outcomes of efficient strategies of the HR which

goes with the robust strategies of the marketing which are placed into the operations. In

current time, Tesco works internationally, the requirement to concentrate on the

strategic planning and international of the HRM is mandatory (Ferner, 2003). Managing

the labor force members and the target market needs further company involvement to

the future market probing and feasibility studies. It is viewed that current resources of

the Tesco and its operations shall continue to thrive as it verifies the notion that the

effective strategies of the HR and practices work as the competitive edge between other

business both local and globally in the operations (Goleman, 2004).

The competitive edge of the Tesco is positioned to the comfortable strategic plan of its

management comprising its HR. In fact, effective strategy of the HR shall result in the

competitive advantage. In addition, strategies of the HR in general referred as the

different approach to the management of the employee that views to accomplish the

competitive benefit with the help of strategic deployment of the greatly capable and

committed workforce, implementing the coordinated array of structural, cultural and

personnel procedures. It is all about researching, revising, applying all activities of the

human resource in their external and internal contexts as they effect the procedure of

integrating human resource in the enterprises across the international environment to

increase the multiple stakeholders experience, comprising customers, investors,

partners, society and the environment.

In general, workforce planning referred as the process of evaluating the organizations

future requirements for the individuals in terms of the skills, locations and numbers. It

permits the Company to decide how those requirements can be fulfilled with the help of

training and recruitment. It is significant for the Company like Tesco to go ahead. Tesco

is required to hire on the regular basis for both food & non-food portions of business.

Positions become accessible because jobs are made as the organization begins new

store in UK and diversifies globally, Vacancies prevail as the workers leave the

organization when they resign, retire or get the promotion to other position throughout

Tesco. In general, new kinds of jobs may be made as the organization alters its

technology and process. Tesco implements the table of workforce planning for

establishing the need for the new staff. This refers both non-managerial and managerial

position. In year 2008-09 for e.g. Tesco computes that to hold its growth of the business

there shall be the need for approximately 4000 managers.

The planning process

This process of the planning operates each and every year. There are various quarterly

reviews in the May, Aug and the Nov, so Tesco Company may alter levels of the staffing

and hire where necessary (George & Jones, 2008). This permits Tesco adequate

flexibility and time to fulfill its needs for the staff and permits the organization to fulfill its

strategic purposes for e.g. to begin new store and maintain standards of the customer

service. Tesco views to fill various vacancies from throughout the Company. It

understands the significance of encouraging its staff to develop their careers throughout

the Company. The practices at the Tesco called as the talent planning. This motivates

the individuals to operate their path within the organization. Through the scheme of the

annual appraisal, people may apply for the higher jobs. Employees search roles in that

they could like to form their career with the Tesco. Their manager makes out the

competencies, behaviors and technical skills essential for these functions, what kind of

training shall need and how lengthy it shall take the individual to be prepared for

accomplishing the job. This assists Tesco to accomplish its objectives of the business

and workers to accomplish their career and personal objectives.

The significant component in the workforce planning is to get apparent descriptions of

the job and specifications of the individual. The job description gives the description

about

The job title

To whom holder of the job is accountable

The simple explanation of responsibilities and roles

The specification of the individual makes out the characteristics, attributes and skills that

the individual requires to accomplish the specific job. Both description of the job and

specifications of the individual offer the foundation for advertisements of the job. They

assist post holders and job applicants to recognize what is anticipated out of them. As

they are sending to anyone applying for the jobs they must:

Comprise adequate information for fascinating the suitable individuals

Act as the checking tool to ensure that individuals with the accurate skills and

knowledge are chosen for the interview.

Make the standards and targets for the performance of the job.

 

In general descriptions of the job and specifications of the individual reflect how the job

holders fit in the business of the Tesco. They help the Organization to hire the right

people. They also offer the benchmark for each type of job in conditions of skills and

responsibilities. These assist managers to analyze that the staff are carrying out the

jobs according to the appropriate standards or not.

Organizational Culture at the Tesco

Organizational culture comprise of shared values and beliefs formed by the leaders of

the organization and then reinforced through several methods, finally shaping employee

behaviors, perceptions and understanding. It is viewed that the Tesco has greatest

workforce in the region of the UK that is greatly diversified (Griffin & Moorhead, 2007). 

