HR management challenges after covid 19- A case study of Tesco
Research Question
How Human resource management have changed after covid-19?
What kind of challenges have been faced by HR due to covid-19?
How do you implement the changes in HRM post-pandemic?
Research Aim
The aim of this study is to explore the challenges that HR manager faced after covid-19 came into existence in the field of recruitment and retention. It became important to investigate the challenges that HR team faces to deal with the adversities which has occurred because of pandemic (Azizi et al., 2021). The research study will focus on recruitment and retention aspect as because of pandemic UK firm Tesco has hired so many people to provide home delivery but after covid it become difficult for Tesco to manage the expenses which occurred because of existences of large number of people in organization.
Research Objectives
- To concept the human resources management responsibilities pre and post covid-19 in the field of recruitment and retention
- To understand the challenges of HR and its shift post covid-19 pandemic
- To identify the impact of covid-19 recruitment or retention of people
- To provide recommendations for implementing the HR policies to deal with the covid-19 changes
Reasoned justification of the study
The reason behind to select Tesco for this study to make research as its identified that firm has made lot of hiring or retentions during the pandemic due to which it creates huge expenses for firm. It resulted into fall in sales of firm by 40% in 2021 (Collings et al., 2021). This has made the researcher to investigate the relevant solution to deal with the challenges of HRM post-pandemic.
Limitations of the study
The main limitation of this study is that the research is limited to one organization findings within a country. Likewise, the researcher will be focusing on the Tesco for the topic in UK region. This could limit the findings of study (Carnevale and Hatak, 020). It may affect the clarity of study.
Relevant theme and discipline/theory area
As per the ongoing change in the globe, it become important for organization to become attentive about the trends and bring transformations. The covid-19 pandemic is the current example for the bringing of changes regardless to industries where retail industry has faced huge challenges to cope-up with changes (Sulaiman et al., 2020). The firms which managed to implement change properly then they get win-win situation otherwise, many big firms also get dissolute during pandemic.
Cameron and Green (2019) defined change management as a collective term for all approaches to prepare, support and help individuals’ teams and organizations in making organizational changes. It includes method that redirect the use of resources, business process, budget allocations or other modes of operations to pursue the business with the current market trends.
The change management won’t be possible with the right leadership style, it’s necessary to focus on the leadership aspect in respect what flaws create issue for HRM to deal with changes post-pandemic.
In the views of Mah’d Alloubani et al. (2014), leadership is a process by which an executive can direct, guide and influence the behaviour and work of others towards accomplishment of specific goals in a given situation. Basically, it defines the ability of an individual to manage the situation in a way that provide directions to people to work in common direction for the implementation of change management.
Types of data employed
The researcher to collect right content for the study will focus on the primary method which is efficient to provide fresh or first-hand data (Choy, 2014). The data collection will be performed through undertake of interview method which is relevant to get the responses of respondents to provide proper justification to research study.
The selection of respondents will be done based on random method which is relevant to provide biased-free respondents responses. The time consumption is also less with the random method to select the respondents (Zhong et al., 2021). In respect to this study, 5 HR employees are selected from Tesco to identify the challenges they faced because of covid-19 pandemic. It gives relevant fact about the research topic.
Method of data collection
In respect to collect the data, the primary methodology will be focused. The reason behind this it gives different logical information about the research topic as interviewing to HR employees helps to know about the challenges they are facing after pandemic or how recruitment and retention gives the firm challenge. These facts will be collected based on the respondents’ views or opinions.
The researcher further after collection of data based on primary method then undertake the thematical method to present the findings of interviewer to people. The theme preparation makes clarity for reader to interpret the study or make right perception about the study.
The data collection via primary method must be done ethically in a way that respondent’s personal information shouldn’t be revealed or it need to keep in privacy. This could help the researcher to keep the respondents trust intact (Clarke et al., 2015). Therefore, it become important for researcher to follow ethics for the presenting relevant research study.
Preliminary hypothesis
Ho: – There is no positive relationship between covid-19 on the human resources management in the field of recruitment and retention.
Ha: – There is positive relationship between covid-19 on the human resources management in the field of recruitment and retention.
The purpose of this research is to prove null hypothesis by supporting that covid-19 has impacted negatively on HRM in the field of recruitment and retention.
Direction for further research
The researcher will further undertake different chapters in dissertation whose related facts are given below in structure of dissertation. This will make the research to undertake the objectives that are required to be accomplished for meeting with its expectations.
- Introduction- The study includes research objectives, questions, significance and type of methodology that would be used in the study (Eberle, 014).
- Literature Review- Under this chapter, different views of scholars have been presented with the consideration given to their research topic. It also involves different models and theories that are taken into consideration for the desired topic.
- Research methodology- It is another important chapter in the research that specifies different aspects such as philosophies, approach, strategies carried in the research study. It also involves the selection of the right topic in the research so that it could meet the desired objective with the collection of the right information and data.
- Data analysis & discussion- Under this chapter, the collected data is presented in either graphical or thematic form based on data collection method and it’s presented to reader for more clarity (Oun and Bach, 2014).
- Conclusion and Recommendations- It is the last chapter in the study that provides an overall summary of the study in a relevant manner. It also provides recommendations for having improvement in the study.
References
Azizi, M.R., Atlasi, R., Ziapour, A., Abbas, J. and Naemi, R., 2021. Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6), p.e07233.
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Carnevale, J.B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research, 116, pp.183-187.
Choy, L.T., 2014. The strengths and weaknesses of research methodology: Comparison and complimentary between qualitative and quantitative approaches. IOSR journal of humanities and social science, 19(4), pp.99-104.
Clarke, V., Braun, V. and Hayfield, N., 2015. Thematic analysis. Qualitative psychology: A practical guide to research methods, 222, p.248.
Collings, D.G., McMackin, J., Nyberg, A.J. and Wright, P.M., 2021. Strategic human resource management and COVID‐19: Emerging challenges and research opportunities. Journal of Management Studies.
Eberle, T.S., 2014. Phenomenology as a research method. The SAGE handbook of qualitative data analysis, pp.184-202.
Mah’d Alloubani, A., Almatari, M. and Almukhtar, M.M., 2014. Effects of leadership styles on quality of services in healthcare. European Scientific Journal, 10(18).
Oun, M.A. and Bach, C., 2014. Qualitative research method summary. Qualitative Research, 1(5), pp.252-258.
Sulaiman, M.A.B.A., Ahmed, M.N. and Shabbir, M.S., 2020. Covid-19 challenges and human resource management in organized retail operations. Utopia y Praxis Latinoamericana, 25(Esp. 12), pp.81-92.
Zhong, Y., Li, Y., Ding, J. and Liao, Y., 2021. Risk management: Exploring emerging Human Resource issues during the COVID-19 pandemic. Journal of Risk and Financial Management, 14(5), p.228.
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