International MBA D-HRM Assignment Sample
Abstract
This paper has been developed by considering the previous assignment 1 and 2. The business case of Tesco and PepsiCo has been analysed and it has been identified that both of them are utilising sustainable global HR strategies to conduct the business with effectiveness in the national and international level. In the section of findings and business situation, the analysis of prospects and constraints of all the HR strategies up taken by the companies have been done. It has been recommended that Tesco should implement a better control and monitoring system of its extensive workforce. PepsiCo has to minimise its gender imbalance in the workforce.
Reason for business case- brief description
Human resource is one of the primary resources associated with business management and business organisation management. As per the idea of Wikhamn (2019), effective management of HR helps in the enhancement of business productivity, agility and quality of business service. This factor triggers the managers and leaders to interact with HR strategy and to develop sustainable Strategy for management of their respective business organisations. As per the viewpoint of Poór et al. (2019), in the recent time with the implementation of the strategy of internationalisation, cross-border business practices are integrated with business culture and this is the main reason for the inclusion of the human resources from multiple and diversified backgrounds. It has been identified that effective HR strategy is needed to be formulated to manage the business in both global and local level. This is the main reason for which the local and international organisations have addressed global HR strategies to manage their diversified task force effectively. Previous research regarding Tesco and PepsiCo has been done in the field of the management of their human resource for both local and global level. The findings have proved that both are implementing HR strategies by safeguarding the interest of the employees and this is the major factor associated with HR strategy of current time.
Situation analysis
In the previous assignments situation analysis has been done in which it has been noticed that both Tesco and PepsiCo have their respective crises. As per the official report Sehrawat (2019), it has been noticed that the PepsiCo has merged with different companies like Mabel Cookies, Dilexies cookies for development of its financial condition. Hence, Tesco should merge with the other Venezuela based organizations to minimise its direct and overhead cost. However, with merger and acquisition, the employees of the other companies have to be up taken. This is the major factor for which development of effective employee management strategy is needed.
On the other hand, Tesco has a huge people team by including individuals from different socio-economic and socio cultural backgrounds. As per the official report, it has been reported that Tesco have included 367361 employees to enhance the HR strength of the company (Tesco, 2021). Hence, effective and sustainable HR strategy is essentially needed for the management of the huge task force of Tesco. Additionally, for training purposes, 5900 individuals have been included who should work in the stores (Tesco, 2021). It has been considered that effective distribution of these HR should help in the creation of effective business growth. Hence, there is complexity in the business situation to handle this huge training team and full time working team.
Potential solution
Sustainable HR strategy is the potential solution to manage the complex business situation and both Tesco and PepsiCo have accepted the same to manage their business effectively. As per the official report, Tesco has implemented corporate governance which have provided proper code of conduct and tunics guidelines for the employee management (Tesco, 2016). This factor has promoted the practice of sustainable management of Tesco. As per the official report, any kind of unethical discrimination regarding, gender, ethnicity, religion, sociocultural background, economic background, belief, race or cast has been prohibited for Tesco (Tesco, 2016). The organizational fairness and prioritisation to the workplace safety of the employees is prioritised by PepsiCo for the management of its workforce. This is another attribute tagged with sustainable HR strategy.
Employee engagement is most promoted by Tesco in its work culture and this has started major integrity in the huge task force of Tesco. As per the idea of Sun and Bunchapattanasakda (2019), the major prospect of employee engagement creates emotional attachment of employees with their workplace. Additionally, it has been identified that the employee engagement helps in the minimisation of cultural dispute in the diversified workforce. Hence, it is one of the most effective HR management strategies which is interacted with by the leaders in the context of management of the business at the national level and international level as well. However, Maltseva (2020) has stated that excessive promotion of employee engagement and refreshment activities in the workplace deteriorates productivity and work culture. Hence from this angle, it can be mentioned that this is one of the major constraints of the tragedy of employee engagement.
Findings
In the previous section, it has been mentioned that Tesco has initiated a training programme for 5900 individuals. The academic and training department have taken the accountability of this mentoring programme. This can be considered under the career advancement programme of the company. As per the idea of Calinaud et al. (2020), a career advancement programme is one of the major HR strategies for the organisation which helps in the skill development of the employees. The skill development of employees helps in the development of productivity and efficiency of the entire task force of an organisation and this is one of the major advantages or prospects of this strategy. With highly skilled employees the firm performance of the organisation can also be increased and this factor leads to the development of the organisation from an economic viewpoint for the long term. However, the major constraints of a training or mentoring program is that it initially demands the investment of a large amount of financial resources. Hence, the cost burden of employee advancement programmes often hinders the organisation to up take this strategy.
The employee management strategy of PepsiCo has also addressed the global HR strategy. As per the official report, in the global level 25% of employees of PepsiCo are women (PepsiCo, 2019). Hence, despite all initiatives, the employee management strategy of PepsiCo has not effectively eradicate gender inequality. This factor is needed to be managed effectively. PepsiCo has the employee strength of 267,000 and to manage that employee and this huge task force have been developed by inclusion of people from diverse backgrounds (PepsiCo, 2019). This strategy has helped the organisation to enhance it productivity and this is the major benefit of this tragedy. However, the constraint is that there is the risk of workplace dispute.
Recommendation
In the case of Tesco, it can be recommended that the organisation should implement a better monitoring system for the huge task force. This strategy should help the company to manage its workforce with more effectiveness. Providence of autonomy and feasibility is essentially needed to enhance productivity however, the control and monitor in appropriate level is also necessary to manage extensive task force Additionally for PepsiCo, the minimisation of gender inequality is essentially needed more recruitment of female employees and promotion of female employee in the material and directorial board is need to minimise this imbalance in the workforce.
References
Calinaud, V., Kokkranikal, J. and Gebbels, M., (2021). Career advancement for women in the British hospitality industry: The enabling factors. Work, Employment and Society, 35(4), pp.677-695.
Maltseva, K., (2020). Wearables in the workplace: The brave new world of employee engagement. Business Horizons, 63(4), pp.493-505.
PepsiCo, (2019). PepsiCo- Annual report 2019. Available at: https://www.pepsico.com/docs/album/annual-reports/pepsico-inc-2019-annual-report.pdf?sfvrsn=ea470b5_2 [Accessed on: 9 September 2021]
Poór, J., Engle, A.D., Blštáková, J. and Joniaková, Z., (2019). Internationalisation of human resource management: focus on Central and Eastern Europe. Nova Science Publishers.
Sehrawat, S. (2019), Pepsico’s Sustainable Strategies. Journal of Management, 6(2), pp 112-132.
Sun, L. and Bunchapattanasakda, C., (2019). Employee engagement: A literature review. International Journal of Human Resource Studies, 9(1), pp.63-80.
Tesco, (2016). Tesco Corporation Code of Business Conduct and Ethics. Available at: http://media.corporate-ir.net/media_files/IROL/11/118467/Code%20of%20Business%20Conduct%20and%20Ethics_19%20Feb%202016.pdf [Accessed on: 9 September 2021]
Tesco, (2021). Annual Report and Financial Statements 2021. Available at: https://www.tescoplc.com/media/757589/tesco_annual_report_2021.pdf [Accessed on: 9 September 2021]
Tesco, (2021). People. Available at: https://www.tesco-careers.com/office/corporate-functions/people/ [Accessed on: 9 September 2021]
Wikhamn, W., (2019). Innovation, sustainable HRM and customer satisfaction. International Journal of Hospitality Management, 76, pp.102-110.
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