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1.0 Introduction
Managing People is important because an organization need a well-managed
workforce in order to achieve their goals. Therefore, Managing People is the development
and implementation o systems in an organization designed to attract, develop and retain a
high-performing workforce.
In this assignment, there are 4 tasks have been given about the worlds largest retailer
which is Tesco. Task 1 will be explaining about the strengths and weaknesses of the methods
of attracting and recruiting candidates. Task 2 will be explaining about the ways the managers
at Tesco can achieve employee development and reward effort. Therefore, task 3 will be
explaining about the methods that Tesco can use to retain its quality staff. Lastly, task 4 will
be explaining about the ways that Tesco can resolve its human resource management
problems at 3 levels which are individuals, groups and organizational.
Tesco is the worlds largest retailer with 530,000 colleagues and trades over 12
countries. According to tescoplc online website Tesco was founded in 1919 by Jack Cohen
from a market stall in Londons East End. Tesco is a company of innovators. Tesco makes
life little bit convenient for their customers such as developing everything from apps to online
platforms so that their customers can shop with them anytime, anywhere and in any way.
Therefore, Tesco has their vision and values which is to earn the customers loyalty and
create value for customers.
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Advantages
Less Expensive.
Disadvantages
Less opportunity to bring new skills, idea and experience into the organization.
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Lack of stability in work teams due to team member regularly moving to other
positions.
New workers can bring new skills and innovation to the organization.
More chances of recruiting a good fit because the organization is recruiting from a
wider pool.
Disadvantages
More Expensive.
Existing employees will not have the chance to enhance the careers.
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Outsiders take time to become familiar with current systems and organization
cultures.
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most preferable recruitment to be used is internal recruitment because it is not costly and it
requires less time in selecting process.
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Tesco practices well being of their employee as they support their employee lifestyle
by having internal policies. These policies can help the employees find a better balance
lifestyle between work life and home life. Therefore, from saving money with childcare
vouchers, taking off from work for a career break or to extend holidays Tesco have varieties
options to support the employees lifestyle.
3.1.5 Leisure Time
Tesco also has negotiated discounts and special offers that are available entirely to
Tesco employees. The negotiated discounts on theme parks, on a holiday vacation and on
gym membership are available whole year through. This would make the employees leisure
time more happening throughout the year and there are also always special offers for the
employees throughout year too.
3.1.6 Successful Share Schemes
Tesco have also well looked into the employees financially. Tesco ensure that their
employees are well cared or money-wise. Therefore, Tescos policies are where the or not the
employee work for Tesco 3 months or 3 years, Tesco still runs the 3 successful share
schemes which Shares in Success, Share As You Earn and Buy As You Earn. For the share
schemes specification, see Appendix B.
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providing
comprehensive
on-the-job
training
program,
providing
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Tesco
can
also
provide
opportunities
for
professional
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Tesco can also use this method which is providing employees with
appropriate forums to express their ideas and voice concerns. This means that,
organisation is open to get ideas from their employee who is very motivational
and encourage growth internally.
4.1.7 Provide recognition and reward
Tesco
is
recognised
as
global
high
performance
retails
supermarket
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initiatives with more significant better outcome from employee and are the rewards to be
achieved are being communicated to all levels and feasible to be achieved. Recognition
rewards is to appreciate employee which benefits organisation for having increase of loyalty
increasing employee retention for an organisation or decreasing turnovers of high performing
employee. Other benefits of this reward are employee would be positive towards supporting
working culture change and development.
4.1.8 Have celebration for employee
As Malaysia is having one Malaysia goal, organisation should have internal
celebration as Hari Raya celebration appreciating the Muslims, Chinese New Year
appreciating the Chinese believe, Deepavali for Hindus and Christmas for those
who observe it. This would promote the one integrity within the employee and at
the same time with the management of the organisation as well.
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significant skill at expert levels such as bakers, pharmacist and others. One solution
recommended for these areas is to identify potential employee to have interest in growing in
relevant speciality to go through specialist training in these sectors that benefits Tesco
organization worth of money retaining the staff that have been trained with a bond for a
period of time.
Talent acquisition in Tesco type of industry favours is impacted by several types of
cultural sensitivities and mind set prevailing less attractive as other jobs in IT or managed
services industry with a secured job. Other recommended solution that can be practiced to
resolve Tesco Human resource management problem is to introduce employee to flexible
working hours that benefits them and at same time with no impact to the organisation
business.
5.2 Summary
Thats the suggestion for Tesco to resolve their its human resource management
problems at individual, group and organizational levels.
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employee being coordinated well, recommended for Tesco organisation to set standards in
reward the employees, managers should set an objective with their employees. Managers
should have one to one session with their employees to explain and agree with objectives
with the time being set for having appraisal every 6 months or annually. Therefore, managers
should also come up with the training and grooming plan if manager would like to promote
him or her employee. Managers also have to inform or perform two way communications
with employee to achieve the targets and to prepare internal staff for suitable position
internally in a company as the best practices.
Managers have to identify and groom the quality of employees which can be done
from an individual employee appraisal period including the year of service of an employee.
In order to retain quality employees, the organisation must reward the employee to appreciate
his/hers performance. Therefore, managers have to analyst the employee progress as per
his/hers years of services by introducing career development, salary sacraments and
promotion to managerial level. Quality employee should be part of succession of employee in
promotion line, as if there are part of succession planning they would be having sufficient
quality training, daily task familiarity and thus, easy to cope when an employee takes up the
position.
7.0 References
Aminuddin, M. 2011. Human Resource Management. 2nd ed. Selangor: Oxford University
Press, p. 48.
Aminuddin, M. 2009. Human Resource Management. Kindle ed. Selangor: Oxford
University Press, p. 26.
Deloite. 2013. Retail Sector An Hr Point of View. [online] Available at:
http://www.deloitte.com/assets/Dcom-India/Local
%20Assets/Documents/Thoughtware/Retail_Sector_-_An_HR_Point_of_View.pdf
[Accessed: 14 Jul 2013].
Employeebenefits. 2013. Tesco staff awarded 56m in shares | News | Employee Benefits.
[online] Available at: http://www.employeebenefits.co.uk/benefits/share-schemes/tescostaff-awarded-56m-in-shares/102096.article [Accessed: 14 Jul 2013].
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Tesco Careers. 2009. Development Programmes. [online] Available at: http://www.tescocareers.com/home/students [Accessed: 14 Jul 2013].
Tesco Careers. 2009. Colleague Privilegecard - Tesco Careers. [online] Available at:
http://www.tesco-careers.com/home/working/rewards-and-benefits/colleagueprivilegecard [Accessed: 14 Jul 2013].
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