The process of the continuous learning has effect from the organization culture. The

persuasion of the organizational culture in development and growth of the Company is

very much viewed in organization. Organizational culture is maintained, transformed

and created by the people. In general, culture of the organization is formed and

sustained by the leadership of the organization. The design and structure of the

Company may be looked as its culture and body as its essence (Chuang, Church &

Zikic, 2004). Various leaders try to implement innovative strategic plan and strategies

guiding to the new vision and shall determine that their strategies shall fail if they are not

consistent with culture of the organization (Boxall, 2000). Because situations and

industries change considerably, it could be risky and complex to suggest that there is

one size which suits all culture templates which fulfills the requirements of the

organization. If the culture of the organization is to enhance its entire effectiveness and

performance, its organizational culture should be robust and offer the strategic

competitive benefit and its values and beliefs should be broadly firmly and shared

upheld. It is viewed that the organization that maintains and develops the robust

organization culture may realize various benefits like increased cooperation and mutual

trust, facilitation of the open communication and helping employees in creating sense of

its behavior by offering justification for the behavior.  Organization Culture defined as

the outcome of the maintained interaction between individuals in organizations and

prevails commonly in feelings, behavior and thoughts of individual’s.

There are 3 main steps comprised in changing of the culture of the organization. Before

the Organization may alter its culture, it should first recognize about the existing culture

and the things they are performing. After the understanding of the organizational

culture, it is important for the organization to decide about what culture of the

organization must give to the success of the support. Lastly, the people in the Company

should decide to alter their nature to make the desired culture of the organization.

Tesco’s objective is to help its customers. The Company organizational structure has

consumer at top level. Tesco requires individuals with accurate skills at each and every

level of the structure. In general, there are 6 stages throughout the Organization. This

offers the apparent structure for controlling and managing the Organization. Each stage

needs specific behaviors and skills.  It can be said that these 6 stages help the Tesco

Company in maintaining the relationship with its customers and which ultimately leads

to the retention of the staff because of increasing the value of the Company (Kidder,

2003).

Work Level1: Frontline jobs dealing directly with the customers. Several in-store tasks

like filling shelves with the stock.  It needs the capability to operate rightly and with the

enthusiasm and to coordinate well with the others.

Work level 2 – This level leading the employee’s team who transact directly with the

customers. In general, this level needs the capability to manage the resources, to make

targets and to motivate others.

 Work level 3 – This level needs skills of the management comprising target setting,

reporting and planning.

Work level 4 – This level supports operating units and suggesting strategic change. It

needs good understanding of business and the skills to evaluate the information and

create actions and the capability to guide others (Marchington & Wilkinson, 2002).

Work level 5 – This level is accountable for the Tesco performance as the whole. It

needs the capability to direct and lead others and make main actions.

Work level 6 – This level needs the excellent retailing overview and the capability to

maintain the vision for the upcoming time and guide the entire organization.

It is viewed that Tesco has 7 part framework which explains basic behaviors and skills

at every level of the Organization. This assists managers at the top level to recognize

whether employees have right skills and knowledge to perform their roles.

It is very clear that Tesco organizational culture is rich and multicultural but

management of the Tesco must arrange the proper path to concentrate on employees

group by their departments so that belief and value statements are formed. This shall

assist in the values conversion into the words which have the consequence on each job

of the employee.

HR Planning

It is viewed that HR planning of the Tesco Company comprises workforce planning

which referred as the process of evaluating the organizations future requirements for

the individuals in terms of the skills, locations and numbers (Bratton & Gold, 2003). It

permits the Company to decide how those requirements can be fulfilled with the help of

training and recruitment. It is significant for the Company like Tesco to go ahead. It can

be said that workforce planning helps the Tesco Company in maintaining its strategic

plan through evaluation of organizations future requirements for the individuals in terms

of numbers, locations and skills.

