HRM REPORT SAMPLE 2023
1. Introduction
Human resource management reports contribute to understanding approaches used by organisations for managing human capital and their impact on organisational performances. The selected organisation in the analysis of HRM is Tesco Plc. Tesco is a multinational company that operates in more than 12 countries and has 4, 23,000 employees. Employee’s turnover rate of Tesco is 29.9% and investigating the effects and consequences associated with HRM can help in understanding organisational approaches for managing their human capital. The human resource management of Tesco involves multiple activities such as provision of an effective work environment, employees retraining, and recruitment talent analysis.
2. HR Roles
Figure 1: Ulrich Model of HR roles
(Source: Storey, Wright & Ulrich, 2019)
The Ulrich theoretical model is adopted for evaluating HR roles in Tesco PLC for understanding associated areas and phenomena. As argued by Storey, Wright & Ulrich, (2019), the area of new strategic priorities of transformers is the development of premium products maintaining the quality of the marketing performances to ensure customer retention.
The major reason for considering the Ulrich model for analysing HR roles of Tesco PLC is the capabilities of the model for analysing four different dimensions of HR effectively. This theoretical framework contributes to analysing strategic partners, change agents, administrative experts and employees in relation to the operational and strategic focus of the company (Sarvaiya, Arrowsmith & Eweje, 2019).
The HR team of Tesco PLC perform recruitment, training and leading employees based on organisational goals and objectives. Monitoring of performance and encouraging employees at a certain role provided maximum attention by the HR department for ensuring maintenance of transparency and organisational capabilities for fulfilling customer needs and demands.
Advantages of Ulrich Model
There are multiple advantages of Ulrich Model of HR roles as it assists to organise responsibilities and roles over HR departments to run the business smoothly. As per the opinion of Mazurchenko & Maršíková (2019), the key of HR on the basis of Ulrich Model are administrative experts, employee champions, change agents, and strategic partners. Tesco is an international organization and there is a requirement of appropriate human resource management in order to maintain productivity level of employees. The authority of Tesco is focused on providing effective quality of services at reasonable prices. Business strategy and management strategy play a significant role in the development of an organization.
The use of Ulrich Model can be beneficial for Tesco as it assists in understanding the need of organization. Ulrich Model can support Tesco in focusing business strategy through aligning HR, managing change and transformation, developing employee commitment, responding to employees, and establishing an effective infrastructure. As per the opinion of Wright, & Ulrich (2017), appropriate infrastructure and environment assist an organization to increase productivity level of employees and develop future opportunities. The activities of Human resource management are focused on providing an effective and healthy work atmosphere, training, requirement, development, and pay revision.
Implementation is essential in every organization to improve services and increase the number of future opportunities. As per the opinion of Wang et al. (2018), Ulrich Model can assist Tesco in understanding the need of organization, and employee expectations. Customers and employees play a significant role in the development of an organization due to which there is a requirement of effective customer and employee retention. Since Tesco is an international organization, there is a matter of diversity in workplaces. Appropriate management can assist Tesco in maintaining diversity and establishing an effective work environment (Canedo et al. 2017). The authority of Tesco and human resource management provides effective opportunities and scopes to their employers in personal development.
Figure 2: Advantages of Ulrich Model
(Source: Wright, & Ulrich, 2017)
Disadvantages of Ulrich Model
Ulrich Model can support the human resource management of Tesco in focusing on HR policies and understanding the requirements of the organization effectively. As per the opinion of Wright, & Ulrich (2017), there are also some disadvantages of Ulrich Model as it does not focus on functions of strategy. The challenges of Ulrich Model are related to change management, organizational effectiveness, and measurement of HR effectiveness. Leadership development is essential in the development of an organization.
A human resource management strategy can assist Tesco to focus on leadership development and growth opportunities. It can be stated that based on the above discussion Tesco can increase and develop future opportunities with the use of the Ulrich Model. As per the opinion of Wright, & Ulrich (2017), implementation of strategies assists an organization to focus on every work process effectively. Ulrich Model can assist human resource management in understanding and analyzing the condition of the work environment, management policies, and requirements of implementation.
