HR4038/LD4038 HRM in Practice Assignment Sample

Part 1

Introduction

The Human Resource Management (HRM) is one of the important sectors in any company which helps the company to flourish by recruiting and selecting employees according to the needs of the company and also helps in the management of the company. In this essay, the organizational practices will be stated and the way it helps the company to sustain longer.

Discussion about the organization strategy and HRM strategy

The organization, Tesco maintains a good overall strategy in order to run such a vast multinational retail company with the help of effective HRM strategy. Moreover, the business was started way earlier in 1919 by Jack Cohen in the United Kingdom (UK) as a stall of groceries which has now transformed into a leading retailer company (Tescoplc.com. 2021). Additionally, the company has made sure that the data strategy of the company has to be maintained so that it helps the customers to protect the data about the personal details and also it might help the supplier to understand the needs of the customers. Furthermore, the company too has implemented the sustainability strategy for the customers, communities and even for the well-being of the planet with the help of Little Helps Plan (Refer to appendix 1). Moreover, the company with the help of the HRM has been able to implement human rights strategy in order to focus on the priorities such as sustainability livelihoods, mitigating forced labour, representation of workers and gender equality. Therefore, the company has made sure to see to it that the company is maintaining the sustenance well for all the stakeholders.

The company has aligned itself with the UK Eatwell Guide, so that the company is able to provide better-balanced diet food which might help to maintain the good health of the stakeholders. Moreover, the company maintains the 4R’s strategy (Reduce, Reuse and Remove) in order to check on the reduction of the use of plastic components during packaging. Furthermore, the company takes a lot of initiatives in order to reduce plastic waste by working with the reusable packaging specialists such as Loop, which may help during the online shopping delivery service by using reusable plastic products. Moreover, all these kinds of strategies are maintained with the help of the HRM which looks after the well-being of the company in a sustainable manner. Additionally, the work of the HRM is to make sure to avoid the harmful consequences related to stakeholder’s management by contributing to the positive outcomes by maintaining the strategies of the company (Stahl et al., 2020).

Evaluating about the nature and characteristics of HRM by using theory

Administrative Theory

The administrative theory is quite a relevant theory when it comes to the work of the HRM in the company because it helps the company to work according to different administrative departments by coordinating with one another. Moreover, the administrative theory emphasized on the related theories and guidelines as well as with the relationships between different organizational structures of the company which might help in the decision making of the company (Faculty.babson.edu. 2021). Furthermore, in the case of the management of the different departments of the company, the HRM plays a major role which helps in maintaining the work of various departments and at the same time helps the company to run smoothly. Therefore, for the success in the revenue economy of the company Tesco, the HRM has maintained good strategy which has helped the company to reach such vast profits of 57,887 million Euros irrespective of Covid-19 pandemic (Tescoplc.com. 2021).

Figure 1: Revenue of Tesco

(Source: Tescoplc.com. 2021)

Scientific Management Theory

The scientific management theory proposes to maintain the approach of the work culture of the company in a scientific manner which might help the company to use modern management approaches and techniques in order to mitigate the problems faced by the company. Moreover, in order to maintain the management of the company and to implement scientific techniques for management, the company has to maintain harmony among the employees with the help of cooperation by developing efficiency by each person (Kaur et al., 2020). Furthermore, it is the work of the HRM to make sure that the company has been able to maintain the work culture and ethics so that it helps the company to flourish in a better way. Additionally, the HRM has to provide helpful strategies to the employees such as the standardised work methods maintain healthy relationship between the management and the employees, select the right and skilled workers for the desired job and healthy collaboration workers and management.

