Human resource management is no short from a strategic management and planning of an organisation in a given industry having high or medium level of competition. An organisation has its own vision and mission which offer direction to the business for having grip in the industry. Employees are important resources which can transform an organisation to a most valuable unit of a total industry. Tesco is a retail conglomerate based in UK and HRM as a strategic planning is vital to this company. This report is a comprehensive work encompassing discussion on strategic planning and its development and implementation relating to Tesco.
Direction, objective and targets
Tesco always keeps its central point of attention on human resources considering them important backer of organisational effectiveness and success in industry. This is the bottom line of the strategic direction of human resources management planning for driving business according to long run purposes in the retail sector.
The main objective behind the strategic HR planning is for preparing human resources as per anticipated HR necessity in the company in sync of overall corporate objective in retail industry (Berman, et al, 2012).
Thus Tesco targets knowledge and skill enhancement among its all employees across the divisions of all locations for ensuring achievement of industry specific standards.
Tesco keeps its workforce ready to take challenges and prepares them to stay conversant with the organisational cultures. Some practices and trends are instrumental for this company having better effect on manpower and the better formation of strategic planning based on any shortcoming found. Talent planning, modification of set performance benchmark as per requirement, in-depth analysis of performance and selection of corrective measures are some trends and practices already in way of progress (Boselie, 2010).
Dynamic organisational function in retail domain always needs manpower with people leaving and joining the company. Tesco currently has its control on employees’ attrition. But still the frontal line duties which include dealing with customers directly require varied degree of manpower requirement as per different locations in the world (Buller and McEvoy, 2012). Considering UK stores, the manpower need is not huge as work allocation among employees make up for manpower shortage if any.
Tesco for having a winning presence in the industry has included some technologies to its retail business dimension. These are RFID, channel opening on digital platform, in-store innovations, mobile payment facilities, online order placing. Tesco has launched Tap and Tag know-how that replaces hard copy of receipts with digital acknowledgement (Czinkota et al, 2009).
Dynamic and fluctuating nature of industry acknowledge to the changing perceptions among customers. Tesco assesses industry requirements that put up criteria in HR domain like employee engagement and planning, working flexibility and performance development (Jackson, Schuler and Werner, 2011). Workplace safety is within scope of employment related legislation that cannot be ignored. Stringent regulations relating to industry and upgraded legal framework need employees to deliver expected performance.
A complete strategic planning is apt mechanism for having the most significance of the planning (Czinkota et al, 2009). The foremost part of planning needs to have an understanding as to the manpower and its alignment with the objectives Tesco has.
Planning as to workforce – To check if right people are in right jobs at the time of requirement
Succession planning -To arrange manpower at the time of resignation or retirement of employees.
Planning of skill enhancement of employees – skill development trainings for employees
Proper remuneration system based on gradation – merit based remuneration or performance based compensation (Czinkota et al, 2009).
Adoption of performance management framework – For analysis and understanding performance delivered and performance gap.
Framework for career development – included in motivation planning for offering opportunity of career improvement like promotion, delegation of higher responsibility by management.
Strategic planning must have an analysis of external environment for measuring the extent of effects it has on Tesco, as the HR policy and strategies remain reliant on external environment. Therefore, planning needs to have proper forethought for the following:
Employment market and talent availability in industry – Conditions of employment market has influence on employment in Tesco. Economic climate of industry, availability of talents as per job requirement decide recruitment and selection of manpower and payment structure for them (Werner and DeSimone, 2011).
Cultural changes and effect on employment scenario – Candidates from different cultural background needs to be adjusted with the organisational culture of the company. Employees of diverse cultures often find it difficult to work in a collaborative working environment (Jackson, Schuler and Werner, 2011).
Changes in the legal framework surrounding employment – Employment laws and regulations must be complied with from the time of recruitment and selection of employees.
HR practices developed and practiced in other organisation – Good HRM standards set by another organisations play as vital trend setter which can be followed by Tesco for bringing about maximum effectiveness in its HR functions and employees’ performances (Werner and DeSimone, 2011).
HR strategies must be kept central to the needs of Tesco and its objectives fulfilment -Organisational purposes must find support of HR strategies and planning based on it. In this process, confidence among stakeholders must be achieved for ensuring that support in implementation of planning is there across the all levels of the Tesco (Werner and DeSimone, 2011).
Model as to strategic HR planning – This helps in formation of HR strategies and includes some steps such as, strategic direction setting, deciding on system of HRM, manpower planning, arrangement of human resources in the company, planning for human resource development as well as performance, assessment of organisational performance and competence and also efforts of sustaining the performance and competence level. Strategic direction setting, deciding on system of HRM, manpower planning require planning and the another three steps are implementation procedure by the company.