3. HR Methods
Tesco PLC has adopted a 360-degree performance appraisal model for managing and monitoring the employees by tracking their performances and providing awards. As argued by Yusliza et al. (2019), cross-cultural strategy and appropriate training are also used by the organisation for managing their human capital effectively. There is a requirement for effective HR methods in an organization to increase the number of future opportunities.
Human Resource management needs to focus on problem solving, leadership, interpersonal, and communication. As argued by Yusliza et al. (2019), the human resource strategy of Tesco involves challenging unwritten rules, work simplification, and reaching steering-wheels targets. The HR strategy of Tesco relies on organizational strategy and there are multiple key areas such as succession planning, compensation, performance appraisal, recruitment, development, and learning. Theories support an organization as a guidance in order to improve services and run the business smoothly. Organizational Lifecycle Theory is defined below in order to focus on managing and resourcing employees.
Figure 3: Practices of HR
(Source: Sarvaiya, Arrowsmith & Eweje, 2019)
Organizational Lifecycle Theory
The theory of organizational life cycle is focused on organizational development and growth. There are five stages in the organizational life cycle such as birth, growth, revival, maturity, and decline. As per the opinion of Kühnen, & Hahn (2017), organizational life cycle theory can assist human resource management of Tesco in focusing on and analyzing every work function effectively. There is a requirement of analyzing the activities of HR appropriately in order to improve services. There is an importance of organizational life cycle theory due to its prescription and premise. The theory can assist the organization and human resource management in understanding the risks and challenges in workplaces such as policies, diversity, ethics, and gap in communication.
Figure 4: Organizational Life Cycle Theory
(Source: Kühnen, & Hahn, 2017)
Analysis of adapting this model
Tesco is an international and most popular retail organization. The authority of the organization is focused on providing effective quality of products and appropriate services in order to improve customer retention. The human resource activities of Tesco are focused on learning and development, analytics, HR data, compensation and benefits, recruitment, selection, succession planning, information systems. As per the opinion of Allen et al. (2017), organizational life cycle theory can assist the management of Tesco in understanding the difficulties in work environment. The organization can focus on development and human resource management can implement strategies with the use of organizational life cycle theory.
Tesco is operating in many counties in UK and there is a need for an appropriate requirement process of selecting employees. As stated by Rosnizamet al. (2020), the human resource management of Tesco can improve the productivity level of employees and build a healthy relationship with management by Organizational life cycle theory. The theory can support the organization as a direction to understand the challenges and implement strategies. The human resource management of Tesco is focused on developing employees by providing effective training (Zarqan, & Sukarni, 2017). The recruitment process of employees of Tesco depends on knowledge, skills, and experience of candidates in order to develop future opportunities.
It can be stated that based on the above discussion activities of human resource management of Tesco relies on employee development and employee retention. As stated by Rosnizam et al. (2020), organizational life cycle theory can support the organization in identifying the challenges in workplaces in order to implement and update strategies. Human resources management and HR activities play a critical role in organizational growth.
Tesco implemented individual training programs for employees for different functional areas by analysing their strengths and weaknesses. Individual training programs of the organisation allows a number of employees to acquire necessary skills and knowledge regarding their field of working for mutual benefit includes professional development of employees and providing better services to the customers (Tesco.com. 2021).
4. Conclusion and Recommendation
Adaptation of 8 box HRM model: 8 box model is associated with covering different areas of human resources from history, cultural to technological implementation along with organisational goals and objectives for aligning the interest of employees and organisations for mutual benefit.
Consideration of Harvard framework of HRM: Harvard framework of HRM focuses on managing stakeholder interest based on situational factors by considering organisational policies.
Adaptation of the 8 box model and Harvard framework can help Tesco in providing a new perspective in their HR Management process for employee retention. These practices can help organisations in focusing on identifying weaknesses in HR practices and improve significantly for the education of corporate goals and objectives.