Herzberg’s Motivation Theory

The Herzberg Motivation theory states that the motivation in work is the two-factor motivation theory which is also known as the dual factor theory which helps in understanding about the cause of motivation in the workplace such as in case of job satisfaction or job dissatisfaction. Moreover, with Herzberg’s dual principle which states that job satisfaction is related to self growth which may motivate the workers to work in coordination among each other. However, the main criteria of the theory are to see the difference between the motivation factors with the hygiene factors and the effect on the job satisfaction and dissatisfaction of the employees (Alshmemri et al., 2017). Additionally, the job of the HRM is to make sure that the company is able to balance both the motivating factors and the hygiene factors based on which the growth of the company is expected. Therefore, the hygiene factors may provide the basic needs of the employees although the motivating factors may help the employees in maintaining the emotional needs of the employees which may help the employees to increase production.

Figure 2: Herzberg Theory

(Source: Alshmemri et al., 2017)

Analysis about the main features of people management strategies, tools and procedures

People Resourcing

Tesco have always been able to manage the employees by incorporating various strategies which might help the company to progress well and help the company to sustain. Moreover, in order to maintain the coordination and integration of the employees, the company has maintained the strategy of diversity and inclusive culture with the employee recruitment of the company. Furthermore, it is the belief of the company that the diversity in the employee structure may be able to improve the performance among the workers and so the recruitment as done by the HRM, based on different cultures by maintaining the inclusive model. Therefore, the company selects the employees from the diverse networks of people such as the LGBTQ+, women, Black, Asian, Minorities, various ethnic groups, armed personnel and people belonging to the disability community.(HR4038/LD4038 HRM in Practice Assignment Sample)

The company has to make sure in using different kinds of tools which might help in the enhancement of the products and at the same time helps in the working of the employees. Moreover, with the increase in the competition and with the help of technical management which helps in the satisfaction of the customers as well as the employees in the company (Ryabchik et al., 2019). However, the company has been able to help by making behaviour based anti-virus which might help in detection and by reducing the likelihood of getting compromised. Furthermore, the company has been able to implement various applications such as Headspace and SilverCloud in the support of the colleagues so that it helps the employees to recognise mental health challenges and mitigate those. Moreover, the company has also ensured a writing tool to make sure that the employees are not facing any kind of language barriers.

The company is managing all the tools and management strategies with the help of the HRM according to whose help the company has been able to implement certain strategies to mitigate the problems. Moreover, the company has been able to maintain price, promotion and Clubcard strategy which might help the company to prioritise the business with impactful customer propositions. Additionally, the company has been able to implement procedures such as the way the company may maintain the economic growth of the company on seeing the way the company maintains payment and financing facilities. Therefore, the company with the help of the HRM has to maintain the feedback procedures of the customers which may help the company in a better way.

Performance Management

The company in order to enhance the performance of the employees maintain certain management strategies so that it helps the employees to understand the work well. Moreover, the company makes sure that all the employees are heard and also maintain good relations among one another. The company’s HRM makes sure that the employees are recruited according to the talent and skills which might help the company in the path of progression. Furthermore, the company is trying to implement the remuneration policy in the Annual General Meeting which may help in aligning with the business and talent of the employees with the company. Additionally, in order to maintain environmental sustainability, the company partnered with the World Wide Fund (WWF) in order to make progress in the performance (Tescoplc.com. 2021). Therefore, the company has been able to maintain collective responsibility towards the goal of the performance management of the employees.

The company has tried to maintain various tools in order to enhance the performance of the employees by providing various schemes and policies to the employees. Moreover, in order to enhance the performance the company has been able to provide well-being tools such as the SilverCloud in order to provide free mental well-being to colleagues in various countries. Furthermore, the company has also implemented the IDH Salary Matrix which helps the company to understand about the wages of the employees as well as the profit of the selling products (Tescoplc.com. 2021). However, the recruitment of the employees from various diverse cultures and backgrounds has helped the company in improving the performance of the company with the help of various government schemes such as Kickstart (Tescoplc.com. 2021).

