Unit 22 HND in Business Assignment of Managing Human Resource (GC0898)

Table of Contents

Introduction.

Task 1.

1.1 Guest’s model of HRM at Tesco

1.2 Differences between Storey’s definitions of HRM and Personnel practices at Tesco

1.3 Implications for Line Managers and Employees of Developing a Strategic Approach to HRM at Tesco

Task 2.

2.1 Explain how a model of flexibility might be applied in Tesco

2.2 Types of flexibility which may be developed by the Tesco

2.3 Assess the use of flexible working practices from both the employee and the employer perspective

2.4 The Impact of Changes in Flexible Working Practice.

Task 3.

3.1 Forms of Discrimination that can take place in the workplace of Tesco

3.2 Discuss the practical implications of equal opportunities legislation practiced in your organization

3.3 Compare the approaches to managing equal opportunities and managing diversity.

Task 4.

4.1 Compare the different methods of performance management in Morrison.

4.2 Assess the approaches to the practice of managing employee welfare in Tesco and compare it with Tesco.

4.3 Discuss the implications of health and safety legislation on human resources practices of the Morrison and compare it with Tesco.

4.4 Impact of another E-recruitment on human resources practices at Tesco

Conclusion.

Introduction

Managing Human Resource (MHR) is one of the terminologies that describe managing people in the company in several processes. MHR is divided into three main sections: operating, benefits of the employee, and designing work. Managing Human Resource helps a company by creating a positive attitude among workers as well as decreasing wastage and making maximum use of assets etc (David, Paul, and Jennifer, 2015). This report describes how MHR trained well to employees in Tesco and make them ready for future promotions as well as how can their talents utilize in Tesco to develop the company. This report focuses on four major tasks. The first task discusses the Guest Model. It also describes the dissimilarity of MHR definition, staffs, and IR practices.

In addition, it also reports on how an employee can develop a strategic approach to MHR. The second task emphasizes the flexibility of the Guest Model which may be applied in Tesco and how it may be developed by Tesco. It also discusses both merits and demerits of working practices in terms of both staff and organizations. In the third task, it describes the forms of discrimination in Tesco’s workplace and the practical implications of equal opportunities legislation practiced in Tesco. The fourth focuses on the comparison of several methods of performance management in Tesco. It also describes the impacts of E-recruitment on MHR practices in Tesco.

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Task 1

1.1 Guest’s model of HRM at Tesco

Strategic integration

According to Guest in Michael and Nieto (2016), the Guest Model is one of the popular HRM models which is widely used in business organizations in dealing with their employees. This model mainly focuses on six elements which are: 1) HRM strategy; 2) HRM practices; 3) HRM outcomes; 4) Behavioral outcomes; 5) performance outcomes; 6) financial outcomes.

Diagram: Guest Model Source: Management Platform (2015)

Application of Guest’s model of HRM on Tesco

HRM Strategy

Tesco is a departmental store which is located in Chelsea, London. It is one kind of public companies. As Tesco Annual Report (2015), the number of employees was 550,000. As Tesco Annual Report (2015), the group companies of Tesco are Tesco Stores, Tesco Bank, Tesco Aviation and Tesco Mobile, etc.. The slogan of Tesco is “Every Litter Helps”. Tesco has been developing and using several HRM strategies to deal with business functions.

HRM Practice

Henry Tesco first started its business in 1919. It has been practicing its HRM effectively and efficiently. Tesco has developed diverse work cultures, where Tesco hires people from culturally diverse backgrounds. At this moment, it has more than 550,000 staffs working in more than 6000 stores in both domestic and global market (Tesco Annual Report, 2015)

HRM outcome

The litheness in Tesco is extremely elevated as well as there are many amateur employees than permanent employees in the manufacturing part. Although worker’s employment lithely the individualities of goods have been on an excellent average (Tesco Annual Report, 2015).

Behavior Outcome

Tesco is providing its products and services to the people of the United Kingdom. Tesco has been producing the same products and services for 330 departments focusing on different particular business sections. By working hard, Tesco in the United Kingdom wants to achieve its future goals. The Tesco inspiration is to develop staff abilities in order that in roll it will profit the market (Tesco Annual Report, 2015)………………

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