While the planning regarding strategic human resources is in process, Tesco needs to align the HR practices with the set HR guidelines for deriving better outcomes.
Discussion will take place with relevant managers of each functional departments of Tesco for making them and their teams aware of the strategic planning and the HR strategies in conjunction with organisational objectives (Werner and DeSimone, 2011). Time allotment for discussion with each manager will be one hour and that will be knowledge infusion session as concerned manager will be also allowed to express their own views and can place recommendations for further development. A synopsis of planning of team operation from their parts will be asked. This separate discussion with each manager will be conducted over a period of seven days.
Strategic planning implementation requires series of activities which can be broken down as plan monitoring, assessment of plan, plan adaption, performance evaluation. All these activities require a collaborative working framework which includes working with others in the organisation (Werner and DeSimone, 2011).
Human resource department is based around people and their performance supported by adequate level of motivation. This always requires development of collaborative working culture to expedite the organisational growth and individual performance. Firstly all the managers will be asked to analyse their team strength and the knowledge volume and skill presence for doing their duties. Training schedule will be developed for more knowledge development and skill improvement for all employees and their managers (Jackson, Schuler .and Jiang, 2014). Feedback about strategic planning will be asked from every manager of department and they need to look into the mindset of their team members to understand their reactions to strategic planning of HR.
Strategic HR planning needs to be monitored with adoption of some activities which are discussed below in brief.
It is to be ensured that performance required and already getting performed are within the scope of benchmark set by management with concentration on objectives of Tesco (Purce, 2014).
Required activities must be consistent with the organisational vision and mission.
Separate team of HR will be formed and they will have the duty of monitoring the plan.
Earlier situation and ongoing development depending on the human resource strategic planning will be kept in comparison and this will fulfil the monitoring function for the company.
In the process of monitoring some aspects like exercising control, development of responsibility are also essential and must be practiced by the company (Lengnick-Hall et al, 2009).
For devising away strategic planning, Tesco requires to initiate proper review before getting the planning implemented. This requires attention on some aspects such as
Measuring the realistic aspects of planning – Planning needs to be realistic which does not have any impossible elements and impractical vision and objectives. Further it is considerable that plan is within the scope of the mission and values of Tesco.
To see if plan is integrated – Factors in strategic planning must complement each other. As an example, it can be said that organisational culture of Tesco must have adequate support for the skills and talents of employees to grow for working in tandem with management’s view for achieving organisation goal (Jackson, Schuler and Werner, 2011).
To anticipate outcomes in comparison with requirement – The viability of planning must be found out. This needs the planning to be measured in caparison with the requirement and possibility of goal achievement.
This phase includes effort of getting plan accepted by the employees of Tesco. Managers of the company have huge roles with regard to this. Change management becomes essential in this matter and proper leadership need to be demonstrated through selection of leaders in the company for managing their team so that they can understand the importance of strategic planning and the benefits for their company (DeCenzo, Robbins and Verhulst, 2010). Before bringing the plan into the effect, feedbacks will be sought from employees of each department to make them feel valued and respected. Finally the plan can be embraced with supports from every one and can be implemented within set time frame.
Performance can be evaluated with an objective of performance development among low performing staffs and to encourage well performers more in performing consistently. Performance can be evaluated in several means.
By comparing the standards with actual performance delivered by staffs, performance can be evaluated. Gap between actual performance and performance benchmark indicates low performance delivered by team and this is due to some shortcomings in strategic HR planning (Daley, 2012).
Feedbacks from managers- this sheds light on performance of staffs and strategic planning. HR strategic planning if is satisfactory then team and team performances will be affected positively (Chen and Huang, 2009).HR strategic planning can be assessed better in term of performance of individuals and teams in Tesco. Therefore, performance appraisal of staffs followed by strategic planning implementation is needed to be put into practice.
Conclusion
HR strategic planning does not only work within the HR department but the effects loom for other departments also. This always needs the HR strategic planning to be cooperative of boosting employees’ motivation as per the requirement of organisational goals. Therefore team working and proper working relationship must be encouraged. Strategic planning must be reviewed for adding more relevance to it and organisation like Tesco will be more benefitted.
References
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource management in public service: Paradoxes, processes, and problems. Sage.
Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-Hill Education.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of business research, 62(1), pp.104-114.
Czinkota, M.R., Ronkainen, I., Moffett, M.H., Marinova, S. and Marinov, M., 2009. International business. Wiley.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management, pp.120-125.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2010. Fundamentals of human resource management. John Wiley.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Lengnick-Hall, M.L., Lengnick-Hall, C.A., Andrade, L.S. and Drake, B., 2009. Strategic human resource management: The evolution of the field. Human resource management review, 19(2), pp.64-85.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download