Unit 22 Managing Human Resource Assignment at The Tesco (GC0904)

Table of Contents

Introduction.

Task 1.

1.1 Explain Guest’s model of HRM in the case of Tesco business.

1.2 Differences between Storey’s definitions of HRM, Personnel Management and IR 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 Tesco.

2.3 Use of flexible working practices from both the employee and the employer perspective of Tesco

2.4 The impact of changes in the labor market on flexible working practices at Tesco.

Task 3.

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

3.2 Practical implications of equal opportunities legislation practiced in Tesco.

3.3 Compare the approaches to managing equal opportunities and managing diversity in Tesco

Task 4.

4.1 Different methods of performance management adopted by Tesco.

4.2 Approaches to the practice of managing employee welfare in Tesco.

4.3 Implications of health and safety legislation on human resources practice in Tesco.

4.4 Impact of e-learning on human resources practices at Tesco.

Conclusion.

References.

Introduction

Managing Human Resource (MHR) is an important term that describes formal systems of managing people in organizations (David, Paul, and Jennifer, 2015). Managing Human Resources (MHR) mainly focuses on three key areas: staffing, defining/designing work, and employee benefits and compensation. The purpose of MHR is to improve the productivity of a business by maximizing employee effectiveness (Mullins, 2014).

This paper discusses different factors of Managing Human Resources (MHR) in the case of two particular business organizations, Tesco and Morison. Tesco is the biggest retailer in the UK, where Morison is also a leading supermarket in the UK. Several factors of Managing Human Resource (MHR) in this paper are described in four main sections. In the first part, one of the famous HRM models named Guest Model is discussed focusing on the Tesco business case. After that, Story’s definition of PM, HRM, and IR has come under consideration. Then, how line managers and employees of a business impact on the HRM strategies development are discussed in the business of Tesco.

In the second part, the flexible working model has been discussed along with several kinds of working flexibilities practices in the business of Tesco in case of both staff and employer views. In the third section, a different form of discrimination is described in the Tesco business case. Then, this section examines the practical implication of equal opportunities legislation practices in the Tesco business. This section also compares and contrasts different approaches to managing equality and diversity in the case of the Tesco business. In the last section, different kind of performance management methods which can be adopted in Tesco are discussed. Then, this section outlines the approaches to managing employee welfare in Tesco. Following this, the implication of health and safety legislation on HR practice is outlined. Finally, how e-learning can affect HR practices at Tesco is discussed.

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Task 1

1.1 Explain Guest’s model of HRM in case of Tesco business

One of the famous HRM models is Guest’s model which developed by a professor of London King College, Named David Guest. This model has been discussed and applied in the Tesco business as follows:

Strategic integration

First of all, this model ensures HRM integration into business strategic planning. It also ensures that HR policies are coherent and managers at the workplace to apply HR policies effectively (Guest, 2011). According to Tesco Annual Report (2015), Tesco has been able to develop effective HR strategies to manage its human resources effectively, which has given huge success in gaining organizational goals.

Commitment

Secondly, this model ensures that staff at the workplace feel bound to the organization. In addition, employees are committed to high performance through their good attitudes and behaviors (Guest, 2011). In the case of Tesco business, Tesco has defined role and responsibility for its employees and line managers. Every single employee in Tesco is committed to providing better performance through fulfilling their roles and responsibilities and business policies (Tesco Annual Report, 2015)……………

HND in Business