The company maintains that the performance of the company has to be strategic, competitive, and responsible and focussed so that the company’s stakeholders do not face any kind of problems. Moreover, to enhance the performance of the employees the company makes sure that the employees get twelve month training so that the employees may feel quite comfortable and flexible to work in the company. Additionally, the company has to make sure about the risk management the company may maintain in order to operate the business well worldwide (Refer to appendix 2). Furthermore, the company may also make sure that the company is able to mitigate the disruption which the employees are facing. Thus, the work of the HRM is to make certain procedures so that it helps the company to maintain the performance and helps the company to increase the performance of the employees.

Analysis about the challenges faced by HR based practices relating rhetoric to reality

The challenges are quite high for the HRM in the company in order to manage, mitigate and even to make the company able to sustain for a longer period. Moreover, the most important challenges in the present times are the technological problems which are faced by the stakeholders of the company which is quite problematic for the HRM to solve. Furthermore, the HRM has to face various problems regarding cloud computing which affect the innovation and the performance of the employees (Abdullah et al., 2020). Additionally, the HRM has to maintain the technological innovation of the company with the help of new innovative technological ideas. Although, with the new technological ideas there may seem to be a problem of hacking which might risk the customers privacy policy and may affect the popularity of the company. Furthermore, the HRM has to make sure that the people the HRM is hiring in order to solve the problem of the technology have to be efficient and skilled which may help the company to mitigate the problems. Therefore, it is the work of the HRM to look into the matter of precise recruitment regarding the selection of the employees in the field of technical operations.

The HRM also looks into whether adequate training is provided to the employees so that the employees understand about the work culture of the company and so it may help the employees to get accustomed with the rules and regulations of the company. Although, the HRM face a lot of challenges in this regard as during the training procedure various people may leave if the people may not be able to get accustomed with the procedure of the company. Therefore, the HRM functions for the sustainable development of the organization by mitigating the challenges in order to pursue the desired goals (Podgorodnichenko et al., 2020). Moreover, during the training procedure especially in the case of interns, the workload may become quite high and the interns may not want to work as per the needs of the company. Therefore, the HRM has to make sure that the employees including the interns are provided with motivation boosters with the help of various schemes which might help in successfully doing the work. Furthermore, the HRM also has to make sure that the employees are motivated and also praised for the performance and even provided with emotional and physical stability.

The HRM while recruiting new talents have to make sure that the people are meeting the needs of the company which may help the company to progress. Moreover, the challenging part of the HRM is maintaining the stability in the relations with the employees as at certain times the employees do engage in conflicts with one another over various issues. Additionally, this leads to a disruption in the working environment of the company and also it might affect the relationship of the company with the customers. Moreover, it is the work of the HRM to make sure that the conflict among the employees and the managers are resolved so that it may help in the innovative procedure of the company in response to the pressure as produced by the transnational firms (Pucik et al., 2017). Therefore, the HRM makes sure that the challenges as faced by the HRM in the case of recruitment may be able to mitigate with the help of innovative ideas during the recruitment process and also may help the company by recruiting only those individuals who are deemed fit for the company.

Discussion about the alternative approaches and management of leading people within the business context

The various approaches through which the HRM may have are able to take in order to manage and even lead the people may be with the help of commodity by thinking people in place of commodity. Moreover, the company may use people for the economic benefits as the people may be deemed fit for which the HRM have to make sure while recruiting and selecting the people which may enhance the productivity of the company. Therefore, digital technologies are quite helpful in order to produce essential intelligent processes by using various digital approaches (Thite, 2018). Although, in order to make various economic benefits the company may take up the proactive approach in which the HRM has to make sure that the HRM has to mitigate the given challenges as placed before the HRM in order to help in running the company. Moreover, the HRM has to make sure that the company is following the mission, vision and even the objectives for reaching the desired goals. Furthermore, the HRM has to make sure that the company does not follow any kind of exploitative methods towards the employees which might make the employees take up alternative measures (Jørgensen and Becker, 2017).