Recruitment and Selection of the Tesco In general, recruitment comprises

fascinating the accurate standard of the applicants for available vacancies. Tesco

promotes jobs in various ways. The process is changing depending upon the available

job. Tesco first views at its inner plan of the talent to fill the vacancy. This is referred as

the process which lists existing workers viewing for the move, might be at the similar

level or promotion. If there is no relevant individual in this plan of the talent or forming

on inner management programme, then the Company advertises the post on the

intranet for 2 weeks. It is viewed that Tesco purpose is to ensure that all employees

work together for driving of the business objectives.  The Company is required to make

sure that it has accurate and sufficient number of people in accurate jobs at accurate

time. The Tesco Company has structured procedure for the selection and recruitment

for attracting the individuals for both operational and managerial roles.

External recruitment

It is viewed that for the external recruitment, the Company advertises available

vacancies for the new staff through the website (www.tesco.careers .com) and through

boards of vacancy in the stores (Tesco, 2010). Applications are created online for the

managerial positions. The chosen applicant will have the interview followed by the

attendance at the centre of the assessment for the last level of the process of the

selection (Amit & Schoemaker, 1993). Individuals interested in the store related jobs

with the Company Tesco may approach stores with their resumes or register through

Job Centre. The store makes the waiting record of the individuals applying in this path

and gives them a call as vacancies become available. It is harder for the Company to fill

the specialist jobs like pharmacists and bakers for that Tesco promotes externally:

Through offline media and website of the Company

Through radio and television

By putting advertisements on the Google and in magazines like The Appointment

Journal

It is viewed that Tesco will view the cost-efficient path of fascinating the accurate

applicants. It is costly to promote on radio, television and in few magazines but few

times this is essential to make sure the accurate kind of individuals acquire to know

about the vacancy. Tesco creates it simple for the applicants to search about the

available opportunities and has simple process of the application (Boselie, Paauwe &

Jansen, 2001). Through accessing the website of Tesco, the applicant may search out

about the domestic jobs, posts of the management and positions for the head office.

The Company Website has online form for the individuals to submit straightly. At last, it

can be said that the Tesco Company recruits the new staff with the help of offline

media, website of the Company, Radio, television and by putting advertisements on the

Google and in magazines like the Appointment journal.

Selection

Selection comprises choosing the suitable individuals from those which apply for the

vacancy, while maintaining to employment regulations and laws. Screening of the

candidate considered as significant portion of the process of the selection (Sisson,

2001). This makes sure that individuals shortlisted for the interview have the excellent

skills and fit with the requirements of the job. In the initial levels of the screening,

selectors of the Tesco shall view cautiously at each and every resume of the applicant

(Tesco, 2010).  The resume summarizes the job history and education of the candidate

up to the date. The positive and well written resume helps Tesco Company to analyze

whether the individual matches the job specification or not. The Tesco Company also

offers a tool of job match on its career web page. In general, individuals are interested

in working for the Tesco may view where they fit before sending the application to the

Company.

This diagram indicates the process of the Tesco which shows how the external

management candidates have gone through the various stages.

It is viewed that at Tesco the candidate who passes the screening then after that he

attends the centre of the assessment. The centers of the assessment take place in the

store and are operated by the managers (Karash, 2002). They assist to offer stability in

the process of the selection. Applicants are offered with several exercises, comprising

activities of team working or exercises of problem solving. These comprise instances of

obstacles applicants may have to transact with at the work. Individuals are approved by

the centers of the internal assessment then have the interview. It is viewed that line

manager for job on the offer may take initiative in interview to ensure that the individual

fits the requirements of the job.

Conclusion It is very clear that workforce planning is crucial if the business is to

fulfill its upcoming needs for the staff. It permits the business time to educate the current

staff to take on the new accountabilities and to hire new staff to fill the vacancy or to

fulfill shortages in the skill. It is very clear that Tesco is the major global Company with

several job opportunities comprising graduate, apprentice posts, management and

school leaver. Tesco is required to have individuals with right behaviors and skills to

maintain its development and growth. Tesco has apparent organizational structures,

detailed descriptions of the job and specifications of the individuals. It offers user-

friendly paths of applying for the jobs and the consistent procedure for the selection and

recruitment. This shows that Tesco can manage its altering need for the staff.  It can be

said that the Tesco Company recruits the new staff with the help of offline media,

website of the Company, through television and radio and by putting the advertisements

on the Google and in the magazines like Appointment Journal with proper

organizational requirements. At last, it can be said that the HR of the Tesco helps the

Company in achieving its strategic objectives through efficient HR strategies.