Reference List
Allen, T. D., Eby, L. T., Chao, G. T., & Bauer, T. N. (2017). Taking stock of two relational aspects of organizational life: Tracing the history and shaping the future of socialization and mentoring research. Journal of Applied Psychology, 102(3), 324. Retrieved from: https://psycnet.apa.org/record/2017-03596-001
Canedo, J. C., Graen, G., Grace, M., & Johnson, R. D. (2017). Navigating the new workplace: Technology, millennials, and accelerating HR innovation. AIS Transactions on Human-Computer Interaction, 9(3), 243-260. Retrieved from: https://aisel.aisnet.org/thci/vol9/iss3/4/
Kühnen, M., & Hahn, R. (2017). Indicators in social life cycle assessment: a review of frameworks, theories, and empirical experience. Journal of Industrial Ecology, 21(6), 1547-1565. Retrieved from: https://onlinelibrary.wiley.com/doi/abs/10.1111/jiec.12663
Mazurchenko, A., & Maršíková, K. (2019). Digitally-powered human resource management: skills and roles in the digital era. Acta Informatica Pragensia, 8(2), 72-87. Retrieved from: https://www.ceeol.com/search/article-detail?id=834489
Rosnizam, M. R. A. B., Kee, D. M. H., Akhir, M. E. H. B. M., Shahqira, M., Yusoff, M. A. H. B. M., Budiman, R. S., & Alajmi, A. M. (2020). Market Opportunities and Challenges: A Case Study of Tesco. Journal of the Community Development in Asia (JCDA), 3(2), 18-27. Retrieved from: http://ejournal.aibpm.org/index.php/JCDA/article/view/807
Sarvaiya, H., Arrowsmith, J. & Eweje, G., (2019). Exploring HRM involvement in CSR: variation of Ulrich’s HR roles by organisational context. The International Journal of Human Resource Management, pp.1-34. Retrieved from: https://www.tandfonline.com/doi/abs/10.1080/09585192.2019.1660698
Storey, J., Wright, P.M. & Ulrich, D., (2019). Strategic human resource management: A research overview. Routledge. Retrieved from: https://www.taylorfrancis.com/books/mono/10.4324/9780429490217/strategic-human-resource-management-john-storey-patrick-wright-dave-ulrich
Tesco.com. (2021), About Us, Retrieved from: https://www.tesco.com/ [Retrieved on -10th Nov 2021]
Wang, L., Guo, Y., Lin, Z., Deng, X., & An, W. (2018, December). Learning for video super-resolution through HR optical flow estimation. In Asian Conference on Computer Vision (pp. 514-529). Springer, Cham. Retrieved from: https://link.springer.com/chapter/10.1007/978-3-030-20887-5_32
Wright, P. M., & Ulrich, M. D. (2017). A road well traveled: The past, present, and future journey of strategic human resource management. Annual Review of Organizational Psychology and Organizational Behavior, 4, 45-65. Retrieved from: https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032516-113052
Yusliza, M.Y., Choo, P.W., Jayaraman, K., Rimi, N.N. & Muhammad, Z., (2019). HR Line Manager’s Reflections on HRM Effectiveness through HR Roles and Role Stressors. South-East European Journal of Economics and Business, 14(1), pp.34-48. Retrieved from: https://sciendo.com/pdf/10.2478/jeb-2019-0002
Zarqan, I. A., & Sukarni, S. (2017). Human resource development in the Era of technology; Technology’s implementation for innovative human hesource development. Jurnal Manajemen Teori dan Terapan| Journal of Theory and Applied Management, 10(3), 217-223. Retrieved from: https://www.researchgate.net/profile/Ince-Zarqan/publication/322526459_Human_Resource_Development_in_the_Era_of_Technology_Technology’s_Implementation_for_Innovative_Human_Resource_Development/links/5a5e13930f7e9b4f783b91cf/Human-Resource-Development-in-the-Era-of-Technology-Technologys-Implementation-for-Innovative-Human-Resource-Development.pdf
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