The HRM has to make sure that the company is making a holistic approach towards the employees in order to attract, hire and even retain the employees in the company. Moreover, the HRM has to be strategic when it comes to react to specific problems of the company which may help the company to respond to the immediate problems quite well. Additionally, it is the work of the HRM to make sure that the company works well by making sure about the fact that the department of the company is working together efficiently. Furthermore, in order to maintain such a thing the HRM has to be interpretive while solving certain kinds of problems which the company might be facing which may help the company sustain depending on the decision making situation. In addition to that, the HRM has to maintain the interrelationships between the practices as well as the approaches the HRM uses in maintaining the company’s strategies (Hauff, 2021). Therefore, the HRM has to make sure about the approaches the HRM implements in the company and also in managing the employees of the company which might help the company to run efficiently.

Conclusion

It may be concluded that in order to successfully run the functions of the HRM in the company, the managers and the employees have to be collaborative to one another so that it helps in running and managing the company for the HRM smoothly. Thus, the work of the HRM is to enhance the performance of the company with the help of organised procedures.

Part 2

Recommendations

Performance management

1. The Human Resource Management (HRM) should make sure that communication between employees is continuous so that it might help the employees to provide feedback regarding any kind of problems
2. The HRM should make sure about the company maintains the Equality Act 2010 in the company in order to avoid any kind of discrimination among the employees (Legislation.gov.uk. 2021)

People resourcing

1. The HRM should recruit people who are fit for the job and even makes sure to see while training if the people are able to do the work as per company needs
2. The HRM should also select the desired people who may bring progress to the company and will be able to work smoothly during crisis and also may help the company to increase the economy
3. The HRM should manage the employees who are the major assets of a company and whose commitment is most important (Ofodeme et al., 2019).

References

Abdullah, P.Y., Zeebaree, S.R., Shukur, H.M. and Jacksi, K., 2020. HRM system using cloud computing for Small and Medium Enterprises (SMEs). Technology Reports of Kansai University, 62(04), p.04.

Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life Science Journal, 14(5), pp.12-16.

Faculty.babson.edu. 2021. Administrative Theory (Fayol). [online] Available at: <https://faculty.babson.edu/krollag/org_site/encyclop/admin_theory.html> [Accessed 3 December 2021].

Hauff, S., 2021. Analytical strategies in HRM systems research: a comparative analysis and some recommendations. The International Journal of Human Resource Management, 32(9), pp.1923-1952.

Jørgensen, F. and Becker, K., 2017. The role of HRM in facilitating team ambidexterity. Human Resource Management Journal, 27(2), pp.264-280.

Kaur, S., Gupta, A., Dhand, V. and Gobindgarh, M., 2020. Role Of General And Scientific Principles In Business Management. International Journal for Research Trends and Innovation, pp.121-125.

Legislation.gov.uk. 2021. Equality Act 2010. [online] Available at: <https://www.legislation.gov.uk/ukpga/2010/15/contents> [Accessed 2 December 2021].

Ofodeme, E.A., Agbasi, O.E. and Ani, U.T., 2019. Employee Resourcing and Service Delivery in Selected Ministries in Enugu State.

Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions. Human Resource Management Review, 30(3), p.100685.

Pucik, V., Evans, P. and Björkman, I., 2017. The global challenge: International human resource management.

Ryabchik, T.A., Smirnova, E.E., Lukashova, M.I. and Haydar, H., 2019, January. Manufacturing processes quality control as a main factor of performance enhancement in industrial management. In 2019 IEEE Conference of Russian Young Researchers in Electrical and Electronic Engineering (EIConRus) (pp. 1463-1466). IEEE.

Stahl, G.K., Brewster, C.J., Collings, D.G. and Hajro, A., 2020. Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM. Human Resource Management Review, 30(3), p.100708.

Tescoplc.com. 2021. [online] Available at: <https://www.tescoplc.com/media/757589/tesco_annual_report_2021.pdf> [Accessed 3 December 2021].

Thite, M. ed., 2018. e-HRM: digital approaches, directions & applications. Routledge.

Appendices

Appendix 1

Appendix 2

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